Employment verification is different from reference checks ..

After the consent of the applicant , do they call the HR / Supervisor or some one else and what do they validate ?

How do they validate employment history of 3rd party Contractors ??

Do they / can they contact Companies not mentioned in the applicant's consent form but on the resume ? ... Is it legal under Canada's privacy laws ??

Would appreciate inputs from people who know about this .

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Fido.

Yes they do contact company and typically ask the HR department abodate sans, salary(gross or hourly rate)and also designation. I knew some cases the call was transferred to the past boss who screwed up even not solicited about the candidate.
In in an unrelated incident I had applied for a Bose credit card and given my gross including my overtime. When the company called the company the HR just gave the 40 hour deal and I was initially denied the card and I had to prove to Bose Audio that the HR had screwed up.

It is better to be some what open about the relationship with xyz in a diplomatic manner.

It is better to have both appointment letter and relieving/settlement letter to avoid checking in certain iffy cases.

In case o non mentioned stuff how do they know about it or even if they contact how do you know about it. In cases where security clearances are involved and private investigative agencies are hired then we have no option.

Even in India now a days companies are involving PI for senior positions to counter check the resume and also the health of the candidate.

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Sunny Leone a true Canadian DESI now back in India !.

Thanks VM ,

There s a consent form in which the applicant lists the Companies he wishes contacted and it is specifically mentioned that DO NOT list Companies you do not wish contacted ... They could be on the resume though ...

Q is - Can they contact companies not on the consent list but on the resume ? Does it not violate some privacy law ? On the other hand , how can they do a complete verification w/o contacting all past employers regardless of whether it is mentioned on the consent form .

Also in case of 3rd party contractors , does the HR know the applicant as he is generally an XYZ's contractor as opposed to an employee and the relevant details may be more known to the Project Manager than the HR ?? How do they verify in such cases ?

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Fido.