As a global talent acquisition manager, hiring new employees from different parts of the world brings exciting opportunities and unique challenges. One critical aspect of the hiring process is conducting thorough international employment screenings to ensure you’re bringing trustworthy and competent individuals into your organization. While most candidates will pass these checks without issue, it’s important to be aware of potential red flags that can arise, and understand how to handle them effectively.  Our international private investigators put together some of the most common red flags, as well as tips on how to handle the matter if the occur.

Inconsistencies in Employment History

One of the first areas to scrutinize is the candidate’s employment history. Look for gaps in employment that are not well-explained or overlapping job dates. Inconsistencies in job titles, responsibilities, and dates can indicate a candidate is being less than truthful about their experience.  Any areas of concern on a resume or CV should be scrutinized.

How to Handle:

Internally: Verify the employment history through direct contact with previous employers. Use professional investigation services to cross-check the information.

With the Candidate: If inconsistencies arise, ask the candidate directly for clarification. Often, there are reasonable explanations, such as freelance work, education breaks, or caregiving responsibilities.

Evidence of a Criminal Record

While a criminal record doesn’t necessarily disqualify a candidate, certain offenses, particularly those related to theft, fraud, or violence, can be a major cause for concern, especially if the role involves handling sensitive information or customer interactions.

How to Handle:

Internally: Assess the nature of the offense and its relevance to the job role. Consult with legal counsel to understand the implications of hiring someone with a criminal record.

With the Candidate: Discuss the findings with the candidate in a private and respectful manner. Understand the context of the offense, including how long ago it occurred and any evidence of rehabilitation or positive change.

Discrepancies in Education

Education is another critical area where discrepancies can appear. Candidates may exaggerate their qualifications or even list degrees from unaccredited institutions. It is important to keep in mind that talent acquisition managers often disregard this verification, especially with candidates with many years of experience. However, employers must never assume that the previous employer did the job of verifying. Stumbling upon unqualified employees can be very costly!

How to Handle:

Internally: Have your private investigation team verify all education credentials through direct contact with the schools and institutions. Be wary of degrees from institutions that lack proper accreditation. Also keep in mind that you might need written consent from the candidate to obtain information.  With the Candidate: Address any discrepancies directly and give the candidate an opportunity to explain. It’s possible there was a misunderstanding or an honest mistake.

Bankruptcy Records

For roles that involve financial responsibilities, the background check investigation must include bankruptcy records, and if there is a match it can be a significant red flag. It can indicate financial irresponsibility or potential risk of fraud.

How to Handle:

Internally: Consider the relevance of the bankruptcy record to the job role. For positions not directly related to financial management, this may be less critical.

With the Candidate: Discuss the report findings openly. Financial difficulties can happen to anyone, and understanding the context can help assess the risk accurately.

Negative References

Negative feedback from references can be a critical red flag. Pay attention to patterns in the feedback, such as consistent mentions of poor performance, lack of reliability, or issues with teamwork.

How to Handle:

Internally: Make sure you obtain multiple references to get a well-rounded view of the candidate’s past performance. It is important to ask specific, job-related questions to get relevant information.

With the Candidate: If you receive negative feedback, discuss it with the candidate. There may be context or mitigating factors that are important to understand.

False Claims and Fabrications

Any indication that a candidate has fabricated skills, certifications, or achievements is a serious red flag. Honesty and integrity are fundamental qualities in any employee.

How to Handle:

Internally: Use verification services to authenticate claims about certifications, awards, or special achievements. If the false claims are confirmed, then this might not be your candidate.

With the Candidate: Address any suspected fabrications directly. Provide the candidate with an opportunity to explain or correct the information before disregarding their application.

When you encounter red flags during a background check, it’s important to handle them with care and professionalism.

Some of the keys points to keep in mind are:

1. Maintain Confidentiality: Ensure that any concerns are handled discreetly and only shared with those who need to know.
2. Use a Consistent Process: Apply the same standards and processes to all candidates to ensure fairness and compliance with employment laws.
3. Document Findings: Keep thorough records of any red flags and the steps taken to verify and address them.
4. Seek Legal Advice: When in doubt, consult with legal counsel to ensure that your actions are compliant with local laws and regulations.

By being vigilant and thorough in your background check investigations, you can obtain important evidence, mitigate risks and make informed hiring decisions. Remember, the goal is not only to identify potential issues but also to understand and evaluate their relevance to the role, ensuring you build a trustworthy and competent team with lower risk in the process.

C. Wright

© Copyright Wymoo International.  All Rights Reserved.  This content is the property of Wymoo International, LLC and is protected by the United States of America and international copyright laws.  Wymoo® is a registered trademark.