Candidates with problematic track records
There have been many instances in which businesses have incurred financial losses and reputational damages as a result of fraud and employee misbehavior. Hence, preventive measures, such as conducting a comprehensive employment background check, are required to evaluate a candidate’s track record.
Abuse of power is the most prevalent sort of fraud in employment fraud cases; for example, taking advantage of selling for personal gain, pledging business assets, and purchasing assets that are not in line with the agreed-upon offer, are all examples of abuse of power. If the candidates have engaged in such fraud activities, they will, of course, not mention this information in their CV or during the interview.
In certain situations, candidates even include forged letters of recommendation for not resigning in accordance with the protocol, or because the employer has not been able to properly terminate the employment relation due to unresolved obligations.
A more thorough examination of the candidate is necessary to uncover information that is not written on paper. Field visits and interviews with the candidate’s previous supervisor or HR can be carried out.
Companies may minimize the risk of hiring employees with a potential negative track record by completing a thorough screening.