Reviewing a candidate's employment application during the screening process is an important part of the employment due diligence process. It can help managers avoid bad hiring decisions and eventual lawsuits or noncompliance with U.S. employment laws, according to Stephanie Overman, author of "Tools and Techniques: Don't be a Target," published in June 2008 by the Society of Human Resource Management.
Look for frequent job changes, which could indicate multiple firings or that the employee could be hard to retain.
Look for gaps or inconsistencies in job history and for date mismatches. An extended period of unemployment or inconsistent dates can indicate lengthy unemployment or incarceration. Date mismatches can indicate that the candidate is not telling the truth (see Reference 1).
Look for lack of progression or actual regression in job responsibilities and titles. This could indicate lack of potential and initiative or could signal performance problems.
Develop or purchase an application form that solicits important information for your company and is compliant with federal and state regulations. Require all job applicants to complete the application and review the applications before interviewing candidates.
Look for a missing or unintelligible Social Security number, which could indicate the applicant is an illegal alien.
Look for an admission of criminal convictions or other hints that the candidate may have been incarcerated, such as extended gaps in employment (see Reference 2).
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