In collaboration with and commissioned by
March 13, 2017
2016 Employment Verification (E-Verify)
SHRM Survey Findings
About SHRM
The Society for Human Resource
Management (SHRM) is the world’s
largest HR professional society,
representing 285,000 members in
more than 165 countries. For nearly
seven decades, the Society has
been the leading provider of
resources serving the needs of HR
professionals and advancing the
practice of human resource
management. SHRM has more than
575 affiliated chapters within the
United States and subsidiary offices
in China, India and United Arab
Emirates. Visit us at shrm.org.
About CFGI
The Council for Global Immigration
(formerly known as the American
Council on International Personnel),
a strategic affiliate of SHRM,
comprised of over 200 corporations,
universities and research
institutions is engaged in the global
movement of talent. CFGI members
are in-house professionals
responsible for ensuring compliance
with immigration and related
employment laws worldwide. Learn
more about us at www.cfgi.org.
Table of Contents
3 Definitions and Introduction
4 Implications of This Research
5 Key Findings
6 Mandatory Electronic Verification System
10 Form I-9 and E-Verify Verification Processes
16 Demographics
23 Methodology
24 Resources
2©SHRM 2017
Introduction
3©SHRM 2017
There are approximately 11 million undocumented immigrants in the United States. At the
same time, employers of every size, shape and industry continue to face challenges in finding
the right employees with the right skills to fill specific positions. Although there is no single
solution for closing the skills gap, employment-based immigration is a necessary component of
U.S. employers larger workforce policy.
The current employment verification process, the Form I-9, uses paper documentation to verify
employment eligibility of people seeking employment in the U.S. The current E-Verify system
relies on the Social Security Administration and the Department of Homeland Security
databases to confirm work authorization. Both the employment verification process and the E-
Verify systems are limited in their capability to detect unauthorized employment. To address
this limitation, it is critical that the employment verification process possesses sufficient
security features to protect U.S. employers from persons using fraudulent identities to work.
Altogether, the current Form I-9 and E-Verify processes include, and are continuously affected
by, a significant degree of subjectivity. As such, it is important to monitor and evaluate
employment verification practices and procedures to ensure compliance with the intent and
requirements of the federal rules and regulations.
Employment verification: The process
in which employees provide documents
that verify their eligibility to work in the
United States. As part of this process,
employers review the documents and
complete the Employment Eligibility
Verification Form (Form I-9) as required
under the Immigration Reform and
Control Act (IRCA) of 1986.
E-Verify: An Internet-based program run
by the United States government that
compares information from employees’
Employment Eligibility Verification Form
(Form I-9) to data from U.S. government
databases. Employer participation is
voluntary unless mandated by federal or
state/local law. Some federal contractors
are required to participate, as are certain
employers seeking to extend the work
permit of certain foreign graduates in the
science, technology, engineering and
mathematics fields.
Definitions
Implications of This Research
4©SHRM 2017
The Employment Verification Survey was conducted for the purpose of assessing, evaluating
and monitoring current employment verification procedures and practices in U.S. organizations
as reported by HR and immigration professionals. Previously, the Employment Verification
Survey was completed in 2006 and 2014.
The results of this research inform HR professionals, executives and public policy makers on
the state of employment verification and E-Verify within U.S. organizations in 2016.
Specifically, these findings serve as a measure of the effectiveness, efficiency and use of
employment verification processes and procedures by organizations in 2016.
Furthermore, the results of the 2016 Employment Verification Survey provide U.S. authorities,
governing bodies, business professionals and public policy makers with empirical evidence
and context they can use when comparing organizations’ current practices with established
employment verification rules, laws and regulations set forth by the United States government.
While there is no
single solution for
closing the skills
gap, employment-
based immigration
is a necessary
component of our
larger workforce
policy.
.
Key Findings
5©SHRM 2017
1. Strong support for mandatory electronic verification system: Employers indicated they
would support a mandatory electronic verification system (83% either strongly or somewhat
support it). Employer support was even stronger if the electronic verification system is designed
to avoid allegations of employment-based discrimination (95%), include strong safe harbor to
protect employers (95%), authenticate identity (94%) or include photo matching to authenticate
identity (84%). These findings are consistent with 2006 and 2014 Employment Verification
Survey findings.
