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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Employee Verification

Employee verification is essential for organizations to make informed hiring decisions, mitigate risks, ensure workplace safety, and maintain regulatory compliance. It helps employers verify the authenticity of candidates' qualifications, past employment history, and suitability for the role, thus safeguarding the integrity of the workforce and the company's reputation.

What does employee verification means?

Employee verification refers to confirming potential and current employees' background, credentials, and suitability. It involves various checks and assessments to ensure that the information provided by individuals aligns with the requirements of the position they are applying for or currently holding.

Listen, recognize, award, and retain your employees with our Employee engagement software  

What are the different types of employee verification?

The different types of employee verification includes:

1. Pre-employment screening

  • Background checks: Verification of criminal history, credit records, and other relevant background information.
  • Reference checks: Contact previous employers or professional references to verify employment history and performance.
  • Educational Verification: Confirming the educational credentials claimed by candidates through transcripts or degree verifications.
  • Employment verification: This includes validating past employment details such as job titles, dates of employment, and reasons for leaving.

2. Ongoing verification

  • Continuous monitoring: Regular checks on employees' credentials, licenses, and compliance with company policies.
  • Credential verification: Ensuring that employees maintain valid certifications and licenses required for their roles.
  • Performance evaluation: Assessing employees' performance and conduct periodically to ensure continued suitability for their positions.

What legal matters regarding employee verification should be considered?

The legal considerations that matters are:

  • Compliance with employment laws: Adhering to relevant federal, state, and local laws and regulations.
  • Data protection and privacy regulations: Safeguarding candidates' personal information in compliance with data protection laws.
  • Fair credit reporting act (FCRA): Ensuring compliance with FCRA regulations when conducting background checks.
  • Equal Employment Opportunity Commission (EEOC) guidelines: Avoiding discrimination in the verification process based on protected characteristics.

What are the benefits of employee verification?

The benefits are:

  • Risk mitigation: Minimizing the risk of hiring unqualified or dishonest individuals who may harm the organization.
  • Ensuring workplace safety: Verifying credentials and background helps ensure a safe working environment for employees.
  • Protecting company reputation: Screening candidates rigorously helps maintain the integrity and reputation of the organization.
  • Improved hiring Decisions: Making informed hiring decisions based on verified information leads to better employee selection.
  • Regulatory compliance: Adhering to verification processes helps organizations comply with legal and regulatory requirements.

What are the challenges and limitations in employee verification?

The challenges and limitations of it are:

  • False positives and negatives: Inaccurate information or discrepancies may lead to false positives or negatives in the verification process.
  • Cost and time constraints: Conducting thorough verification processes can be time-consuming and expensive for organizations.
  • Legal risks: Non-compliance with employment laws and regulations can expose organizations to legal liabilities.
  • Privacy concerns: Balancing the need for verification with candidates' privacy rights poses challenges for employers.
  • Keeping up with technological advances: Staying updated with evolving technology and methodologies in employee verification can be challenging.

What are the best practices for effective employee verification?

The best practices are:

  • Establish clear policies and procedures: Develop and communicate clear policies and procedures for employee verification processes.
  • Utilize reliable screening services: Partner with reputable screening agencies or services to ensure thorough and accurate verification.
  • Ensure compliance with legal requirements: Stay updated with relevant laws and regulations to ensure compliance throughout the verification process.
  • Maintain confidentiality and data security: Safeguard candidates' personal information and maintain data security protocols throughout the verification process.
  • Regularly review and update verification processes: Continuously evaluate and update verification processes to adapt to changing requirements and technological advancements.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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