Exactly what you need Be familiar with Outsourced workers Your current Career Verifications

Do employment verifications and background checks consume a substantial amount of your HR department’s time? Outsourcing these functions is a good way to boost the efficiency of HR personnel through the elimination of these time-consuming tasks. But it’s not as easy as just calling up an employment verification company and passing the baton – there’s still a great deal you’ll need to know.

1. Provide just as much information as you are able to

When submitting a request for background screening services, it is very important that the buyer reporting agency (CRA) is supplied with just as much information from the applicant as possible. There could be instances where an applicant has changed his/her last name or may use a nickname that they failed to incorporate on their paperwork. This omission may cause a discrepancy when trying to verify information.

When an applicant offers his/her employment history, it’s important a full name and address for the employer is provided. In many cases, an applicant may list the name of the employer but not incorporate a complete address (ex: street name, city, state and zip code). 먹튀검증  Small businesses might be difficult to discover with no complete address. It is also important to supply a contact number for employers. Applicants may provide a contact number for a friend they have caused to test and verify their employment, however a CRA must contact the organization directly to test and verify information through the HR department or previous supervisor.

In order for a CRA to perform a background investigation, an applicant must sign an authorization and release form along with a disclosure statement giving their consent and knowledge that the investigation is being processed. Being an employer, you will want to continue file the signed disclosure statement. The authorization and release form is submitted to the CRA combined with applicant’s information to be verified.

For companies who submit their investigations via electronic format, it’s always a good idea with an authorization and release form with a “wet” signature on file. Difficulties may arise, especially with schools, in accepting electronic signatures. It is the policy of some schools to only accept a “wet” signature on an authorization and release form and therefore will not verify any information when supplied with a digital signature.

3. Request only the right searches

Being an employer, you must only request the mandatory background searches necessary for the career you’re seeking to fill. Don’t request additional searches that don’t pertain to the career for which the applicant is applying. For instance, you wouldn’t process a motor vehicle check on an applicant who would not be driving for the company. This unnecessary search wouldn’t only boost your costs but can also delay receiving case results. It’s always good to really have a company policy in area for the searches you’ll need to perform for various positions within the company.

4. Be patient

CRA’s work diligently to acquire verifications as quickly as possible. There are several situations that are from the CRA’s control where information cannot be obtained in a timely manner, if at all. When trying to verify education, it’s important to notice when a CRA is attempting to verify an older issuance it is just a strong possibility that records have now been archived to storage, where case it could take the school a long time to discover records.

Schools in addition to employers may never return a solution to a verification request. Sources at these locations have primary duties to go to to and verifications may not be their top priority. There are several sources that return information within an expedient manner and are extremely cooperative, whereas other sources may never return a response to multiple requests.

When contacting an employer for verification, the CRA is looking to confirm dates of employment, the career held by the applicant, a reason for leaving the organization and if the applicant is eligible for rehire. There are numerous companies that maintain policies that prevent them from divulging certain information such as for instance salary, reason for leaving and eligibility of rehire. Some employers may ask the CRA to supply them with the info listed by the applicant and they will either confirm or deny the validity of the info, but will not correct any discrepancies.

Many companies will verify employment information over the telephone while others require a verification request to be faxed or mailed along with a signed authorization and release form. An increasing trend for employers is to outsource their verifications to a third-party source, where case you will find additional fees incurred to acquire employment verifications.

Education Verifications

When verifying education, (GED, senior school diploma, adult senior school diploma or degree) a CRA will endeavour to confirm the date and issuance indicated by the applicant. Schools will confirm these records either verbally, through fax or by mail. There are several institutions (mostly colleges and universities) that have outsourced their verifications to a third-party source, where case, you will find additional fees incurred. When a school states that they cannot locate a record for the applicant, it is helpful if the applicant is able to supply a copy of the issuance to the CRA.  Once a copy is received, the CRA will then contact the school and provide them with the copy to find out the validity of the document.

References

You can find two forms of reference verifications that may be requested. An employer may opt to really have a CRA develop references for an applicant. This sort of verification doesn’t require the CRA to contact references listed by the applicant, but rather to contact a previous supervisor or manager and try to produce a guide through them. This sort of reference verification can be difficult as many supervisors are not always willing to supply a guide for an applicant and it could be company policy not to hand out personal or professional references.

Employers could also request a CRA to contact references which were listed by the applicant.  References are usually contacted via telephone but some may request that the questions be sent via fax or e-mail accompanied by a signed release. A CRA can make every try to verify references, however many people may never return phone calls. Sometimes it will help if an applicant provides both a day and evening telephone number in which a reference may by reached.

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