14 August, 2026
It’s not about finding faults – it’s about making the right decision
There is a common misconception that employment screening is primarily about uncovering inaccuracies or catching candidates out. In reality, it is about verifying information so that employers have the most accurate and reliable basis possible for making a decision.
A discrepancy does not necessarily mean that a candidate has tried to mislead an employer. According to Max, most discrepancies have much more ordinary explanations, such as:
- incorrect or approximate dates
- different job title terminology
- name changes
- incomplete information
- organisational changes at previous employers
That is why it is important to distinguish between a discrepancy and deliberately false information. Differences in information may be a reason to ask further questions, but they are not in themselves proof that something is wrong.
What can be verified
A CV contains both factual information and the candidate’s own description of their experience and skills. A background check can verify several factual details that may be relevant to a hiring decision.
Previous employment
When verifying previous employment, we can check:
- employer
- job title
- dates of employment
Education
Education details that can be verified include:
- educational institution
- degree or qualification
- date of graduation
Certifications
For certifications, we can check:
- validity of the certification
- issuing organisation
What can’t be verified on a CV?
Not every part of a CV can be independently verified. Personal qualities, interests, self-assessed skills and subjective descriptions of performance are examples of information that generally cannot be verified in the same way through official sources or documentation.
A CV will therefore always contain a combination of verifiable facts and the candidate’s own description of their experience. Background screening should be seen as a complement to interviews and reference checks, rather than a replacement for them.
How do you know if a candidate’s employment history is accurate?
Previous employment is a key consideration when recruiting. At the same time, it is an area where Max and his colleagues regularly see differences between the information provided by a candidate and what can later be verified.
Examples include:
- employment dates that do not match
- job titles that differ from official records
- periods of employment that have been rounded up on a CV
For example, a title such as “Project Coordinator” may have become “Project Manager” on a CV, or a ten-month period of employment may have been presented in a way that makes it appear to be a full year.
Sometimes there are perfectly reasonable explanations for discrepancies. A previous employer may have changed its name following an acquisition or merger. There may also be differences between how candidates describe their role on their CV and the title recorded by their former employer.
This does not automatically mean that the candidate has provided false information. However, as previous experience can carry significant weight in a hiring decision, it can be valuable for employers to be aware of any discrepancies.
Can you verify a candidate’s education?
Education is one of the details on a CV that can be verified. This may include the institution the candidate attended, the degree or qualification they obtained, and when they completed their studies.
According to Max van Luit, falsifications are not the most common issue when verifying education:
Falsified or manipulated education documents do occur, but they are uncommon. More often, we see discrepancies caused by incomplete information or name variations. International qualifications can also be more challenging to verify, as education systems and documentation standards vary between countries.
Max van Luit, Operations Quality Coordinator
If a piece of information cannot be confirmed immediately, it does not necessarily mean that something is wrong. For employers, verification is about distinguishing between genuine discrepancies and information that requires more context before it can be confirmed.
Can you trust a candidate’s references?
An employer may be concerned that a candidate could provide a false reference. However, according to Max, it is relatively uncommon for a reference to turn out not to be the person the candidate has provided.
It is relatively uncommon for us to come across references who cannot be verified or who are not the person named by the candidate. When issues do arise, they are more often related to incorrect contact details or the reference being unable to confirm the information provided by the candidate.
Max van Luit, Operations Quality Coordinator
There may also be differences between the information provided by the candidate and the reference, for example regarding employment dates or job titles. As with other discrepancies, this does not necessarily mean that the candidate has deliberately provided false information.
What happens if information can’t be verified?
Sometimes, information cannot be fully verified. In other cases, it may differ from the information held by, for example, a previous employer or educational institution.
This does not automatically mean that the candidate has provided false information.
Information that cannot be verified does not automatically mean that it is incorrect. Often, discrepancies are minor and can be explained through a conversation with the candidate.
Max van Luit, Operations Quality Coordinator, DISA
This is why a background check should be viewed as part of the decision-making process, rather than as a definitive answer. If something is unclear, the candidate should have the opportunity to explain why the information differs.
A final piece of advice
If you could give employers one piece of advice when reviewing a CV, what would it be?
Don’t focus solely on qualifications and experience – look at the bigger picture. Consider how the candidate’s experience fits together and how well it matches the role. And if something seems unclear, ask. A conversation with the candidate will often give you a better understanding than trying to interpret a CV on your own.
Max van Luit, Operations Quality Coordinator, DISA
What do candidates most often exaggerate on their CVs?
What information are candidates most likely to bend the truth about? DISA explored the topic by asking 1,500 people in the Netherlands about their experiences.
Do you have questions about background screening?
We’re happy to help you understand which checks may be relevant to your recruitment needs.