Why Salary Verifications Should Be a Standard Part of Your Background Screening Package.  

 Why Salary Verifications Should Be a Standard Part of Your Background Screening Package.

 

 

The value verifying the prior salary of an applicant is often overlooked. While verifying the past employment dates and titles are common parts of mid-level and executive background s job reviews Singapore   creening package, make sure you understand the procedures being used by your applicant screening vendor. Do they also attempt to verify salary information? If so, to what extent? After all, a verification of salary through a business owned by the applicant’s uncle, friend, neighbor, parent, etc, can make for a tempting opportunity to have someone “verify” a seriously inflated or even nonexistent salary. Likewise, if an applicant knows that his prior company will not disclose salary information, they may feel confident in exaggerating their stated income.

Why does it matter?
At a lower level position with standard pay guidelines, it really doesn’t. You’re going to pay the employee based on the positions rate and raises will come from performance and time. But when you’re looking at someone to fill a mid or high level position that has a wide range of pay based on previous performance and/or experience, it matters a lot. This person is an investment and you need to know if they pulled their own weight at their previous employers.

An impressive talker is not always an impressive worker and you wouldn’t be the first to place a “bouncer” in a high paying position. (“bouncer”: One who bounces from company to company siphoning a large salary until the company realizes they’ve been duped.) Imagine hiring a regional sales person with a salary of $200,000 plus bonus/commission based on a great interview and an impressive resume citing years of sales experience, accolades, and C-level pay. Only to find out months later that they never actually earned more than a base salary of $40,000 and very little commission from their past two employers. You’re back to square one. You have lost $100,000 of payroll and an equal amount in training and expenses. Trust can be overrated at times.

So how do you know if you’re getting an accurate portrayal of an employee

 

 

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