What Is a Pre-Employment Background Check? 

Pre-employment background checks can include different types depending on the job, local regulations, industry requirements, and company policy. However, there are a few basic components that most checks have in common: verifying the candidate’s identity, experience, and work history. There are several more types of background checks an employer can request, depending on the information they need. Here is a list of some of the most common background checks:

Identity verification: one of the most important checks is identity verification – ensuring the candidate is who they claim to be. This may use information like birth certificates and Social Security numbers.

Education check: This check ensures a candidate’s education credentials are true and accurate. It verifies their degrees, training, or certifications, which may be requirements in some fields like banking or medicine.

Employment history: This check compares employment records with the records provided by the applicant to help the hiring team gauge their experience level.

Government-issued licenses: Some positions require formal licensing, like medical professionals, contractors, or teachers. This check verifies the necessary credentials are correct and up to date.

Criminal record: Several industries require a criminal records check and may disqualify a candidate based on an ineligible criminal record. This helps ensure job safety and company compliance with regulatory standards.

Credit history: Credit report checks may not be appropriate for every candidate, but they are common for positions like C-suite or upper-level management to ensure the applicant is financially responsible.

Motor vehicle record: Motor vehicle records checks are most common for positions that require an applicant to drive or operate some vehicle. These are often required for insurance purposes and help ensure you are not putting an irresponsible driver behind the wheel.

Pre-employment background checks are standard practice in most industries. They verify the applicant’s information and credentials, and can even protect employers if the applicant causes problems later on. Here are some other reasons why it’s important to conduct background checks:

• Ensure the candidate has the necessary qualifications – one of the most important reasons for background checks, is to ensure an applicant’s qualifications are current and valid.
• Comply with regulatory requirements – some industries, like teaching or finance, require employers to conduct background checks for the safety of clients and customers.
• Support workplace safety – background checks also help ensure safety in the workplace by screening for things like criminal records or vehicle violations.
• Reduce company liability – companies who fail to conduct proper background screenings can be held liable if their employees cause damage or harm, especially if they have a record.

Background checks deal with much private information and can be very invasive. Luckily, several laws in place dictate how this information can be used and to protect people from unfair or discriminatory practices.

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act is a law that gives people the right to contest incorrect or incomplete background checks. Under this law, subjects have limited protection and avenues of recourse if something in their background check is inaccurate. This is very important as these checks can impact major parts of a person’s life, such as job and housing opportunities. The FCRA requires employers to comply with several notice requirements that allow potential hires to access and refute findings. Some states have additional rules and guidelines; the employer must know and comply with these laws.

Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission sets rules about what information employers are allowed to use and how they’re allowed to use it. It specifically prohibits hiring decisions based on aspects like race, gender, age, or disability status. This applies to information from a background screening and information gathered during interviews. It also gives examples of prohibited practices not to be used during the hiring process, such as asking discriminatory questions in an interview. For example, an employer cannot ask if a candidate is pregnant or if they plan on having children in the future, as this could be used to not hire candidates they think may use maternity or family leave.