确认求职者过去的工作经验是雇主可以进行的最重要的背景调查之一。
它还代表了申请人可能伪造信息的最常见领域之一。
根据观火背调的一份报告，根据其在 2014 年最后六个月进行的超过 290,000 次就业核查，美国的就业历史存在 27% 的差异。
查看候选人过去的工作经历可以揭示他们的工作稳定性和对雇主的忠诚度。
雇主应该将候选人在其简历中声称的内容与背景筛选公司报告的实际信息进行比较。
验证可以确认：
工作开始和结束日期
持有的头衔
薪水
工作责任
终止原因（在某些州）和重新雇用资格
进行验证
首先，雇主在进行就业验证之前必须获得候选人的许可。候选人可以拒绝联系前雇主的许可，但仍可能要求他们提供工资单、W-2 或其他税务文件等文件以证明他们的工作。
当无法联系到雇主时也是如此，例如那些不再营业的雇主。背景筛选公司根据其客户指南验证以前的工作。
一些客户更喜欢验证五年的工作历史，而其他客户更喜欢验证最后两个雇主。您的组织应该确定什么对您的行业是合理的。
这些原因可能包括产假、从事自己的小生意、重返学校或入狱。由于各种原因，某些候选人的工作经历可能存在空白。
一些候选人可能希望通过延长他们之前工作的开始和结束日期来弥补这些差距。
一些候选人还可能伪造更高的头衔以利用更高的薪水。
在2015年观火基准报告显示，受访者86％的人表示核实就业透露谁对自己的简历或应用说谎的候选人。
进行就业验证可以提供有关潜在员工的工作习惯、态度和诚信的宝贵背景。
随着经济迅速发展，雇主正在寻找竞争日益激烈的就业市场。
进行就业验证是促进员工群体完整性的有效且准确的组成部分。
与领先的背景筛选提供商合作可以帮助雇主审查与该职位所需工作经验相匹配的候选人。
background checks an employer can conduct.
It also represents one of the most common areas where an applicant may falsify information.
According to a HireRight report, in the United States there was a 27 percent discrepancy rate in employment histories based on more than 290,000 employment verifications it conducted in the last six months of 2014.
Looking into a candidate’s past work history can reveal insight into their job stability and loyalty to an employer.
Employers should compare what a candidate claims on their resume with the actual information reported by a background screening company.
Verifications can confirm:
Job start and end dates
Titles held
Salary
Job duties
The reason for termination (in some states) and rehire eligibility
Conducting a Verification
First, employers must obtain permission from a candidate before conducting an employment verification. Candidates can deny permission to contact a previous employer, but they can still be asked to provide documentation such as a paystub, W-2 or other tax document to prove their employment.
The same is true when an employer cannot be reached, such as those that are no longer in business. Background screening companies verify previous employment based on its clients guidelines.
Some clients prefer that five years of employment history is verified, while others prefer that the last two employers are verified. Your organization should determine what is reasonable for your industry.
These reasons can include maternity leave, pursuit of their own small business, returning to school or incarceration.Some candidates may have gaps in their employment history for a variety of reasons.
Some candidates may want to cover these gaps by extending their previous job’s start and end dates.
Some candidates may also falsify higher titles to leverage higher pay.
The 2015 HireRight Benchmarking Report showed that 86 percent of respondents indicated that verifying employment revealed candidates who lied on their resumes or applications.
Conducting employment verification can provide valuable background about a potential employee’s work habits, attitude and integrity.
With the economy rapidly gaining steam, employers are finding an increasingly competitive job market.
Conducting employment verifications are an effective and accurate component in facilitating the integrity of your employee base.
Working with a leading background screening provider can help employers vet candidates that match the employer’s required work experience for the position.