2. Challenges with Form I-9 and E-Verify verification processes: In alignment with 2006 and
2014 survey results, maintaining records when keeping track of documents with an expiration
date continues to be the most frequently reported challenge (37%) with the Form I-9
employment verification process. For E-Verify, the fact that it does not replace Form I-9 (25%)
and an unclear process for resolving tentative nonconfirmations (22%) were again the most
frequently reported challenges.
3. Opportunities for improving participation in E-Verify: In 2016, among employers that did
not participate in E-Verify, 37% reported that the primary reason for not participating was the
fact that E-Verify does not eliminate the requirement to complete Form I-9.
92%of employers, on
average, reported
they would support a
mandatory electronic
verification system if
it included specific
features:
Eliminates Form I-9
Authenticates identity
Includes strong safe
harbor
Provides brief period to
resolve work
authorization disputes
Avoids allegations of
employment-based
discrimination
Includes photo matching
to authenticate identity
Mandatory Electronic Verification System
Employers support a mandatory electronic verification system when it includes specific features
Note: n = 389-395. Results of scaled items were consolidated into “Support” and “Would Not Support” dimensions for reporting purposes.
7©SHRM 2017
89%
94%
95%
92%
95%
84%
11%
6%
5%
8%
5%
16%
Eliminates Form I-9
Authenticates identity
Includes strong safe harbor
Provides brief period to resolve work authorizationdisputes
Avoids allegations of employment-baseddiscrimination
Includes photo matching
Support
Would Not Support
Similar to 2006 and 2014 survey results, 82% of employers report they would support a mandatory electronic verification system in 2016
Note: 2016 (n = 390), 2014 (n = 557), 2006 (n = 484). Results of scaled items were consolidated into “Support” and “Would Not Support” dimensions for
reporting purposes.
8©SHRM 2017
82% 83%92%
17% 17%8%
2016 2014 2006
Support Would Not Support
Form I-9 & E-Verify Verification Processes
Employers report challenges with the Form I-9 verification process
37%
14%
11%
10%
9%
8%
6%
9%
34%
18%
10%
11%
6%
6%
8%
31%
28%
10%
11%
8%
17%
4%
Maintaining records
Authenticity of documents
Situations not within Form I-9instructions
Balancing I-9 compliance withdiscrimination concerns
Regulations and Form I-9 areunclear
Variety of acceptable documents istoo large
Authenticity of the identity*
Other
2016
2014
2006
.
10©SHRM 2017
Note: 2016 (n = 651), 2014 (n = 601), 2006 (n = 486). Percentages do not total 100% due to multiple
response options.
More
than 50%of respondents
indicated their
organizations
encountered
challenges with the
Form I-9 verification
process
*Not surveyed in 2014 and 2006.
60% of employers participate in E-Verify because it is mandated by federal or state law
Note: n = 253. Excludes responses from participants who indicated that their organizations did not participate in E-Verify.
11©SHRM 2017
Mandatory (federal or state law)
60%
Voluntary40%
Employers reported significant challenges with using E-Verify in 2016 and 2014
Note: 2016 (n = 327), 2014 (n = 300). Percentages do not total 100% due to multiple response options.
12
The fact that E-Verify does not replace the paper-based Form I-9 and the process for resolving tentative
nonconfirmations continue to be primary challenges for employers using E-Verify in 2016.
©SHRM 2017
25%22%
12%
7% 7% 6% 5%9%
23%19%
13%
7%5%
8% 7% 6%
Does not replaceForm I-9 process
Process forresolving tentativenonconfirmations
is unclear
Authenticity ofdocuments
Balacing I-9compliance withconcerns aboutdiscrimination
Process is toocomplicated
Authenticity ofidentity
Variety ofacceptable
documents is toolarge
Other
2016 2014
In 2016, almost one-half of employers have participated in E-Verify for five years or longer
Note: n = 229. Responses with less than 30 respondents were excluded from this analysis.
