From National Association of Professional Background Screeners

If you are in need of verifying new employees past work history or education history, we have some tips to help make the process as smooth and timely as possible.

Provide as much information as possible with the search request.
The full employer or school name, city and state information, candidate name used at the institution, and full contact information for a reference are critical. Time spent by the CRA researching phone numbers and contact information can cause delays and result in longer turnaround time. Typically, the more information provided to the CRA will result in a quicker turnaround time. Additionally, because many previous employers will only verify the information that the CRA has in their system, as opposed to releasing information freely, the more information the CRA is given by the candidate and employer, the more information that can be verified by the previous employer or school. It is also important to provide the correct name the record can be found under. For example, if a candidate has been married and you are verifying her high school diploma, her diploma record is most likely under her maiden name. Other important information to provide is graduation date for education verifications and employment dates and title for employment verifications.

Have a signed consent form from the applicant.
Unlike many other types of background searches, verifications may require that a copy of the applicant’s consent be provided to the CRA in order for them to complete the verification. Some sources, especially educational institutions, may have a policy in place that requires a copy of a “wet” signature (as opposed to an electronic signature) consent prior to releasing information.

Request the level of verification that best fits the employer’s needs.
Have the CRA conduct a simple or standard verification, obtaining only the required amount of information needed for you to make a hiring decision. If a subject’s previous salary or GPA is not important in the hiring process, don’t ask the CRA to obtain it. Acquiring sensitive information, such as salary or GPA, and asking custom questions has a likelihood extending turnaround times.

Be patient.
In some cases, the source of the information to be verified does not view a timely response to be a priority. Employers, schools and references are often busy with their primary duties. Providing timely and/or lengthy verifications can take up valuable time from these sources, particularly if the information is old or archived. Some sources may be unwilling to respond to verification requests. In these situations it can sometimes be helpful to get the applicant involved in the process to familiarize their previous employer with the CRA, and relay the importance of the verification for their future employment.

For more information on a smooth process, contact one of our consultants today.