In the current world, almost everyone has social media profiles. Employers are increasingly looking at these profiles to find out about a candidate’s personality and how well they’d fit into the company. Not only can this information reveal illegal activities, but it can also give them a clue about a candidate’s personality. Here are three reasons why a background check might fail:
Getting caught in a lie
Lying on a job application could result in your background check failing, especially if you have a criminal past. Although the process is painful, some companies still use job applications to screen applicants and for other purposes, so it’s important to fill out the information accurately and neatly. Lying on a job application could cost you your job. Here are some tips on how to avoid getting caught in a lie:
Employers should stop taking applicants’ information at face value. Some situations can be eliminated before harm occurs, but many others can lead to unexpected positive outcomes. For example, an employer hired a man with a criminal record to sell vacuums door-to-door, but did not discover his extensive history until the background check was completed. This could lead to an unfairly prejudiced hiring decision.
Having a criminal record
Having a criminal record can be disqualifying for some jobs. Although federal and state laws offer certain protections, employers will still check for criminal records when making hiring decisions. In addition, approximately 65 million Americans have some type of criminal record. Although it can be difficult to find a job if you have a criminal record, it’s important to remember that 92% of employers will check criminal records before hiring you.
There are several reasons why a background check may fail. First of all, employers will not consider an applicant who has a criminal record because of a single minor infraction. If there is a serious offense or an inaccurate record, employers will likely deny the application, and won’t hire them. Additionally, employers can risk being sued by discrimination suits if they turn down applicants with a criminal record. Therefore, it’s important to speak up and tell your employer your concerns. By being honest and upfront, you can earn the trust of your employer and land a job.
Having a civil court record
A criminal background check examines a person’s past crimes against the state, including any convictions or incarcerations. These are brought to the attention of the state by government prosecutors. In contrast, a civil court background check focuses on crimes brought to court by potential victims and records any alleged wrongdoing. A civil court background check may not reveal criminal convictions, but it will highlight any past civil court cases.
If you’re hiring for a senior position in a company, a civil court search may be worth the risk. A candidate’s history of involvement in criminal cases may raise red flags for your company. While a criminal court background check will uncover serious red flags, a civil court record may not raise many red flags. However, if the candidate’s history has included sexual harassment or other cases, it’s worth the risk. In addition to risking liability, it can also protect the company’s reputation. A bad hire can ruin a company’s reputation.
Having a criminal record that’s directly related to the job’s responsibilities
Employers check a criminal history before hiring. This often results in the applicant’s disqualification. Whether they find a minor misdemeanor on their background check, or serious crime, a person’s past criminal history will likely cause a background check to fail. Bad references may also result in an applicant’s disqualification.
Federal law requires background check firms to verify the accuracy of a criminal background check report. Errors can include several factors, including multiple listings of the same crime, incomplete information, or records that belong to someone else. Moreover, employers must obtain the applicant’s written consent before utilizing a background check report and provide a copy of the report.
While a minor offense, like speeding, will not necessarily disqualify a person from a job, a conviction for DUI within two years will likely be flagged as a risk. It’s also important to keep in mind that many employers have strict drug policies. Oftentimes, these policies are outlined in the employment contract. For example, a national company may prohibit the use of legal drugs.