Employment Verification
Employment Verification confirms a candidate’s previous work history — helping employers validate that the experience listed on a resume is accurate and complete. EDIFY’s verification specialists contact former employers directly to confirm job titles, dates of employment, and rehire eligibility. This process helps HR professionals make confident, data-backed hiring decisions.
Because inaccurate or falsified job history is more common than many realize, employment verification has become a standard component of background screening programs. It not only ensures accuracy in hiring but also supports compliance under the Fair Credit Reporting Act (FCRA) when handled properly.
EDIFY’s process is designed for speed, reliability, and compliance — giving you peace of mind that every hire’s history is verified with precision.
How It Works
- EDIFY contacts past employers directly via secure, documented channels.
- We verify job titles, dates of employment, and reasons for leaving.
- Optional verification includes salary and rehire eligibility (when permitted).
- All data collection follows FCRA and EEOC guidance for fair, compliant reporting.
When to Use It
- For all new hires, especially management or specialized roles.
- When a candidate’s work history seems inconsistent or incomplete.
- During internal promotions that require verification of tenure or experience.
- As part of routine due diligence in regulated industries.
TAT & Fees
- Average turnaround: 1–3 business days.
- Expedited service available for priority roles.
- Many companies utilize third-party services such as the Work Number and will incur additional fees.
Why It Matters
Hiring decisions rely heavily on accurate employment history. A single misrepresentation can impact performance, culture, and compliance. Employment verification helps organizations reduce turnover, mitigate hiring risks, and ensure transparency in the hiring process. According to industry research, over 40% of resumes contain exaggerated or false information — making verification an essential step for maintaining trust and integrity in hiring.
Use-Cases
- Verifying leadership experience for management candidates.
- Confirming tenure for roles requiring minimum years of experience.
- Checking employment gaps or transitions for compliance-sensitive positions.
Employment Verification FAQs
Q: What details are confirmed during employment verification?
A: Typically, job title, start and end dates, and sometimes reason for leaving are verified directly with past employers.
Q: Does the candidate need to authorize the verification?
A: Yes. Under the Fair Credit Reporting Act (FCRA), employers must obtain written consent before conducting any background check, including employment verification.
Q: What if an employer no longer exists or doesn’t respond?
A: We document all attempts and provide alternate verification methods, such as W-2s, pay stubs, or reference confirmations.
Compliance Tips
- Always obtain written authorization before conducting verification (FCRA requirement).
- Ensure consistency across candidates to avoid EEOC-related bias concerns.
- Use a Consumer Reporting Agency (CRA) like EDIFY for compliant, third-party verification.
Related Services
- Education Verification
- Professional License Verification
- Reference Checks
- Criminal Background Checks
- Form I-9 & E-Verify
Authoritative Source
For more information on employment background check compliance, visit:
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