A background check conducted for employment purposes typically includes verification of a candidate’s work history. This process, often called employment verification, confirms details provided on a job application or resume, such as previous employers, job titles, and dates of employment. While basic background checks may not always include this feature, comprehensive screenings routinely incorporate the verification of past roles and dates as a standard component.
The Goal of Employment History Verification
Employers prioritize checking work history to address potential risks and confirm a candidate’s suitability for a position. Verification helps hiring organizations mitigate the possibility of making a bad hire by ensuring the applicant’s claimed experience is accurate. Since many job candidates exaggerate or are dishonest about their work history, verification is a necessary step to maintain the integrity of the hiring process.
Verifying past roles assesses a candidate’s qualifications and confirms they possess the relevant experience required. This check also helps identify inconsistencies or discrepancies, which may suggest a lack of reliability. Ultimately, the goal is to make informed hiring decisions based on verified facts rather than solely relying on the information presented in a resume or interview.
Methods Used to Verify Work History
The verification process is typically conducted by a third-party Consumer Reporting Agency (CRA) hired by the employer, though some companies perform the checks in-house. These agencies use several methods to confirm a candidate’s employment details, depending on the previous employer’s size and policies. One common method is direct contact, where the CRA or employer reaches out to the Human Resources department of the former company to confirm specific details.
Another widely used source is automated employment databases, such as The Work Number, which contains records from millions of employers. These systems allow CRAs to quickly access and verify employment and income information. If automated systems fail, the CRA often follows up with manual inquiries, which may involve contacting the previous employer or requesting documentation like W-2 forms from the applicant.
Specific Employment Details Revealed
The content released during employment verification is usually limited and focuses on objective, record-based facts. The standard data points confirmed include the former employer’s name, the candidate’s job title(s) held, and the specific start and end dates of employment. Confirmation of these dates is important for checking for employment gaps or verifying the length of experience claimed.
Some employers may also release information regarding eligibility for rehire or the reason for the applicant’s departure. However, many companies adhere to a policy of only providing minimum information to limit potential legal liability. Consequently, sensitive details like performance reviews, detailed job duties, or salary history are often not released unless explicitly authorized or required by law.
Your Rights Under Federal Regulations
The Fair Credit Reporting Act (FCRA) is a federal law regulating how employers use background checks, including employment history verification, when using a third-party CRA. Before initiating a check, the employer must provide the applicant with a clear written disclosure of their intent and obtain written consent. This disclosure must be a stand-alone document, separate from the job application or other paperwork.
The FCRA protects applicants if an employer intends to deny employment based on information in the report. The employer must first provide a “pre-adverse action” notice, which includes a copy of the background report and a summary of the applicant’s rights. This step allows the applicant at least five business days to review the report and dispute any inaccurate information with the CRA before a final decision is made.
If the employer ultimately decides against hiring the applicant, they must send a final adverse action notice. Applicants also have the right to dispute any information they believe is inaccurate or incomplete directly with the CRA. The CRA is then required to investigate the disputed items, typically within 30 days, and correct or remove any information found to be erroneous.
Addressing Gaps or Discrepancies in Records
Employment gaps or discrepancies between the resume and the verified record can raise questions during the hiring process. To address gaps proactively, applicants can include brief, honest explanations on their resume or cover letter, listing activities such as travel, caregiving, or education. Focusing on transferable skills or knowledge gained during a period out of the workforce can also help mitigate concerns.
If the background check report contains inaccurate information, the applicant should immediately dispute the findings with the CRA. Providing documentation, such as W-2 forms or pay stubs, can help prove the correct dates of employment or job titles. Applicants can often use these personal documents to help the CRA or employer verify past employment details, especially if previous employers have gone out of business.