An employment verification letter is used to verify that an employee previously worked at a company or is still employed at a certain business. This letter may be used to demonstrate eligibility for certain benefits, to demonstrate experience in a certain field, or to show residency in a certain area.
An employment verification letter will typically list the information for the business or company that employs the party. This includes name, address, location, and phone number. The letter will then state when the employee began working there, what their job title was, and how long they were employed there. An employment verification letter may also include more personal information (upon request) such as the employee’s salary, and number of hours worked per week.
An employer may also include information about the employee’s performance. This can help the employee if they are current looking for employment elsewhere, and can serve to be used as a reference.
A background check is intended to verify more personal information than simply who the employee was previously employed by. Background checks verify previous addresses, previous employers, as well as criminal history.
An employee's social security number is confidential information and should not be included in an employment verification letter. If an employer wishes to verify an employee's personal information, such as his or her social security number, they may contact eVerify, or the Department of Social Security.
Employment verification letters and reference letters are two different types of letters, although they are commonly mistaken for one another. Verification letters are more “matter of fact” and take a closer look into the employee’s previous employment and performance. They also may include information such as salary, and hours worked (however, it is important to note that in some states, it is illegal for employers to request your previous salary). Reference letters can be from peers, coworkers or previous employers and are more favorable or opinion driven letters to give the employer a better consensus of the employees character.
Employment verification letters come into play in multiple scenarios and many find that verification letters are needed not only when someone is looking for a new job. Here are a few different scenarios when an employment verification letter may be needed:
This is an obvious one. A new or potential employer may want to see proof that you have the experience and qualifications that you presented when you applied for the job.
Sometimes landlords will want to see a potential tenant’s employment verification to ensure that he or she is employed and earns enough income to pay rent every month. When buying a home, many financial institutions will use an employment verification letter to verify your employment, length you’ve been employed with the company, and if possible, salary. This will help the financial institution better assess if you will qualify for the loan amount you are applying for.
An employer verification letter is an important letter, and requesting one also requires a professional approach. Your company many have certain restrictions on releasing employees personal information, so your first step should be to check in with your Human Resources department and give consent for your information to be released to a third party. Some Human Resource offices will compose the letter for you, while others will give you a template to give to your manager.
If your company does not have such policies, you can approach your manager or supervisor directly. To make steps easier for him or her, you can provide a template or sample letter as a guide with the proper information on who to address the letter to and which details need to be included in the letter.
An employment verification letter forms a short, simple document. When building a business, it's a good idea to draw up an employment verification letter template, to help streamline the process when an employee inevitably requests one. Luckily, the process is largely stress-free. An employment verification letter essentially needs to consist of one statement, which can be broken down into the following components.
You'll want to head your letter with your company's name, address, phone number and email address so that the recipient can contact you if necessary.
Verification: A statement verifying that the employee does indeed work for the company, and the date he or she began working. Something like:
"Please accept this epistle as legal confirmation that Xavier Kindergarten has been employed with Brussel Sprout Industries, Inc. since March 31st, 1994."
Details of Employment: These can be bullet points. Basically, this part of the employment verification letter should sum up the following:
Finally, you’ll want to sign your name at the bottom of the letter.
It’s important to remember to keep an employment verification letter concise. Employment letters should not be lengthy documents and should not contain information beyond what the employee requests. Additional information about what not to include in an employment verification letter are listed below.
As an employer it's important to limit your liability and only provide the information that your employee requests. In the instance that your employee requests a verification form that reveals his or her salary, be sure to have them sign a release form that grants you consent to reveal personal information such as salary and pay, and save their consent form for your records.
Additionally, do not provide:
Here is an easy step-by-step guide to creating an employment verification letter, as well as some examples for writing a letter for both current and past employees.
Write the company’s information. This includes the company name, full address, phone number and contact information so that you may be contacted if necessary.
Include a statement verifying that the employee does indeed work at this place of employment, as well as the date he or she began working. Be sure you include the employee’s name, job title and employment responsibilities.
Sign the document.
Here is an example of how to write an employment verification letter for current employees who need an employment verification letter.
Writing an employment verification letter for a past employee is nearly the same as writing a verification letter for one who currently works for the company. See the difference below.
As as employer, your goal should be to assist your employee or previous employee in providing everything they need to verify their employment or previous employment with you. These are often used for important transactions, such as obtaining housing, services, or credit, so it is important to complete this document and submit it back to the employee as soon as possible. However, there are times when the employment verification letter process may not be so cut and dry. Here are a few scenarios that employers may find themselves in, and the best practices on how to handle them.
Depending on the type of information you need, you may not need an employment verification letter. Here are some other ways to verify employment without an employment verification letter.
