For many job seekers, the pre-employment background check can be a source of anxiety. The purpose of a background check is for an employer to verify the information you provided and assess potential risks, ensuring they make an informed hiring decision. This process helps organizations maintain a safe and trustworthy work environment. Understanding what these checks entail and what can lead to a negative outcome demystifies the process and helps candidates prepare.
What Information is Reviewed in a Background Check
The scope of a pre-employment background check can vary depending on the employer, the industry, and the specific role you are applying for. Most standard screenings review a consistent set of personal and historical data to build a comprehensive profile of a candidate.
A criminal record check is one of the most common components. This search can reveal felony and misdemeanor convictions and pending criminal cases. Employers also conduct employment verification to confirm the accuracy of your work history, including previous job titles and dates of employment. Similarly, education verification confirms academic credentials, such as degrees or certifications, that you have listed on your resume.
For certain positions, the screening may extend further. A motor vehicle report, or driving record, is pulled for jobs that involve operating a company vehicle. This report details a candidate’s driving history, license status, and any vehicle-related charges. In roles with financial responsibilities, such as in banking or accounting, a credit history check might be included to assess financial reliability.
Common Reasons for Failing a Background Check
Criminal History
A criminal record is a frequent reason for a negative background check result. The report may show various levels of offenses, including misdemeanors and more serious felonies. The relevance of a conviction is often weighed against the responsibilities of the job itself. A conviction for financial fraud, for example, would carry more weight for an accounting position than for a landscaping job.
Inconsistent or False Information
Discrepancies between the information you provide and what the background check uncovers can be a red flag for employers. This includes falsifying details on a resume or job application, such as inflating job titles, misrepresenting employment dates, or claiming unearned degrees. While minor mistakes can happen, a pattern of intentional dishonesty suggests a lack of integrity and trustworthiness to a potential employer.
Poor Credit History
A poor credit history is a factor for specific types of jobs, particularly those in finance, banking, or executive management. For positions that involve handling money or have significant financial responsibilities, employers may view a candidate’s credit report as an indicator of their personal judgment. Issues such as excessive debt, a history of late payments, or recent bankruptcies can raise concerns about a candidate’s ability to manage financial matters responsibly.
Concerning Driving Record
For any position that requires driving as a primary function, a poor driving record can be a disqualifying factor. A motor vehicle report (MVR) check will reveal unsafe driving practices, such as a suspended license, multiple traffic violations, a history of accidents, or serious offenses like a DUI conviction. Employers check these records to avoid legal and insurance liabilities that could arise from an employee getting into an accident while on the job.
Failed Drug Screening
Many job offers are contingent upon passing a drug test. Companies, especially in safety-sensitive industries like transportation and manufacturing, have strict, zero-tolerance policies regarding drug use. A positive test for illegal substances will lead to the withdrawal of a job offer. Even if a substance like marijuana is legal in a particular state, a company may still prohibit its use according to its own policies.
Negative Professional References
While less of a formal “fail,” negative feedback from professional references can halt a job offer. During reference checks, former employers might provide information about insubordination, chronic absenteeism, or serious performance issues. If references cast doubt on your character, work ethic, or ability to perform the job, it can be enough for an employer to reconsider their hiring decision.
Understanding Job-Specific Requirements
What constitutes a “failed” background check is not a universal standard; it is almost always evaluated in the context of the specific job’s duties. Employers look for information that is directly relevant to the role you would be performing. This principle of “job-relatedness” helps ensure that hiring decisions are fair and legally compliant.
The relevance of certain findings can differ dramatically from one job to another. For instance, a poor credit report would be a concern for a bank teller, as this role requires financial trustworthiness. However, the same credit report would likely be irrelevant for a software developer whose job has no connection to financial management.
Similarly, a past DUI conviction would be an immediate disqualification for a commercial truck driver, as it directly relates to the core function of safely operating a vehicle. For an office administrator who will not be driving for work, the same offense, particularly if it occurred several years ago, may be viewed with less concern.
Your Rights After a Negative Result
If an employer decides not to hire you based on information found in a background check, you have specific rights under the Fair Credit Reporting Act (FCRA). The FCRA outlines a clear process that employers must follow, providing you with the opportunity to see the information and respond to it.
Before an employer can take adverse action, such as rescinding a job offer, they must provide you with a pre-adverse action notice. This notice must include a copy of the background check report they used and a summary of your rights under the FCRA. This gives you a chance to review the report for errors.
If you find information in the report that you believe is inaccurate, you have the right to dispute it directly with the consumer reporting agency (CRA) that prepared it. The CRA must investigate your dispute, usually within 30 days, and correct or remove any unverified information. After taking adverse action, the employer must provide a final notice, which again informs you of your rights.