How often does one keep in mind our past employment record while appearing for an interview for a prospective job? While most of us are thinking about the work we did for our previous employers, we may want to give our behavioral conduct some thought too, as after the daunting round of personal interview comes the evocative stage background verification. Let us explore this phenomenon in detail.

Is it a norm?

As per a recent poll by the Society for Human Resources Management (SHRM) 96% of HR professionals have revealed that their companies carry out background checks on the job applicants and newly appointed employees.

However, even though you are expected to be thrown in the churn of employment verification, there is always a limit and you, as a professional, have the right to know if a company goes snooping around in your past.

Why the check?

Most organizations hire candidates after a thorough research on them. The companies indulge in credit checks, where they ask past employers about you and cross-check the claims you made during interview regarding work and achievement. There are those companies also that run a background check for any sort of criminal records or wrongdoing. They want to be sure so that there is no news about any misconduct or any kind of sexual offence.

What information can be shared?

Ideally, your past employer should only disclose your designation, job description, duration of your stay and remuneration. But that does not refrain your potential recruiters from enquiring more.

If a company decides against hiring you due to anything unwanted that came up in the verification, it is expected that they inform the interviewee about the final decision and about what your past employer divulged.

The system

When contacted for employment background checks, your previous company compiles a report that states your working capabilities and behavioral conduct. The background check process is like a consumer report for your future employer. A similar kind of verification can be done for freshly hired employees.

What can I do?

As a job seeker, you can always prepare yourself for the background verification process. The most important step is to understand that verification cannot be done without your permission. Companies are meant to inform aspirants or the fresh recruits that they plan on performing a check and need permission in writing. Unless you grant the permission, the company cannot interfere.

You can always forewarn and prepare yourself for what is about to come. By analyzing what a potential employer will encounter during your verification process, an aspirant can start by correcting false information and by getting ready to defend negative reports. However, criminal cases and negativity spread in public domain like internet, newspaper, etc., is fair game. Transgression of this kind is hard to cover up and, so, it is always better to come clean in such cases. It is not advisable to try and hide the truth as it can make the matter worse. It is best to be candid to avoid negativity at a later stage.

Once hired, the new employees are required to submit documents – some in original and some photocopies. These documents are in support of the statements made by the applicants during the round of personal interview and are kept as proof of their qualifications, accomplishments, and experience. One can be asked to present their certificates and mark sheets for educational qualifications, copy of PAN card, applicant’s photograph’s along with the offer letter, relieving letter and salary slips from the previous employer. Therefore, it is always sensible to give a clear picture about yourself and your past experience while appearing for a job interview.

A writer by profession, Devika Arora is currently focusing her writing on the extensive domain of job search in India. She has written various articles, news stories and blog posts for the employment sector. The above article is a compilation of latest facts and discusses about employment verification.