The hiring and recruitment management process in an organization’s HR model should follow a consistent tone. It is important to maintain the business branding potential of the organization. If you can work with quality integrations and digital interactions, it can provide a wholesome model to HR operations. As for the holistic support offered by the employment engagement model, it follows a step that works with performance management.
The various factors that collaborate with your hiring and selection involve an essential application of HR management functions. One of the top-notch solutions in this category is employment verification. Your HR recruitment process is incomplete if you are not using active employee verification models and techniques.
This article lets you understand more about the concept of employment verification by your organization’s HR team. The operations division should be able to discover the legal requirements and eligibility criteria related to employee check models.
The post details the various procedures for verifying a human capital resource’s employment verification history and related documents. It also helps you understand how to pick a digital technology solutions partner with the provision of this HR process.
What is Employment Verification?
In simple terms, the concept of employment verification refers to the act of confirming and verifying an employee’s records related to their work history. Though professional career is the focal point of this model, the process can be feasibly combined with a general HR background check to learn more regarding the various aspects of the particular resource.
All past work-related transactions are recorded and documented with the HR team for double-checking and cross-referencing the employee’s professional stature. The primary purpose here is to understand and clarify the proof of employment of the employee in the organization.
This is not about lacking in trust or transparency related to your HR model. However, statistics have shown that a wide percentage of employees could be lying on their resume. Irrespective of their end goals, these resources might use the lack of verification to their advantage by lying about their past jobs, organizations, salary statements, etc.
An optimum solution in the employment verification scenario would be capable of building value to your core HR department with optimum management services. It can build the credibility of your HR operations domain effortlessly. Quick and accurate professional background verification and fact-based checkups are useful for your organization’s practical process management.
The biggest benefit of conducting a professional background check is to get a clear idea regarding the gaps in your employee’s profile. It can help you censor any fabricated plans that were applied to payslips, job titles, career descriptions, and potential skills allocation of said resources. It also caters to the effective analysis of the experience of an employee to deliver value to a particular job profile.
This concept lets you understand the job fit of an employee. It helps you manage a dedicated screening process in the HR division before proceeding with the employment contract.
Procedure to Verify An Employee’s Employment History
When your organization proceeds to observe and verify an employee’s historical background related to their employment services, it is an effective technique to boost the solutions in the HR domain. The entire process should cover a whole host of applications in the employee management procedure. Check out the different steps below:
Create a list of objectives
The initial step is to lay out the HR management objectives related to the domain or niche. It can help you grow in the essential application of employment verification activities.
Proceed with communication
In any type of background check or verification, formal communication should be in place between the HR team and their employees. It helps you to conduct a transparent verification process.
Make the employee terms thorough and clear
The employees should have a proper understanding of dealing with effective strategies and functions related to the verification model. It should all be distinctly explained in the HR policies and guidelines.
Ensure professionalism
The entire process should follow a professional mode to get the optimum terms related to employer branding and employee experience.
Use data at your disposal
You can use all data and information related to an employee to conduct the employment verification process. The ideal support solution should include a terrific solution under the category of data-based insights.
Make the final decision
The most crucial step is for the HR personnel to make a conclusive decision regarding the particular employee based on various inquiries and data collection methods.
Legal Responsibilities of Employment Verification
A process like a professional background check includes different compliance norms and regulatory measures that the organization should follow. It covers certain legal liabilities that the organization should thoroughly observe for a better service process. Some of these are listed in the below points:
Government laws
The introduction and inclusion of HR operations laws and regulatory compliance measures that are directed under the advice of the Government should be followed as part of the legal parameters in the firm.
Organizational regulations
Your organization may have a unique set of policies and terms that should be actively followed while framing an HR operations model with core employment verification purposes.
Individual considerations
Personal compliance measures might apply based on custom industry functions and specific job roles of each resource.
Specialized legal parameters
The efficient use of special cases of legal parameters within the business model should be systematically applied to improve the verification process and review.
Documents and Eligibility Criteria for Employment Verification
The fact-based model for the employment check of an employee revolves around the masterful execution of essential resource management responsibilities. The optimum documents to verify the same are listed in this section. It also covers the various steps and measures under the eligibility criteria for verifying the professional background of a resource.
You can refer to the checklist below for a better understanding of the clarification model and process:
Resume and portfolio
The foundation of your verification process should begin with the initial resume shared by the employees. It should help you analyze information based on their existing portfolio.
Verification apps
You may use the redirection to various digital verification routes to understand the employment background better.
Direct contact measures
The promise of direct contact supports you in exercising a transparent and reliable process in your employment check tasks.
Past contracts
If you can consider the past contracts of your freshly hired candidates, it helps you forge a better verification system.
Reasons for resignation or termination
You should get 100% trustworthy info regarding the reason for an employee’s resignation or termination from their previous company.
Job qualification and skills
All eligibilities of the employee related to their qualifications and skills should be summarized under the verification chart for better HR management.
Safety and violations
If the employee has a history of breaking any safety regulations or is prone to violations, you should know about it.
Rehire capacity
If the employee is considered as rehire material for the past organizations, it promises a terrific feature.
Job performance and productivity
The influence of an empowering and engaging HR process that corresponds to employee verification should know about their optimum performance levels and proven productivity contributions.
Conduct and behaviour
Employee conduct and behavior should be optimally managed with the support of an exclusive and unique verification process.
Personal and non-confidential information
If there is personal information about your employees that is non-confidential and non-private, you should retrieve it for a better understanding of the human capital resource.
How to Choose A Partner for the Employment Verification Process?
You can go for a partner-based model to proceed with the employee verification process in the context of professional support and management. We can also work with a model where the optimum solution is to choose an internal structure that implements the same with ease. Either way, the optimum model to deploy employment verification can ensure the adoption of a few tips and hacks. They can be listed as follows:
Reliable partner
The factor of reliability should be available for your partner conducting the employee verification. Background checks should ensure transparency and trust.
Brand reputation factor
The business conducting the verification for you should have an extensive portfolio with optimum factors associated with the brand reputation consideration.
Prospective services
If you can generate and deliver the best services for your verification check model with your partnering solutions in the HRMS platform support system, it can be applied to all their prospective services.
Risk assessment
The execution of various risk assessment practices and solutions can be managed with the support of an essential partner model.
Performance verification
The verification of your employee performance can be feasibly done with the support of an external HR solutions provider.
Deliver Employment Verification Functions Using Artify 360
You cannot underestimate the importance of verification of your employee’s previous professional records. Survey estimates show that more than nearly 60% of candidates may add a lie to their resume.
Once you decide to proceed with the quality applications of engaging digital technology solutions with innovative practices and support services, the next step is to engage with the thorough utilization of an empowering employment engagement model. It covers authentic features in the section on HR payroll software implementation practices. One such promising platform is the Artify 360 cloud HR software.
Artify is one of the top-notch HR software systems that can create authentic value for your overall operations management domain with effective ease. The same applies to your process activities in employment verification model management. You can use the core HR, hiring, and onboarding modules to help you grow in this domain with effective ease.
The best option to get ideal benefits in this domain is the inclusive roles and responsibilities played by an active and essential HR module with centralized documentation and transparent database management. You can use our demo session to get a better understanding of the entire workflow of the employment verification process.
