Red Flags in Employee History: UAN Verification for Recruiters

A bad hire is more than a simple missed opportunity. It’s costly. In India, a wrong recruit can cost up to 30 % of their first-year salary. This is sheer money wastage on onboarding, lost productivity, team disruption, and a damaged reputation. Recruiters know the pain. Businesses feel the hit. And India’s dynamic job market makes it a real risk.

Experience and skills tell one story. Employment history verifies another. It shows real consistency, timing, truth, uncovers gaps, exaggerations, or ghost jobs. It reveals whether someone truly earned their title or just claimed it. This helps protect your firm’s culture, trust, and future.

This is where DigiVerifier shines. By offering instant, digital, and tamper‑proof employment checks, you can verify employment and remuneration history in just 10 minutes, even before the first interview. It’s fast, accurate and flags gaps, inflated titles, salary jumps and more. It also includes UAN verification and background check to catch moonlighting and ensure real employment integrity.

Catch Employment Gaps in UAN Background Checks

Gaps in a resume are not always a red flag. A sabbatical or education break can be fine. But strange gaps demand a closer look. They can hint at more than a break. They may mask something. A through UAN background check will give you all the details and then you can take it forward with a session of thorough questioning.

• Unexplained gaps longer than 6 months

A gap over six months, without a clear reason, is suspicious. Especially if it shows up multiple times or across roles.

• Vague explanations or conflicting dates

“I was exploring options” or “took a break” isn’t enough. Dates must match across documents and stories. If they don’t, alarm bells should ring.

• Gaps that align with economic downturns (potential layoffs)

If the gap matches a downturn or company layoff timeline, that’s plausible. But if all gaps align with external events, dig deeper.

• Multiple short‑term gaps

One break is fine. But several two‑ or three‑month gaps? Combined, they show a pattern of instability.

• Pattern of frequent job changes with breaks

Sometimes job hopping includes gaps between each move. Watch for a rhythm: leave, gap, join. It may signal flightiness, not thoughtful career moves.

Understand why speed over quality is hurting your business.

Understand Job Hopping Patterns Through UAN Verification

Switching jobs isn’t inherently bad. It can show growth. But constant change raises questions. Is it drive or restlessness?

• If someone stays under a year in multiple roles, it often means poor fit or lack of commitment.

• Three moves in five years can be fine. But if there’s no career jump, no added responsibility, it’s worth probing.

• Inconsistent career trajectory

• Random industry switches without logical reasoning

But how to differentiate between opportunity‑seeking and instability? Look for stories. Did they switch to upskill? Was it relocation? Or was it frustration with every workplace? Ask for context. Use DigiVerifier reports to ensure roles and dates match claims.

Title and Responsibility Inflation

Titles sound fancy. But what’s real? Recruiters must check whether a “Manager” was really managing or just working solo.

• Inflated job titles

“Senior Manager” on LinkedIn might hide the truth. Was it a title or a true role?

• “Manager” when actually an individual contributor

Sometimes, companies give titles without team oversight. Always check if the title matches responsibilities.

• “Lead” roles without team management experience

If someone claims to be a “Lead,” but has no team or deliverables managed, it’s a flag.

• Exaggerated responsibilities

Saw “Managed clients” on paper? Confirm who those clients were and what the deliverable was.

• Claims of achievements beyond role scope

“Closed 10‑million deals” in a junior role? Approach with care. Seek evidence.

Verification tip: Cross‑check with company hierarchy and actual job descriptions. Compare claims to org charts or job descriptions. Speak to supervisors. DigiVerifier can verify employment titles and durations, but blend it with human insight.

Gruel About Salary Discrepancies Found Through UAN Background Checks

Salary talk is sensitive. But wrong claims here can spell trouble. Especially when jumps seem too good to be true.

• Unrealistic salary claims – If someone claims double-market salaries for their experience, question it.

• Compensation not aligned with role/company size – 20 lakhs as an assistant manager at a start-up? Possible, but unlikely. Context matters.

• Sudden salary jumps without corresponding role advancement – From 4 lakhs to 20 lakhs in a year? If not backed by change in scope, verify.

• Reluctance to provide salary slips – Avoiding proof, like salary slips or certificates, often means no backing.

In these times, ask for salary certificates or offer letters and tally with industry data. If DigiVerifier offers remuneration history, use it to compare.

Company and Reference Issues

Companies and references can lie. Fake firms. Friend references. Don’t just take them at face value.

• Some organizations exist only on paper. Beware of claims of working at unknown firms.

• Companies with no digital footprint

• Unverifiable business registration

• Personal references posing as managers

• Same phone numbers for multiple references

• Generic email addresses instead of corporate ones

• Previous employer reluctance

• Difficulty reaching former employers for verification

Educational vs. Professional Timeline Mismatches

School and work shouldn’t collide. If they overlap, pause—something may not add up.

• Overlapping education and work periods – If someone claims full-time study and full-time work at the same time, something’s off.

• Degree completion dates not aligning with career start – If someone started work before graduating, or vice versa, verify with certificates.

What recruiters need to know about moonlighting in the IT industry.

Documentation Red Flags

Documents tell a story. But fakes read differently. Formatting, letterhead, authenticity—spot them.

• Inconsistent formats in employment letters

• Generic or template‑style experience letters

• Missing official company letterheads or seals

• Photocopied documents without originals

Best Practices for Recruiters

Green flags build trust. Use every tool and your instinct to hire right. Get in touch with us for a foolproof UAN verification and background checks in less than 10 minutes.

• Always verify last 2‑3 employments

• Cross‑reference dates across all documents

• Conduct thorough reference checks with direct supervisors

• Original experience letters

• Salary certificates

• Relieving letters with proper company authentication

India’s talent market moves fast. But hiring without verification is risky. It costs money, trust, and time. Every recruit should come with transparency. DigiVerifier offers fast, accurate digital employment & remuneration history.

You get UAN verification and UAN background check, secure documentation validation, and clear reports, all before the first interview. It protects you from gaps, exaggerations, salary inconsistencies and title inflation.

Don’t let red flags slip by. Partner with DigiVerifier. Get instant, trustworthy verification. Hire with confidence. Hire smart.