When applying for a new job or hiring a candidate, the background check process can often feel like a “black box.” What information is uncovered? And more importantly, are there details that shouldn’t appear? Whether you’re a job seeker preparing for a new opportunity or an employer ensuring due diligence, understanding what shows up on a background check is essential.
This guide will break down the key components of a background check, explain what shouldn’t appear, and provide actionable insights to help you approach the process with confidence.
What Is a Background Check?
A background check is a process used by employers to verify the information provided by a candidate and uncover additional details about their history. The primary purpose is to ensure that candidates meet job requirements and do not pose a potential risk to the company. Background checks are commonly conducted by third-party agencies specializing in this type of investigative service.
What Typically Shows Up on a Background Check?
While the specifics may vary based on the role, employer, and local laws, here are the most common components of a background check and the information they provide:
1. Criminal Records
Criminal history is one of the main elements reviewed during a background check. This can include:
- Felony convictions
- Misdemeanors
- Arrest records (in some jurisdictions)
- Outstanding warrants
- Pending charges
Important Note: Some states and countries limit how far back employers can look into criminal records (e.g., seven years in many U.S. states).
2. Employment History
Employers often verify your previous work experience to ensure the accuracy of your resume. This typically includes:
- Job titles held
- Dates of employment
- Roles and responsibilities
Discrepancies, such as inflated job titles or altered dates, can raise red flags.
3. Education and Certifications
A background check often includes education verification. This step confirms:
- Degrees earned
- Institutions attended
- Professional certifications
Falsified education claims are a common cause for hiring delays or disqualifications.
4. Credit Reports (For Certain Roles)
For positions involving financial responsibilities, employers may perform a credit check. This provides information about:
- Payment history
- Debt levels
- Bankruptcy filings
Employers typically receive a modified version of the credit report, without specific details such as credit scores. Note that credit checks require the candidate’s consent.
5. Driving Records
If the role involves operating a vehicle, employers may investigate your driving record. This includes:
- License status
- Traffic violations
- DUIs or other serious offenses
6. Drug Testing Results
Many employers require candidates to pass a drug test, with the results included as part of the background check process.
7. Reference Checks
Employers may contact professional references to gain insights into your work ethic, skills, and demeanor. While not typically a formal report, reference feedback is an important aspect of the hiring process.
8. Social Media Presence
Some companies also review a candidate’s public social media activity to assess their professional demeanor. This is not a formal part of most background checks but is becoming increasingly common.
What Shouldn’t Show Up on a Background Check?
There are strict rules and guidelines on what CAN’T be included in a background check. These protections are based on local employment laws and privacy regulations. Here’s a brief overview:
1. Medical Information
Health and medical records are strictly private and cannot be included in a background check. Employers are only allowed to ask whether you can physically perform job-related tasks.
2. Bankruptcies Older than 10 Years
Under the Fair Credit Reporting Act (FCRA), bankruptcies older than ten years should not appear on your background report.
3. Civil Legal Records (Beyond Certain Limits)
Civil lawsuits and judgments are subject to specific reporting timeframes per FCRA guidelines. Many will not appear after seven years.
4. Expunged or Sealed Criminal Records
If a criminal record has been expunged or sealed, it must not show up in a background check. Be sure to verify that your record has been properly updated in public databases.
5. Social Media Beyond Public Posts
Employers can only view public information on social media platforms. They cannot demand your login credentials or snoop through private accounts (this is illegal in many jurisdictions).
6. Discriminatory Information
Personal characteristics such as race, religion, gender, disabilities, or marital status should never factor into a background check or hiring decision. Employers are legally obligated to avoid discriminatory practices.
Tips for Job Seekers
If you’re worried about what might appear on your background check, here’s how you can proactively prepare:
- Request Your Records: Before applying for jobs, request your credit report, criminal record, and employment history. This will help you identify and address any discrepancies.
- Disclose When Necessary: If you believe a past issue (e.g., a gap in work history or a criminal record) will arise, address it upfront during an interview. Transparency often builds trust.
- Know Your Rights: Familiarize yourself with local labor laws regarding background checks. For instance, in some states, criminal records from over seven years ago cannot be considered.
Tips for Employers
Employers have an obligation to conduct background checks responsibly and within legal limits. To maintain compliant and fair hiring practices:
- Partner with Reputable Agencies: Choose background check providers that adhere to strict legal and ethical standards.
- Get Written Consent: Always seek a candidate’s permission before initiating a background check.
- Follow EEOC Guidelines: The Equal Employment Opportunity Commission (EEOC) enforces regulations to prevent discrimination in hiring decisions.
- Focus on Role-Relevant Information: Review only the parts of a candidate’s background that directly relate to their ability to perform the job.
Closing Thoughts: Ensuring Transparency and Fairness
Whether you’re a job seeker or an employer, understanding the details of a background check can help you approach the process with confidence and clarity. For candidates, preparation is key to reducing stress and setting yourself up for success. For employers, being thorough yet ethical in assessing candidates can help you attract top talent.
Plexus Global: Hire Safely With Knowledge
Plexus Global is a California-based background screening company serving organizations all over the U.S. and abroad.
Contact us today by telephone (844-516-1008), email (sales@plexusglobalinc.com), or through our social media accounts on Facebook, Twitter, and LinkedIn.
