Monthly Archives: June 2019

As employers, we get calls regularly looking for information on a past employee. The prospective new employers are dutifully trying to ensure that the information they were given is accurate. They also are looking for more insight into how the person performed for us, if their details are honestly and accurately given, and if we would rehire them.

This diligent practice of employment verification is one that can have unintended consequences, however. So much so that many prior employers are fearful of lawsuits or claims of damages. These fact-checking quests can significantly affect whether or not a prospective hiring manager chooses to hire the job applicant. For this reason, your organization must self-police its verification policies and determine your acceptable level of risk.

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