Adjudication Scoring Considerations for Employment Verification

It is important for a hiring company to verify the accuracy of an applicant's previous positions.

It is important for employers to verify the accuracy of an applicant's employment history. This ensures the applicant will be able to perform the duties required for the position. Employers should employ an adjudication scoring method, which precisely reflects the applicant's employability based upon validity of the submitted employment history.

Approved Score

An "approved" score should be given to applicants whose employment history has been verified. This means that the past employer has responded to a request and has certified the applicant was a previous employee during the times specified in the submitted employment history. An "approved" applicant is considered eligible to be hired.

Pending Score

A hiring company may adjudicate a "pending" score for various reasons. This may occur if the hiring company could not locate a previous place of employment. A pending score may be given if on multiple attempts no response was received from the previous employer. Minor discrepancies in the position held or in dates employed may also cause a pending score. Applicants with a pending score may not be eligible for hire, however, each hiring company's policy may vary widely.

Unacceptable Score

An applicant is considered "unacceptable" if it is found that he or she never worked at a business listed on the application. Major discrepancies in the position held will also cause an unacceptable score. Most hiring businesses will not consider hiring such an applicant.

References

• ASIS: Private Security Officer Guide