Top Red Flags to Look for in Employee Background Verifications

Any and every position in a company requires the worker in the position to have certain skills and knowledge. Hence, there are some eligibility criteria that a candidate has to fulfill to secure a job. An employer, therefore, before hiring a candidate will always try to ensure that he or she is fit for the role, and this is why employers perform a digital employment verification and other verifications under a comprehensive #employeebackgroundcheck. Now, while it is extremely rare to find an ideal candidate in all aspects, it is important that you not compromise on certain areas and casually recruit, overlooking important areas. What can be considered a red flag for one company may not be so serious for another company, and hence the significance of the red flags may vary from company to company and position to position. However, there are a few common red flags that are concerning for companies across all fields. In this blog, we have discussed these points, so take a look.

Top Red Flags You Should Watch Out for and Their Significance

You may come across several types of red flags when you conduct a digital verification of the candidates’ backgrounds who have applied for the job role. To make a judicious decision, you need to know how it can impact your company.

#1. Career gaps

Honestly, career gaps are quite common, and you may come across several candidates who have career gaps that is periods of unemployment. When you confront this issue, don’t jump to a conclusion; instead, try to know the reason behind it. It can be due to genuine reasons such as career changes, illness, and other issues. However, if you have discovered the employment gap issue only after conducting the digital employment verification and the candidate has tried to hide the information from you or the reason provided for the career gaps is because the candidate is difficult to work with, irrational, has trouble keeping a job, etc., then you should investigate further.

#2. Criminal record

If you come across a candidate who has a criminal record, it can be a serious concern. However, it is important that you do a detailed investigation to learn what the candidate was convicted of. Based on the seriousness of the case that he or she had against him or her, make the decision. Also, as we have said previously, if the candidate lies in the application or at the interview, then reconsider your decision to hire him or her, as the candidate can be a threat. A sincere candidate will provide genuine details and keep the employer informed.

#3. Failed drug tests

A failed drug test is definitely a red flag and a sign for you to cancel the candidature of the applicant. You would definitely not want a drug-addicted person in your workplace, as he or she may not do the job responsibly. Plus, you will put the other employees at risk and spoil the environment of the workplace. So, whether the job is a desk job or involves operating machinery or driving, a drug addict should not be hired.

#4. Moonlighting

Moonlighting or dual employment is increasing at a breakneck speed, and many candidates are engaging with it. It is definitely not ideal to hire a candidate or keep an existing employee who is moonlighting for the company. Top companies are firing such employees and cautiously hiring candidates who are not involved in this because it can lead to a decrease in productivity. To combat the menace of #moonlighting, companies are hiring reliable tools like Digiverifier for performing UAN verification.

#5. Bad references

With the help of references, it is possible to learn about a candidate’s personality and performance. The employers contact the previous employers and university authorities to check on these aspects of a candidate. If, during such verification, you come across negative reviews about the candidates, it can be a great red flag. However, you should make sure to confirm the reviews with the other parties as well, and only then should you decide to hire the candidate or cancel his or her candidature. The reason behind this is that the bad reviews can be due to personal issues, misunderstandings, or other situations that are not in the candidate’s control.

Take away

Now that we are at the end of the blog, hopefully, you have gained a good idea of how red flags in these areas will matter to you. Just as you need to consider these points, you also need to understand that you should partner with a BGV vendor whose findings you can rely upon. Making a decision based on misinformation will not lead you anywhere, and even after considering these points, you can still make a bad hire. Hence, whether you are conducting a digital employment verification, educational verification, or other verification, make sure to hire a top vendor like #Digiverifier that performs the verification against tamper-proof sources and delivers accurate reports. To know more, get in touch with the team at Digiverifier.