Hiring managers face the dilemma of making the best decision when interviewing and hiring potential employees. One of their biggest concerns is finding red flags in the employee’s pre-employment screening or background check. Pre-employment screening encompasses a candidate’s credit record, criminal record, drug test record, education record and past employers.
It is important that hiring managers evaluate the results of the pre-employment screening very carefully and notice discrepancies if there are any. Below, eVerifile outlines the five most common red flags in background checks.
- Gaps in Employment
Due to the current economy, there may be gaps in employment because many people have experienced difficulty in the job market. However, if there are reoccurring gaps in employment, it may be a cause for concern because it most likely indicates that the candidate is unreliable.
- Discrepancies in Criminal History
A candidate’s criminal history may reveal prior criminal activity, which could raise a red flag if not previously reported or explained. If a potential employee omits this information, is hired and later on becomes involved in criminal activity on the job, the company is liable. The employee is considered a negligent hire and impacts the company’s bottom line.
- Inconsistencies in Education
Education history can be verified by checking schools attended, degrees obtained and other credentials. If there are any inconsistencies in the information that the candidate provided, this causes a major red flag. Most commonly, hiring managers find inconsistencies in candidate’s saying they finished a degree, when they did not or attained an advanced degree, when they did not.
- Failure of Drug Tests
Candidates who do not pass a drug test pose as a threat to the company or business. Candidates working and operating machinery, vehicles or conducting day-to-day tasks should remain drug and alcohol free in order to perform their job effectively. A candidate that fails a drug test is a sign of an individual who will cause a liability to the company, monetary consequences and negligent hiring.
- Discrepancies in Skills
Hiring managers should evaluate a candidate’s specified skills and abilities that are outlined in the candidate’s resume. It is common for candidates to inflate their skills, which is why hiring managers should consider verification of employment, education licenses and degrees. By checking a candidate’s skills, the hiring manager ensures that they screen out dishonest applicants.