An employer background check is a process used to investigate a candidate’s background to verify the information they provided and assess their suitability for a role. For companies, these checks are a tool to ensure they are hiring qualified and competent individuals, which helps in maintaining a safe workplace and protecting company assets. The scope of these checks can vary significantly depending on the industry and the specific requirements of the position.
What Information is Examined in a Background Check
Criminal History
A primary component of many background checks is a review of an applicant’s criminal history. This search looks for felony and misdemeanor convictions, as well as pending criminal cases. The information considered significant depends on the job; for example, a history of theft or embezzlement would be a major concern for a finance position. Searches can be conducted at the county, state, and federal levels to gather a comprehensive picture.
In some cases, searches may also include checks of sex offender registries and global watchlists for industry-specific bans. It is important to note that arrests that did not lead to a conviction may not be reported, especially if they are more than seven years old. The goal for the employer is to evaluate whether a candidate’s past could pose a risk to the organization.
Employment Verification
Employers almost always verify the employment history that a candidate lists on their resume and application. This process confirms the accuracy of previous job titles, responsibilities, and dates of employment. Companies contact past employers to ensure that the applicant has been truthful about their work experience. This verification helps employers assess their qualifications for the role. Discrepancies between a resume and the verified information can be a significant red flag during the hiring process.
Education Verification
Much like employment history, education verification confirms the academic qualifications a candidate claims to have. This involves contacting the educational institutions listed on an application to confirm degrees, diplomas, attendance dates, and any honors received. For positions that require specific academic credentials, this check is a necessary step to ensure the applicant is qualified. This process helps maintain a standard of qualification and competency within the company’s workforce.
Credit History
For roles that involve financial responsibility, such as accounting or handling sensitive customer data, employers may conduct a credit history check. Employers do not see a person’s credit score. Instead, they receive a modified report that shows debt levels, payment history, and public records like bankruptcies or accounts in collections. The purpose of this check is to look for signs of financial distress that might indicate a higher risk of fraud or theft. Due to legal restrictions, this type of check is reserved for specific, relevant job categories.
Driving Records
For any job that requires operating a vehicle, from delivery services to sales representatives who travel frequently, a review of driving records is standard. This check, often called a Motor Vehicle Record (MVR) report, details a person’s driving history. It includes information on the status of their driver’s license, traffic violations, accidents, and any driving-under-the-influence (DUI) offenses. Employers in industries regulated by the Department of Transportation are often required by law to perform these checks to ensure their drivers are safe and responsible.
Drug Screening
A pre-employment drug screening is another common component of the background check process. This is particularly prevalent in industries where safety is a priority, such as manufacturing, transportation, and healthcare. The primary goal is to maintain a drug-free workplace and reduce the risk of accidents or impaired job performance. The screening tests for the presence of various controlled substances, and a positive result can lead to the withdrawal of a job offer, depending on company policy and state laws.
Your Legal Protections as an Applicant
As a job applicant, you have legal protections that govern how employers can conduct background checks. The primary federal law in this area is the Fair Credit Reporting Act (FCRA), which sets standards for fairness and transparency. This law applies whenever an employer uses a third-party company to conduct a background check, a common practice. Under the FCRA, an employer must first obtain your written consent before initiating a background check. This disclosure must be provided in a separate, standalone document, not hidden within the job application. If an employer decides to take adverse action—such as not hiring you—based on information in the report, they must provide you with a copy of that report and a document outlining your rights under the FCRA.
Beyond federal law, many states and cities have enacted their own regulations, often referred to as “ban the box” laws. These policies regulate when an employer can ask about an applicant’s criminal history. The goal is to delay this inquiry until later in the hiring process, allowing candidates to be judged on their qualifications first. These laws aim to give individuals with past convictions a fairer chance at securing employment, though the specific rules vary by location.
How to Prepare for a Background Check
The most important step in preparing for a background check is to be completely honest on your resume and job application. Discrepancies are often discovered during the verification process, and dishonesty can be a reason for an employer to retract a job offer. Take the time to double-check all dates of employment, job titles, and educational qualifications. It can be beneficial to run a personal background check on yourself to see what information might appear. This allows you to anticipate any questions an employer might have.
It is also wise to review your public social media profiles, as employers may look at this information to get a better sense of your character. If you have a known issue in your past, such as a criminal conviction, it is often best to be upfront about it if given the chance. Disclosing this information at the appropriate time shows honesty and allows you to frame the narrative yourself.
Addressing Unfavorable Results
If a background check reveals unfavorable information, your course of action depends on whether the information is accurate. If you discover an error, you have the right under the FCRA to dispute it. The first step is to contact the background check company that produced the report to formally file a dispute, providing any evidence you have to support your claim. The screening company has 30 days to investigate your dispute and correct any verified inaccuracies. It is also a good idea to inform the potential employer that you are disputing information in the report.
If the negative information is legitimate, the best approach is to be prepared to discuss it honestly and professionally. If the employer gives you an opportunity, provide a brief explanation of the circumstances. Focus on what you learned from the experience and how you have grown since, demonstrating accountability.