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´╗┐Employment History Search: What About Small Business Settings?

from: www.employmentexposed.com

As the search for potential employees becomes nationwide and international for even small businesses, several smaller companies are using online verification tools such as an employment history search or college verification. This trend has been somewhat slow, since there is a cost associated with each kind of search you choose to include.

As such, employers, and especially small employers, have to make a careful analysis of how important each position is and whether it warrant the precaution of an employment history search. Often, small employers will hire employees on a trial basis into positions of less importance to provide them careful analysis.

Of course, simply paying an online employment history search service to do the checking on someone's references for you will save money and time, though most prefer to actually contact a prospective employee's former employers directly to get the sort of information about past performance that a simple report can not provide. A typical employment history search usually costs no more than $50.

When the position is a very public one or one that immediately puts a new employee in a position of some authority to make major decisions, as is the case when hiring an executive for a mid-sized corporation. However, among many small businesses in the US, which average just a few employees when they have any at all, such positions are almost always held by the proprietors alone.

The employment history searches that are available usually take advantage of public records such as tax forms and census data. They do not often include much more data that the most basic confirmation of employment, though they could turn up jobs that your applicant would rather forget for whatever reason. This is especially useful to the employer who wants to investigate a gap in an applicant's history that he or she does not seem forthcoming about.

Of course, there is little that an employment history search alone will tell you about an applicant that you can not learn from some telephone calls an some very careful questioning. Of course, if you work for the HR department of a somewhat larger company, an existing subscription to a company that performs such searches will prove invaluable in selecting only valid candidates to continue on to the more in-depth interview process.

If an employment history search does yield an inconsistency in an candidates resume, you will be in a position to make a decision about how you wll deal with the information. Mistakes could be made in public records, and you need to give people a chance to defend themselves.

Regardless, the limited use of employment history searches in small business is entrenched and a good time saver for particularly busy companies that want to spend less time in the job search and do not have the time or inclination to make mistakes.

Christine Gray is a recognized authority on the subject of employment. Her website Employment Search provides a wealth of informative articles and resources on everything you will need to know about employment opportunities. All rights reserved. Articles may be reprinted as long as the content and links remains intact and unchanged.

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