As a staffing and recruiting firm specializing in working with industrial companies, we know that hiring new employees can be a long and arduous process. It’s essential, however, that employers do their due diligence and learn about each candidate’s job history prior to extending offers.
Whether job seekers are submitting an online application or resume, or presenting their details in an offline format, it’s vital that they share the complete details of their past job history.
According to a survey by OfficeTeam, 46% of employers say they know someone who has lied about their past job history in their resume. Therefore, it’s important to check the job history of industrial candidates very carefully.
Why You Should Look at the Job History of Candidates
Most employers look at the job history of industrial candidates to determine if positions they previously held match the requirement of the current opening. They also check how long the candidates have held each position. A job history with frequent job changes or short-duration jobs can form an impression that the candidate is a “job hopper” or the type of person who may not stick around for the long haul if hired. Many hiring managers also check the job history to cross-check the information on the resume, often by calling past employers.
The Risks of Not Performing Verification on Previous Employment
By hiring a candidate without verifying their employment history, you can put your company at risk for potential lawsuits, especially if a job requires specific training and certifications. For instance, say you hire a candidate to drive a forklift in your warehouse and the employee ends up injuring another team member because he was not properly trained to operate the equipment. In this case, the injured employee can file a lawsuit against your company for not verifying that the training took place.
Common Areas Where Job Seekers Lie
Based on a national employment survey, here are the common areas where job seekers typically lie:
- False responsibilities — 54%
- Embellished skills — 62%
- Job titles — 31%
- Dates of employment — 39%
- Academic details — 28%
Job seekers that beef up their resume are typically trying to compensate for not meeting all of the requirements of a job posting. Their fears may be unfounded. According to the survey, 42% of employers would consider a candidate who met only three out of five key qualifications for a specific role.
What a Previous Job History Verification Policy Should Look Like
You should direct all the requests for verification of job history to your company’s Human Resources department. Never authorize employees outside of your Human Resources team to perform the verification.
All employment verification requests should include the candidate’s signature authorizing the release of the details of their job history. A job history verification comprises:
- Dates of employment
- Salary information
- Designations/certifications
- Performance
Remember that candidates may have healthy gaps in their job history for good reasons, including brief self-employment projects, medical matters, maternity leave, professional development, etc. Some candidates falsify employment history dates to fill their employment gaps. They may even choose to submit incorrect designations/certifications to get a better salary. Should a candidate not provide you with an approval to verify their job history, you can ask them to submit proofs such as pay stubs, W-2s, or other tax-related documents.
Outsource Job History Verification for Best Results
Many companies are switching to third-party vendors to conduct background verifications. In the ever-growing job market, it’s not easy for a limited Human Resources staff to maintain pace with the increasing number of candidates and their job history verifications (and the hiring process as a whole). Without a knowledgeable background verification vendor who understands potential issues and relevant regulations that come with job history verification, you can end up missing out on the right candidates or hiring the wrong ones. So, choose an experienced vendor who offers excellent customer service, is communicative, and always available to answer your questions.
At ClearStaff, we offer background screening services per the requirements of our clients. If you’re looking for experienced and efficient background screening specialists, get in touch with us today.
