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.

FAQs about Employment Background Check

Do employers need a candidate's permission to run a background check?
Yes. If a consumer-reporting agency is used, employers must get written consent and follow FCRA notice and adverse-action requirements.
Can employers check medical records during hiring?
Generally no. Medical inquiries or exams must comply with the ADA and typically occur only after a conditional offer and when job-related.
Are criminal records an automatic disqualifier?
No. Use of criminal history must be job-related and consistent with law. Many jurisdictions restrict how employers use this information and require individualized assessments.
Can an employer use credit reports to screen applicants?
They can for certain positions, but use is subject to the FCRA and to state or local restrictions that may limit credit checks for hiring.
What is continuous monitoring?
Continuous monitoring is an ongoing check of criminal, sex-offender, or other records after hire - often used for high-risk roles and performed only with appropriate consent and policy controls.

News about Employment Background Check

Background Checks and the 2025 Government Shutdown: Delays, Data Freshness, and What You Can Do - JD Supra [Visit Site | Read More]

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

Washington Employers: Prepare for Hiring Practice Shifts as New Background Check Requirements Take Effect in 2026 + 2027 - Jackson Lewis [Visit Site | Read More]

Warning over unforeseen side effect of government shutdown hitting middle-class families - Daily Mail [Visit Site | Read More]

Judge OKs $2.4M PeopleFacts Background Checks Deal - Law360 [Visit Site | Read More]

Expert Reviews of the Best Employee Background Check Services for Small Businesses in 2025 - TechRadar [Visit Site | Read More]

Pentagon investigator admits to faking dozens of Top Secret security clearance background checks - The Independent [Visit Site | Read More]