Tips for Interpreting, Navigating, and Minimizing Background Check Discrepancies

A background check discrepancy occurs when the information a candidate provides doesn’t line up with records or references. It's more common than you might expect, is often unintentional, and shouldn’t be inherently viewed as negative. There are many scenarios that may involve an inconsistency in candidate information, such as missing information or an inability to verify details in search areas like:

• Criminal records
• Employment and education history
• Address history
• Identification documents

Because of these unintended factors, discrepancies shouldn’t be assumed to be bad immediately; however, they may warrant further investigation.

Keep in mind that certain types of record searches can be more likely to trigger discrepancies than others. These probabilities are known as discrepancy rates, and they can vary greatly depending on the specific search parameters being implemented. Understanding discrepancy rates and knowing how to find and reduce them can significantly improve the efficiency and accuracy of background screening results.

Below is a quick breakdown of common discrepancy triggers, sectors heavily affected by discrepancies, and best practices and considerations for navigating and minimizing them.

Common factors that can trigger discrepancies 

• Inaccurate data: Something as simple as misspelling an old home address or accidentally listing the wrong month for the start date of a previous role can flag data as inaccurate. These are often simple fixes that involve asking the candidate to clarify or confirm the data.
• Intentional falsification: Some candidates may exaggerate responsibilities or stretch job dates to fill unemployment gaps. They may also combine multiple roles into one on their resume for clarity, but this can be flagged as inconsistent with the previous employer’s records, regardless of whether the revised job description is sufficiently informative for the hiring manager.
• Outdated records: A record database that only updates quarterly or a previous employer that neglected to update their records can give you outdated results. To minimize this likelihood, consider implementing employment verifications that involves contacting previous employers directly and layering multiple search parameters for the most up-to-date information.
• Clerical errors: Although it’s not an overly frequent occurrence, court clerks can make small entry errors just like anyone else, making it a reasonable possibility that should remain in consideration. Several states’ data privacy laws give consumers the authority to report their information as incorrect and submit corrections; however, most candidates may not be aware of incorrect data until it arises during their own background check.

Cutting corners on criminal history searches

Criminal Record Searches are considered the most significant background search criterion by many organizations. This comes as no surprise, considering over 77 million Americans, or 1 in every 3 adults, hold a criminal record.

For county and statewide criminal history searches, our data show a discrepancy rate of about 1 in 20 candidates, with slight variations depending on the specific search used.

What typically causes discrepancies in this sector?

Many employers may not be aware of the types of criminal history searches available. Many others may pursue only one or two options, assuming that will cover enough of the search area, but the candidate may have a record in a different state or one that can only be accessed through a specific database check.

Verified Credentials’ comprehensive criminal record searches include:

• County Criminal Search
• Statewide Criminal Search
• National Federal Criminal Search
• National Criminal Plus
• Global Watch List
• National Sex Offender Public Registry (NSOPR)

Criminal history can be hiding in all kinds of places. Layering courthouse record searches with broader criminal database searches can help employers ensure candidates are clear of any relevant criminal history in areas where they have lived, using accurate, up-to-date courthouse information, while quickly flagging potential records for further investigation.

Pitfalls in processing professional verifications

Professional Verifications include academic history, employment history, confirmation of professional licenses, and professional reference checks. Certain categories of these verifications typically have the highest discrepancy rates among all background check parameters. Employment, academic, and professional license verification combined have a discrepancy rate of 20%. On average, a discrepancy is found in nearly 1 out of 5 searches; within that group, job history draws the most attention, followed by academic history.

What typically causes discrepancies in this sector?

Employment history is one of the most common issues detected during a background check due to the intentional falsification or misremembered details in resumes and cover letters. In 2025, FlexJobs reported that 1 in 3 workers admitted to lying on their resume or cover letter.

Additionally, expiring licensing credentials or a candidate lacking a required or preferred degree may flag a discrepancy in the results.

Organizations may want to consider targeted, full-service verification services, such as those offered by Verified Credentials, to obtain accurate, up-to-date professional verifications, which can help them save time, reduce errors, and manage verification processes for expiring/renewal-required credentials.

Setbacks in specific sectors

Background check discrepancies are not limited to certain industries; screening processes for organizations of just about any sector can be affected by elevated discrepancy rates, typically spurred on by the same factors:

• Rapid growth: Quickly expanding departments, organizations, and industries are often under pressure to bring more members onto their teams as quickly as possible, which may cause hiring managers to consider only bare minimums for screening to save time, and could expose them to a higher risk of clerical errors due to time constraints.
• Specialized requirements: Additional certifications like teaching licenses and CPR or CPA certifications that must be managed and tracked, especially those that expire and require periodic renewal, can add a substantial amount of administrative burden to what may already be a rushed, hectic process.

Research shows that the tech industry consistently exhibits elevated discrepancy rates, often driven by intense competition for specialized skills and urgent, often rushed hiring practices, and other sectors with comparable conditions tend to have similar outcomes.

Considerations for employers facing discrepancy issues

Below are some suggestions for organizations facing discrepancy concerns to consider:

Partner with an expert. Consider implementing solutions from an experienced background screening provider to increase efficiency and improve search accuracy and results. A trusted partner can help you organize and manage the search parameters for each role, maximizing search relevance and minimizing unnecessary spending on irrelevant searches.

Layer searches for the best results. Making use of every available search parameter that’s relevant to the role is an ideal way to cast a wide, strong net when conducting a background check. The additional information gleaned from a deeper search can help clear up discrepancies and, sometimes, even proactively minimize them from the start, saving you time and confusion in the screening process.

Don’t immediately assume a red flag. Remember that “discrepancy” doesn’t automatically indicate a red flag, as many inconsistencies can be attributed to accidental and unintentional error. It may help to view discrepancies as a reminder to clarify, confirm, and dig deeper if you can.

Hiring a new employee is an impactful decision that should be made with as much accurate, relevant, and reliable information about the candidate as possible. Verified Credentials is a preferred choice for employer background check services with exceptional customer service, trusted screening solutions, and state-of-the-art technology. Click here to learn more about partnering with us to simplify and strengthen your background screening process.