How Background Check Spots Candidate’s Red Flags

As an employer, you surely want to hire the best talent. You might find a good match for your company when looking at their resume or even in assessments and interviews. Then should you set aside things written their on resume and proceed with your candidate? 

After all, hiring one bad hire may risk your employees performance as well as your business. In this regards, looking further through your candidate’s resume through a background check might give you additional insight before deciding to hire someone. 

Here are some common discrepancies that usually raise candidate’s red flags during background check:

1. Inconsistencies in working experiences, education, or skills

Inconsistencies is often found in candidates’ resumes, especially on information related to their work experiences or educational information. You might find a mismatch between information written on their resumes with the background check results. 

Candidates might want to make themselves appealing to be hired. Candidate usually fabricate position, skills, work periode, employment status, and achievement. Discrepancies found would question their honesty and the validity of their work experiences.

Discrepancies are also might be found on candidates’ educational information. Candidate can embellish or lie about their education history. For instance, candidate can claim a degree that they did not achieve or lie about their certification. They can also lie about the educational institution where they studied. 

You will think twice to proceed the candidates if you find discrepancies while conducting beckground check on them.

2. Unhonest about their unemployment periods or short-lived jobs

Unemployment gap may be common for job seekers as there might be a change in their career or other circumtances. However, employment gaps in a candidate’s working history will draw the recruiter’s attention. 

Candadite’s employment gap must be investigated further as your candidates might have their own problems. In the uttermost, multiple short-lived employment records may hint that your candidates struggle in adapting to a job or the former employer considered candidates as unqualify.

3. Conceal their criminal history

Background check will help employer to track candidates’ criminal records. Knowing candidate’s past criminal records is crucial for some positions, such as accounting, operation, and upper management. 

If they have relevant criminal history to their position and conceal it, employer might have to reconsider their risk and trustworthiness on candidate. Therefore, it is better for job seekers to be upfront with their criminal history and explain the situation. 

However, employer should ensure fair opportunity for employment opportunity regardless of candidate’s background. In considering candidate with criminal records, employer should pay attention to the nature of the offense and how would it affect candidate’s job performance. 

4. Bad reference comment

Asessing candidate through references is one of the ways to confirm their qualification and attitudes in their former workplace. Bad review from their previous workplace might cancel their work opportunity. 

Bad comment from reference might influenced by candidate’s personal issues, misunderstanding, or other conditions. Employer should reevaluate candidate to determine their potential to the job position the applied to.