Employment History:
Definition, Best Practices, Comparison & Related Terms

Employment history is a detailed record of all previous jobs an individual has held, including information such as employer names, job titles, dates of employment, job responsibilities, and sometimes salary or compensation earned. This record serves as a comprehensive timeline of a person's professional work experience and is commonly requested on job applications and resumes to help employers assess qualifications, experience, and work patterns.

Employment history provides employers with insight into an applicant's career progression, industry experience, job stability, and professional skills. Most job applications require candidates to list their employment history, and employers typically verify this information through background checks or by contacting previous employers directly.

Related terms: work history, job history, employment record, career timeline

Employment history matters because it reveals an applicant's experience, qualifications, and tendencies as an employee. It may comprise up to 85 percent of a resume and often serves as the deciding factor that distinguishes one candidate from another for a job opportunity.

Employment history shows whether an applicant has relevant experience in the industry or role they are applying for. It demonstrates their reliability, level of commitment and loyalty, and degree of career focus. Employers use this information to assess how long an applicant has performed duties relevant to the job being offered and to gauge their potential for long-term retention and contribution to business growth.

When reviewing employment history, employers look for patterns such as gaps in employment, frequent job changes (switching jobs every year), and progression in career responsibilities. Short employment terms of less than one year at multiple companies may signal that a candidate will not stay at the company for long. Discrepancies in compensation levels can also provide insights into career trajectory and market value.

Employment history also serves as a tool to gauge how truthful applicants are during interviews. Employers who have familiarized themselves with a candidate's job history can identify when applicants exaggerate their past job responsibilities or misrepresent themselves to sound more impressive.

Employment history includes several key pieces of information that employers use to verify work experience and assess candidate qualifications. Most employers are interested in the following details:

• Job title or position held
• Job description and responsibilities
• Name of company or organization
• Years or dates employed (start and end dates)
• Salary or compensation earned
• Employer contact information

Employment history can include full-time positions, part-time jobs, freelance work, temporary positions, internships, volunteer work, and military service. Applicants may not always include the contact information of past employers on their resumes, or they may choose only a couple of previous supervisors to include as references. If employers plan to verify all past jobs, they need to request the phone numbers of previous employers on the application.

There are several methods to obtain your complete employment history if you have forgotten details or need accurate records for job applications:

• Use your tax returns - W-2 forms from employers contain company names, addresses, dates of employment, and earnings information
• Contact your state's tax office - Many states allow you to obtain employment history through the state tax department by filling out a request form
• Request information from Social Security - Submit a Request for Social Security Earnings Information form for detailed employment history including employer names, addresses, dates, and earnings (fees apply: $34 for non-certified or $91 for certified records)
• Contact previous employers directly - Reach out to the Human Resources department of former employers to confirm exact dates of employment and other details
• Search through computer files - Look through old documents, contracts, or work files saved on your laptop that might contain employment information
• Search your name on the internet - Look for articles, blog entries, social media tags, or work events that mention your previous jobs
• Check credit reports - Credit reporting agencies may have employment verification dates if you provided employer information when applying for loans or credit cards
• Search email inbox history - Use work-related keywords to find emails from previous employers, interview scheduling, contract signing, or resignation notices

The IRS can provide a wage history transcript outlining income for the last ten years through the IRS Get Transcript online portal, though this does not constitute a full employment history. If you have kept copies of tax returns from previous years, you already have most of the information needed to provide a detailed record of employment.

Employers verify employment history through a structured process that confirms the accuracy of information provided by candidates. The verification process typically follows these steps:

1. Gathering employment information from the candidate's resume or application, including job titles, dates of employment, and responsibilities
2. Contacting past employers directly using phone numbers provided by the candidate or found through online directories
3. Confirming job titles and dates of employment with previous employers (some employers may only verify basic information due to company policies or state laws)
4. Reviewing results for discrepancies or missing information and following up with candidates for clarification if needed

Employers can verify employment history as part of a larger background check that includes criminal history, education history, and driving record checks. These professional background checks are protected under the Fair Credit Reporting Act, which requires written consent from the applicant beforehand.

It is important to recognize the difference between verifying employment history and doing a reference check. Employment verification confirms that information about job titles and dates is accurate. Reference checks gather additional information about the employee's skill set, performance, and reasons for leaving previous positions.

