In today’s competitive job market, finding the right candidates can feel like searching for a needle in a haystack. How can you be sure you’re bringing the right people on board? It all starts with a thorough background check. When it comes to hiring, background checks Utah businesses trust are your secret weapon. They help you verify a candidate’s information and uncover any potential red flags. In this article, we’ll uncover seven warning signs you should watch out for, and why you should invest in the services of a trusted employment screening company.

1. Inconsistencies Between Background Checks and Resumes

Picture this: you’re reviewing a candidate’s resume, and something doesn’t quite add up. Perhaps they claim to have worked at multiple companies simultaneously, or their employment gaps seem unusually long. These inconsistencies could be a sign of trouble brewing beneath the surface.

The Issue: Discrepancies between what’s on a candidate’s resume and their actual work history.

Why It Matters: Ensuring accuracy in employment history is crucial for reliable hiring decisions. 

Action: Ask candidates directly about any inconsistencies and give them a chance to explain.

Example Scenario: Imagine you’re hiring for a managerial position in your Salt Lake City-based company. The resume of a candidate named Alex claims five years of experience as a team leader at a prominent tech firm. However, during the background check, you discover Alex worked there for only two years. Dig deeper—was it an honest mistake or an intentional exaggeration? Clarify with Alex to understand the context.

2. Poor Credit History

Picture this: Your potential hire has a credit score that’s seen better days. What does it mean for your business? Whether it’s bankruptcy filings, tax liens, or judgments, these issues can signal potential financial instability and raise concerns about an individual’s reliability and trustworthiness.

The Issue: Delinquencies, bankruptcies, or other financial blemishes. 

Why It Matters: Certain positions may require money management skills. 

Action: Understand what you’re allowed to consider in credit checks and look for major financial fallouts.

Example Scenario: You’re hiring a financial analyst for your Provo-based investment firm. During the background check, you notice that the candidate, Sarah, has a recent bankruptcy filing. While this doesn’t automatically disqualify her, it’s essential to discuss how she manages financial challenges. Perhaps she faced unexpected medical bills or family emergencies. Transparency matters.

3. Criminal History

Don’t let shady pasts slip through the cracks. Without this crucial information, the company could have unwittingly hired a potential liability. Whether it’s theft, fraud, or violent offenses, criminal record matches are a red flag you can’t afford to ignore.

The Issue: Misdemeanor or felony records. 

Why It Matters: Protecting your business and ensuring safety. 

Action: Evaluate the relevance of the criminal record to the job role.

Example Scenario: You’re recruiting for a customer service position in your Ogden call center. The background check reveals that Mark, a promising candidate, has a past DUI conviction. While this doesn’t directly impact his ability to handle customer inquiries, you need to assess whether it poses any risk to your clients or colleagues. Consider the nature of the offense and its relevance to the job responsibilities.

4. Poor Reviews from Former Co-Workers

Don’t fall for the charm; dig deeper into candidate references and uncover the truth. Negative feedback could be the warning sign you’ve been waiting for, in order to separate the diamonds from the duds, and make smart hiring decisions.

The Issue: Negative feedback from previous colleagues. 

Why It Matters: Toxic workplace dynamics can affect team morale. 

Action: Consider the context and discuss with the candidate.

Example Scenario: You’re interviewing Lisa, a candidate for a project manager role in your St. George construction company. Her former co-worker, Mike, discreetly shared that Lisa had difficulty collaborating with the team and often missed deadlines. While Lisa’s resume shines, this insider information raises concerns. Talk to Lisa openly about her work style and how she handles team dynamics.

5. Social Media

Discover the hidden dangers lurking in candidates’ social media profiles. Posts containing derogatory language, inappropriate photos, and controversial opinions could tarnish the company’s reputation if left unchecked.

The Issue: Inappropriate or concerning online behavior. 

Why It Matters: Reputation matters, especially in close-knit communities. 

Action: Check public profiles and assess alignment with company values.

Example Scenario: You’re considering hiring Jake, a marketing specialist for your Logan-based startup. A quick social media scan reveals that Jake frequently posts offensive memes and engages in heated political debates. While personal opinions are valid, you need to evaluate whether Jake’s online behavior aligns with your company’s values and public image. Discuss professionalism and brand representation during the interview.

6. Missing Relevant Previous Jobs

Picture this: you’re reviewing a candidate’s background check report, and you notice several gaps in their employment history. Did your candidate vanish into thin air during those unaccounted-for years? Incomplete or inaccurate data could be a recipe for disaster.

The Issue: Gaps in employment history. 

Why It Matters in Utah: Understanding a candidate’s full work trajectory. 

Action: Ask about any unexplained periods.

Example Scenario: You’re hiring a software developer for your Layton-based tech firm. Emma’s resume shows a three-year gap after college. During the interview, she explained she took time off to care for her ailing parent. While this gap isn’t a red flag in itself, it’s essential to discuss how Emma stayed relevant during that time. Did she freelance, volunteer, or pursue additional certifications? Understanding the context behind employment gaps helps you assess a candidate’s adaptability and commitment.

7. Falsely Claimed Licenses or Education

Beware of wolves in sheep’s clothing! A recent study found that nearly 30% of job applicants lie about their education credentials.

The Issue: Misrepresentation of qualifications. 

Why It Matters in Utah: Trust and integrity are essential. 

Action: Verify licenses and educational achievements rigorously.

Example Scenario: Your dental practice in Orem is hiring a dental hygienist. Sarah’s resume boasts a prestigious dental hygiene certification from a renowned institution. However, during the background check, you discover that the certification is expired. This discrepancy raises serious concerns. Reach out to the educational institution directly to verify Sarah’s credentials. Upholding honesty and trust is non-negotiable.

Conclusion

Don’t gamble with your hires. Stay one step ahead of the competition by heeding these crucial background check red flags.  SimpliVerified is an employment screening company that specializes in accurate background checks Utah firms rely on. Contact us today to ensure your hiring process is thorough and risk-free. Your ideal candidate is out there—let us help you find them!