Employment verification is generally strict regarding factual data—confirming job titles, dates of employment, and sometimes salary via third-party services or HR records. While many employers only confirm basic, neutral information to avoid liability, 3–7 years of history is typically verified, with discrepancies often leading to failed background checks or termination.
Employers may verify a job candidate's entire employment history if they choose, though it often depends on the role. For example, a more senior-level position may require verifying several past employers while an entry-level position may not.
Depending on the role, a “failed” background check may not automatically disqualify a candidate from the position (although there are exceptions), but it may require a closer look at the candidate's history to understand why they “failed” the check before making a hiring decision.
Common red flags on a background check include criminal records, false information on a résumé, poor credit history, and negative employment references.
The most intense background check occurs for a top-secret clearance. Such a clearance requires job candidates to: Go through a deep criminal background check. Applicants must report all convictions.
There are many reasons why a candidate may “fail” a background check, such as criminal history, discrepancies in employment or education history information, an unsafe driving record, or a failed drug test.
Similarly, falsifying educational qualifications, work experience, professional licenses, or criminal history can damage credibility and lead to immediate disqualification.
Common Reasons for Disqualification:
Your first 90 days on the job are key to how well you acclimate to your new workplace. These first 3 months are when you stand the best chance of making a positive impression, and they set a firm foundation for you as you build your career.
If an applicant has a criminal history that they didn't disclose, then it could be cause for concern. Although having charges on your criminal record shouldn't automatically stop a candidate from being hired, more questions might be asked. The same goes for getting a bad credit report back on an applicant.
Those requesting employment or salary verification may access THE WORK NUMBER® online at https://www.theworknumber.com/verifiers/ using DOL's code: 10915. You may also contact the service directly via phone at: 1-800-367-5690.
During this process, the verifier will contact the individual's current or previous employer(s) to authenticate their information, such as job title, dates of employment, salary and similar information. Employment verification is common for major life events, from buying a car to applying for a job.
The following issues might implicate workplace safety concerns:
The good news is a background check will not disclose if you've been fired from a job. However, employers can find out if you've been fired through reference checks and, sometimes, word of mouth.
The Short Answer. Yes, employers do call references, but not always. The practice of checking references can vary significantly depending on several factors—like the type of job, the specific industry, and even the size of the company.
Employers aren't obligated to respond to calls to verify an individual's employment for a third party unless the requests are made by federal entities.
While many professionals recommend working for an organization for at least one year before pursuing another opportunity, there are certainly valid reasons for leaving a job sooner. Some other reasons professionals may choose to exit a company after three months include: Being offered another job with a higher salary.
The 70-30 hiring rule is straightforward: hire candidates who meet 70% of the job requirements. The remaining 30% consists of skills or traits that can be developed after hiring through onboarding, mentoring, or on-the-job training.
In most U.S. states, employment is at-will, which means an employer can terminate an employee at any time, with or without cause, as long as it's not for discriminatory reasons. This could happen during the 90-day probationary period, or any time after the probation as well.
Common issues include criminal history related to the job, failed drug tests, credit problems for finance roles, driving violations when the job involves driving and differences between what you said on your application and what's actually true.
While background checks help employers make informed decisions, they may uncover red flags that could potentially raise concerns. These red flags could be a criminal record, inaccurate information, gaps in employment, or unprofessional behavior on social media, among other things.
A petty theft conviction, even a misdemeanor, can be an insurmountable hurdle for many employment opportunities. Employers view any theft crime as a breach of trust that puts assets, inventory, and workplace security at risk.
A failed background check is any employee screening that uncovers issues that may hinder on-the-job performance or put the company at risk. A candidate can fail a background check for numerous reasons, such as a criminal record or inconsistencies on their resume.
Multiple issues can cause you to fail a background check, including relevant criminal convictions, misrepresentations made on your resume or during your interview, a failed drug test, poor credit record, poor driving history, bad references, and unexplained employment gaps.
Nearly all pre-employment background checks will include identity verification, employment verification, education confirmation, reference checks, and criminal records.