If you run a business, you probably have experience in hiring people. Perhaps you’re hiring now. But what if your ideal candidate has lied about their work experience?
Statistics show that 75% of human resource managers have detected lies on resumes. Checkster, a hiring solution, surveyed job applicants and found that 78% lie or misrepresent themselves on their resumes.
So, how can businesses ensure that their employees are legit? The answer is employment verification.
Employment verification is a background check on potential employees. It looks for inconsistencies between what an applicant puts on their resume and their actual employment history.
Employees can misrepresent their education experience, job titles, responsibilities, or work duration. Sometimes they entirely omit information about their past to hide that they were once fired or changed jobs too often. Employment verification ensures that prospective hires are who they say they are.
Businesses usually conduct employment verification when they hire new employees. But current staff can also ask to verify employment so they can get a bank loan or visa approval. Similarly, former employees seeking a new job might contact their former employer to ask for a verification letter.
There are two ways of running employment verification: 1) manually by an HR team or 2) outsourcing to a third party.
Manual checks. To verify a candidate, the HR team will need to contact each workplace listed on the person’s resume. They can either call, send an email, or ask for an employment verification letter.
Employment verification solution. There are services that can take on the task of checking a potential employee. They charge for this, but it does take a significant load off the HR team. Also, their verification process is optimized and takes just a couple of days.
When a manager gets a resume, there are six main pieces of information to verify about a candidate’s education and job experience. Note that businesses must get signed consent from the candidate before performing verification.
Businesses inquire about the reasons why the candidate left the company, their knowledge and skills, and other work-related information.
Note that not all jurisdictions allow businesses to check marital status, former salaries, disability information, or eligibility for rehire. For instance, some American states have banned employers from requesting information about previous salaries since this may encourage pay discrimination.
We’ve taken a look at the recommendations of several hiring companies and compiled a list of the top four red flags to look out for.
Whether these red flags are enough to reject an applicant is up to the employer to decide.
Former and current employers have a right to confirm employment. Verification requests can come from employees, government agencies, and others. While it’s a must to reply to government requests, businesses don’t have to reply to former employees, collectors, mortgage lenders, etc.
When businesses receive a verification request, they must review the laws of the jurisdiction where they’re located and determine which types of data they can include. For example, in the UK, recruiting staff may only make limited enquiries about a candidate’s health or disability.
Employee verification detects lies on resumes and helps businesses hire honest employees fit for the job. This check can be done manually by an HR team or delegated to a third-party service provider.
At Sumsub, we don’t conduct employment verification checks, but we can help you verify your users, partners and suppliers to weed out any fraudsters. So don’t hesitate to check out our Know Your Customer (KYC) and Know Your Business (KYB) solutions.