What Should an Employment Background Check Include?
There is no single employment background check that is right for every job. The better question is not simply, 'Do we run background checks?' It is, 'Are we screening for information that is relevant to this position and applying that process consistently?'
Criminal background screening
Criminal record searches are a common component of employment background checks, but employers should consider the role, jurisdiction, and applicable laws when deciding what information to request and how to use it. The EEOC advises employers to apply background standards consistently and cautions against criminal-record policies that unlawfully discriminate. When criminal history is considered, relevance to the position matters.
Employment and education verification
Employment verification can help confirm information such as previous employers, positions, or dates of employment, depending on the verification available. Education verification can help confirm degrees, attendance, or credentials when those qualifications are relevant to the role. These checks can be especially useful when experience or education is a material hiring requirement.
Professional licenses and credentials
For regulated or specialised positions, employers may need to verify professional licenses, certifications, registrations, or other credentials. Healthcare is one obvious example, but credential verification can also matter in transportation, financial services, education, and other industries.
Motor vehicle records and drug testing
Driving positions may call for motor vehicle record checks or additional transportation-specific screening. Employers with workers covered by DOT and FMCSA requirements may also have drug and alcohol testing and Clearinghouse obligations. These checks should be tied to the duties and regulatory requirements of the position.
Build a consistent, role-based screening policy
Creating defined screening packages for different job categories can help employers avoid an inconsistent process in which similar candidates are screened differently. A documented approach also gives HR teams a clearer framework for deciding what to order, how results are reviewed, and when additional steps may be required.
Remember the FCRA
When an employer obtains a background report from a consumer reporting agency for employment purposes, the Fair Credit Reporting Act applies. Among other requirements, employers generally need to provide the appropriate disclosure, obtain written authorisation, and follow required adverse action procedures when information in a report contributes to an unfavourable employment decision.
Accurate Screens works with employers across industries to build employment background screening solutions around the needs of their workforce. Contact us to discuss the right screening approach for your organisation.
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