Forty-six percent of employment, education, and/or credential reference checks revealed a difference of information between what the applicant provided and the source reported. An underqualified employee can cause major issues down the road.
However, conducting background checks can often take time that companies don’t have, since they often don’t realize they need temporary help until it’s an immediate need. Any screening that can be done pre-employment, including verifying job history and education, will help shorten the time-to-fill. That’s where staffing agencies come in.
Staffing firms will ask candidates for a list of references during their initial meeting. The list should include a mix of professional and employment references. Reference checks are done before a recruiter sends a candidate on an interview with a client and also before the candidate begins employment with the client.
The employment reference, usually an HR representative, will confirm dates of employment, title of the position held, and maybe the reason the employee left. Little else is given.
Unfortunately, fake degrees are on the rise. Candidates may falsify their degree, attendance dates, or even the school. They may make up a small college in the Midwest thinking no one will check it out. Or, candidates may say they graduated from a prestigious school in the field hoping to stand out from other candidates. A staffing firm will verify what’s listed on an application by reaching out to the school, or if the school looks to be falsified, the recruiter will investigate further.
Staffing agencies can complete a job history and education check within a couple days, which means the employee can be in his seat quite soon after hire.
To learn more about what to expect when working with staffing firms to conduct employee screening, download our free white paper, "Employee Screening Best Practices for Staffing Agencies."