What kind of background checks are there

What is your new employer looking for exactly? How far back will they check? And why do you need a drug test? Worry no more! Background checks also called background screening, employer screening, or employment verification are very common and, generally speaking, a piece of cake! We are going to take you through the ins-and-outs of background screening, to put you at ease, and get you into your dream job.

At some point, most likely post-offer, your new employer will let you know that they need to do a background screening. They will provide you with a disclosure form and ask you to sign an authorization for the screening.

Once signed, this permits your potential employer to request a report from a third-party Consumer Reporting Agency CRA , like HireRight, to examine specific areas of your life. In the U. In some jurisdictions, a visit to a courthouse to obtain documentation may be required.

Our researchers often consider themselves highly analytical, looking to complete verifications as efficiently and effectively as possible! Learn About the Life of a Verification Researcher. We know that candidates are anxious to get results from their checks. The CRA works as quickly to research all of the requested information, assemble it in a report and return it to your potential employer. The entire process generally takes a few days but can take up to a couple of weeks.

Some searches and verifications are contingent on returned phone calls and public record systems — and that access can be impacted by holidays, government shut-downs, or even pandemics. Each year, HireRight surveys thousands of Human Resources professionals and shares those results in our annual Global Benchmark Report.

We learn why they perform screenings and the most common types of searches and verifications requested. They need to know that the person they are hiring is truthful about the information provided to secure the job. A quick web search can reveal some significant cases of employment fraud , demonstrating the need for background checks. The most common types of background checks search for criminal activity, verify employment and education, including identity verification, and request driving records.

Some employers also review credit, and social media, and conducted drug tests. The purpose of a background check is to verify that a person is who they claim to be. An employer typically runs a check on their new employees to confirm that all the information provided on an application or resume is correct.

Some employers require extensive checks and some require more basic screenings. This all depends on the position and specific employment requirements. A new hire is a liability for the company.

The employer can greatly mitigate risk by screening all potential hires. The employer is liable to guarantee a safe working environment for all co-workers. For convenience, we define background checks into four levels of depth and detail. The first level is more automated with database information; level two includes state and national fingerprint-based tests, moving up to level three, which includes criminal history, education, previous employment verifications, and reference checks.

There are many different kinds of background checks available which the employer can use to investigate the prospective hire. The depth and detail of background checks can vary depending on the needs of the employer. Each state has guidelines, which employers must follow when making hiring decisions.

The following are common types of background checks that employers can perform on any job applicant in Criminal background checks include reports on past arrests, convictions of felonies and misdemeanors, court records, warrants, sex offenses, incarceration records on a county, state, and national level. Tenant background checks are for landlords who are interested in screening their potential tenants. Childcare background checks include state criminal background, state and federal fingerprints, child abuse and neglect lists, state and national sex offender lists.

Gun sales background checks would go through the national instant criminal background check system. A purchase can only be made by individuals who comply with this background check. A security clearance check includes extensive searches, face to face interviews with investigators, and criminal background checks. In this type of background check, the department of homeland security database is used to verify a valid social security number and citizenship of the applicant.

E-Verify is a more extensive option as compared to the I-9 verification. An international background check includes a criminal check, education verification, and employment history in specific countries of interest.

A credit background check includes payment history, civil judgments, tax liens, bankruptcies, unpaid bills in collections, and recent credit inquiries. This report consists of information collected Experian, TransUnion, and Equifax.

The social security number trace allows the employer to know whether or not an individual is who they say they are. In this type of check, research is conducted on the internet and social media Facebook, Twitter, or LinkedIn. The sexual offender registry check reviews the history of past sexual offenses. When hiring for positions that deal with minors, schools, education, or daycares, this check is helpful. If not conducted, it could lead to accusations of negligent hiring or retention lawsuits in the event of employee misconduct.

Education verification involves contacting the institutions where the education was completed to verify the dates and degrees earned. Verifications of employment involve calling previous employers and verifying the position and employment dates. Professional references could include previous co-workers who can provide details such as how the employee behaved in the workplace and their level of skills.

The human touch added by the team sets the background check reports apart from other screening companies. All background checks are submitted and personally reviewed by an analyst who assesses the reports manually to ensure accuracy.

Employers can use a credit background check to prove whether or not a potential employee is fiscally responsible, especially when the position they are interviewing for deals closely with money or finances. Employers should consider viewing public social media accounts and posts of potential employees to learn more about them. There are numerous pitfalls, however, to be aware of before relying on any information collected through an i nternet social media search such as Facebook, Twitter, or LinkedIn.

A comprehensive media search may save your company time and money in the long run by helping you make a solid hire. Can your job applicant drive 55? So long as you have their permission, employers can run a driving record check to prove any applicant or current employee has a safe driving history. Results from a driving record check include:.

One of the top falsehoods a person may put on their resume is fraudulent professional credentials. Confirming professional licenses and certificates can be used in all industries for all position titles, to verify if a degree or credential was received, to confirm the date awarded, and to identify any fictitious information included by the applicant.

Is the applicant who they actually say they are? Seems like a strange question to ask, but sometimes applicants may lie about their identity to gain employment. A simple trace of their social security number can help employers verify that the personal information provided by an applicant is truthful. These types of checks can also verify if someone is eligible to work in the United States.

Each client is provided with a personally tailored employment-screening package that provides consistency of process, legal compliance, long-term savings, and the information necessary to make the best possible hiring decisions.