It is well-known that job seekers often fabricate or alter facts on their resumés. A 2024 survey by resumé writing company StandOutCV makes that clear. In that survey, 64.2 percent of workers said they had lied on a resumé before. According to StandOutCV, as many as 107 million Americans have falsified their resume to secure employment. Can a background check reveal past employers to push back against dishonesty? That’s a question many employers ask in today’s climate.
There’s a valid reason for concern. Lies might appear on any part of a resumé. However, the StandOutCV survey found that the most common deception concerns past employers. The first is when a job applicant lies about previous job experience. The second involves enhancing their job skills. StandOutCV also found that many applicants falsified their prior salaries. Such widespread dishonesty puts employers in a challenging position. After all, many hiring decisions depend on past job experience.
If candidates lie about their experience, how can employers make an informed hiring decision? The answer may lie in better vetting practices. However, you must understand the different tools available to employers. Let’s explore the key facts surrounding this critical hiring process.
Is There a Background Check for Employment History?
The simple answer is no. Usually, pre-employment screening refers to criminal history screening. These checks only return criminal history data. No screening service can definitively list all of an individual’s past employers. Why? There is no database of such information as with criminal records. Previous employment history is not a matter of public record. On the other hand, employers seek to uncover public records when conducting background checks.
Employment history verification may be a fundamental influence on your hiring decision. Does that mean you have no recourse without public records to access? Not at all. There are other options employers may explore instead.
Background screening companies can assist employers in detecting resumé dishonesty. You can use the resumé information supplied by the applicant as the basis for your vetting. This type of background check can confirm or question essential facts and is available through backgroundchecks.com.
How Employment History Screening Works in Practice
Candidates usually provide a list of past employers while filling out job applications. Some companies ask for information on an applicant’s last three jobs. Others ask for all jobs worked over a period of years instead. Use this information to verify past employers. You may also use gaps to reason why an applicant might avoid reporting a job. In this process, a business or its HR team contacts other companies directly for personnel information.
At backgroundchecks.com, we offer an easy-to-use employment history background check. We contact the employers listed by applicants on your behalf, helping hiring managers determine whether applicants were truthful in their applications.
What Can You Learn From Verifying Employment Information?
Using our employment history background check is simple. Employers share the data provided by applicants about past job positions. backgroundchecks.com then contacts those companies to verify crucial details about the individual.
These details might include:
- Job titles
- Employment dates (start and end dates)
- Job responsibilities
Our verification check will uncover whether candidates fabricated or embellished parts of their work history.
Will a Job Termination Be Revealed During an Employment Background Check?
It’s possible. Some employers will report rehire eligibility. If someone isn’t eligible for rehiring, the employer could have fired them. Sometimes, employers are forthright and confirm that they fired the employee.
However, former employers will not always want to discuss these details. Most will choose to shield themselves from potential liability as a best practice. Pre-employment background checks stick to verifiable information.
Falsehoods found in an applicant’s employment history are a warning signal in a background check. Employers should evaluate the relevance and severity of these issues. Some mistakes could be mere human error. Others might be deliberate attempts to mislead. Employment dates that are a few months off might be a harmless mistake. A fake job title or wholly fabricated positions are warning signs.
Work history verifications differ from reference checks. The goal is not necessarily to discover a candidate’s work ethic or character. Instead, verifying resume data is about confirming the listed jobs.
Legal and Compliance Concerns
Be aware that companies don’t want to invite unnecessary legal headaches. Many employers worry about facing defamation lawsuits from previous employees. It could put them at risk if they can’t prove what they say with evidence. HR teams focus on providing only the most objective facts about past workers for these reasons. Most will do their best to avoid tiptoeing into subjective judgments.
When verifying employment as part of a more extensive background check process, remember to follow the Fair Credit Reporting Act (FCRA). You must obtain an applicant’s consent and provide mandatory disclosures before ordering specific reports.
Beware of asking about salary information when you conduct a background check. The StandOutCV survey did show that many applicants falsify past salaries. However, most employers won’t discuss compensation. In some states, using this information for hiring may even be illegal. Check the law in your state before asking applicants for this information.
How Can Employers Evaluate an Applicant’s Character?
A potential employer wishing to explore more subjective opinions should perform professional reference checks instead. Checking references is a standard part of an employee background check process. The applicant has implicit permission for references to discuss them in detail with employers.
backgroundchecks.com can also perform reference checks on your behalf. Consider packaging these efforts alongside criminal record screenings and job history background checks. We also offer two other checks for education verification and checking professional licenses. Verifying all parts of an applicant’s resumé is advisable.
