How Police Officer Background Investigations Miss These 5 Red Flags

5 Red Flags That Are Harder to Catch Without the Right Tools

1. Gaps in Employment History

Unexplained gaps in employment history can be a red flag for background investigators. They may indicate past terminations, disciplinary issues, or difficulty holding a steady job. Of course, not all gaps are problematic (i.e. pursuing education, personal health, family matters, etc.).

The trick is identifying periods of unemployment when applicants falsify their work history, or recognizing when certain jobs are omitted from a resume. If agencies rely solely on self-reported work history without cross-checking previous employers or databases, these gaps may go unnoticed.

2. Problematic Social Media Activity

Social media activity may reveal behaviors or beliefs that conflict with the ethical and professional standards of law enforcement. Posts containing things like violent rhetoric, discriminatory language, gang affiliation, or substance abuse may disqualify candidates from employment.

However, identifying red flags in social media can be difficult. Candidates may delete controversial posts, use private accounts, or operate under aliases. Investigators need tools and tactics to uncover this deceit. Digital screenings are a given, but you can go above and beyond by interviewing past neighbors and implementing background investigation software.

3. Criminal Background Discrepancies

Candidates who omit arrests, charges, or convictions from their applications may be misleading investigators. It indicates dishonesty and hidden legal issues, raising obvious questions about their qualifications.

Catching these red flags can be challenging, especially if records are sealed, expunged, or exist in jurisdictions with limited data-sharing agreements. Some offenses may not appear in standard background checks, requiring deeper searches through multiple databases and coordination with other agencies. Name changes, clerical errors, or mismatched records can also complicate verification.

4. Financial Instability or Credit History Concerns

Financial instability or poor credit history may raise red flags around an applicant’s maturity and decision-making. Officers often handle sensitive information, evidence, and sums of money, so total trust is a necessity. But financial struggles don’t equate to misconduct. Investigators must distinguish between unavoidable hardships and poor financial management.

Detecting these concerns can be difficult, however, as not all financial records are easily accessible. Some debts or financial disputes may not appear on standard credit reports, and applicants may not fully disclose their financial situation. Investigators must carefully review credit histories, court records, and financial disclosures to identify risks.

5. References That Contradict Application Information

When work history, job duties, or “reasons for leaving” don’t match a former employer’s report, it’s a bright red flag. But finding these discrepancies isn’t easy, especially if references provide vague or conflicting details. The reference may not remember the candidate’s exact dates of employment, or if there’s an undue sense of loyalty, they may provide misleading positive reviews.

To uncover inconsistencies, investigators have to cross-check multiple sources and send the PHS to references for verification. A single discrepancy may not be a deal-breaker, but multiple inconsistencies may indicate dishonesty or unreliability.

Without the right tools, it’s easy to miss these common red flags. Background investigation software helps you catch potential issues before a hiring decision is made – in a fraction of the time as manual processes.

How Vetted Prevents Red Flags From Slipping Through the Cracks

Background investigation software like Vetted saves you time and resources, while giving you confidence that you’re hiring the best applicants. No software solution can guarantee 100%, but if a candidate has red flags, Vetted will help you catch more of them.

Vetted lets you flag inconsistencies or potential issues throughout the investigation. By catching these early, you can focus your attention on better candidates. For most agencies, reviewing a candidate’s social media is tedious and time-consuming. It delays the investigation. Vetted’s integration with First Choice finds the candidate’s online presence (social media, blogs, article mentions, etc.) and automatically categorizes and flags any concerning content for review. That way, your investigators don’t have to spend hours manually reviewing every social media account themselves.

The First Choice integration also provides credit checks. Through Vetted, you can get these financial reports at a steep discount.

Investigators often spend hours corresponding with other agencies and references. Vetted provides the address, phone number, and fax number for the agencies closest to candidates. It also lets you send digital copies of the PHS to nearby agencies and references for verification. You can even track references as they verify personal history statements.

If you already use Insight, NEOGOV’s applicant tracking system, the integration with Vetted allows your agency to manage all your hiring processes from a single platform. Not only do Vetted’s features and integrations prevent red flags from slipping through the cracks, they help you save a ton of time.