Background Verification
Background checks are a very important process for hiring an employee. Recruiters always want applicants to be qualified and honest when they fill out their applications, but the best way to find out is to do a background check on them. It can give you a fuller picture of an applicant’s work and personal history, for better or for worse.
So, what happens if your company does a background check on an applicant and finds a red flag? A background check can disclose anything not appropriate in the applicant’s background record. That’s why it has become essential for employers to choose the best background verification service like Vinmaya, which includes past employment data, salary details, whether the employee is moonlighting, experience details, education details, identity checks, and more.
Here, we’ll help you understand what causes a “red flag” in background check reports and how to protect your business from hiring the wrong people.
Failed to get a background check
Applicants must be willing to submit a background check. A refusal to accept a check is sometimes an indicator that the applicant is hiding something. Because you can reject applicants without consequence if they deny a background check, it’s best to move on to the next application if this happens.
Differences in the resume
One of the first things to check is if the statements on the applicant’s resume match reality. Inconsistencies can be found in a variety of areas, including job history and schooling.
For example, applicants can claim to have worked longer at a job than they did, hide a time of unemployment, or pretend to hold skills when they dropped out without graduating. Alternatively, applicants may just make something up.
Always analyze the depth of the difference. For example, an applicant’s job history might be incorrect. It’s common to extend months of job experience; that’s why it becomes very important to conduct a background check.
Failure to pass skill tests
Applicants can lie about their skills or cover up their skills. While this is more difficult to verify than employment or education, tests can always be used to evaluate applicants’ skills. An applicant who performs poorly in the test is a clear red flag.
Several short-term jobs
Many companies find that an applicant has had multiple short periods of employment. This might indicate that the employee will not work with your company for long.
However, there might be a genuine reason for the temporary work, and you must consider it. Short-term jobs as a temp worker at an agency, part-time work, or acquiring experience through internships are all common. Both consider the job types and ask the applicant for an explanation.
Continuous unemployment
You may experience repeated incidences of unemployment. This could indicate that the applicant has been laid off many times and has been unable to find another job (perhaps because of poor performance in the past). Alternatively, the employee may have a bad attitude, regardless of whether these charges are relevant to the job.
If you are allowed by law to know about your workers’ criminal records, you must double-check the information. Failure to do so may harm your company. For example, if you hire someone with a criminal history and that person commits a crime at work, your firm could be responsible for it.
Drug test failures
You may need to request a drug test if the job requires automated machines or any other tasks that require the employee to be free of drugs and alcohol. A failed drug test is important since it indicates that the applicant may harm your clients or other staff.
Driving record
The applicant’s driving records should also be checked if the role requires driving. Look for a history of speeding, DUIs, and other important works.
A bad credit history
If the job requires managing finances or spending on behalf of the company, a credit check is recommended. Applicants do not need to have a perfect credit history, but serious issues might be a red flag.
Bankruptcy
If you’re interviewing for a financial role, you should also look for bankruptcy filings. However, since you will not be able to discover why the applicant filed for bankruptcy, it is necessary to inquire. After all, bankruptcy may be the result of an unplanned occurrence, such as a medical problem or divorce. Furthermore, by asking, you can learn how the applicant overcomes financial difficulties.
Wrong and invalid references
Wrong and invalid references are a red flag. An applicant may not obtain a strong endorsement for a variety of reasons. While a negative reference may indicate that the applicant had an unapproachable attitude or poor performance, it might also be due to personality conflicts. The easiest method to evaluate references is to speak with many people.
Social media platform
Analyzing an applicant’s social media presence is another technique to learn about their character. While it is unethical business practice to exclude someone based on their personal or political beliefs, you may want to consider a new applicant, and if you discover a person has problematic morals or is publishing hate speech, it’s a clear red flag for that applicant. This might save your firm money by not recruiting the wrong applicants for the job.
Legal work situation
Finally, you should check that the applicant is legally permitted to work for the companies.in addition to verifying social security numbers. It’s important to employ a consistent process to ensure you always discover red flags in a background check. Talk to your lawyer before implementing a new method to ensure there are no legal difficulties. If any red flags appear throughout the recruiting process, always discuss them with the applicant to rule out the chance of a misunderstanding or error.
Conclusion
A background check can disclose anything not appropriate in the applicant’s background record. That’s why it has become essential for employers to choose the best background verification service like Vinmaya, which includes past employment data, salary details, whether the employee is moonlighting, experience details, education details, identity checks, and more. According to the evidence, 78% of job searchers agreed to lie during the recruiting process or would consider lying to acquire a job. While it is common to exaggerate qualifications or skills on a resume in order to present yourself for the best opportunity, some lies can be harmful to your company. We hope now you understand what causes a “red flag” for background check reports. Don’t allow dishonest candidates to manipulate you. If you are searching for a background verification service provider, Vinmaya can help you improve your company’s background check and screening processes so that you can recruit the best employees for your company.
