Employers that elect to conduct background checks on their new hires would be best served to tailor the searches around the duties and responsibilities of the position being sought.
For example, if the position requires that the employee drive during the course of their workday, the company should conduct a driver’s history search.
The same could be said for a position that requires either a certain level of education and/or experience. In this case, the employer would elect to verify any and all previous education and employment claimed by the applicant.
Employers must bear in mind that with employment and education checks, they will incur third-party verification fees.
When background screening companies perform employment and/or education verification, they validate and verify what the applicant is claiming either on a resume or employment application. Once the background screening company has the information needed to be verified, they will then contact either the educational institution(s) or employers to provide verification.
For education verification, the background screening company traditionally would contact the registrar at the school and request a verification of either a degree, certificate, or enrollment. Usually, the institution will provide either a verbal (over the phone) or written (must submit signed authorization to the school to release applicant information) to acquire the verification. The majority of educational institutions outsource their verification to a third party; therefore, the background screening company must direct all education verification to the third party.
Here is where the “pass through” third-party verification fees come into play. Since the third party stores and maintains these records for institutions, they charge any requester (entity seeking verification) a fee for the information. This “pass through” fee must be paid in order to receive the verification.
The same could be said for employment verification. The majority of larger to medium size employers have elected to outsource their employment verification in order to not have to be bogged down with handling these types of requests. Additionally, it streamlines and expedites the verification process. As opposed to contacting the registrar for education verification, the background screening company will research the employer and contact in most cases human resources for the verification.
It is at this point that the employer will notify the requester of the information how they conduct their verification and if they use a third party. If the employer does utilize a third party verification system, then the background screening company must request the verification through them.
There is a fee assessed by the third party to facilitate verification requests. Current third-party verification fees associated with conducting these verification range from $5.00 – $38.00 per verification. This figure can increase at the discretion of the third party. Employers have a duty to ensure they are hiring the best person for the job.
One way they can achieve this is to trust, but also verify their candidate’s education and experience. Even if there is a cost associated with this verification, it will pay off in the end.
We are committed to maintaining and delivering the highest level of industry standards in the following critical areas:
- Consumer Protection
- Legal Compliance
- Client Education
- Researcher and Data Product Standards
- Verification Service Standards
- General Business Practices