What if an Applicant Forgets to List a Job?
If you are a job seeker, you have a significant task when assembling a resumé. There is an art to crafting the perfect resumé. That challenge often prompts some candidates to stretch the truth. Applicants should provide as much accurate detail as possible.
However, employers and applicants alike may worry about omissions. Omissions may happen for many reasons:
- Applicants might forget to list a job they held for a short time.
- Someone deep in their career may not have space to report every job they’ve held.
- Applicants fired from a job may not report an employer at all.
Hiring managers may never know when an applicant didn’t list a job. Some signs might tip off an HR team that an applicant didn’t report everything.
Exploring Resumé Gaps
Employers do pay attention to hiring and departure dates when reviewing resumés. Applicants who forget or omit a job might have a notable work history gap. That gap may create some caution for the employer. If a gap in the job history is long enough, it might cause a hiring manager to suspect a concealed termination. Alternatively, hiring managers might make assumptions about an applicant’s work ethic based on long periods of unemployment.
Concerns about resumé gaps may cause job seekers to create fabrications. To hide a gap, someone might embellish their start and end dates. Some people may even invent jobs. Employment verifications can and will flag these anomalies. Most employers will look less kindly on a falsehood than on a three-month gap between jobs. According to a study by ResumeLab, 65 percent of candidates caught lying were either disqualified or fired.
Equip Your Business to Verify Employment
With backgroundchecks.com, confirming information on a resume is simple. We provide streamlined services for verifying education, employment, and more. Each verification can help you build trust and evaluate an applicant’s suitability. Can a background check reveal past employers? No—but it can verify what an applicant reports to you. Explore more about employment verification services today. Need to know more about how to find work history from applicants or how to build more innovative screening processes? Visit our Resource Center for more information..
FAQs
- What does a background check show about employment history?
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A background check based on public records shows nothing about employment history. These tools only check for public data, such as criminal records. This type of search is what most people mean when they say “background check.” These searches show conviction records, not records of an applicant’s employment details over the years. Employers must use a different type of approach to confirm employment history.
This approach is the employment verification check. Employers verify professional history by contacting employers and applicant reports on their application. Past employers can then confirm or deny the accuracy of your applicant’s data.
- Do employers contact previous employers?
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In many cases, employers will contact an applicant’s previous employers. This step is standard when employers conduct a background check that examines more than criminal records. It is best practice to confirm that an applicant has the appropriate experience. Work history becomes even more critical beyond entry-level positions. Applicants should expect that a company will want to verify their employment history claims.
- How do background check companies verify employment history?
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An employment verification check involves contacting the previous employers listed on a candidate’s resumé. You then ask them to verify the accuracy of critical information provided by the applicant. Specifically, the background check company will ask about the following:
- Positions held
- Official job titles
- Dates of employment
- Job responsibilities or job description
- Reason for leaving
- Rehire eligibility
The background check company then reports to the hiring manager who ordered the check. If the information is accurate, the check returns clean. Otherwise, the employer can uncover discrepancies in the applicant’s information.
- Can you lie about your employment history?
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Applicants can falsify employment history on a resumé or job application. That doesn’t make it a wise move – employers want to know they can hire a qualified candidate who is also someone they can trust. Even a minor lie on a resumé can be a breach of trust. An exaggerated job title or inflated employment dates could end the hiring process. Most employers use a job history verification process that can easily disprove lies on a resumé. Such tools make it particularly risky to be dishonest about past work.
- Can an employer know your employment history?
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Yes, but employers only know what an applicant tells them. A business can require someone to report information about past employment as part of the application process. However, there are regulations involved. Hiring managers must notify applicants of their intent to use background checks, such as employment verification. They must also obtain the applicant’s written consent to the check. These are requirements laid out by the Fair Credit Reporting Act, or FCRA.
Failure to comply with the FCRA can leave employers vulnerable to lawsuits. Always follow regulations when conducting an employment background check. Past employers must also follow the law on what they can disclose. However, if an applicant refuses to supply information, you can dismiss them from consideration without further action.
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About Michael Klazema The author
Michael Klazema is the lead author and editor for Dallas-based backgroundchecks.com with a focus on human resource and employment screening developments
