What Is a Soft Background Check?

Background checks have become an integral part of the hiring process, but they can still strike fear into those being checked, especially when it’s unclear what exactly is under the microscope. 

The term background check is now commonly used, but what does it mean, and how does it differ from regular background checks? 

So, What Is a Soft Background Check?

A soft background check is more or less precisely what you would imagine it to be: generally less thorough than a “hard” background check. It’s the baseline standard for background checks in this country.

Employers or other organizations might run a soft background check to get an overview of a candidate’s history without digging too deeply into sensitive information. It typically pulls less data than a comprehensive check, focusing more on general details like identity verification or public records.

What Shows up on a Soft Background Check?

What appears on a soft check depends on what has been requested by the employer. However, it usually focuses on basic information such as:

• Identity Verification: Checks that a person is who they say they are and that their full name, address, and date of birth match up.
• Employment Verification: This might examine past employment history in less depth than a comprehensive check.
• Education Verification: Degrees or certifications are often checked to ensure that candidates have studied where they claim and to what level.
• Public Records: Soft checks often examine general public records. These can include voter registration, real estate holdings, or other information available in public databases.

What Is the Difference Between a Hard and Soft Background Check?

While a hard or comprehensive background check examines everything in depth, a soft check is more surface-level. It can still uncover important information that can either make or break job prospects, but it will only examine things like financials if explicitly requested. 

Hard checks are typically required for high-level positions or those where financial trust needs to be assured. They might also be carried out for specific industries that require them, such as healthcare and education. Soft checks, on the other hand, are more lightweight and might be more appropriate for a lower-level position. 

What Are the Benefits of Soft Background Checks?

Less Invasive

Soft background checks are much less invasive and are often more welcome than others. They don’t set the nerves jangling and the sweat pouring in quite the same way. There’s less worry about personal finances or private history being scrutinized, which makes the entire process feel less anxiety-inducing. 

Won’t Affect a Candidate’s Credit Score

This is still a bit of a murky area. While, officially, a hard background check shouldn’t affect credit scores, there’s been a long-standing belief that it does. While that remains a bone of contentious and rabid online debate, the good news is that a soft check definitely doesn’t. 

It’s a major benefit if someone’s applying to numerous positions and, therefore, has several background checks taking place.

Quicker Results

Hard background checks can take time, which stacks up if you’re under pressure to fill a position. A soft check is typically done much faster, meaning you get to the decision-making stage much quicker. This is particularly important when you have a group of candidates to choose from.

Ideal for Entry-Level or Less Sensitive Roles

A soft background check is often enough if you’re hiring for an entry-level role or a position that doesn’t deal with confidential information. It means that companies can get an excellent general view of a prospective employee without digging all the way down. 

Privacy-Friendly

Soft background checks provide a better balance of privacy and transparency. A candidate doesn’t feel anywhere near as exposed as during hard checks. This has become a significant factor in recent years, as was seen with Jerico Pictures Inc., which reportedly exposed the personal information of nearly 3 billion in April 2024. 

Final Thoughts

Soft background checks shouldn’t be viewed as sub-par compared with hard checks. They are still capable of flagging all of the appropriate red flags, such as a criminal history and employment history manipulation, leaving you capable of making an informed decision on a would-be employee. While they might not be appropriate for every position, for many, they provide everything you need.

For companies deciding whether to perform soft or hard background checks, ScoutLogic offers a wide range of screening options for every type of candidate and situation. We’ve got the best solutions for the most basic checks to the most detailed and comprehensive. You choose your level, and we’ll get to work.

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.