Selecting the Right Background Check

Using the right background screening package for each role helps support your organization's efforts to maintain compliance with applicable laws and fair hiring guidance, while also optimizing turnaround times and costs.

What to Consider

The type of background checks you may need will vary depending on the position. Creating and saving screening packages for each position boosts efficiency, and using packages as the basis for similar roles ensures screening consistency.

When tailoring screening packages, consider which screenings:

• Reveal information that is relevant to the specific job duties
• Are appropriate to the level of responsibility and seniority
• Are comprehensive, but not overly broad or too deep for the role

Screening Compliance

Developing a written background check policy on which screenings to perform for different job functions — and how to handle individualized assessments, adjudication, and adverse action — increases efficiency and promotes consistent, compliant screenings.

The EEOC has issued guidance on using criminal records in employment screenings. Blanket bans on felony or misdemeanor convictions, or considering arrests that didn't lead to a conviction, may have a disparate impact under Title VII. The EEOC recommends conducting an individualized assessment of each circumstance — including the nature and gravity of the offense, its relevance to the job, how much time has passed, and how old the candidate was at the time.

Common Types of Background Checks

Nationwide Criminal Background Check

Since there's no national database containing all U.S. criminal records, this screening searches available digitized criminal records from all 50 states. It's a fast, cost-effective "pointer" search that determines which county records should be searched next.

Statewide Criminal Background Check

A statewide criminal records search quickly finds criminal records in the entire state. Thoroughness varies — some state databases do not search every county, and some counties do not report to the state repository. Industries like healthcare or childcare may need statewide checks for compliance.

County Criminal Background Checks

County checks are the most accurate, up-to-date sources of criminal records and most felony and misdemeanor cases are filed in county courts. Of the 3,200 U.S. counties, approximately 10% charge a pass-through fee, ranging from $2–$10, though some charge $25 or more.

Federal Criminal Background Checks

Federal criminal records checks search the nation's courts for federal misdemeanor and felony records at the district level. Examples include bank robbery, fraud, embezzlement, drug trafficking, and kidnapping — common for senior roles, CPAs, and financial and banking staff.

Global Watchlist Search

Covers OFAC Sanctions, Interpol Most Wanted, FBI Most Wanted, U.S. Treasury Designated Nationals, and Department of State Sanctions lists.

Employment Verification

Confirms past positions held by the candidate within 1–10 years, domestic or international, using a combination of databases and manual outreach to former employers.

Education Verification

Searches education databases (or manually contacts a school) to confirm dates of enrollment and degrees obtained.

Professional License Verification

For regulated professions such as accounting, nursing, or real estate — confirms credentials are active and in good standing.

SafestHires Standard Package

• SSN Trace & Address History Search
• Nationwide Criminal Database Search
• 50-State Sex Offender Registry Search
• Global Terrorist Watch Lists Search
• 7-Year County Criminal Search

SafestHires Premium Package

• Everything in Standard
• Verify Previous Employers
• Verify Diploma and/or Degrees

Customizing for Role Types

Management roles often add a Financial Risk Search for fiduciary positions. Sales roles that involve driving a company vehicle warrant an MVR check. SafestHires makes it easy to add international verifications, social media searches, professional license verifications, and many more screenings to any package.

Disclaimer

Nothing in this article should be construed as legal advice. Companies should consult their own legal counsel about their compliance responsibilities under the FCRA and applicable state and local laws.