Do employment verifications and background checks consume a significant amount of your HR department’s time? Outsourcing these functions is a superb way to increase the efficiency of HR personnel through the elimination of these time-consuming tasks. But it’s never as easy as just calling up an employment verification company and passing the baton – there’s still a whole lot you’ll need to know.
1. Provide the maximum amount of information as you possibly can
When submitting a request for background screening services, it is essential that the consumer reporting agency (CRA) is furnished with the maximum amount of information from the applicant as possible. There might be instances where an applicant has changed his/her last name or may work with a nickname they failed to incorporate on the paperwork. This omission may result in a discrepancy when attempting to verify information.
When an applicant provides his/her employment history, it’s important that a complete name and address for the employer is provided. In many cases, an applicant may list the name of the employer although not include a complete address (ex: street name, city, state and zip code). 먹튀검증업체 Small businesses might be difficult to find with out a complete address. It can be important to supply a contact number for employers. Applicants may provide a telephone number for a pal they have worked with 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.
To ensure that a CRA to do a background investigation, an applicant must sign an authorization and release form along with a disclosure statement giving their consent and knowledge an investigation will be processed. Being an employer, you will want to continue file the signed disclosure statement. The authorization and release form is submitted to the CRA along with the applicant’s information to be verified.
For companies who submit their investigations via electronic format, it’s always a good idea to have an authorization and release form with a “wet” signature on file. Difficulties may arise, especially with schools, in accepting electronic signatures. It’s 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 furnished with an electric signature.
3. Request only the appropriate searches
Being an employer, you must only request the necessary background searches required for the career you’re seeking to fill. Don’t request additional searches that don’t pertain to the career for that your applicant is applying. Like, you wouldn’t process a motor vehicle check on an applicant who’d not be driving for the company. This unnecessary search would not only raise your costs but could also delay receiving case results. It’s always good to truly have a company policy in area for the searches you’ll need to do for various positions within the company.
4. Have patience
CRA’s work diligently to obtain verifications as quickly as possible. There are several situations that are from the CRA’s control where information can’t be obtained in a timely manner, if at all. When attempting to verify education, it’s important to notice when a CRA is wanting to verify an older issuance it is a strong possibility that records have already been archived to storage, in which case it could take the institution quite a while to find records.
Schools along with employers may never return an answer 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 in a expedient manner and are very cooperative, whereas other sources may never return a reply to multiple requests.
When contacting an employer for verification, the CRA is looking to verify dates of employment, the career held by the applicant, a reason for leaving the organization and if the applicant is qualified to receive rehire. There are many firms that maintain policies that prevent them from divulging certain information such as for example salary, reason behind leaving and eligibility of rehire. Some employers may ask the CRA to supply them with the information listed by the applicant and they’ll either confirm or deny the validity of the information, 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. A growing trend for employers is always to outsource their verifications to a third-party source, in which case you will find additional fees incurred to obtain employment verifications.
When verifying education, (GED, senior high school diploma, adult senior high school diploma or degree) a CRA will attempt to verify 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, in which case, you will find additional fees incurred. Each time a school states they cannot locate an archive for the applicant, it is effective if the applicant has the capacity to supply a copy of the issuance to the CRA. Once a copy is received, the CRA can then contact the institution and provide them with the copy to ascertain the validity of the document.
There are two types of reference verifications that may be requested. An employer may opt to truly have a CRA develop references for an applicant. This type of verification doesn’t require the CRA to get hold of references listed by the applicant, but rather to get hold of a previous supervisor or manager and try to develop a research through them. This type of reference verification can be difficult as much supervisors aren’t always willing to supply a research for an applicant and it could be company policy never to give out personal or professional references.
Employers can also request a CRA to get hold of references which have been listed by the applicant. References are often contacted via telephone however many may request that the questions be sent via fax or e-mail accompanied by a signed release. A CRA will make every try to verify references, however some people may never return phone calls. Sometimes it will help if an applicant provides both a day and evening contact number where a reference may by reached.