Will an Employment Background Check Reveal Jobs Not Disclosed?

Everyone has wondered what to include and not include on a job application. There are those past jobs that make you beam with pride – that you’re eager to point out to potential employers – but there are sometimes those you are less inclined to showcase. 

These may have been short-term jobs or those that ended badly. It’s tempting for candidates to leave them off their resume, but will those non-disclosures come back to haunt them? 

Why Are Employment Background Checks Carried Out?

A background check is much more than just an HR box that needs checking. It’s a crucial aspect of the employment process and serves as the final seal of approval before a formal offer is submitted. Employers carry out these checks to gauge whether a person would be a suitable fit for the company, as well as to assess potential criminal history, screen social media for problematic content, and check any references. 

Employment checks are in place to certify that a person is who they say they are and that they indeed have the qualifications and work history they claim. Employers review applicants’ resumes and take their word on past roles, responsibilities, and achievements. But they need to be sure it’s truthful. It’s a safeguard, a necessary step to maintain the integrity of the hiring process. 

How Is Employment History Verified?

Employment history checks vary depending on the position and the company requesting it but typically involve the company contacting a candidate’s past employers to verify that they worked there during the dates that they stated. This means that employers can cross reference what the candidate has told them with an employment check, which will highlight any discrepancies. 

The next step might be to search databases and third-party verification services that compile employment records. These broader searches could highlight a position that a candidate didn’t include on their job application. If this is the case, the discrepancy will likely be reported back to the company, who will choose the appropriate action.

The thoroughness of a check often depends on the position. High-level positions within companies or roles that require technical specialties will require more vigorous checks. Lower-level positions, or those with more basic requirements, might not involve checks at the same level.

Will Undisclosed Jobs Show Up on an Employment Background Check?

Unfortunately, this question doesn’t have a straightforward answer. It depends on how well-documented a position is. Large companies and staffing agencies usually document their employees well, while anything involving public records – such as tax documents – will more often than not show up on checks. 

However, if the position was for a small company, wasn’t well-documented, or was an independent contractor, it might not be as easily detected. These jobs may not appear on the verification checks, but their presence in the background may create a gap in employment history. 

For example, someone might tell a potential employer that they finished a job with company A in June and began with company B in July. However, in reality, they finished job A in March, took a job with company C immediately, but were fired in June. A thorough background check might then reveal that they haven’t been truthful about the start and end employment dates. If this happens, either a company will withdraw an offer immediately or allow them to explain the gap in employment history.

What Are the Dangers of Lying About Previous Employment?

Lying about previous employment can lead to a rabbit hole with severe consequences. Fudging the truth might require several more lies to complete a work history. A candidate will almost certainly lose their job if a potential employer discovers this web of lies – or even a single mistruth. An employer wants to feel like they can trust someone from the off, and lying about previous employment is the worst way to begin.

Then there’s the chance of tarnishing reputations. In industries where word gets around, it’s not uncommon for news of a transgression to travel, making it harder to land future positions. Employers talk, and a candidate with a history of dishonesty isn’t someone anyone wants to take a chance on. Blacklisting is very much illegal in most states across the U.S., but that doesn’t mean a negative impression won’t get around – especially in smaller industries.

And finally, we come to potential legal action. It’s not illegal to fail to disclose a job, but once someone has been hired, it could become a disciplinary matter, which will probably end with termination. In the worst case, for high-level positions, one may even face legal action for misleading a company.

Frequently Asked Questions

Can Employers See How Many Jobs a Candidate Has Had?

A background check is often like a jigsaw puzzle. It might provide a partial picture of an entire employment history, but good verification services should be able to piece together a pretty good idea of what someone has been doing through the years. Employers will likely notice significant gaps in the employment timeline, which might prompt them to ask questions or dig deeper. 

Final Thoughts

Background checks are becoming more comprehensive all of the time. While it’s not guaranteed that a missed job will appear on the check, it’s becoming more likely. At the very least, it may create an awkward gap in a resume, raising several questions. Transparency is the best course of action. It’s better to face such issues head-on; explaining the situation is always preferable to keeping skeletons locked in the closet.

ScoutLogic is at the forefront of these comprehensive background checks, digging into the past and providing employers with the confirmation they require before offering a job. Don’t leave your hiring process to chance—make sure you’re working with the best information possible.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.