Employment Background Screening Basics for Hiring Managers

With around 96% of companies conducting some type of employee background screening during their hiring process,  according to a report by the Society for Human Resource Management (SHRM), it’s safe to assume a large percentage of people in the workforce have undergone a background check for employment. Even if you aren’t responsible for candidate background checks, it’s important to understand the basic definitions and elements of the background screening process.  

Understanding the workings of an employee background check can empower employers to make informed hiring decisions to safeguard their workplace. Let’s start by defining the common background checks used for employee background screening and identifying the personal information typically collected for reporting.

Employee background checks defined

Background checks are often requested by employers and completed by third-party reporting agencies, known as consumer reporting agencies (CRAs). This could include:  

• Local, state, and/or federal criminal records - Records that could identify a history of criminal convictions. 

• Driving records - A search of a state’s records that could identify a history of dangerous driving.

• Sex  Offender Registry search – A search of a database that could identify registered sex offenders.
• ID searches - These searches help identify if someone has additional names or locations that they could be associated with. Results are often used to complete additional searches. 
• Social media searches - A review of the candidate’s online presence that can identify potentially problematic behavior.
• Education history - Confirmation of academic history.
• Employment history - Confirmation of previous employment. 

It’s common that the employer or CRA gathers relevant information on a candidate during the screening process, including the candidate's personally identifiable information (PII). By using identifying information like full legal names, birthdate, and Social Security number, CRAs can accurately identify that records are for the right person, helping to minimize the risk of errors.  

The scope of employee background screening 

Because there is no universal guideline for the time span covered by a background check, the criteria of the records searched can differ from one case to another. There are a few considerations that can change the outcome of the final background check report results.

• Names searched - Many individuals go through their lives with a single identifying name, but it's not always the case. Candidates that have changed their name or have a regular known alias or nickname could have records under different names.
• Locations searched - It's not often that an individual lives in a single location for their entire life. Searching beyond where a candidate currently resides could identify records that were obtained in alternate locations.
  
• Sources searched - Not all records are criminal in nature, and therefore may not be included in the results of a single criminal history search. A broader look at driving records, civil records, and more might identify other records that can help inform employment decisions. 
  

Other factors that can impact employment screening

When establishing or updating how employment background checks are conducted, there are other things to consider. Many differentiators between background checks point back to the role. 

• State and local laws
• Industry standards 
• The nature of the role applied for 
• Legal regulations specific to an industry and/or role

Relevance is also a determining factor of what information is collected (e.g., if driving a company vehicle is not a requirement for the role, an employer may not perform a driving record verification). While some industries and organizations have standard requirements for what data to pull in a background check, others are more flexible and may screen only for what is necessary for the role. 

Effective employment background screening solutions from Verified Credentials

Verified Credentials is a reputable and accredited CRA with a comprehensive suite of employment background screening services. Flexible account settings, fast turnaround times, and exceptional customer support are just a few of the elements that set us apart from others. Our easy-to-use background screening management platform helps employers keep everything in one convenient location with built-in administrative and reporting options.  

Learn more about what a top-rated CRA can provide for your organization. >>    

The content above is for informational purposes only. Consult with your legal counsel before initiating a background check.