Employee background verification is a crucial process that helps you hire the right talent. Candidates may look on good paper, but you must check if the information they provide holds true.
It is unfortunate, but candidate frauds are increasingly becoming common, especially for remote job positions. Hiring a candidate who intentionally misrepresents information can bring down the morale of the team, sour work culture, damage your brand reputation, and may also cause financial losses.
Following a comprehensive employee verification process can help you weed out such candidates at the initial stage itself.
In this article, we will look at the top 6 red flags that you should not ignore during verification.
6 Red Flags to Watch Out in Employee Verification
1. Identity Verification Issues
Identity verification is the first step in assessing a candidate’s job application. Details such as name, phone number, and address may seem pretty basic, but it is also the reason why they often get overlooked. Applicants may use false identities to get a job.
If basic details like name and address do not match the documents provided, or if they are incomplete and unverifiable, it is a red flag. The applicant may be using a false identity or intentionally concealing details.
What Can You Do
- Verify identity through government-issued documents such as Aadhar card or passport.
- Work with background verification platforms for comprehensive checks.
- Verify the legitimacy of the issuing institution and then cross-check the degree through them.
- For technical certificates, ask for transcript IDs or digital badges and verify them through the certificate providers.
- Contact previous employers for a thorough employee history check.
- Ask the candidate supporting documents like payslips or experience letters to verify their claims.
- You can verify public criminal records through the regional and national court databases.
- Make a hiring decision after evaluating if the criminal record relates to the job role and if the candidate is a potential risk.
- You can ask for pay slips or increment letters to cross-check figures.
- You can run credit checks to get an overview on their financial behavior.
- When reaching out to references, ask specific details about the candidate’s previous job role. If it’s a family member or a friend, they cannot easily bluff their way out of technical questions.
- A word of caution, negative reviews alone shouldn’t impact the hiring decision, as they could stem from personal misunderstanding or conflicts. Hear out the candidate as well.
Hire Right with OnGrid’s Background Verification Solutions
Conducting an encompassing employee background verification can protect your company from potential damages. Use the red flags mentioned above as guides for the verification process. Do not shy away from asking for supporting documents and references, regardless of how qualified or talented the candidate is.
Identifying false applications early on can help you select the right person for the role and build a team that is trustworthy and productive. With OnGrid’s employee verification services, you can access accurate and ISO compliant verification reports, which can help you develop a robust recruitment process.
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