Cheap background checks can speed early screening but should not be the final word. Employers must follow FCRA and local rules, verify key findings at the source, tailor checks to the role, and document hiring decisions. For high-risk roles, use reputable screening professionals.

Why a low-cost background check isn't always enough

Hiring decisions carry legal and operational risk. Low-cost background checks can be useful for early screening, but relying on them alone before making a hiring decision increases the chance of missed records, identity-matching errors, or noncompliance with employment laws.

Legal and compliance risks to watch

Employers who use background reports for hiring must follow federal and state requirements, most notably the Fair Credit Reporting Act (FCRA) for consumer reports used in employment. Mistakes or improper use of background information can lead to litigation, regulatory penalties, damaged reputation, or licensing problems in regulated industries.

Beyond FCRA, state and local rules matter. "Ban-the-box" and fair-chance laws limit when employers can ask about criminal history. Many jurisdictions also have record-sealing or expungement rules that change how convictions should be treated. Screening practices that ignore these rules expose employers to risk.

Why low-cost screens fail

Lower-priced vendors often rely on automated aggregators, incomplete databases, or old record sources. Common gaps include:
  • Missing or inaccurate county court records.
  • Incorrect matches from name/SSN confusion.
  • Failure to account for sealed or expunged records.
These gaps don't mean every budget provider is unreliable, but they do mean employers should not accept a single inexpensive report as definitive.

Practical, modern screening steps

  1. Use an FCRA-compliant provider when reports influence hiring decisions. Get written applicant consent and provide required pre-adverse and adverse action notices when warranted.
  1. Verify critical items at the source. If a report flags a conviction, recheck the relevant court record or obtain certified documentation.
  1. Tailor checks to the role. Run driving records for drivers, credit reports only when job-related and lawful, and professional-license verifications for regulated roles.
  1. Respect local laws. Check applicable state and local ban-the-box, expungement, and disclosure rules before evaluating a criminal record.
  1. Document decisions. Keep records of reports, communications, and hiring decisions to show consistent and lawful processes.
  1. Consider periodic rechecks for safety-sensitive roles and use multi-source verification (education, employment, references) rather than a single data point.

When to hire screening professionals

If your organization handles large hiring volumes, regulated positions, or roles with safety or fiduciary risk, invest in a reputable screening partner that conducts primary-court searches, identity resolution, and compliance support.

Bottom line

Cheap background checks can speed early screening, but they are not a substitute for compliance and source verification. Use low-cost tools for initial sifts, then verify important findings with FCRA-compliant providers, court records, and role-appropriate checks before you hire.

FAQs about Cheap Background Check

Are cheap background checks illegal to use?
No. Using a low-cost background check is not illegal, but employers must still comply with applicable laws (FCRA, state/local rules) and follow required consent and notice procedures when reports influence hiring.
When should I verify a background report at the source?
Verify any report that affects a hiring decision - especially criminal convictions, professional licenses, or identity-sensitive findings - by checking the court record, licensing body, or primary source.
Can I run a credit check on a job applicant?
You can only run a credit report when it is job-related and permitted by law. Many states limit or prohibit employment credit checks, so check local rules first and obtain written consent.
What is ‘ban-the-box’ and how does it affect screening?
Ban-the-box laws delay or restrict asking about criminal history during hiring. They vary by jurisdiction; employers must follow the local timing and disclosure requirements when screening criminal records.
When should I hire a professional screening firm?
Consider a reputable screening partner for large hiring volumes, regulated positions, safety-sensitive roles, or when you need court-level searches, identity resolution, and compliance guidance.