An employment background check is a standard step in the hiring process. Employers use these screenings to verify the information on your application and assess potential risks in the workplace. Understanding what these reports contain can help demystify the process and prepare you for this part of a job search.
Common Information Found on Employment Background Checks
Criminal Records
A primary component of most employment background checks is a search for criminal history. These reports detail felony and misdemeanor convictions and may also include pending criminal cases. The extent of this search can vary; some employers look at national databases, while others focus on county or state-level records.
The type of job often dictates the search’s scope, with roles in finance or childcare requiring more thorough vetting. Employers evaluate this information based on the nature of the crime, when it occurred, and its relevance to the job’s responsibilities. An active arrest warrant could also appear, and a search of national and state sex offender registries is a frequent part of this screening.
Identity and Address History
Verifying your identity is a foundational part of any background check, often accomplished through a Social Security Number trace. This trace confirms your legal name and date of birth. It also generates a history of your previous addresses by cross-referencing your SSN with credit and public records.
This address history allows the background check company to identify the correct jurisdictions, such as counties and states, where they need to search for criminal or civil records. An accurate history ensures a more comprehensive report.
Employment History Verification
Employers need to confirm that the work experience you listed on your resume is accurate. Employment verification confirms your previous job titles, dates of employment, and the names of your past employers.
Background check companies contact the human resources or payroll departments of your former employers to get this information. While some previous employers may only confirm basic details, others might provide information about your job responsibilities.
Education Verification
Similar to work history, employers also want to confirm your educational qualifications. An education verification check confirms the degrees or certifications you have earned, the dates you attended, and the name of the institution. This is particularly important for jobs where a specific degree is a firm requirement.
This verification is done by contacting the registrar’s office or records department of the educational institutions you listed. It ensures that a candidate’s academic credentials are legitimate and meet the standards set for the position.
Motor Vehicle Records
For any job that involves driving, a review of your motor vehicle records (MVR) is standard. This report provides a look at your driving history, including any traffic violations, license suspensions, or DUIs. Companies use this information to assess safety and liability risks.
MVR reports can look back several years, with some states providing data that is seven years old or even older. A poor driving record can be a significant red flag for driving-related positions.
Credit History
For roles with financial responsibilities, a credit history check may be part of the screening. These reports provide insight into an individual’s financial behavior, showing information on debt, payment history, and bankruptcies. These employment credit reports do not include your credit score.
Employers in the banking or finance sectors use this information to gauge a candidate’s responsibility and potential risk of fraud. The use of credit reports is regulated and only requested for relevant positions.
Professional Licenses and Certifications
For many professions, holding a valid license or certification is a requirement. Background checks can verify the status of these credentials, ensuring they are active, in good standing, and free of any disciplinary actions. This applies to fields like healthcare, law, education, and skilled trades. The check is conducted by contacting the state or federal licensing board that issued the credential.
Information Not Typically Included
While background checks are thorough, there are limits to the information they can include. Your full medical history is not part of a standard employment background check due to protections under the Americans with Disabilities Act (ADA).
Records that have been legally sealed or expunged by a court order will not appear on a background check. Juvenile court records are also confidential and not accessible for general employment screening.
Legal Protections and Your Rights
The Fair Credit Reporting Act (FCRA) is a federal law that regulates the background check industry and provides protections for job applicants. A company cannot run a background check on you without your clear, written consent, which is usually obtained during the application process.
If an employer considers not hiring you based on your background report, the FCRA grants you specific rights. You are entitled to receive a copy of the report and a summary of your rights before the final decision is made. This “pre-adverse action” notice gives you an opportunity to review the information for errors.
The FCRA also limits how long certain negative information can be reported. For example, civil suits, judgments, and arrest records generally cannot be included if they are more than seven years old. Many states have also enacted “Ban the Box” laws, which control when an employer can ask about your criminal history.
How to Handle Inaccuracies on Your Report
Discovering an error on your background check can be stressful, but you have the right to correct it. First, contact the background check company, also known as the consumer reporting agency (CRA), that prepared the report. Formally dispute the inaccurate information in writing and provide any documentation you have to support your claim.
The CRA is legally obligated under the FCRA to investigate your dispute, typically within 30 days. They must contact the source to verify its accuracy and remove or correct anything found to be erroneous. A corrected report must then be sent to you and the employer.
It is also wise to inform the potential employer about the situation, letting them know you are taking steps to correct the error. This proactive communication can demonstrate your honesty and may encourage the employer to keep your application under consideration.