David could be your dream hire.
David is applying for an open position as an Operations Manager for your company’s customer service division. His resume lists a master’s degree in business administration (MBA) and skills in organizational planning, high-level problem-solving, effective communication, and team management honed through three supervisory roles over the last five years.
David looks qualified on paper, and you’ve been directed to fill the position as soon as possible, so you start his background check immediately in hopes that you can schedule an interview for early next week. You have so much other work to do that you might be tempted to set aside the rest of the resumes in hopes that David will be your perfect candidate. Don’t!
Putting stock in only one or a few candidates can be risky to both your time-to-hire and your organization as a whole. Studies have shown that more than 50% of resumes contain at least one falsification, and those often relate to previous employment details. Your background check could very well find that David isn’t quite as experienced or well-paid as his resume indicated.
Details Provided by Employment Verification
The primary reason for conducting employment verifications is to validate whether an applicant possesses the skills necessary to succeed in the job for which he or she is interviewed. Employment verifications may provide dates of employment, job titles, salary information, eligibility for rehire, the reason for leaving, and performance details.
I’ll use David’s candidacy to illustrate how each of these verifications can assist you in avoiding bad hires and employing the best talent that will help your organization succeed.
1. Dates of Employment
David’s Employment Verification confirms that his last position was Manager of Customer Service, but that he only held that position for four months instead of the full year listed on his resume. Whether this falsification was a mistake or an outright lie, David may not actually have the experience you need for the open position.
2. Job Title
The Supervisor role David claims from two years ago was actually a Team Lead position that did not require any high-level management.
3. Salary Information
David claims he made $40,000 in his first leadership role almost five years ago, but a verification of his wages confirms that the Team Lead position actually paid him only $33,000 at the height of his salary.
4. Eligibility of Rehire
The least recent positions David has listed say he would be eligible for rehire if he applied. The HR representative at his most recent position says he would not be eligible for rehire.
5. Reason for Leaving
Verifying David’s most recent position reveals that his role as a Manager was only four months long because he was terminated for stealing office supplies. The HR rep says the company had proof that David took home office chairs without permission.
6. Performance Details When Available and Requested
Performance details should be sought from references who have worked directly with the applicant for a significant amount of time. References may provide an indicator of future performance by sharing examples of your candidate’s teamwork abilities, communication skills, demeanor and more.
Previous employers agree to provide professional references for David. The most recent employer says that David was a hard worker, but had trouble motivating and effectively managing large teams. The employer prior to that says David was punctual, but often failed to prioritize the work most essential to meeting departmental goals. Will your Customer Service department flourish with that kind of leadership?
Verify Previous Employment for Superior Hiring
Employment verifications confirm that your applicant has been accurate and truthful on the application and resume. If there is a falsification or error in the given information, you might question whether the applicant is trustworthy or even qualified for the position. Verifying previous work experience ensures that the people you hire are capable of performing the job for which you hire them.
Additionally, your company’s credibility and reputation may be based, in part, on the quality of your employees. If you don’t conduct an employment verification, you could face the consequences of a negligent hiring lawsuit. Should your employee do something wrong, your company could be held liable for the employee’s actions and you may have no due diligence to support your hiring decision.
InfoMart conducts comprehensive and accurate Employment Verifications for clients nationwide. We maintain a database of every employer we contact, as well as their method of verification so that we are able to verify employment information quickly. Our reliable verifications can improve your time-to-hire and the quality of the applicants you decide to employ.