Employee background verification is a vital part of the hiring process. From verifying educational qualifications to assessing criminal records, these checks help employers make informed hiring decisions.
Speed and accuracy are crucial for effective employee background checks. Best practices and leveraging technology can speed up the process, while maintaining compliance with laws.
Identity Verification
When selecting a new employee, identity verification helps ensure that the person who is applying for the job is actually who they say they are. Traditionally, ID verification is done by asking for the applicant to provide their driver’s license, passport or other document that proves their identity. However, these documents don’t always match the actual person who presents them.
Furthermore, these identification checks have inherent biases that can exclude underpaid workers, Black and other workers of color, immigrant workers, disabled workers, those with poor credit history, or others. ID verification systems are designed with assumptions about technology access, credit history, appearance and language that may not apply to these workers.
This is why KYE — a more advanced form of employee verification — is essential for companies looking to protect themselves, their employees and customers from fraud. This verification process combines advanced record-matching logic with the ability to ask for and verify a worker’s documentation online, offline or through private vendors.
Employment Verification
Employment verification is one of the most common background checks requested by companies seeking to hire new employees. It’s a way to cross-check work history information provided by candidates on their job applications and resumes. Various parties conduct employment verification screenings regularly, including lenders (for car loans or mortgages), insurance agencies, prospective employers and government assistance programs.
The scope of an employment verification depends on the nature of the open position. Entry-level positions often only require verification of the previous three years of work. On the other hand, senior jobs may require a more comprehensive employment verification process.
Verifications can take weeks to complete if you’re using a third-party service that relies on the candidate to provide a list of their former employers and contact information for each. This can be especially challenging when dealing with small or out-of-business employers, or if you need to verify an international employment history. Make sure to ask your CRA how many attempts they’ll make to contact past employers. Reliable CRAs typically count an email, phone call and fax as one attempt.
Education Verification
For positions that require a specific level of education, employers often conduct an education verification check as part of the background screening process. This is an important step to ensure that candidates meet your educational requirements, and to avoid hiring people who have falsified their education information on their resume.
This type of check involves contacting the schools, colleges, or universities listed on the candidate’s resume to verify their attendance dates, degrees earned, and other details. It can be done in-house or through a professional background check company, which can provide faster turnaround times and ensure that the process is conducted fairly and in compliance with all relevant regulations.
In addition to verifying educational credentials, this type of check can also confirm that candidates hold professional licenses if required by state or local law. This is especially important for jobs that have a high degree of responsibility or where employees may interact with vulnerable populations.
Criminal Verification
When selecting a new employee, criminal verification is one of the most essential steps to take. It helps ensure a safe work environment for both employees and customers by evaluating convictions that could impact job duties and responsibilities. It also supports a fair, respectful hiring process and adherence to federal regulations, including the FCRA and EEOC.
National criminal record checks search state, county, and federal records to report felony and misdemeanor convictions, as well as current pending cases. They may also include dismissed charges, depending on the provider’s policies.
Driver history checks verify an applicant’s driving record, revealing any violations and accidents that could impact their ability to safely perform their role, such as DUIs or speeding violations. This verification is especially important for roles that require any amount of travel or time operating motor vehicles, like delivery drivers and forklift operators.
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