Employment verification for employers

False or misrepresented information can raise serious red flags about a candidate’s character. Additionally, some positions require specific experience and skills, especially in highly-regulated industries like healthcare, transportation, and manufacturing. By verifying a candidate’s background and qualifications, including employment history, you can protect your business from negligent hiring claims and boost its reputation.

All employers in the United States must verify their employees’ employment eligibility status. You can use Form I-9 and E-Verify to confirm a new hire’s eligibility to work in the U.S. This process is different from an employment background check. At InCheck, we offer services to help you comply with federal regulations for employment eligibility verification.

Typically, employment verification shows you a candidate’s former job title and employment dates with a company. However, the information you get from an employment background check can vary depending on state laws and company policies.

It depends on the screening method and the extent of a candidate’s work history. When you screen candidates independently, it can take days or even weeks to contact each company and confirm employment. The process can take longer in some cases, such as if a company has gone out of business.

When you partner with a third-party provider for employment verification, like InCheck, this screening tends to be much faster. We have the technology and expertise to confirm employment quickly, often providing same-day results.

While you can confirm a candidate’s entire employment history, it’s usually not necessary for most jobs. For example, if you’re hiring for an entry-level position, you may only verify a candidate’s work history for the past two to three years. For higher level positions, you may check a candidate’s work experience for the past seven or more years.

Many positions require specific training, specific education, and an active professional license. Obtaining a professional license verification through a primary source database will ensure your candidate is currently licensed to perform the role for which they are being hired. Licenses can be provided for various industries, including teachers, counselors, accountants, CPAs, attorneys, contractors, health care workers, and more.

If you use a consumer reporting agency for employment background checks, you must comply with the Fair Credit Reporting Act (FCRA). The FCRA requires you to get candidates’ consent for background checks. You must also follow guidelines if you decide not to hire a candidate based on their background check results.

States may have separate laws for employment background checks in addition to the FCRA. Working with a reputable company, like InCheck, can help you comply with these legal requirements.

Don’t assume every candidate offers the whole truth on their resume. Work with InCheck to verify your candidates’ professional experience so you can make qualified hires.

Get started today with a free quote to improve your screening strategy and hire the right candidates.