While EVLs have a variety of uses, we focus here on their applicability for those considering or actively seeking a new job. We cover how to approach finding a new job, how to handle your social media profiles while doing so, how to search for new jobs without alerting your current employer, how to optimize your resume, and much more! We hope this guide helps you navigate the complex process of finding a new gig.
These days, workers are switching jobs more often and at a faster pace than generations prior. This is especially true for millennials. One 2014 survey found that the average job tenure is now only 4.6 years. Therefore, if you are considering a new job and want to make sure you can compete for those of your choosing, it is imperative you stand out from your competition. Here are some steps for doing so:
Many workers have a good idea of the job they want. However, few people take the time to actually chart a course from where they are to where they want to go.
A good game plan should break your career goals into a series of steps, with an ambitious, but reasonable timeline for each step. When applied to finding a new job, this can look like this:
You should also discuss goals with friends, family, colleagues and mentors whose input you value. Their feedback will prove essential; they can also leverage their own contacts to help you get where you want to go.
Lastly, be sensible with finances and create a plan based on what you can actually afford to invest in yourself when it comes to additional training, classes, or other education.
Looking for a new job while employed elsewhere can be tricky. On the one hand, you want to reach as many potential employers as possible. On the other, you may want to keep your search from your current employer. Here are our recommendations for navigating that process:
A 2015 study by the Society for Human Resource Management found that 57% of companies hire from Linkedin, 19% from Facebook, and 8% from Twitter. In total, 65% of companies use social media in the hiring process. The study also found that 44% of job candidates post inappropriately on social media (alcohol or drug related content).
The takeaway is this: you need to be careful and closely monitor your social media posts, all of them!
You should also assume that any company you apply to will check your social media profiles. Therefore, consider making your profile private, or use a pseudonym so you are not easily searchable.
Personal Branding: just because managers are likely to consult your social media profiles does not mean you should not have a social media footprint. Sure, you want to make sure there is nothing unprofessional online, or anything else that may deter a potential employer, but social media is also an opportunity. Take the fact that potential employers are going to search your profiles as a chance to communicate (directly and indirectly) that you are a desirable candidate that will fit well into any corporate culture.
Crafting a resume is a difficult process. While there is much to consider when doing so, here are some of our essential tips:
A recent study by AuthBridge found that misrepresentation in CV by job applicants grew by 48% between 2016 and 2017. This means that dishonesty on resumes is on the rise.
Why do people do it?
Increased competition in an increasingly dynamic job market is certainly a key driver of the dishonesty trend. The internet has also made it easier to acquire job related information to make deceit more convincing.
Why you should avoid it
Aside from the obvious ethical concerns, employers are constantly improving their background check process. If you fail to mention employment gaps or otherwise falsely represent your employment history and are caught, your job prospects and employment opportunities in the future will be seriously damaged. Furthermore, if you furnish any forged documents you may face legal repercussions.
Common resume verification procedures
There are also many variations to these rules. For example, in cases where specific skill sets or work experience determine salary, or in situations where new positions include access to sensitive information, additional verification in relevant areas is to be expected.
Interviews are a multi-faceted process that requires a dynamic set of skills and behaviors. For our purposes here, we’d like to focus on how to handle one very common question: why are you leaving your current job?
There are good and bad answers to this question. Handling this inquiry, therefore, requires thought and sophistication. You should therefore determine how you are going to answer this question in advance, as potential employers will almost surely ask it in an interview.
Good reasons to give
Bad reasons to give
If you’re lucky, a new job will also come with an increase in salary. That said, there are good and bad ways to broach that conversation with potential employers. In general, do not lie about your current or past salary. Some companies will verify your previous salary by requesting a recent pay stub or W2, or by checking directly with your past employer. As we covered above, lying is a bad idea. Moreover, the “salary talk” usually occurs after a new company extends you an offer. Lying about salary makes it possible they will rescind the offer.
If you are worried that your current salary will inhibit your ability to negotiate for the money you seek and deserve, you are better off declining to discuss previous salary or pointing out that your salary in a different industry does not translate to this new industry. Doing so will help you direct the focus to current salary negotiations.
As you can see, searching for a new job is a complicated endeavor. You have to make sure your social media profiles are in order, your resume updated, and your interview skills honed all while trying to keep your current employer in the dark about your search. We hope this guide provides useful advice and skills to help you navigate the process.
Our team wanted to determine the easiest and most difficult states in the US to find a job. We created a ranking by evenly weighting the following factors into a final score out of 100: unemployment rate, median wage, and labor force growth (2014-2017). We then determined the most common job in each state, and the salary of that job in the most populous city of that state.