A background investigation compiles information on an individual, which may be considered when determining eligibility for a job. As an employer, you need to determine what components to include in the background check based on the industry and/or position. These components may include a candidate’s criminal history, civil records, driver records, employment records, educational information, license verification, credit and bankruptcy information and reference checks. Background checks may also include drug testing, physical exams and psychological assessments. To determine which components should be included in your background check process you need to know the specifics of the types of pre-screening tools available, what they are intended to reveal and the compliance liabilities inherent in each.
Various pre-screening databases and actual paper records make a variety of information available. These sources each have the specific applications and include:
-
Criminal and civil record checks at county courthouses, state repositories and federal courts
-
Driving records checks
-
Drug testing
-
Verification of employment, education professional licensure
-
Reference checks
-
Registry checks; such as sex offender and child and elder abuse lists
-
Office of Foreign Assets Control (OFAC) Specially Designated Nationals List (SDNL)
-
Export Denial List Search
-
Patriot Act Searches (terrorist watch lists)
-
Office of Inspector General (OIG) Search and other healthcare sanction lists
-
Financial Industry Checks, including SEC filings, FINRA and Federal Reserve Sanctions
-
Credit History (Credit scores are not included in a pre-employment screening report)
-
The FBI’s criminal database system (only when required by law)