Employment background checks are a standard part of the hiring process, verifying the claims a candidate makes during the application and interview stages. Employers use these checks to assess a candidate’s reliability and mitigate potential risks before extending a job offer. Past work experience is a primary focus of this evaluation. The short answer is yes, job history is typically included in an employment background check.
Understanding Employment Background Checks
An employment background check is a formal process initiated by an employer to investigate a candidate’s past records. This differs from a simple reference check, which usually involves informal conversations with individuals provided by the candidate. The depth of the investigation is determined by the employer’s request and tailored to the requirements of the specific position.
Background checks are frequently conducted by a third-party Consumer Reporting Agency (CRA). These agencies specialize in aggregating data from various sources to produce a comprehensive report for the hiring company, ensuring the check is performed consistently and according to federal regulations.
The Sources Used for Job History Verification
Job history verification utilizes several methods to confirm a candidate’s previous employment details. One method involves direct contact with a candidate’s former employers, typically the Human Resources department. Many companies limit what HR can disclose, often confirming only the dates of employment and the final job title to prevent legal liability.
Another common method uses employment verification databases, such as The Work Number, a large repository of payroll data provided by millions of employers. Employers transmit employment and income data to this service each pay cycle, allowing verifiers to access records instantly and automate the process. This digital approach provides rapid access to employment information, speeding up the decision-making process for prospective employers.
The overall process is managed by Consumer Reporting Agencies (CRAs), which act as centralized aggregators. CRAs compile information obtained from direct employer contact, commercial databases, and other record-keeping systems. By combining these sources, the CRA generates the final report used to verify the candidate’s professional history.
Specific Employment Details Revealed
The most commonly verified details regarding job history are factual and limited to information necessary for confirmation. This includes the dates a person began and ended their employment at a previous company, ensuring the timeline aligns with what the candidate presented. The background check also verifies the final job title held, confirming the level of responsibility or role occupied.
Verification often extends to confirming the previous employment status, such as whether the person was full-time or part-time. These factual data points are the foundation of job history checks because they are objective and easily verifiable. Salary history is often restricted from disclosure due to a growing number of state and local laws prohibiting employers from requesting or using this information. The handling of all verified employment information must adhere to the standards outlined in the Fair Credit Reporting Act (FCRA).
Information That Background Checks Do Not Show
While background checks aim for factual verification, they are legally and practically limited in the scope of information they reveal. The process generally excludes subjective details about a candidate’s performance in a previous role. Specific contents of performance reviews or evaluations are rarely disclosed, as they involve qualitative judgments rather than objective facts.
Specific details regarding disciplinary actions or minor workplace disputes are typically not shared with a prospective employer. Former employers generally limit disclosures about the reason for termination to a basic statement, avoiding specific causes unless the termination involved illegal activity or workplace safety concerns. Information related to protected characteristics, such as age, race, religion, or disability status, is legally restricted and will not be included in a compliant background check report.
Correcting Inaccurate Job History Information
If a background check report contains errors regarding job history, the individual has the right to dispute the inaccuracies under the Fair Credit Reporting Act (FCRA). The first step involves contacting the Consumer Reporting Agency (CRA) that furnished the report and identifying the specific information believed to be incorrect. The individual should provide documentation that supports their claim, such as pay stubs, W-2 forms, or offer letters, to substantiate the correct details.
Once the dispute is initiated, the CRA is legally required to conduct a reinvestigation of the disputed item, typically within 30 days. This involves contacting the original source of the information, like the previous employer, to verify the accuracy. If the information is found to be inaccurate or cannot be verified, the CRA must remove or correct the item on the report.
Other Key Components of a Background Check
Job history is only one element of a comprehensive background check used to screen applicants. Most checks include a review of a candidate’s criminal history, searching state and federal databases for felony and misdemeanor convictions. The scope of this search depends on the position and jurisdiction, with limitations placed on how far back a search can go.
Educational Verification
Verification of a candidate’s educational background is a common component, confirming the degrees earned and the dates of attendance at specific institutions.
Driving Records and Credentials
For roles that involve driving as a primary function, such as delivery or sales, a Motor Vehicle Report (MVR) is included to check the candidate’s driving record. Many employers also verify professional licenses or certifications, ensuring that a candidate in a specialized field, like nursing or accounting, is properly credentialed.