A background check is a screening tool used by employers to verify the information provided by a job candidate during the hiring process. This process is not uniform; the scope of the investigation is determined entirely by the prospective employer’s policy and the specific requirements of the position. Therefore, not all background checks include verification of a candidate’s employment history, as the components are often selected from a menu of services. The inclusion of employment verification depends on the level of detail the employer needs to assess a candidate’s qualifications for the role.
Background Checks Are Not Standardized
Employers assemble background checks as modular packages, choosing from a variety of screening services offered by a Consumer Reporting Agency (CRA). The decision to include an employment history check is based on factors like the role’s sensitivity, industry regulations, and the employer’s budget. For example, a position in finance or a role requiring specific professional experience will almost always mandate thorough employment verification.
Conversely, some entry-level or temporary positions may utilize only a basic screening package that focuses on identity and criminal records. These basic checks often omit the time-consuming and more expensive employment verification step. While employment history verification is a common component, it is an optional selection rather than a universal requirement dictated by the employer’s internal risk assessment and hiring policy.
Details Verified in an Employment History Check
When an employer requests an employment history check, the process focuses on confirming the objective details a candidate has provided on their application or resume. Verified data points include the exact start and end dates of employment for each listed company, which helps identify any significant gaps in work history. The verification also confirms the job title or titles held during the period of employment at the previous organization.
Previous employers are often contacted to confirm the candidate’s eligibility for rehire, though this information is not always provided. Past employers are typically restricted from giving subjective performance reviews, detailed job responsibilities, or salary information without the candidate’s explicit authorization. This limitation ensures the verification remains factual, focusing on concrete data points to validate the candidate’s professional narrative.
Methods Used to Verify Past Employment
Employers utilize distinct mechanisms to conduct employment verification, often relying on third-party Consumer Reporting Agencies (CRAs) to manage the process. One common method is accessing large, commercial databases, such as The Work Number, which stores payroll and employment data submitted by millions of employers nationwide. This automated process quickly confirms a candidate’s employment dates and job titles for companies that contribute their records.
If a previous employer does not use a verification database, the CRA will resort to manual verification by directly contacting the former company’s Human Resources or payroll department. This direct contact requires submitting a formal request and often involves a delay as the former employer processes the inquiry. If the previous employer is out of business or unresponsive, the candidate may be asked to provide supporting documentation, such as W-2 forms or pay stubs, to substantiate their claims.
Components Found in Most Background Checks
Most comprehensive background checks contain several foundational components considered standard practice for nearly all roles, regardless of whether employment history is included. Identity verification is a universal first step, using an applicant’s Social Security number and other personal data to confirm their legal identity and current addresses. This ensures that subsequent checks are run against the correct individual’s records.
A criminal records check is another universal component, involving searches of various databases, including county, state, and federal court records. This process looks for misdemeanor and felony convictions and pending criminal cases relevant to the job. A check of the national sex offender registry is also included in most screenings, especially for roles involving vulnerable populations.
Legal Rights Regarding Background Checks
The process for using background checks in hiring is governed by the federal Fair Credit Reporting Act (FCRA), which provides specific rights to the job candidate. Before a background check can be initiated, the employer must provide a clear, written disclosure that a consumer report may be obtained for employment purposes. The employer must also secure the candidate’s written consent to proceed with the screening.
The FCRA protects the candidate by requiring the employer to follow a specific adverse action process if the report leads to a negative hiring decision. This process includes providing the candidate with a copy of the background report and a summary of their rights before the decision is finalized. This allows the individual time to review the report and dispute any inaccuracies with the Consumer Reporting Agency before the employer makes a final decision.