The pandemic has undoubtedly changed several aspects when it comes to the hiring process, and this includes how we approach employment background checks.

“Normal” hiring activities have been disrupted, and most recruiters are no longer able to meet candidates face-to-face before making a decision.

Closures may also limit your ability to access necessary information. This underscores the importance of completing thorough background checks.

In fact, Allied Market Research has found that the employment screening services market generated $4.95 billion in 2020. And the number is expected to grow even further in the next decade or so as younger people are joining the workforce.

As the landscape for employee screening continues to change, here are some red flags to look out for when conducting your background investigations:

1. Inconsistencies with the resume

The traditional resume isn’t obsolete just yet. Its value comes from its ability to provide a bird's-eye view of a candidate’s experience and qualifications.

However, this is under the assumption that the candidate represents that information truthfully and accurately. One of the first red flags to look for is inconsistencies between a candidate’s claims and what is actually on their resume.

Applicants may claim to have had a longer tenure at a company or graduated from institutions they dropped out from.

It’s important to consider just how grave the discrepancy is first — it’s very common for candidates to mix up months between previous jobs. However, greater discrepancies are red flags.

2. Dishonesty about previous job roles

It is fairly common for candidates to slightly embellish their previous job roles during the interview.

According to experts under the University of Massachusetts Amherst psychology program, this may be because people are conditioned as children to tell white lies, and job interviews are high-stakes extensions of that same dynamic.

However, recruiters need to be keen on spotting real dishonesty.

Adding a little shine to one’s achievements is normal, but deliberately misleading someone about their experience is definitely a red flag.

It helps to clarify these instances right away to check that the candidate is actually qualified.

3. Criminal history

Criminal history is a touchy subject when it comes to job interviews, and it can make some employers nervous. However, it shouldn’t stop candidates from applying.

In this instance, it is best for recruiters to consult experts who understand state laws. According to Maryville University’s criminal justice program, such professionals should be trained in specializations including criminal law.

Some are also experienced in the field of labor law, which makes them ideal for HR and recruitment processes.

Depending on which state you are in, you may or may not ask candidates about their criminal history. If you are required to know about it, then it is crucial to double-check the information with an expert.

Failure to do so may put your company at risk.

4. Short-lived jobs

Candidates who job hop are an immediate red flag for employers.

However, it’s also important to consider why the candidate had short-term roles. Seasonal and temporary jobs are fine, and they are often essential in gaining experience.

But applicants who never last more than a few months at a perfectly suitable job may be a cause for concern. It could be an indicator that they were forced to resign or that they can’t commit to a job.

Be discerning with hiring this type of employee as they may not be dependable.

Apart from the four areas mentioned above, perhaps the most important source to scan for red flags would be a candidate’s online presence.

CI’s Cyber Investigation allows you to customize and tailor your Internet inquiry to reveal relevant information about an applicant’s online life.

Using such tools and practicing careful observation will make it easier to choose the right people for your business.

Author: Anya Barrie
Exclusively for commercialinvestigationsllc.com’s publishing