6 Types of Information Released for Employment Verification & Why They're Needed

Employment verification is a process that's equally important for both the employer and the employees. In addition to ensuring employers their candidates have the right qualifications, it also provides employees with peace of mind and gives them a sense of security about their prospective job.

Releasing the right information needed for employment verification can help avoid employee misclassification, payroll fraud, and other issues down the road. This article will discuss the six types of information typically released during employment verification and why they're necessary.

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What Is Employment Verification?

In simple terms, employment verification is the process of confirming an individual's employment history and job position with their current or previous employer. The information gathered during this process can be used to verify an employee's job title, dates of employment, compensation, eligibility for rehire, and more.

There are many reasons why an employer may request employment verification—it may be required by law, like when verifying the work eligibility of a new hire, or it may be done for the purposes of background checks or reference checks.

So, it’s safe to say the importance of employment verification is clear—but exactly what information is released during employment verification? Read on to find out.

Types of Information Released for Employment Verification

There are six types of information typically released during employment verification:

1. Basic Employment Information

Name and Address

The name and address of the previous employer are the most basic pieces of information released during employment verification. The new employer needs this information to confirm they're speaking with the correct company and that the employee worked there during the time period they claim they did.

Job Title

The employee's job title and a description of their job duties are also typically released during employment verification. They help the new employer confirm the employee is qualified for the position they're applying for.

Previous Employment Details

The dates of the employee's employment and the details of their job responsibilities are also typically released. With their help, the new employer can confirm the employee worked for the company during the time period they claim they did and that they have the relevant experience.

However, this is usually the bare minimum information that should be released, and some cases require more detailed information.

2. Previous Work Experience

Providing details about the previous work experience of the employee is critical, as it helps the new employer understand the employee's work history and qualifications for the position. However, it's also important for understanding the employee's workplace culture and how they might fit into the new company. For this reason, releasing detailed information about every aspect of the employee's work experience can make a huge difference.

3. Salary Information

Release of salary information is often required by law, such as in the case of employment verification for government benefits. In other cases, there are multiple reasons why employee wages need to be shared for employment verification—for instance, it helps the employer confirm the employee was paid what they claim they were or understand the employee's motivation for leaving their previous position.

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4. Feedback on Previous Job Performance

Employment verification isn't just about verifying facts, but also about understanding the employee's previous job performance. As a result, feedback from the previous employer can be very insightful—by giving the new employer a glimpse at the candidate’s job performance history, they can have a better idea of what they can expect from their new hire.

5. References From Past Managers

References from past managers or supervisors can be extremely helpful in employment verification, as they provide first-hand accounts of the employee's work performance and can answer any questions the employer might have. Additionally, they can also provide insight into the employee's character and how they might fit into the company. Finally, they can provide context for the employee's decision to leave their previous position.

6. Past Criminal or Legal Investigations

In some cases, the employer might need to verify the employee hasn't been subject to any criminal or legal investigations. This is typically done by requesting a copy of the employee's criminal record from the police or by conducting a background check. However, it's important to note this information should only be requested if it's relevant to the position the employee is applying for.

Additional Information That May Be Needed

There are some cases when the employer might need additional information to verify the employee's identity or qualifications. For example, if the employee is applying for a position that requires a professional license, the employer might need to request a copy of the license from the relevant regulatory body. In other cases, the employer might need to request additional documents from the employee's previous employer, such as transcripts or certificates.

Bottom Line

Employment verification is a critical part of the hiring process, as it helps employers minimize the risk of hiring someone who isn't qualified for the position or might pose a risk to the company.

However, it's essential to understand what information can and should be released during this process. In most cases, the bare minimum information necessary is the employee's job title, employment dates, and previous job responsibilities. although more detailed information is sometimes required.

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