A background check can reveal a lot of information about a job applicant. It can include criminal records, credit checks, and driving history.
However, state law may restrict what employers can ask for and use in a background check. For example, some states don’t allow employers to consider arrests that didn’t result in convictions.
Background Checks for Employment
An employer might run a background check to confirm your identity and criminal history, verify employment and education, or request driving records. Some employers also review credit and social media or conduct drug tests. You should know what information your employer is looking for beforehand so you can prepare. This can include knowing what to expect from a national background check, which a third party can conduct called a consumer reporting agency (CRA).
So, how to get a criminal background check? If you need a criminal background check, you can start by researching reputable online services or contacting your local law enforcement agency for assistance.
The CRA is required to search county, state, and federal records for criminal convictions, but how far back the CRA searches is determined by the requirements of your employer, local laws, and the Fair Credit Reporting Act (FCRA).
If a CRA searches your court records, you can review these reports before sending them to your potential new employer. This allows you to challenge any information that needs to be more accurate or complete. You also have the right to a free copy of your CRA record.
For example, employers must separate criminal data from other background check findings and comply with the Fair Chance Act. They must offer a separate report to applicants for a position who have been convicted of a crime before they can consider non-criminal convictions, pending prosecutions, and arrests that resulted in not-guilty verdicts.
Background Checks for Insurance
Insurance background checks are essential because insurance company employees come into contact with sensitive information such as social security numbers, bank accounts, and more. This makes them a potential target for theft, fraud, and identity theft. Using thorough background checks, you can find employees who won’t commit such offenses while working in the field.
The nature of the work of many people in the insurance industry requires them to be honest with customers and other employees. Certain criminal convictions of dishonesty or breach of trust make it illegal to work in this industry, and insurers must be careful to avoid employing anyone with these felony records.
Insurance background checks often include questions regarding past criminal convictions and felonies. These investigations scan local resources and federal and state government reports to establish criminal history. They typically say occurrences that include arrest warrants, sex offenses, convictions, prison time, and other details.
Some of these investigations use fingerprint scanning to uncover details that aren’t otherwise available. The process is called a Fingerprint-Based Convictions Record Search, and it can disclose records that aren’t found by searches that use only a name and date of birth or the standard FBI Criminal Record Check. These searches also allow investigators to identify prior convictions of a crime committed in another jurisdiction, even if the sentence isn’t currently reported on the individual’s state record.
Background Checks for Credit
A background check for credit examines financial information such as employment, mortgage, and car loan records. It may include bank account data, credit card info, debt amounts, and past addresses. The most common reason for a company to conduct this type of search is to assess an applicant’s level of fiscal responsibility.
A criminal background check for credit is typically conducted using police and court public records to find information about arrests, indictments, and convictions. Law enforcement agencies and the state’s Division of Criminal Justice Services compile this data. The results of this check are known as a criminal history record response, police certificate, or police certification. This report includes the results of a fingerprint-based record search conducted by DCJS, often used for employment, licensing, and adoptions.
A background check for credit can also be performed by third parties who charge a fee for their services. These searches typically use the same sources as official background checks but can provide more detailed and individualized information than official records. Third-party screening companies benefit employers who need accurate and compliant information with quick turnaround times. They can also offer services like vehicle and driving records, education verification, and reference checks.
Background Checks for Driving Record
A background check for a driver’s record is integral to the hiring process. It can reveal important information that might affect an employer’s decision to hire someone for a position that requires driving and may help an employer avoid liability for accidents caused by employees on the job.
A Motor Vehicle Report (MVR) is a record from the Department of Motor Vehicles (or DMV, in some states) that includes a person’s licensing information and history, including a license number, expiration date, state where issued, suspensions, convictions, traffic infractions, and accidents. It also includes a driving record “score” of the number of black marks against an individual and their severity.
Typically, MVR reports are available for up to three years. They can be conducted independently or as part of a more comprehensive background check. MVRs are subject to the Fair Credit Reporting Act and related state laws like other consumer reports. In addition, they must be conducted in compliance with Equal Employment Opportunity Commission regulations throughout the hiring process.
MVR searches are part of our multi-state criminal background checks, including a 10-year Social Security Number address history trace. This allows us to verify the accuracy of any county or State criminal records returned and confirm that no records were found based on the applicant’s name and age.