The employees are the backbone of any business — the ones who keep the company running on a day-to-day basis. That’s why it’s crucial to have a system that can verify their identity, credentials and employment status before you hire them.
In today’s competitive job market, many applicants make creative changes to their resumes to make themselves more qualified for the job they’re applying for. Research shows that 40% of job seekers have admitted to lying on their resumes, and 46% of resumes are inconsistent with the background check. As a result, this can lead employers to hire individuals different from who they say they are.
You can only afford to hire someone qualified as an employer or human resources manager. That’s where employee verifications come in. Read more about employee verifications and how employment verification services can benefit your business.
If you have any questions or would like more information about employment verifications, Quentelle LLC is here to help. We are a leading provider of employment verification services with a wide range of employment verification solutions tailored to your specific verification needs.
What is a VOE?
A Verification of Employment (VOE) is verifying an individual’s identity and employment status a the time of hiring and also verifying they information if/when current or former employees apply for a loan of some sort.
Employee verifications usually look into the following employment information.
Previous and Current Job Titles
Job titles are necessary to verify because they give you an idea of an applicant’s level of experience and expertise. By confirming an applicant’s previous job titles, you can be sure they are qualified for the position they are applying for.
The employment timeline can help you catch any inconsistencies or red flags on an applicant’s resume. For example, if an applicant has listed multiple short-term jobs in a row, it may be worth doing a deeper dive to see why that is.
The education history can determine whether the applicant is qualified for the job. For example, if a job requires a bachelor’s degree, you would want to verify that the applicant did graduate from college with a degree.
Salaries and Responsibilities
It is important to verify an applicant’s previous job responsibilities and how much they were paid for those positions. This can help you determine if the applicant is truthful about their qualifications and experience.
Cause of Termination
In some cases, verifying why an applicant was terminated from their previous job may be worth verifying. This can help you avoid hiring an employee terminated for a grievous reason.
How Do Employee/Employment Verifications Work?
Employment verifications must comply with the Fair Credit Reporting Act (FCRA). The FCRA is a federal law that governs how consumer reports — including employment background checks — can be used by consumer reporting agencies.
The FCRA protects information by requiring companies that use consumer reports to follow specific guidelines. The company must have a permissible purpose for the data to run a background check. For employment purposes, the company must have a good reason to believe that the information in the background check will be relevant to the job.
The employer or HR manager needs to request only legally permissible information from the previous employer. The FCRA has strict guidelines about what can and cannot be included in an employment verification report.
Manual verifications can be challenging and time-consuming. Because of this, many businesses turn to third-party employment verification service providers — like Quentelle VOE Solutions — for their verification needs.
Here is how the employment verification process works.
The Employer or Third-party Verifiers Sends a Request to the Previous Employer
The employer or third-party verifiers will send a request letter to the previous employer for verification. This request will generally include the following important information:
- The applicant’s basic information and payroll data.
- The dates and timeline of employment.
- The job title(s) and responsibilities during employment.
- The applicant’s skills and qualifications.
- The applicant’s income data during employment.
- The applicant’s professional demeanor.
- The reason for leaving employment.
It’s important to note that the previous employer is generally only obliged to respond to this request if it came from government agencies, such as the Social Security Administration (SSA). Nevertheless, most companies will still respond to these requests out of courtesy.
The Former Employer Gathers the Necessary Information
The previous employer will then obtain the requested information and send it back to the employer. They will confirm or deny the applicant’s employment status and provide any relevant information about the applicant’s job performance, skills, and qualifications.
The Employer Reviews the Information and Makes a Decision
After reviewing the information, the employer or HR manager will decide whether to hire the applicant. Sometimes, the employer may conduct additional background checks before making a final decision.
Why is it Important to Receive?
Receiving accurate and up-to-date information about an applicant’s employment history is crucial to making informed hiring decisions. These decisions influence which employees to hire and can make or break a company, so it’s essential to get it right.
The employee verification process has many key benefits, including the following.
Helps Prevent Hiring High-risk Employees
Employment verifications can help prevent businesses from hiring high-risk employees. This is because background checks provide employers with information about an applicant’s past employment, which you can use to screen out individuals with a history of job-related problems.
For example, if an applicant has disciplinary action or a history of being fired from previous jobs, this may be a red flag that indicates they are not a good fit for the position.
Similarly, if an applicant has a history of job-hopping, this may also indicate poor job performance or personal problems. Either way, you can utilize this information to make informed hiring decisions.
Intellectual Property Concerns
Sometimes, an applicant must sign a non-compete agreement or other necessary contracts that protect the employer’s intellectual property. In these cases, verifying that the applicant does not have a history of violating such agreements is critical.
If an applicant has a history of breaching contracts or sharing confidential information, this could be a significant concern for the business.
Ensure the Safety of the Workplace
Another vital benefit of employee verifications is that this process can help ensure workplace safety. This is because criminal record checks can reveal an applicant’s criminal history.
If an applicant has a history of violence or other criminal activity, this may be a warning sign that indicates they are not suitable for the position. In some cases, an applicant with a criminal record may be legally barred from being hired for specific jobs.
In other cases, an employer may decide not to hire an applicant with a criminal record out of concern for the safety of their employees. Either way, this information can be vital in making informed hiring decisions.
Eliminates Bad Hiring Decisions or Practices
Employee verifications eliminate or mitigate the chance of making bad hiring decisions or practices. This is because pre-employment screening can provide employers with information about applicants’ qualifications, work history, and character.
You can use this information to screen applicants who are not a good fit for the position or may pose a risk to the company. For example, if an applicant has a history of frequent absences, tardiness, and poor performance, these may be indications that they are not a good fit for the position.
Ensures Hiring a Qualified Candidate
One of the most important benefits of employment verifications is that they can help businesses hire qualified candidates. Employment verification checks provide employers with information and insights about an applicant’s education, experience, performance, and qualifications.
Your company can use this information to confirm that an applicant is qualified for the position and has the necessary skills and experience. This will decrease the time it takes to train an employee in your business processes.
Sometimes, employers may even require applicants to submit references or letters of recommendation to verify their qualifications.
For More Information, Contact Quentelle LLC for Support and Guidance
Employment verifications are essential tools companies can use to screen applicants and ensure that businesses hire qualified individuals who will contribute to the company’s success story.
Third-party credentialed verifiers can provide a reliable employment verification service, help reduce risk and eliminate many manual verifications. They also provide cost-effective solutions that can save businesses time and money by enabling streamlined employment verifications and hiring processes.
We provide fast, accurate, and affordable employment verification services. Our expert team is available 24/7 to help you with all your employment verification needs. You can count on us to help you with all your HR needs, including unemployment cost management, contributing payroll data, income verifications, and more!
With Quentelle LLC, you can be sure that you are saving time and money and getting the most accurate and up-to-date information about your prospective employees. Contact us today for more information about our services.