Is Past Employment Verification And Past Education Verification Legal?

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Let’s face it, conducting past employment verification and past education verification can be frustrating to say the least. Hiring managers everywhere feel that conducting past employment verification and education verification is a waste of time, as more and more organizations are adopting policies against commenting on past employee behavior. Moreover, who can blame them? There have been plenty of stories in the new lately where a company was sued for what a former employee believed to be slanderous remarks from the former employer during a past employment verification from a prospective employer. There are some things to consider, however, before you adjust your company policy regarding conducting past employment verifications and education verifications:
Studies show how conducting past employment verification and education verification can protect you against resumes that have been falsified.
In a study reviewed by the Society for Human Resource Management, around half of all applicants admitted to falsifying their resumes. Another study reveals that nearly a third of applicants changed employment dates to hide employment voids, another third created inaccurate job descriptions, 4 out of 10 inflated their past salaries, and one out of every five lied about educational degrees.
How verifying applicant information by conducting past employment verifications and education verifications can save you from making a bad hiring decision.
Even in the event a past employer declines to mention an applicant’s past work record or re-hire status, they should be able to confirm work dates, job descriptions, and salary ranges. Furthermore, you should always validate any licenses required as well as doing your diligence in education verification. This process is perfectly legal and in fact, expected when considering the alternative to negligence in hiring lawsuit. By so doing, your hiring team can properly assess if the candidate does in fact have the appropriate job experiences, education, and licensure necessary for job success. There are many HR firms available that specialize in these functions should you decide to contract them out. Whether you conduct them in house or chose to contract them out, conducting past employment verifications and education verifications can prevent you from hiring someone based on false information.

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