Many employers rely on background checks to verify a candidate’s information, such as criminal history, past employment, and professional credentials. But before those checks can begin, there’s a more basic question to answer: Are you screening the right person? New hiring realities, including remote workflows and advanced AI tools, have made identity verification a critical first step in the background screening process.
In this article, we’ll explain how identity verification and background checks can work together to minimize fraud risks and strengthen hiring processes.
What Is Employment Identity Verification?
Employment identity verification is the process of confirming an applicant is who they claim to be. This process may involve government ID validation, biometric verification, and liveness detection. The goal is to make sure the person you’re screening is the same person applying for the role.
It’s an essential step because background screening relies on an accurate identity. If a candidate uses a fraudulent ID or synthetic identity, it can create problems downstream, ranging from screening delays to compliance risks.
Identity verification doesn’t replace the need for a background check. It should be an integrated part of the process to confirm an applicant’s identity before pre-employment screening begins.
Why Identity Verification Has Become More Important in Hiring
Identity verification in hiring has always been important, but new realities have raised the stakes for employers. Between remote hiring practices and technological advances, candidate fraud has become more sophisticated and harder to catch.
New artificial intelligence (AI) tools enable fraudulent applicants to make fake documents, create synthetic identities, or even use deepfake technology to deceive hiring managers. At the same time, many organizations have shifted to remote recruiting and hiring processes, which have removed some safeguards that were part of traditional in-person hiring.
Collectively, these factors have created new hiring concerns. By 2028, about one in four candidate profiles may be fake, according to Gartner research. For many employers, candidate fraud has moved from a distant possibility to a real hiring risk.
That’s where comprehensive identity verification can help. By confirming an applicant’s identity early in the process, employers can reduce the risk of candidate fraud and make more confident hiring decisions.
“Hiring starts with trust, and that trust begins with knowing exactly who you’re screening,” says Joe Doyle, Vice President of Sales at InCheck. “As fraud becomes more sophisticated, especially in remote and high-volume hiring environments, employers can’t afford to assume identity.”
What Are Ways to Verify Identity for Employment?
Rather than relying on a single method to verify identity, employers should adopt a multi-layered approach to employment fraud prevention. This strategy may combine document validation, biometric identity verification, liveness detection, and other advanced analysis.
Government ID Validation
Government ID validation confirms whether a candidate’s identification document appears legitimate and matches the information provided. Accepted documents may include a passport, driver’s license, state-issued ID card, permanent resident card, or other approved forms of identification.
This process generally checks for the following:
- Data matching: Pulls data from the document barcode to ensure it matches what’s on the ID.
- Barcode anomalies: Identifies potential anomalies linked with the barcode.
- Security features: Analyzes the document’s legitimacy based on security features, like watermarks or holograms.
- Expiration date: Checks whether the expiration date is after the issue date.
- Document validity: Evaluates other standard features for each specific document type.
Biometric Selfie Matching
Biometric selfie matching compares a candidate’s live selfie to the photo on their government-issued ID. This helps confirm that the person’s facial features match the photo on the document. Usually, candidates can follow a simple mobile process to provide consent, take a selfie, and submit the photo.
Liveness Detection
Liveness detection helps determine whether the person completing the identity verification check is physically present and not using a prerecorded video or other fraudulent method to imitate a live person.
In some workflows, liveness detection asks the candidate to complete simple actions, such as blinking and looking to the left and right. This can help reduce the risk of deepfake or impersonation attempts.
Data Analysis
Data analysis involves reviewing a candidate’s ID for potential signs of fraud. This may include checking for suspicious data, such as commonly used fraudulent names, and making sure the ID has all the fields it should contain.
Technology Analysis
Technology analysis reviews technical details related to the identification document. Depending on the configuration, this analysis may include checking whether the document appears to be a photocopy and whether the image quality is good enough to perform fraud analysis.
Where Identity Verification Fits in the Background Screening Process
At a minimum, identity verification should happen at the start of the background screening process. Conducting a thorough pre-employment identity check can help employers make sure they’re screening the right person.
With the increasing risk of candidate fraud, some employers are going even further and moving identity verification earlier in the recruiting process. This additional safeguard can detect fraudulent candidates before they get too far in the hiring process and prevent them from moving forward.
Early identity verification may be especially useful when screening for regulated or safety-sensitive roles. For example, employers in industries like healthcare, finance, and transportation may benefit from expanded identity verification before interviewing begins.
Background check providers can make identity verification a seamless part of the screening process. With a quick, mobile-friendly workflow, candidates can easily complete this step without unnecessary delays. This can improve the candidate experience and keep the hiring process moving forward.
FAQs
What’s the difference between identity verification and a background check?
Identity verification confirms an applicant’s identity, while a background check reviews their history, such as criminal records, employment, and education. In background screening, identity verification is a foundational step to make sure an organization is screening the right person.
Why is identity verification for employment so important?
If an applicant’s identity information is inaccurate or fraudulent, it can affect the rest of the screening process. Verifying identity early helps employers avoid unnecessary delays, detect potential fraud, and make decisions based on reliable information.
Is identity verification the same as E-Verify?
No. Identity verification confirms who the applicant is, while E-Verify helps determine whether a new employee is authorized to work in the United States. However, both steps depend on accurate identity information, making consistency across the screening and I-9 processes even more important.
What does an identity verification check show?
An identity verification check can verify identity information through data validation, biometric selfie matching, and data and technical analysis. Depending on the service, it may also include liveness detection, which can help spot deepfake technology and impersonation attempts.
Strengthen Your Hiring Process with InCheck
Candidate fraud has amplified the need for comprehensive identity verification in background screening. Identity verification can confirm that the person moving through the hiring process is who they claim to be, which helps prevent identity fraud and reduce compliance risks for organizations.
InCheck offers identity-first screening solutions designed to help employers reduce fraud risk without adding unnecessary complexity. Our solutions combine secure digital verification, candidate-friendly workflows, and real human support to help employers build stronger screening programs. Reach out to learn how identity-first screening can strengthen your hiring process.
Disclaimer: This blog is for general informational purposes only and should not be construed as legal advice.