Key Factors to Consider Before Conducting Employment Background Checks

There are many aspects of background checks, including their cost and requirements. However, here are the most important factors to consider before conducting employment background checks:

Crucial Components

Employers need to know a candidate’s criminal record and educational background to decide their suitability for a position. Like employment background checks and background screening – ADP, employment background checks check these items for seven to ten years. This information helps identify an applicant’s risk and makes other background screening tests easier to run. These checks can also reveal any judgments or liens. Address verification is also essential as it can be used to contact previous employers and send legal notices.

Employers must conduct thorough background screenings for every prospective employee. Background checks ensure the safety of both employees and customers. While workplace attacks are rare, other crimes occur every day. Therefore, it is imperative to carry out background checks on potential employees, especially those in positions of responsibility or influence. Some jobs require thorough background checks, such as physicians, pharmacists, and teachers. While it may be difficult to imagine someone with a violent history in these positions, it is still possible.


The cost of employment background checks and background screening varies widely, depending on the type of information you need. Some background checks cover a single state, while others only include specific types of information, like criminal records. The amount you pay depends on the amount of time and effort involved—generally, the more comprehensive the background check, the lower the costs. To minimize the expenses, consider using a background check provider with a transparent pricing model.

While a basic criminal background check may cost $15 to $30, more extensive screenings can cost as much as $100. Basic background checks generally contain national criminal database and sex offender registry searches. Standard background checks cost $30 to $60 and may include information from county criminal court records and the domestic watch list. Premium background checks can cost more than $80 and may include education and employment verifications. Many screening services do not list their prices, but they will charge you more if you need more information.


Requirements for employment background checks and background screening depend on the job and the employer. Government jobs requiring a high-security clearance will likely undergo a thorough background check. There are various laws regarding employment background screenings, and employers may not ask about prior arrests and convictions. Depending on the state, employers may only be able to consider criminal records in certain positions. Medical records are also confidential, so employers cannot base their hiring decisions on their applicant’s disabilities.

In some countries, employers are legally required to obtain an applicant’s consent before running a background check. In the United States, employers must abide by the Fair Credit Reporting Act (FCRA) and guarantee that they do not discriminate against applicants. Many commercial background-screening sites offer specific searches for employers and provide adverse action letters to ensure compliance throughout the process. However, employers should be selective when choosing a pre-employment background-screening agency. A legitimate background screening agency will explain the process and keep its policies and procedures up-to-date.

Legal Implications

Background checks and employment background screening have many legal implications. First, employers must ensure they comply with the law when screening prospective employees. The Fair Chance Act protects employees and employers from discrimination. While employers can use certain exemptions for background checks (mainly for financial and law enforcement jobs), they must obtain written consent from their prospective employees before running a background check. Using certain information, such as credit history, is also illegal to disqualify applicants from job applications.

Employers are prohibited from asking about a person’s credit history unless it’s related to the position sought. They must provide written notice to applicants of the purpose of the background check. Furthermore, employers cannot discriminate against anyone for asserting their rights to prevent discrimination. This includes opposing alleged discrimination or participating in proceedings under federal laws enforced by the Equal Employment Opportunity Commission. Employers can also request medical information about prospective employees only after receiving a job offer and once employment begins.


If you have been wondering what your employer will look for when performing an employment background check, there are some common red flags to watch out for. One of the giant red flags is if you have a conflict of interest. While many employers value past military service, it can still be considered a red flag. For instance, a dishonorable discharge can lead to a candidate being disqualified for a job in law enforcement because of their past conduct. These offenses can affect their credibility as well as their ability to provide an accurate background check.

Inconsistencies are another common issue. For example, 13% of professionals listed approximate employment dates on their resumes. Although these inaccuracies are rarely severe enough to disqualify an applicant, they can be a disqualifier in the eyes of prospective employers. Additionally, many agencies will not give the applicant feedback or reasons for the disqualification. Finally, inconsistencies can be the result of clerical errors or intentional embellishments by the applicant. Even minor discrepancies may lead to issues in the future.

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