Verifying a potential hire’s credentials follows a similar methodology. When running a background check, you typically ask for one or two forms of identification, references, and maybe proof of academic achievement, like a copy of a college degree.
As the work world changes, so will how employers verify employment. In the future, we may see a move away from traditional methods like calling references or requesting physical copies of documents. Instead, employers may increasingly turn to online tools and databases to verify information about potential hires.
While we can only speculate, there seem to be plenty of trends to indicate the direction employment verification is going. Let’s take a look at how employment verification could turn out in the future.
Blockchain
A potential tool for employment verification is blockchain technology. Blockchain is best known as the underlying technology behind cryptocurrencies like Bitcoin. However, it can also be used to store and verify other types of information.
Blockchain could be used to store information about a person’s employment history. This would create a secure and tamper-proof record that employers could use to verify someone’s credentials. In addition, blockchain could be used to verify documents like degrees or licenses. Since the data is stored on a decentralized network, it would be tough to forge or tamper with.
However, blockchain technology is still in its early stages of development. It remains to be seen whether it will be adopted on a wide scale.
Other Online databases
Outside of blockchain technology, another possibility is the use of online databases that store information about people’s employment histories. These databases could be used to quickly and easily check whether someone has the relevant experience for a job.
This type of employment verification has a few advantages. For one, it would be much faster than traditional methods, like requiring physical copies of important documents like a birth certificate. In addition, online databases could provide more comprehensive information, such as potential hire’s social security and driver’s license number.
However, these databases may not be perfect. The information they contain may not be accurate or up-to-date. In addition, they may be prone to cyber attacks, which could jeopardize the sensitive information they contain.
Social Media
One example of future employment verification is the use of social media. To some degree, employers may look at a potential hire’s social media presence to determine how they act outside of work (Assuming the employee has social media accounts).
As social media becomes ever more widespread and adopted by younger generations, verifying a potential hire’s social media will become even more critical. Since it’s pretty easy to create a social media account for most people, it’s easy to make fake accounts. This factor makes social media verification a tricky tool for employers.
A way to get around this is to require potential hires to provide links to their social media accounts as part of the application process. Then, the employer can verify that the account is real and belongs to the applicant.
Biometric data
Another possibility for future employment verification is the use of biometric data. This could involve using fingerprint scanners or iris scanners to verify a person’s identity.
This type of verification has a few advantages. One is it would be very difficult to forge someone’s biometric data. Another is it would be quick and easy to use. Employers could simply scan an applicant’s fingerprint or iris to verify their identity.
However, there are also some disadvantages. First, the technology needed to collect and store biometric data can be expensive. Second, privacy concerns are associated with collecting and storing this type of data. It remains to be seen whether biometric data will be widely adopted for employment verification.
The future of employment verification is uncertain. It’s possible that a new technology or method will emerge that completely changes the way it’s done.
Alternatively, the methods that are currently used could simply become more refined and perfected over time. What is certain is that the way employers verify someone’s employment history is likely to change in the future.
