For many job seekers, the prospect of a background check can be a source of anxiety. This step in the hiring process often feels opaque, leaving candidates to wonder what an employer is looking for. Understanding the motivations of employers, the information they review, and the legal framework that governs these checks can help applicants navigate this stage with confidence.
Why Employers Conduct Background Checks
Employers initiate background checks to create a secure and productive workplace. A primary motivation is to ensure the safety of current employees and customers. By screening for individuals with a history of violent behavior, employers aim to mitigate the risk of workplace incidents.
Protecting company assets is another significant factor. This includes safeguarding physical resources, sensitive information, and financial data from potential theft or fraud. Background checks can identify candidates with a history of such activities, which is important for roles with financial responsibilities.
Verifying a candidate’s qualifications is also an objective. Employers use these checks to confirm that educational and professional experiences are accurate. Finally, many industries, such as healthcare and transportation, have legal or regulatory requirements that mandate background checks for certain positions.
Common Types of Information Checked
When an employer conducts a background check, they are looking at specific categories of information to verify a candidate’s history and qualifications. The scope of these checks can vary depending on the role and industry, but several components are standard.
Criminal History
A criminal history check is a common component. This search looks for felony and misdemeanor convictions at the county, state, and national levels. The report details the type of offense, the date of the offense, and the disposition of the case, and may also include pending charges.
Employment Verification
Employers almost always verify past employment. This check confirms the accuracy of the information provided on a resume or application. It validates previous job titles, dates of employment, and the names of former employers.
Education Verification
For roles that require specific academic qualifications, education verification is standard. This process confirms that a candidate has attended the institutions they have listed and has earned the degrees or certifications they claim. This ensures a candidate meets the educational requirements for a position.
Driving Records
For any job that involves operating a motor vehicle, a review of driving records (MVRs) is typical. This check reveals the status of a candidate’s driver’s license, any recent violations, and license restrictions. It is a direct measure of a candidate’s suitability for a role that includes driving.
Credit History
In certain roles, particularly those in finance or with access to company funds, a credit history check may be conducted. This report does not show a credit score but provides information on debt, payment history, and public records like bankruptcies. Employers use this to assess financial responsibility.
Professional License and Credential Verification
For many professions, from nursing to accounting, holding a valid license is required. A background check will verify that a candidate’s professional licenses are current and in good standing with the relevant licensing board.
What Employers Consider Red Flags
Employers analyze background check results in the context of the specific job a candidate is applying for. A red flag is any piece of information that raises concerns about a candidate’s honesty, reliability, or suitability for the role. The relevance of a finding is a primary consideration.
One of the most significant red flags is a discrepancy between the information a candidate provides and what the background check uncovers. This includes inconsistencies in employment history, such as differing job titles or dates, and false claims about educational degrees. Such findings can call a candidate’s integrity into question.
A criminal record can also be a red flag, especially if the offense is directly related to the duties of the job. For example, a conviction for theft would be a concern for a cashier position. Employers often look for patterns of behavior rather than isolated, minor incidents.
Poor references from previous employers can be another warning sign. If former supervisors report issues with performance, attendance, or an inability to work with others, it can signal potential problems. A history of frequent, unexplained job changes may suggest instability.
Legal Protections for Job Applicants
Job applicants have rights during the background check process. The federal Fair Credit Reporting Act (FCRA) regulates how employers can obtain and use consumer reports, including third-party background checks. The FCRA mandates that employers must first obtain an applicant’s written consent before conducting a check.
The FCRA also establishes a clear process if an employer is considering taking adverse action based on the report’s findings. Before making a final decision, the employer must provide the applicant with a pre-adverse action notice. This includes a copy of the background check report and a summary of their rights, giving the applicant an opportunity to dispute any inaccuracies.
Beyond the FCRA, the Equal Employment Opportunity Commission (EEOC) provides guidance to prevent discrimination. The EEOC advises that employers should not use blanket policies to exclude candidates with criminal records. Instead, they should conduct an individualized assessment, considering the nature of the offense, how long ago it occurred, and its relevance to the specific job. Many states and cities have also enacted “Ban the Box” laws.
How to Prepare for a Background Check
Taking proactive steps can help you navigate the background check process smoothly. The most important action is to be completely honest on your job application and resume. Since employers will verify information, any inaccuracies can be discovered and may cost you the job offer.
If you are concerned about what might appear on your record, you can run a self-check to review your own public records, including criminal and driving histories. This allows you to see what a potential employer will see and prepares you to address any issues. Having your own documentation in order can also help expedite the verification process.
Should the background check uncover something negative, be prepared to discuss it professionally if the employer gives you the opportunity. If you discover an error on your report, remember that you have the right to dispute it. You can contact the background screening company to report the inaccuracy and have it investigated.