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How Extensive Should A Background Check Be?

January 15, 2025by Barbara Flynn0

The extent of a background check should depend on your industry, the specific role you’re hiring for, and the potential risks associated with the position. Here’s a guide to help you determine the level of background screening your business should consider:

 

  1. Consider the Role and its Responsibilities
  • Entry-Level or Low-Risk Positions: Basic checks may suffice, such as verifying identity, education, and employment history.
  • Mid-Level or Customer-Facing Roles: Include criminal background checks and professional reference checks to assess reliability and trustworthiness.
  • High-Risk or Sensitive Positions: For roles involving financial management, access to confidential data, or working with vulnerable populations, more extensive checks may be necessary, such as credit reports, motor vehicle records, or drug testing.

 

  1. Common Types of Background Checks
  • Identity Verification: Confirms the applicant’s identity using Social Security numbers or other identifiers.
  • Employment Verification: Confirms past employers, roles, and dates of employment.
  • Education Verification: Ensures the candidate has the required degrees or certifications.
  • Criminal Background Check: Searches for criminal records at local, state, and federal levels, especially for positions requiring high trust.
  • Reference Check: Evaluates character and work performance through conversations with past supervisors or colleagues.
  • Credit History Check: Relevant for positions managing finances or handling sensitive financial information.
  • Motor Vehicle Records: Essential for roles involving driving, such as delivery or transportation jobs.
  • Drug Testing: May be required for safety-sensitive positions or compliance with federal or industry-specific regulations.
  • Professional License Verification: Confirms the validity of required licenses for regulated professions, like healthcare or law.

 

  1. Align Checks with Legal and Ethical Standards
  • Avoid Unnecessary Checks: Limit your scope to information directly relevant to the position.
  • Comply with Laws: Ensure adherence to laws like the Fair Credit Reporting Act (FCRA), Ban-the-Box laws, or state-specific privacy regulations.
  • Respect Candidate Privacy: Only access information you are legally permitted to review, and inform candidates about the process.

 

  1. Frequency of Checks
  • Pre-Employment Checks: Run comprehensive checks before hiring.
  • Ongoing Checks: For roles of high responsibility, periodic checks may be necessary (e.g., annual license verification or driving record reviews).

 

Balancing Thoroughness and Efficiency

While you want to minimize risks, excessive checks can slow hiring and may deter qualified candidates. Tailor the background check to the role’s level of responsibility while being mindful of your industry’s best practices and legal requirements.

Barbara Flynn

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