CORI vs Background Check: What’s the Difference?

A comprehensive and accurate background check has become the final tick of approval for almost every job position. However, it can still be complicated with various stages and areas of investigation. 

When you add in terms like ‘CORI checks,’ things can get even more confusing. Is this the same as a background check? And if not, which one should an employer use to ensure accuracy and peace of mind? 

What Is a Background Check?

Let’s start with background checks, which are broad, deep dives into a person’s history to verify their identity, qualifications, and overall suitability for employment. Employers can customize checks based on their preference or to meet specific legal or industry standards. 

These checks have numerous benefits, from increasing job applicant quality to improving workplace safety. 

What’s Included in a Background Check?

A background check can potentially cover a lot of factors and information, but here are the most common:

• Criminal Records – Nationwide and state-specific searches for felony and misdemeanor convictions. Criminal record checks are generally considered the most common aspect of background screening.
• Employment Verification – This confirms that their glittering resume is as good as it looks, confirming previous employment history, job titles, and dates of employment.
• Education Verification – Employers can check the validity of degrees and certifications earned.
• Credit History – This isn’t common for most positions and is, in many cases, against the law in some states, but for positions involving financial responsibilities, a look at your credit history might be included. 
• Driving Records – If the role involves driving or anything that involves operating vehicles, you can expect the background check to carefully examine a candidate’s driving records. 
• Professional License Verification – For positions that require professional licenses, background checks will ensure valid credentials and that the individual has not been red-flagged or struck off any eligibility lists.

The depth of a background check depends on the employer’s requirements and the specific job being applied for. 

What Is a CORI?

A CORI background check is specific to Massachusetts and stands for Criminal Offender Record Information. Unlike general background checks, the CORI, which is regulated by the Massachusetts Department of Criminal Justice Information Services (DCJIS), focuses entirely on criminal records that can be accessed by employers, landlords, and organizations seeking to vet individuals for security and safety purposes. 

What’s Included in a CORI?

While the CORI excludes much of the information screened in other background checks, it goes deep into criminal record information by using four distinct levels, each granting access to different types of information based on the requesting entity’s purpose and authorization.

Level 1

This is the most basic level and provides information accessible to the general public. It’s generally used for the lightest checks needed, as it only picks up felony convictions within a specific timeframe.

Level 2

Level two is used for most standard employment checks and covers misdemeanor and felony convictions available to employers, landlords, and volunteer organizations. 

Level 3

Level three provides a more comprehensive examination of an individual’s criminal history, including pending cases. It’s common for positions that require access to vulnerable individuals (children, the elderly, or people with disabilities.)

Level 4

For positions that require the sternest examination of a person’s criminal history, welcome to level 4. This is usually reserved for law enforcement and government agencies, who have the power to view sealed records and juvenile cases that are practically off-limits to other checks. 

Most employment positions range between level 1, for the lightest checks, and level 3, for positions with vulnerable individuals. Level 4 isn’t particularly common but exists for that upper echelon of positions requiring the most comprehensive checks possible.

Key Differences Between a CORI and a Background Check

Understanding the differences between a CORI and a background check is essential for employers trying to make smart hiring decisions. Here are the main distinctions:

Scope of Information

A background check can screen various aspects of a person’s history, including employment, education, financial information, and criminal history, while a CORI check is limited to criminal background.

Geographic Limitation

CORI checks are specific to Massachusetts, whereas background checks can cover national and even international records.

Accessibility

This is an important one. While third-party screening services can conduct background checks, the DCJIS regulates CORI checks and requires specific authorization.

Customization

Background checks can be tailored to an employer’s needs, whereas CORI checks are rigid in their structure and content.

Legal Requirements

Massachusetts is strict on how the CORI is carried out, which is why the DCJIS is so closely involved. On the other hand, background checks and their laws vary wildly depending on where you are in the U.S. 

Frequently Asked Questions

Is a Background Check the Same as a CORI?

No. A background check is a broad term used across the United States to describe an investigation into criminal records, employment verification, education history, and more. The CORI is only used in Massachusetts and focuses only on criminal record checks regulated by the Massachusetts Department of Criminal Justice Information Services. 

Final Thoughts

While a CORI and background check might involve partly the same subject matter, a person’s criminal history, that’s about where the similarities stop. The CORI focuses solely on criminal records in Massachusetts. At the same time, background checks can be used anywhere in the United States to provide a more comprehensive investigation into a person’s history, including education, employment verification, driving records, license verification, and financial screening where needed.

Unless you’re operating within the narrow bracket where the CORI operates, it makes more sense to use a background check that can do everything the CORI does and more. ScoutLogic provides thorough background checks that you can trust, ensuring all bases are covered and giving you the peace of mind that you’ve got the best person for the job.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.