Employment history

Employment history - a history of previous employment, shows which level of experience a candidate has. The information contained about person when they apply for work in company or organisation allows for employer to see there level of experience and suitability.

Employment history including all relevant details can be characterised in following points:

• personal data - employees name, age, city, telephone number,
• education - describes a formal education, college, university, vacational school or technical school attendend,as well as any additional courses taken,
• experience - information about previous jobs, on which position candidate worked, where and what was his responsibilities, duties,
• training and certifications - information about training and certifications, may appear together in one section or separately, and gives job seeker more chance to get the job,
• skills - necessary skills to work in the position applied for,
• other sections:
  • interests or hobbies which show that candidate may have active, social or academic interests these varied interests might be transferable thus building profile of their character,
  • industry associations,
  • volunteer background or current active involvement in volunteer work may mean employer looks favourable on them,
  • references from previous employers.

Types of resumes

A Candidate can choose a presentation of his/her employment history by following different types of curriculum vitae layouts:

• Chronological - one of the most popular methods of presentation for candidates employment history, there are inverted chronological information. There Work schedule or previous employment is also given in reverse information. Each position should include years of work, company name, position, short description of tasks, and professional achievements. further into there CV is information about the remaining achievements, the scope of additional competences, interests, references,
• Traditional - this is formatted in the reverse sequential order, that means beginning with the recent achievement first, along with the date. This format is preferred when the candidate has had a steady logical career growth and therefore, would like to highlight the advantages of successful career or longevity in there current/previous roles. It includes education, employment history, job titles, company names, and dates of employment.

Differences

All companies want make sure that they hire right person on right position. Verification of the "past" of employees is one of the elements of recruitment, e.g. in the USA or United Kingdom.

USA companies check employee by assessment during a recruitment interview or AC / DC session (Assessment Center and Development Center), its references or the fact of graduating from a given university are examined in detail. The identity of the candidate, criminal history, credit history and medical history due to insurance are also checked in detail. The employer can also carry out drug tests.

UK companies can check, for example, the place of residence of the candidate, drug testing can be also used, and credit checking should candidate been in position were they are in contact with money example of this is in security industry were it can be applicable in some companies. Organizations from United Kingdom always check the references from previous jobs.

It less appropriate for people who have changed job frequently or who have gaps in their employment records.

Examples of Employment history

• Company Name: ABC Corp.

Position: Senior Software Engineer Dates: February 2015 - January 2020 Description: Developed a suite of software applications for ABC Corp. in order to increase efficiency and streamline processes. Designed and implemented a number of new features in response to customer feedback. Led a team of developers in the successful launch of the software.

• Company Name: XYZ Inc.

Position: Software Developer Dates: May 2011 - January 2015 Description: Developed a range of software applications for XYZ Inc. Implemented a number of bug fixes and performance improvements in response to customer feedback. Worked closely with the product team to ensure the successful launch of new features.

Advantages of Employment history

Employment history can be a valuable resource for employers when assessing the suitability of job applicants. It provides employers with a comprehensive overview of a candidate’s experience and qualifications, helping them make an informed decision about who to hire. Some of the advantages of having an employment history include:

• Detailed information about a candidate’s past roles and responsibilities, giving employers an idea of the skills and experience they bring to the table.
• A timeline of a person’s professional development, which can provide insight into the areas they have excelled in and any areas they may need to focus on.
• A better understanding of a person’s commitment and longevity in previous roles, which can be indicative of their motivation and dedication.
• A comprehensive overview of a candidate’s qualifications and certifications, enabling employers to assess their suitability for the role.
• An insight into a person’s professional relationships, which can be a useful tool in determining their ability to work as part of a team.

Limitations of Employment history

Employment history can be a valuable asset when considering a potential candidate for a position, however, it also has its limitations. These include:

• Incomplete or missing information: An applicant may not have a full employment history, or may omit certain information if they feel it is unfavorable. This could mean that the employer is presented with an incomplete picture of the candidate, leading to a poor decision being made.
• Omission of voluntary work: While voluntary work can often provide valuable experience and insight into a potential candidate, the lack of remuneration for this work means it is sometimes omitted from a candidate’s employment history.
• Outdated information: A candidate’s employment history may not reflect the most up to date information about their skills and qualities. This could mean that the employer is unaware of any recent developments in the candidate’s abilities.
• Bias: It is also possible for employers to be biased when viewing a candidate’s employment history. For example, an employer may reject a candidate based on the length of their work history, rather than the quality of their experience.

Ultimately, while a candidate’s employment history can provide an employer with valuable insight into their experience and suitability for a role, it is important to take its limitations into account.

Other approaches related to Employment history

Other approaches related to Employment history include:

• Work experience - This is a record of a candidate’s past and current work experience, which can include internships, volunteer work, part-time work, and full-time work. This information is important to employers as they can assess the candidate’s level of experience and skills.
• Education history - This details a candidate’s educational background, including the schools they have attended, the degrees they have obtained, and any other qualifications they have achieved. This information provides employers with an indication of the candidate’s knowledge and abilities in specific areas.
• Job performance - This is an assessment of the candidate’s past performance in their previous roles. This can include feedback from supervisors and colleagues, as well as any accolades or awards the candidate has received. This information can provide employers with an indication of the candidate’s ability to succeed in the proposed role.
• Professional certifications - Professional certifications are qualifications or licenses that demonstrate the candidate’s knowledge and competence in their field. This information is important to employers as it allows them to assess the candidate’s level of qualification and expertise.

Summary: Employment history provides employers with an insight into a candidate’s experience, education, job performance, and professional certifications. This information allows employers to assess the candidate’s suitability for the role and their level of expertise.

Employment history — recommended articles

Employee selection — Letter of advice — Career pathing — Job shadowing — Adaptation process — Refresher training — Internal training — Internal transfers — Skills transfer

References

• Barsook B., Platten Ch.E., Vendrillo C.A. (2018) California Public Sector Employment Law, Lexis Nexis, USA,
• Debasish S.S.,Das B., (2009), Business Communication, PHI Learning, New Delphi
• Guffey M.E., Loewy D., (2012), Essentials of Business Communication, Cengage Learning, South-Western,

Footnotes

Author: Alicja Ficek