Hiring the right person is one of the most important decisions a business can make. But even the most impressive résumé can’t always tell you the full story. That’s why background checks for job candidates are such a critical part of the hiring process. They help you dig deeper, verify claims, and identify potential warning signs before they become costly mistakes.
At KCA Investigations, we’ve helped employers across Seattle and beyond uncover red flags that standard application reviews might miss. While not every concern automatically disqualifies a job candidate, understanding what to look for—and how to interpret it—can help you make smarter hiring decisions.
Here are some of the most common red flags that may surface during background screening for job candidates and why they matter.
Inconsistent Employment History
One of the first signs to watch for is a work history that doesn’t quite add up. Gaps between jobs aren’t always a dealbreaker—people take time off for many legitimate reasons—but unexplained or frequent job-hopping can raise questions. It’s especially concerning if the dates don’t match what’s on the résumé or if an employer listed can’t be verified.
An experienced investigator can confirm previous employment and cross-check titles, durations, and responsibilities. If something doesn’t align, it’s worth asking the job candidate for clarification. Sometimes there’s a valid explanation—but other times, the inconsistency points to résumé padding or even attempts to hide previous issues.
Criminal History (Especially Dishonesty or Violence)
Many employers worry about discovering a criminal record. In Washington, hiring policies must follow the Fair Chance Act, meaning you can’t ask about convictions up front—but once you’re legally allowed to conduct a background check, criminal history is one of the most important pieces of the puzzle.
A past conviction doesn’t automatically mean someone shouldn’t be hired. However, certain types of offenses—like theft, fraud, violence, or crimes related to the specific job duties—should give you pause. For example, someone applying for a caregiver position who has a history of elder abuse is an obvious red flag.
Equally important is how recent the offense was and whether there’s a pattern. One isolated event from a decade ago might carry less weight than multiple incidents in the past few years. If you’re unsure how to evaluate a particular record, consulting a licensed investigator or legal counsel is always a good move.
Problems with Professional Licensing or Credentials
For many industries—especially healthcare, legal services, and finance—professional licensing isn’t optional. A job candidate claiming to hold a valid license should be able to provide documentation or allow you to verify it through the appropriate licensing board.
Red flags here include expired or revoked licenses, a history of disciplinary actions, or an inability to confirm claimed certifications. At KCA Investigations, we’ve worked with medical providers and corporate clients who were shocked to find that a seemingly qualified applicant had never actually been licensed in the state—or had lost their credentials due to misconduct.
Even in industries that don’t require formal licensing, any false claim on a résumé is worth taking seriously. It speaks to the applicant’s honesty and reliability—two things you need in any role.
Negative Employer or Reference Feedback
While many background checks focus on public records, direct outreach to past employers or references is still one of the most revealing parts of the process. If previous employers are hesitant to speak, provide only vague responses, or outright decline to comment, it could be a subtle sign of trouble.
On the other hand, if a reference contradicts what the job candidate claimed on their résumé or application, that’s a more direct red flag. Did they really manage a team of 10? Were they actually promoted to a leadership role? Did they leave on good terms?
Discrepancies here don’t always mean intentional dishonesty, but they do warrant further investigation before making an offer.
Evidence of Dishonesty or Misrepresentation
Perhaps the most serious red flag of all is dishonesty—whether it’s falsifying work history, lying about education, or hiding a criminal record. A person willing to misrepresent themselves before they’ve even been hired may not hesitate to cut corners or conceal mistakes on the job.
At KCA Investigations, we take this seriously. Our job isn’t just to collect data—it’s to uncover the truth. In many cases, we’ve found that the issue isn’t what’s on the record, but what’s deliberately left off. And while everyone deserves a chance to explain their past, intentional deception is a clear reason to reconsider a job candidate.
Financial or Legal Trouble (in Certain Roles)
For positions involving access to sensitive information, cash handling, or financial responsibility, a deeper look into financial history may be warranted. Bankruptcies, liens, or a history of civil litigation might not disqualify a job candidate outright, but they can be risk indicators—especially in roles tied to fiduciary trust.
It’s important to ensure that any credit or financial checks comply with federal and Washington state laws. Written consent is typically required, and the use of that information must be job-related.
Social Media Red Flags
While not always part of a traditional background check, reviewing an applicant’s public social media presence can sometimes reveal concerns—like inappropriate behavior, discriminatory remarks, or signs of unreliability. Employers need to be cautious here, however, to avoid invading privacy or making decisions based on protected characteristics.
If done properly, a review of a job candidate’s online footprint can supplement your background check and provide helpful context.
How KCA Investigations Can Help
Our team at KCA Investigations specializes in digging deeper than automated background check software can go. We don’t just check the boxes—we analyze the full picture to help our clients in Seattle and across Washington make informed, defensible hiring decisions.
Whether you’re a medical provider hiring staff, a school board onboarding educators, or a business bringing on a new executive, we offer:
- Verified, legally compliant background checks
- Professional license and credential verification
- Discreet reference interviews and employment verification
- Criminal history and civil court research
- Custom screening packages for your industry
Protect Your Business by Job Candidate Spotting Red Flags Early
Hiring the wrong person can lead to lawsuits, financial loss, damaged reputations, and lost productivity. On the flip side, making the right hire can transform your team and protect your company’s future. That’s why it’s so important to watch for job candidate red flags during the screening process—and to work with professionals who know how to spot them.
If you need help screening job candidates or want to build a smarter, safer hiring process, KCA Investigations is here to help. Contact us today at (971) 804-8993 to learn more about our background check services for businesses in Seattle and beyond.
