Do employment verifications and background checks consume a substantial amount of one’s HR department’s time? Outsourcing these functions is a great way to boost the efficiency of HR personnel through the elimination of these time-consuming tasks. But it’s not as easy as just calling up an employment verification company and passing the baton – there’s still a lot you’ll need to know.

1. Provide as much information as you possibly can

When submitting a request for background screening services, it is important that the customer reporting agency (CRA) is provided with as much information from the applicant as possible. There could be instances where an applicant has changed his/her last name or may work with a nickname which they failed to incorporate on the paperwork. This omission may create a discrepancy when attempting to verify information.

When an applicant is providing his/her employment history, it’s important a name and address for the employer is provided. In many cases, an applicant may list the name of the employer although not add a complete address (ex: street name, city, state and zip code). 먹튀검증  Small businesses may be difficult to discover without a complete address. It is also important to supply a contact number for employers. Applicants may provide a contact number for a buddy they have worked with to try and verify their employment, however a CRA must contact the organization directly to try and verify information through the HR department or previous supervisor.

In order for a CRA to do a background investigation, an applicant must sign an authorization and release form and also a disclosure statement giving their consent and knowledge that the investigation is being processed. As an employer, you will want to keep on file the signed disclosure statement. The authorization and release form is submitted to the CRA along with the applicant’s information to be verified.

For companies who submit their investigations via electronic format, it’s always a good idea to have authorization and release form with a “wet” signature on file. Difficulties may arise, especially with schools, in accepting electronic signatures. It is the policy of some schools to only accept a “wet” signature on an authorization and release form and therefore won’t verify any information when provided with an electric signature.

3. Request only the correct searches

As an employer, you ought to only request the necessary background searches needed for the career you are seeking to fill. Don’t request additional searches that don’t pertain to the career for that your applicant is applying. As an example, you wouldn’t process a motor vehicle check into an applicant who would not be driving for the company. This unnecessary search wouldn’t only raise your costs but may possibly also delay receiving case results. It’s always good to truly have a company policy in place for the searches you’ll need to do for various positions within the company.

4. Be patient

CRA’s work diligently to acquire verifications as quickly as possible. There are a few situations which are from the CRA’s control where information cannot be obtained in a timely manner, if at all. When attempting to verify education, it’s important to note that if a CRA is wanting to verify an older issuance it is just a strong possibility that records have already been archived to storage, by which case it might take the institution quite a long time to discover records.

Schools as well as employers may never return a solution to a verification request. Sources at these locations have primary duties to go to to and verifications might not be their top priority. There are a few sources that return information within an expedient manner and are extremely cooperative, whereas other sources may never return a reply to multiple requests.

When contacting an employer for verification, the CRA is looking to verify dates of employment, the career held by the applicant, a reason for leaving the organization and if the applicant is entitled to rehire. There are many firms that maintain policies that prevent them from divulging certain information such as for example salary, reason behind leaving and eligibility of rehire. Some employers may ask the CRA to supply them with the information listed by the applicant and they will either confirm or deny the validity of the info, but won’t correct any discrepancies.

Many companies will verify employment information over the telephone while others need a verification request to be faxed or mailed and also a signed authorization and release form. A growing trend for employers would be to outsource their verifications to a third-party source, by which case there are additional fees incurred to acquire employment verifications.

Education Verifications

When verifying education, (GED, high school diploma, adult high school diploma or degree) a CRA will endeavour to verify the date and issuance indicated by the applicant. Schools will confirm this information either verbally, through fax or by mail. There are a few institutions (mostly colleges and universities) which have outsourced their verifications to a third-party source, by which case, there are additional fees incurred. Each time a school states which they cannot locate a record for the applicant, it is effective if the applicant is able to provide a copy of the issuance to the CRA.  Once a copy is received, the CRA may then contact the institution and provide them with the copy to determine the validity of the document.

References

You will find two kinds of reference verifications that could be requested. An employer may opt to truly have a CRA develop references for an applicant. This type of verification doesn’t require the CRA to contact references listed by the applicant, but rather to contact a prior supervisor or manager and try to develop a research through them. This type of reference verification may be difficult as numerous supervisors are not always willing to supply a research for an applicant and it may be company policy not to hand out personal or professional references.

Employers can also request a CRA to contact references that have been listed by the applicant.  References usually are contacted via telephone however many may request that the questions be sent via fax or e-mail accompanied by a signed release. A CRA is likely to make every attempt to verify references, however some individuals may never return phone calls. Sometimes it can help if an applicant can offer both a day and evening contact number where a reference may by reached.

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