Employment Verification
Tips & Advice to help you make your decision on Employment Verification
When you are hired for a new job, your employer will require you to pass an employee screening. By law, as an employee, you must be able to prove that you are legally allowed to work in the United States. Many employers require specific legal verification and file the appropriate documents. As an employer you can locate guidance and information at Business.com.
Verification of employment is legally required regardless of the job you are hired to complete. A new employee must provide original documents (no photocopies accepted) of a birth certificate. The employer will be asked to complete eligibility and verify this eligibility on a legal document. This legal document is generally known as the I9. An I9 offers several lists that indicate what forms of identification are accepted and what other forms of identification are necessary.
All companies that wish to employ individuals in any capacity must perform the verification of employment. Human Resource departments are generally responsible to complete the appropriate steps and maintain all employee files. If you are a member of any Human Resources team you must posses the answers and understand the legal obligations when hiring an employee of any status.
Gain information and learn from trusted resources at Business.com.
Screening Job Applicants
How to find the right person without conducting a gazillion interviewsBy W. Eric Martin, Keyboard pounder & synonym selecter TwoWriters.net When you need to fill an open position, you don't have time to interview every person who applies for the job to determine who's best. To quickly determine the best of the lot, try a variety of prescreening techniques. By doing so, you can:
- Hire the best person for the job.
- Save money on training costs.
- Cut time spent interviewing applicants.
Conduct a prescreen phone interview
A job applicant may have an outstanding resume. But to get a deeper sense of his or work experience and see whether the applicant can think quickly, is articulate and shares your organization's values, conduct a phone interview before setting up formal in-person interviews.
Try: Write down your questions and stick to this script. Avoid questions that can get you in trouble; check out the Wisconsin Department of Workforce Development Web site for an excellent list of illegal and loaded questions. Ask only about behaviors and work experience that's relevant to the current position.
Automate the process
By using application software, you won't have to look at applications from candidates who don't meet your minimal qualifications.
Try: SilkRoad Technology's OpenHire Candidate Qualification Screening is one example of application software that lets you choose the questions that applicants must answer, then automatically flag negative answers that disqualify an applicant. Kenexa offers both Kenexa Selector, an online behavior profiling questionnaire, and Kenexa Prove It!, which has hundreds of computer-based skill tests to help you find the most skilled candidates. PowerHires also sells prescreening software.
Hire someone else to do the prescreening
Depending on the number of applicants and open positions, you might want to hire an outside firm to prescreen job candidates.
Try: Prescreening comes in a various degrees: Verified Credentials, for example, provides employment verification to check an applicant's work history. ID Searchplus compares an applicant's name or Social Security number against a credit database to look for a criminal history and aliases. Kronos Talent Management (formerly Unicru) and HireSmart (specifically its Total Applicant Processing System) offer similar services. Rocket-Hire is a prescreening screener — the consultant evaluates and suggests vendors of prescreening services.
Check for the diploma
Any candidate can boast impressive educational credits on a resume. It doesn't hurt to make sure those educational credits are legit.
Try: Contact the school's admission's office (most universities have that info readily available online) to verify that the applicant really does hold the degree claimed.
Consider a credit report
If you're hiring for a bookkeeping position or anyone who will handle funds, you might consider running a credit report on promising individuals to see the state of their own financial affairs.
Try: AmerUSA.net, Accurate Credit Bureau and SentryLink all sell employee credit reports suitable for screening job candidates. (Ask your lawyer for guidelines on obtaining these credit reports. You must have a candidate's permission, for example, prior to obtaining a report.)
- Keep all prescreening free of bias and discriminatory behavior to avoid lawsuits.
- If you use skill tests, make sure they're accessible to all applicants.
- Ask what level of payment the applicant expects; if the number is too high, you know the person won't be right for the job.
- Do a Google search on the applicant to see what appears in relation to his or her name. Remember that many people share a name with others.
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