Demystifying about Employment Background Verification

Employment Background Verification

Background screening has been the most effective technique in investigating the social records, investment claims, and lifestyle of job seekers. In this increasingly competitive environment, the need for background screening cannot be overlooked. That’s why it has become the most important part of recruiting process to thoroughly investigate and evaluate the profile of a job aspirant.  

Being a job seeker, you might be thinking that verification is all about screening your resume details, checking your references, experience, and crime records. Well, it is not confined to employees only but it also cuts every strata of the society.

This article aims to demystify some of the common myths about employment background verification.  

Myth1: Employers look after your resume to check whether it is accurate or not

When an employer performs a background screening, they might be looking for salary history, criminal records, credit scores, drug use, professional licenses or designations, or personal or professional references. A background screening covers all the aspects through which a candidate’s status can be identified.

Myth2: You can lie or present fake salary package of previous jobs

Indubitably, there are variety of methods that can be used to disclose the records of your salary history. A prospective company where you will be appearing for a job interview can ask your former or previous employer to check the salary details. On the top of that, they can request copies of your W-2 forms at the time of interview.    

Myth3: Employers simply called the references you have shared in the job application

This is just a misconception, an employer may either employ their HR team to conduct verification or hire authentic employment verification services. Background verification companies often work in collaboration with other secret agencies that pull criminal records, perform drug testing, collect fingerprints, and check candidate’s credit scores.

Myth4: Anything you have ever done is going to reveal during background check

Many consumer reporting agencies follow the policies and procedures established by the Federal Fair Credit Reporting Act (FCRA), and cannot disclose tax liens, collections, and civil suits after 7 years duration. However, the time limits for reporting false information do not apply for jobs paying over $ 75,000. According to the law, juvenile criminal convictions cannot be reported, but adult convictions can be reported at any time.

Companies specialised in background verification also have their own report collection and reporting policies. They can set their own limits for how far they can look into a candidate’s history. In addition, they may not reveal low-level delinquencies at all. But, they always require derogatory claims in written.

Myth5: False records or negative findings means you will not get the job

It is completely untrue. Some unfavorable findings through background check don’t mean that you will not get the job. However, the truth is that most candidates leave at least one job due to bad terms and inappropriate work culture at some point in their career.  An employer or a company can make hiring decisions depending on job aspirant’s criminal record if the skills are matching for the desired job position or vacancy.

Myth6: As a job candidate, you are powerless

It is a wrong thinking that as a job seeker, you don’t have any control. An employer must receive your written permission to perform a background check before initiating the process.  If an employer found anything wrong in your background check, they will provide you with the complete details with contact information for the consumer-reporting agency. If there is anything found inappropriate, you should call the agency and ask them to correct that thing immediately. Whether employer conducts an in-house verification or opt third party verification agency, candidates still cannot be denied a position for any reason that falls under certain protected classes.

Employers can choose cost-effective international call centre that provide third party verification services to perform background verification.