What should be verified?
The right checks depend on the role and risk profile. Common components include identity, previous employment, education and professional credentials, address, guarantors, criminal records and other role-appropriate checks.
A finance or cash-handling role may justify a different package from an entry-level office role. The goal is proportionate assurance, not collecting the maximum amount of information from every candidate.
Employment verification
Employment-history checks help confirm that the employer, role and employment period represented by the candidate are supportable by the available source evidence. Source-dependent checks should have their own expected turnaround because previous employers may respond at different speeds.
Guarantor verification
A guarantor check should establish more than whether a phone number works. Depending on the programme, it can combine identity, relationship information, contact validation and address evidence to reduce the risk of fabricated guarantors.
The better candidate experience
The strongest workflow begins verification at the appropriate point in the recruitment funnel and runs independent checks in parallel where possible. Candidates should understand what is being requested, why it is required and what they need to provide.
For employers using Avant Tech recruitment services, screening can connect directly to the hiring journey instead of creating a separate vendor handoff.
For recurring or high-volume hiring
Batch submission, status tracking and reusable screening packages are more scalable than sending individual requests by email. Organisations integrating hiring or onboarding systems can also use the Verification API.
Planning a screening programme?
Send the role families, hiring volume and checks you currently require. We can help map a proportionate screening workflow and expected turnaround by check type.