What Can Disqualify You On a Background Check?

Before hiring a new employee, employers often look at an applicant’s employment history, education, criminal record, credit history, and more. The goal is to get a holistic view of a candidate (outside of their application and interview process ) and reduce the risk associated with hiring decisions. 

Usually, background checks go through without issue, but sometimes, they pull up exactly what they’re looking for, resulting in the disqualification of a candidate from the hiring process.

Below are the kinds of pre-employment screening disqualifications that happen the most. 

Criminal History

A candidate’s criminal record is one of the most universal areas scrutinized during pre-employment background checks. A conviction for a serious offense, such as fraud, theft, violence, or drug-related crimes, may raise questions about an individual’s reliability, trustworthiness, and potential risks to the workplace (especially workplace safety), ultimately resulting in disqualification from the hiring process.

However, criminal history is not necessarily a dealbreaker for candidates—it depends on the role they applied for, the state regulations applicable to the industry, and the perception of their overall betterment. 

False Resumes 

Some studies estimate that a whopping 78% of people lie on their resumes. While some are harmless, white (self-promotional) lying, other lies take it a bit too far.

For example,  13% of professionals have approximate employment dates on their resumes, which can raise red flags during background checks, cause hiring delays, and lead to disqualification.

Similarly, falsifying educational qualifications, work experience, professional licenses, or criminal history can damage credibility and lead to immediate disqualification.

Employment Termination or Poor Employment History

Past employment terminations or a history of negative experiences with previous employers may raise concerns for potential employers during the background check process.

Frequent job changes, chronic absenteeism, poor performance, or documented misconduct may cast doubt on an applicant’s reliability, work ethic, and ability to collaborate effectively, ultimately disqualifying them from the running. 

Poor Credit History 

Certain positions, particularly those involving financial or accounting responsibilities, may involve a credit check as part of the background screening process—if the state allows it.

A consistently poor credit history, excessive debt, repeated bankruptcies, or other unresolved financial issues may raise concerns about a candidate’s financial responsibility and potential propensity for fraudulent activities. 

But, having mediocre credit isn’t usually a sticking point for employers unless the position requires that you handle money (or the company credit card). 

Poor Driving History

Often, employers will run searches—motor vehicle reports or driving record checks—on a candidate’s driving history for traffic violations, license status and type, and vehicle-related criminal charges (like DUIs).

A candidate may be disqualified if the background check digs up a history of unsafe driving practices or a suspended license, especially if the role requires operating a vehicle. 

Failure to Pass Drug Test

Many job offers are conditional—contingent on applicants passing a drug test. If a candidate receives a positive drug test–indicating the presence of substances in the body—during a drug screening, that may be grounds for immediate disqualification. 

Problematic Social Media Activity 

An applicant’s social media activity can often say more about who they are than a resume or an interview because it often represents what they’re like without a work facade on.

While social media is not a standard part of background checks, many employers may scroll through a candidate’s profiles to check for hate speech, foul language, or any other red flags that may reflect badly on the organization.