13©SHRM 2017
46%
32%
16%
5 years or longer3 to 4 years1 to 2 years
In 2014 and 2016, employers reported training new E-Verify administrators through a combination of online and in-person tutorials
Note: 2016 (n = 300), 2014 (n = 304). Percentages do not total 100% due to multiple response options.
14©SHRM 2017
77%
29%
6%
3%
2%
10%
76%
29%
8%
3%
9%
Online tutorial
Additional in-person training
Additional online training
Additional outsourced training delivered off-site
Additional outsourced training delivered on-site*
Other
2016
2014
*Not surveyed in 2014.
Demographics
Demographics: Organization Industry
Note: n = 474. Percentages do not total 100% due to multiple response options.
16©SHRM 2017
Percentage
Professional, scientific and technical services 19%
Manufacturing 18%
Health care and social assistance 15%
Educational services 12%
Government agencies 7%
Finance and insurance 6%
Retail trade 6%
Construction 6%
Accommodation and food services 4%
Wholesale trade 3%
Demographics: Organization Industry (continued)
Note: n = 474. Percentages do not total 100% due to multiple response options.
17©SHRM 2017
Percentage
Real estate and rental and leasing 3%
Transportation and warehousing 3%
Information 3%
Administrative and support and waste management and remediation services 2%
Agriculture, forestry, fishing and hunting 2%
Utilities 2%
Religious, grant-making, civic, professional and similar organizations 2%
Mining, quarrying, and oil and gas extraction 1%
Arts, entertainment and recreation 1%
Repair and maintenance 1%
Other industry 10%
Demographics: Organization Sector
Note: n = 390. Percentages do not total 100% due to rounding.
18©SHRM 2017
54%
23%
12%
6%
3%
Privately owned for-profit
Nonprofit/not-for-profit
Publicly owned for-profit
Government
Other
Demographics: Organization Staff Size
Note: n = 374. Percentages do not total 100% due to rounding.
19©SHRM 2017
29%
32%
21%
12%
6%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 9,999 employees
10,000 or more employees
Demographics: Region
Note: n = 175. Percentages do not total 100% due to rounding.
20©SHRM 2017
37%
23%
23%
18%
South
Midwest
West
Northeast
Demographics: Other
n = 393
21
Does your organization have U.S.-based operations
(business units) only, or does it operate multinationally?
U.S.-based operations only 77%
Multinational operations 23%
Is your organization a single-unit organization or a multi-
unit organization?
Multi-unit organization: An organization that has
more than one location64%
Single-unit organization: An organization in which
the location and the organization are one and the
same
36%
For multi-unit organizations, are HR policies and
practices determined by the multi-unit headquarters, by
each work location or by both?
Multi-unit headquarters determines HR policies
and practices51%
A combination of both the work location and the
multi-unit headquarters determines HR policies
and practices
45%
Each work location determines HR policies and
practices5%
n = 394
n = 262
©SHRM 2017
SHRM Survey Findings: 2016 Employment Verification (E-Verify) Survey
22
Project lead:
Michael Sarette, researcher, SHRM
Research
Project contributors:
Rebecca Peters, director, Government
Affairs, Council for Global Immigration
Chatrane Bribal, senior advisor, SHRM
Government Relations
Evren Esen, SHRM-SCP, director,
workforce analytics, SHRM Research
• 453 HR professionals from a randomly selected sample of SHRM’s membership
completed the survey for a response rate of 9%. The margin of error is +/-5%.
• Data collection for the survey took place October 11-November 18, 2016.
• A comparison between the report’s sample of 453 HR professionals and the
SHRM membership population indicated that the report’s sample had more HR
professionals from smaller organizations, more respondents from privately
owned for-profit and nonprofit/not-for-profit organizations, and fewer
respondents from publicly owned for-profit organizations. Industry categories
were similar, although they were not directly comparable because survey
respondents were allowed to select multiple industries.
©SHRM 2017
Survey Methodology
Resources
23
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