02 Jul Complete guide for background check employment verification processes, laws, and how to deal with these
The prime purpose behind any background check employment verification is basically to ensure that the information provided by the candidate is correct. Employers do such checking prior hiring an employee; irrespective of the position. Though most of the applicants don’t pay emphasis or prepare explicitly for it, it is important to understand that any little mismatch of information or wrong information can cost the job.
It’s unbelievable but the fact that the number of students losing their candidature has increased significantly in the United States due to information mismatch. The rate has increased by more than 25%, mostly after 2014. Primarily, candidates taking background check employment verification process lightly is said to be the prominent reason behind the same. But, most of the other candidate put wrong information to stay ahead of the competitors is also said to be one of the reasons behind such instances.
Selection criterion based on background checks
Employers do background check employment verification to check how trustworthy can the candidate be for the company. At the same time, they get the proper view regarding the consistency of the person at different organizations as well through such background checks. Background check levels vary from candidate to candidate by the job profile. The sensitive job profiles, like where the candidate has to work with children or any high-up personality involves higher level criminal record checks.
However, there are specific regulations that an employer has to follow while making such background checks. Police stations of the concerned state are abided by the state law while providing such information to the employers. In all other cases, the employers have to stick with the federal laws. Generally, the employers check or compare the starting and termination date of the jobs, titles of the jobs, payment packages involved, work profiles, etc.
When does the background check costs candidature of an applicant?
As explained above, the number of applicants losing their candidature through background check employment verification has significantly increased. Indeed, misinformation or mismatch of information is one of the prominent reasons behind this. Deliberately omitting information is also one of the reasons.
All these cases are understandable as the rejection looks quite obvious. But, the most unfortunate cases where applicants can lose its candidature is when it fails to convince the employer about the real reason behind the termination of their previous job. Shockingly, such instances are increasing in modern times in the US.
The best suggestion in this regard for the candidates is to cite the real reason. In most occasions, people cite payment package as the reason. However, this becomes acceptable only when the concerned candidate has served the company for a significant amount of time. Otherwise, the employers may consider you as greedy.
The other occasion when the verification process costs the job of the candidate is when he/she fails to convince the employer of the reason behind the gap in academics or professional career (if any). In such occasions, best recommendation would be to state the actual reason, rather than trying to be manipulative.
Legal aspects that the employers should follow
Every applicant should remain aware of the legal aspects of the background check employment verification process. First of all, they should understand that it is essential for the employers to obtain permission from them (applicant) before going for professional employment verification.
No doubt a candidate may not grant such permission. But, the employer holds every right to reject them for this reason. In fact, the employer can ask about the documents from the applicant, if they are denied by the applicant to conduct professional verification process or to ask the previous employer about these aspects.
Tax-related documents also can’t be denied by the applicant if the recruiter asks about the same from the applicant. Most of the companies in modern times prefer going with third-party employment verification service providers. However, it is important to understand that these third party service providers have to follow the state laws more, over the federal laws.
This is so as the state laws often vary from one to the other. In certain occasions, the employers have to abide by the county laws as well. Most of the states allow the employers to check background history of past five years unless it’s special cases or extremely top position, where the concerned person has to handle the highest level of national responsibility.