Background checks verify experience, education, criminal and financial history, driving records, work authorization, and more. Employers must obtain consent, follow FCRA procedures, and respect ADA and local fair-hiring rules. Use job-related screening, third-party verifications, and ongoing monitoring for sensitive roles.
Why background checks matter
Resumes and interviews offer a snapshot of a candidate, but employers increasingly rely on background screening to reduce hiring risk. A thorough check helps confirm identity, verify experience and education, and uncover issues that could affect workplace safety, finances, or reputation. Screening also supports compliance with legal and regulatory obligations for certain roles.
Core checks employers commonly perform
Employment verification
Confirm past job titles, dates, and reasons for leaving. Many organizations use third-party screening firms to speed verifications and reduce errors.Education verification
Verify degrees or certifications with the issuing institution or with credential verification services to avoid falsified claims.Criminal history
Employers review criminal records where permitted, but must follow federal and local laws. Many jurisdictions limit how and when criminal history can influence hiring decisions.Credit and financial checks
Credit reports may be used for positions with financial responsibility, but use is governed by the Fair Credit Reporting Act (FCRA) and by state or local restrictions.Driving and motor vehicle records
For roles that involve driving, check driving records and licenses to confirm safe operation and valid credentials.Sex offender registries and court records
Employers sometimes check public registries and court records for roles with access to vulnerable populations. Use should be job-related and consistent with local law.References and character checks
References from former supervisors or professional contacts remain a valuable source of behavioral and performance information.Medical and disability-related checks
Medical inquiries and examinations are subject to the Americans with Disabilities Act (ADA) and other laws. Generally, health-related checks occur only after a conditional job offer and must be job-related and consistent with business necessity.Work authorization (I-9/E-Verify)
U.S. employers must confirm eligibility to work. Some employers use E-Verify where required or permitted.Social media and online presence
Employers increasingly review public online information. Screen responsibly to avoid decisions based on protected characteristics or non-job-related activities.International and continuous screening
Global hires require international checks. For sensitive roles, employers may implement ongoing or continuous monitoring (with consent) to detect post-hire issues.Compliance, consent, and best practices
Obtain written consent when a consumer-reporting agency conducts a background check, follow FCRA notice and adverse-action procedures, and respect state/local restrictions such as "ban the box" or limits on credit checks. Document a consistent policy that ties screening steps to job requirements, minimizes bias, and protects candidate privacy.
Background checks help employers make better decisions, but they must balance risk management with legal compliance and fair-hiring practices.