Giving Out No Less than the Truth – On Verifications of Background Check
Successful employers have not reached the position they are presently holding without relentless pursuit of knowledge. For every new knowledge they gain, they validate by applying them on their businesses.
When it comes to hiring employees, they do not take any chances, either. They are relentless in pursuing the real background of an employee on all counts: personal record, criminal record, educational and employment backgrounds, etc.
Then, upon collecting the information, they need, they will not settle with it unless they have verified it properly.
Most of the questions in every applicant’s minds are usually about what kind of information the employers would inquire of them as verification of the data input in their resumes. Verification may revolve around the previous employment record and the references they gave out.
However, the much broader question in their minds is actually the following –
“Will the employer conduct a verification of the background check they conducted on me?” If so, “Will the verification process result to finding out certain inconsistencies in the data I have given?”
Tough questions. Here are the answers.
What Employers Check or Verify
• Usually it will depend on the amount of verification an employer decides to conduct during the process of hiring.
• There are employers who confirm every detail indicated in the resume or application letter of the applicant.
• Others just do a perfunctory check and leave it at that
• Others does not verify at all
In order to prevent being caught lying or exaggerating on the facts you stipulated in your resume, you just have to give out the plain truth. As long as you are applying in good faith and have faith in your backgrounds, then there is no need to worry.
Remember that no secret or lie remains a secret or a lie for long…The truth eventually comes out and you will be caught red handed, if not sooner, later on.
Explaining a Gap in your Employment Record
Usually some of the verifications an employer inquires are about some questionable or puzzling information in your background. For example, an employer might find it curious to find out that you have an employment gap for a certain period.
You may avoid this magnanimous fact in your resume by listing the inclusive years of your previous employment data without the month and date. It will provide some room to cover gaps that would arouse the employer’s curiosity.
You may also avoid listing down your positions on the resume and limit your employment experience input to stipulating the general work you’ve done and how many years you handled such work.
Even if an employer conducts a verification of your employment background, it will still fit the facts you expect him to find out from your previous employers.
Inclusion of other jobs handled
You can list down other type of jobs you have held like, volunteering, working freelance, doing consulting services, etc. You can list them down as you would list your other regular jobs. Put the job title, the company where you did such work, inclusive dates of employment, etc.
Putting this information would provide the employer with more background check material, especially if you know that it would work to your favor.
If an employer asks you why you are not employed during the hiring process, tell the exact truth. Unless you have committed gross violations in your previous employment backgrounds, there is nothing wrong in saying that you have been laid off or resigned due to some personal reasons.
Telling the truth is much more acceptable to employers rather than finding out that you have done untruthful adjustments on your resume