What you need to Learn about Outsourcing techniques Your own Work Verifications


Do employment verifications and background checks consume a substantial amount of one’s HR department’s time? Outsourcing these functions is a good way to increase the efficiency of HR personnel through the elimination of those time-consuming tasks. But it’s much less easy as just calling up an employment verification company and passing the baton – there’s still a great deal you need to know.

1. Provide just as much information as you can

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

When an applicant is providing his/her employment history, it’s important 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). 먹튀검증  Small businesses may be difficult to discover without a complete address. It can also be important to provide a contact number for employers. Applicants may provide a contact number for a friend they have worked with to use and verify their employment, however a CRA must contact the business directly to use and verify information through the HR department or previous supervisor.

To ensure that a CRA to execute a background investigation, an applicant must sign an authorization and release form plus a disclosure statement giving their consent and knowledge an 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 recommended 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 won’t verify any information when furnished with an electric signature.

3. Request only the correct searches

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

4. Be patient

CRA’s work diligently to acquire verifications as quickly as possible. There are several situations which are out from the CRA’s control where information can’t be obtained in a reasonable manner, if at all. When wanting to verify education, it’s important to notice that when a CRA is attempting to verify an older issuance it is really a strong possibility that records have now been archived to storage, by which case it could take the institution quite a long time to discover records.

Schools along with employers may never return a remedy to a verification request. Sources at these locations have primary duties to wait 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, reasons for leaving the business and if the applicant is eligible for rehire. There are many firms that maintain policies that prevent them from divulging certain information such as for instance salary, basis for leaving and eligibility of rehire. Some employers may ask the CRA to provide them with the information listed by the applicant and they’ll either confirm or deny the validity of the data, but won’t correct any discrepancies.

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

Education Verifications

When verifying education, (GED, senior high school diploma, adult senior high school diploma or degree) a CRA will endeavour to confirm the date and issuance indicated by the applicant. Schools will confirm this information either verbally, through fax or by mail. There are several institutions (mostly colleges and universities) which have outsourced their verifications to a third-party source, by which case, you can find additional fees incurred. When a school states that they are unable to locate an archive for the applicant, it is helpful if the applicant has the capacity to provide a copy of the issuance to the CRA.  Once a copy is received, the CRA may 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 kind of verification doesn’t require the CRA to contact references listed by the applicant, but rather to contact a prior supervisor or manager and try to produce a reference through them. This kind of reference verification could be difficult as numerous supervisors aren’t always willing to provide a reference for an applicant and it may be company policy to not give out personal or professional references.

Employers may also request a CRA to contact references which have been listed by the applicant.  References are often contacted via telephone but some may request that the questions be sent via fax or e-mail along with a signed release. A CRA is likely to make every try to verify references, however a lot of people may never return phone calls. Sometimes it helps if an applicant provides both a daytime and evening telephone number in which a reference may by reached.

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