Some states have laws regulating what information previous employers can share, and some companies have policies restricting what they disclose. Employers should review state laws before contacting past employers to understand what can and cannot be asked. Being transparent with candidates about the employment verification process is important for establishing trust and allows applicants to clarify any misleading information before employers speak with past employers.

It is never acceptable to lie about employment history. Misrepresenting experience is not only misleading to potential employers, but employers are likely to discover discrepancies when verifying employment through background checks or by contacting previous employers. Lying on a resume can permanently tarnish professional reputation and result in job offers being rescinded or employment being terminated.

Employers conduct employment verification background checks specifically to avoid hiring individuals who misrepresent their experience. This process helps identify applicants lying on their CV about roles and responsibilities, which is crucial for ensuring candidates are well-suited for jobs and have the right skills and experience.

Gaps in employment history should not necessarily disqualify candidates, as there are often valid explanations for taking breaks from working. When gaps exist due to family reasons, personal circumstances, education, or other factors, candidates should be prepared to explain them honestly during interviews.

If you have gaps in your work history, consider using a functional resume format. While dates cannot be omitted, this format allows you to place emphasis on your strengths, experience, and talents. Include any courses taken, degrees or certifications earned, or volunteer work completed during gap years as long as it is relevant to the position.

Employers should be open and understanding when addressing gaps in employment. Whether the reason is caring for young children, traveling, continuing education, or being out of work for a period, employers should consider the context of these breaks and avoid discrimination based on past circumstances. Properly addressing gaps in employment helps in making fair and informed hiring decisions.

Employment history typically appears on background checks, though the extent depends on the service the employer uses. Some or all of an applicant's employment history is likely to appear on a background check. Background checks and employment verification combine various safeguards and are critical for roles that require a high level of trust or involve handling sensitive data.

Hiring managers contact current and former employers to verify job titles, descriptions, and start and end dates. While employers generally do not share details regarding performance officially, inquiries can be made and information can be divulged off the record through common professional connections.

Despite its importance, employment verification presents several challenges for employers:

• Incomplete or inaccurate information - Applicants may fail to provide complete contact details, leading to difficulties in confirming employment history, or discrepancies may exist between verification results and what candidates listed on their CV
• Miscommunication - Errors can arise due to miscommunication between employers and previous employers, especially if contact information is outdated, leading to delays in confirming details
• Privacy issues - Candidates may be hesitant to allow previous employers to release information, raising privacy concerns that must be addressed through compliance with regulations such as GDPR
• Delayed responses - Verification can be time-consuming without external providers, especially if candidates worked for large companies or organizations that are no longer operational, which can slow down the hiring process

Effective employment verification requires clear and accurate communication to avoid these issues and maintain trust and integrity in the process.

To ensure employment verification is both ethical and effective, employers should follow these best practices:

• Obtain consent - Always ensure candidates provide written consent before conducting any employment verification to protect privacy and employer interests
• Use third-party services - Employ trusted employer checking services or background screening companies to streamline the verification process professionally and efficiently, reducing time and risk
• Be transparent - Clearly communicate the verification process to candidates, explaining what information will be verified and how it impacts their application to build trust
• Address gaps fairly - Be open and understanding when addressing employment gaps, considering the context of breaks and avoiding discrimination based on past circumstances
• Maintain compliance - Adhere to legal standards regarding data protection and privacy, including obtaining necessary permissions and following compliance guidelines when conducting background checks
• Verify accuracy - Get the facts straight by providing and requesting accurate information; consider purchasing self-background checks online if details are uncertain
• Emphasize value - Focus on how candidates have consistently produced critical, measurable results throughout their employment history

Employment history is often compared to 3 related concepts in the hiring and verification process:

Employment History vs. Reference Check: Employment history verification focuses on confirming factual details such as job titles, dates of employment, and employer names. Reference checks go beyond verification to gather insights about a candidate's performance, skills, reasons for leaving, and overall job effectiveness by speaking directly with former supervisors or colleagues.

Employment History vs. Background Check: Employment history is one component of a comprehensive background check. While employment verification confirms work experience details, background checks include additional screenings such as criminal records, education verification, driving records, and credit checks. Background checks provide a more complete picture of a candidate's suitability for a position.

Employment History vs. Resume: A resume is a self-reported document created by the candidate that summarizes their work experience, skills, and qualifications. Employment history is the verified, factual record obtained through official channels such as tax records, Social Security records, or direct employer confirmation. Employers verify employment history to ensure the accuracy of information presented on resumes.