Top 5 Reasons why Post-Employment verification is necessary

Most of the companies today understand the importance of pre-employment verification. The pre-employment verification is a one-time check and does not provide insight into a candidates’ background beyond the point at which the pre-employment verification was conducted. It is essential for a company to be vigilant and introduce an ongoing post-employment check policy. The top five benefits of an ongoing post employment check can be outlined as below

1. A one-time pre-employment check may result in important information about the candidate being overlooked. This may happen due to human error or unavailability of proper information at the time of verification. An ongoing post-employment verification process helps find any missing pieces of information and provides a complete picture of the candidates past.
2. When candidates’ doctor their resume, at times they give fake references which offer recommendations as per the candidates’ requirements. An ad-hoc reference check may provide discrepancies in the recommendations initially provided.
3. Post-employment checks provide a continuous feedback on any criminal records that are registered on the candidates name. This information allows the HR manager to either counsel the employee or take the necessary actions depending on the severity of the crime.
4. In today’s job seeker oriented market a lot of employees are on a continuous  lookout for new opportunities. These employees make a sudden transition to a new job leaving the HR managers in a fix. An ongoing post employment check helps keep an eye on the candidates’ online activity. This can include the candidate’s activity on job boards, social sites such as LinkedIn, etc. and provide HR managers an insight into the candidates long term intentions.
5. Many employees pursue and complete new educational degrees and qualification to help them climb the corporate ladder faster. An ongoing post employment background check allows verification of the submitted education qualifications and ensure that only the deserving candidates are promoted.

Eventually a post employment check can only provide information about a candidate. The ability to correctly discern information is the prerogative of the HR manager. If there is a constant upwards job attrition trend then the HR manager needs to identify process failures within the company and institute corrective procedures.

It’s pretty hard to identify whether the low employee productivity, enthusiasm are a factor of employees inability to perform or due to the negative work environment. These questions, though tough, need to be answered to reduce employee attrition rate and provide deserving candidates an opportunity to grow.