1. Unverified Credentials
We’ve all heard stories of individuals who have provided mistruths about their prior employers, their level of seniority, education and prior employers. Candidates have also been known to misrepresent their professional achievements, choose which former employers they will declare or misrepresent their volunteer work. While a small mistruth may not necessarily be grounds to disqualify a candidate, a minor misrepresentation can be an important indicator of a broader pattern of behaviour.
Disclosure of a personal bankruptcy report by a candidate may not be a ‘deal breaker,’ however the specific facts surrounding to the bankruptcy may be be an important indicator. A thorough review of associated documents can provide valuable information relating to the candidate’s previous income, debts owing or finalised and other assets held at the time of bankruptcy.
3. Reasons for Leaving a Job
While layoffs have been prevalent due to current economic conditions, candidates may use this fact to their advantage with prospective employees. During the interview, a candidate may mislead the prospective employer to believe that they were a victim of downsizing, when they were actually terminated for performance issues or disciplinary complaints. In addition to interviewing references to verify information provided, former colleagues or business partners may shed light on the “real” reason an individual left the company. The discovery of litigation with a former employer may also produce relevant facts about prior conflicts.
Records of civil litigation are scattered throughout the U.S. where the candidate has lived or worked. The first step in identifying relevant civil litigation is to locate and thoroughly research such jurisdictions; a review of pertinent court documents may identify accusations of misconduct, harassment or questionable business dealings.
5. Tax Liens & Financial Disputes
The existence of tax liens, judgments or financial disputes may suggest that the candidate is under financial pressure or may be living beyond their means. Candidates who are under financial strain may be more susceptible towards committing fraud. Executive candidates with access to a company’s financials are at an even higher risk of future embezzlement.
6. Drink Driving arrests
A review of traffic history records from all states of Australia where the candidate has resided could identify a prior drink driving (DUI) charge. Multiple DUI charges may raise concern about a candidate’s potential substance abuse issues while police records relating to the respective charge may identify other relevant information. Standard background checks may not necessarily include a review of traffic history records. Our executive background check includes all relevant checks to determine, whether the candidate may be the right fit for your company or organisation.
7. Prior Criminal Convictions
Typically a “hot button” item for corporate directors and hiring staff, it is vitally important to understand the wide range of differences between federal and state court procedures with respect to housing and disseminating criminal record history. Identifying a candidate’s address history and relevant jurisdictions is the first step towards locating potential criminal records. Depending on the territory searched and disposition of the respective criminal charge, many minor infractions and/or misdemeanor charges may not be identifiable. More prevalent criminal case files which are readily available, typically provide a wealth of valuable background information on a potential hire (which may or may not be openly discussed by the candidate during the interview process).
8. Regulatory Issues
If a candidate has been professionally licensed or certified with a local, state or federal regulatory agency (i.e. SEC, FINRA, State Licensing Boards, etc), they may have been sanctioned or reprimanded by the respective agency for professional misconduct.
9. Hidden Corporate Affiliations
Findings of associated corporations that an executive or his/her relatives have established, raises questions about potential self-dealings or conflict issues. Note that this “shell” entity may been set-up as a vendor or customer to misappropriate funds.
10. Social Media Issues
Unlike the regular job boards, social media allows you to easily do background checks on your potential Executive Employees. You can gain more insight into their lives, personalities and their aesthetic — an organic and true resume. Not only can you begin to understand their personality, but you can also see how they interact socially through commentary and the types of accounts they follow. While it’s easy to spot red flags, it’s equally as important to look for what they are passionate about by exploring their feeds.