Run targeted background checks for roles with access to children, older adults, controlled substances, or security duties. Typical checks include criminal records, sex offender registries, driving records, and credential verifications. Comply with the FCRA (consent and adverse-action steps), account for state differences (including North Carolina and California), and use consistent, job-related policies. Screening agencies can help, but employers must verify identity, allow disputes, and treat sealed or expunged records appropriately.

Why run a background check

Hiring decisions rely on interviews and references, but a background check gives objective, verifiable information you can't get in a conversation. For roles involving children, older adults, medication handling, or security, screening helps protect customers, other employees, and your business reputation.

Who should be screened

Not every hire needs the same level of scrutiny. Prioritize checks for positions with direct access to vulnerable populations (day care, elder care), controlled substances (pharmacies), unsupervised access to minors (after-school programs, camps), or security responsibilities. Retail roles that serve children or handle high-value inventory may also warrant checks.

What a typical NC background check looks at

Professional screening commonly covers:
  • Criminal convictions and disposition (state and national databases)
  • Sex offender registry matches
  • Driving records for jobs involving vehicles
  • Education and professional credential verifications
  • Employment history and reference checks
  • Military service records when relevant
A consumer reporting agency can also perform interviews and compile media or civil court records. Many employers now use continuous monitoring services that flag new criminal records after hire.

Legal limits and privacy considerations

Federal law (Fair Credit Reporting Act, FCRA) requires employers to get written consent before running a consumer background check and to follow strict notice steps before taking adverse action based on a report. Arrest records, sealed or expunged records, and juvenile records have special rules and often cannot be considered.

State and local rules vary. North Carolina offers public criminal record resources, but specific procedures, fingerprint checks, and record-sealing rules differ from other states. California, for example, has stronger consumer privacy protections and state-level limits on background checks. Check state statutes and local ordinances before designing policy.

Using a screening company

Many employers hire certified background-screening firms to collect and validate records. Reputable vendors follow FCRA, provide candidate dispute procedures, and document chain-of-custody for records. Make sure the vendor provides clear identity-matching steps to avoid mistaken matches.

Best practices for employers

  • Create a written, consistent screening policy tied to job requirements
  • Get candidate consent and disclose use of consumer reports
  • Consider only convictions that are job-related and within a reasonable time frame
  • Use the FCRA adverse-action process when declining a candidate based on a report
  • Allow candidates to explain or correct records
Background checks reduce risk but don't eliminate it. They are one tool in a safer hiring process - combined with good onboarding, supervision, and ongoing training.
  1. Confirm whether North Carolina has statewide "ban-the-box" or other limits on consideration of criminal history for private employers and list any relevant local ordinances. [[CHECK]]
  2. Verify the primary North Carolina agencies and portals commonly used for criminal history checks (e.g., SBI, AOC public records) and whether fingerprint-based checks are required for certain roles. [[CHECK]]
  3. Confirm North Carolina-specific record-sealing/expungement rules and how they affect employer use of conviction records. [[CHECK]]

FAQs about Background Check

Do I need a candidate’s permission to run an NC background check?
Yes. Under the Fair Credit Reporting Act (FCRA), you must obtain written consent before ordering a consumer report and provide required notices if you plan to take adverse action based on the report.
Can I consider arrests or sealed records from North Carolina?
Arrests and sealed/expunged records are treated differently than convictions. Many sealed records are off-limits; treat arrest records cautiously. Check North Carolina's current record-sealing rules and federal guidance before relying on such records.
Should I use a background-check company or do it myself?
For most employers, a reputable consumer-reporting agency ensures compliance with FCRA, provides identity verification, and aggregates records efficiently. Small, low-risk hires may be screened more simply, but document your process consistently.
How far back can I look at criminal history?
There's no single federal limit; reasonableness and job relevance matter. Some jurisdictions limit how far back employers may consider convictions. Adopt a policy that reflects job-relatedness and local laws.

News about Background Check

HMP Grampian hired drug smuggler as prison guard after background check error - Aberdeen Live [Visit Site | Read More]

Bay Area teacher wrongly ID'd as convict in background check; why her last name 'Smith' is to blame - ABC7 San Francisco [Visit Site | Read More]

Financial services industry faces background check challenge - Recruiter Magazine [Visit Site | Read More]

4 of the best background check services for businesses - CNBC [Visit Site | Read More]

FBI Director Kash Patel Waived Polygraph Security Screening for Dan Bongino, Two Other Senior Staff - ProPublica [Visit Site | Read More]