Probability Of Continued Employment- Find More About It

Employment verification forms ask a lot of questions, including ones like “What is the probability of your continued employment?” These types of questions aren’t always easy to answer, especially if you don’t know what the person is applying for. However, there are things you can do to make sure you give accurate responses.

You’ll likely find yourself answering this question multiple times throughout the process. For example, you may need to provide information about the individual’s previous job history, education level, skills, etc. You may even need to reference data that isn’t part of the application form itself. In each case, it’s important to think about how the information relates to the individual’s current position. If you’re unsure whether something applies, you can use the following guidelines to determine whether or not it’s relevant.

1. Do you already know the candidate well enough to say whether he or she is likely to continue working for your organization?

2. Does the information relate directly to the job being applied for?

3. Is the answer based on facts rather than speculation?

4. Will the employer be able to verify the information?

5. Can the information be easily verified?

What is “probability of continued employment,” and why does it matter?

The question of “probability of continued employmen…” sounds a little strange. It may even seem as though you’re being asked to preannounce that the applicant is going… to be laid off. But this question is actually concerning the applicants’ ability to pay a lender…. Mortgage companies and other financial institution need to know whether an individual can repay a loan or… mortgage. The question of continued employment… is getting to the heart… of that matter. If there’s a chance that the applicant will be laid… off in the coming weeks… or months,… their ability… to repay a loan… or mortgage will be hampered.

How to answer the “probability of continued employment” question

The process of hiring someone is typically long and drawn out. Hiring managers are often faced with a difficult decision: Do I hire this person or do I wait and see how he/she does over the next few weeks? This month? Next month? In six months? At the end of the day, there is no easy way to tell whether a candidate will continue working for the organization. So what is the best approach to evaluating the likelihood of continued employment?

A good place to start is by asking questions like “What is your probability of continuing employment?” or “Do you think you’ll have a stable income in three months?” These types of questions help determine whether the applicant is likely to remain employed with the company for a significant period of time. If the answer is yes, then the interviewer wants to know why. Why is the individual confident that he/she will have a stable income? What makes him/her feel secure enough to say that?

If the applicant says something along the lines of “I don’t really know,” then the interviewer needs to ask follow up questions. For example, “Why do you think that?” Or, “Is there anything else that you’d like us to consider?” By asking these questions, you’re helping the interviewee articulate his/her thoughts on the subject. You want to make sure that the applicant understands the full scope of what he/she is being asked.

Other common employment verification questions

Employment verification isn’t always straightforward. There are times where you may be asked about something unexpected—like overtime pay or a bonus. Here are some of the most common questions that we see on our forms.

If overtime or a bonus is applied, is it likely to continue?

This question may seem like a no-brainer, but it depends on the situation. A bonus is usually paid once per year or quarter, while overtime is paid on a weekly basis. So, if the employee is salarized and doesn’t receive any overtime, this is an obvious “No.” However, if the employee is hourly and gets paid overtime every week, the answer could be different. Consult with the department head or the manager of the employee to determine whether overtime will be continued.

** Do you anticipate any changes in work hours?** If the employee is salarious and does not receive overtime, this is an “easy no.” However, hourly employees often do receive overtime, so ask the department head or manager what’s expected.

Verifying with confidence

Employment verification is often a daunting task for employers. There are many forms of verification, each requiring different steps and strategies. Employers must decide where to start and what type of verification to pursue. This article outlines some of the most common types of verification, including the probability of continued employment question, and explains why it is important to prepare for it now.

Learn more about Truework

Truework is the leading provider of employment and income verification solutions. We help employers verify the identity and employment history of job candidates, while helping employees prove their eligibility for unemployment benefits and Social Security Disability Insurance. Our solution enables businesses to reduce fraud and increase productivity.

We are looking for a Senior Software Engineer to join our team. This position requires strong software development skills, including Java programming experience. You must have excellent communication skills, and be able to work well under pressure.

The ideal candidate will have 3+ years of hands-on experience developing enterprise applications for large scale data processing systems. Experience working with distributed computing environments such as Hadoop/Hive, Spark, Kafka, etc. is required. Knowledge of Spring Framework, SQL Server, MongoDB, Cassandra is preferred.

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