The answer to this question depends on the type of background check being performed, as well as relevant state laws.

The Fair Credit Reporting Act (FCRA) excludes reporting on any judgments, arrest records, or civil suits that are over seven years old. Reports of traffic convictions and violations are also confined to the last seven years only. Collection accounts and tax liens that are more than seven years old are similarly restricted. However, these restrictions do not apply to criminal convictions.

While the normal lookback period for most types of background checks is seven years; but there are exceptions.

In cases where there are no limitations or restrictions on the lookback period, it is then up to individual companies to set policies which determine how far back they want to look at felony and misdemeanor records. Academic and professional history (including licensing) and employment verification do not have any time restrictions either, so again, it is up to the company to decide on the length of time that seems appropriate.

Another important consideration is the type of job for which you are hiring. For example, for positions which entail access to sensitive financial information, or those which require working with children or the elderly, certain municipalities and states may allow a longer lookback period.

There’s no simple answer to this question. It’s complicated by the fact that there are many different types of background checks which may be warranted in different circumstances.

A county criminal search can take anywhere from a few minutes to a few days, depending on whether records can be accessed electronically or require a physical search. 

Motor Vehicle Records Searches and credit checks are considered instant, with an average turnaround time of just a few minutes.

A federal criminal record search is often delivered within an hour.

An employment or education verification can take anywhere from hours to up to a week, depending on how quickly the prior employer or school responds. Some verifications can be done instantly via API if the company or school provides data to a broker.

An SSN trace can be returned almost immediately.

Drug testing results will vary on the collection method. A urine or blood test will take 1-5 business days, while hair tests generally take 4-10 business days.

Different background checks will cover different information. Pre-employment checks almost always include a check of criminal history. Depending on the position, they may include additional checks on things like education and past employment.

Background checks can cover:

· Criminal History

This type of search is by far the most common form of background check, using criminal history databases and county court searches to pull up information about convictions. Employers generally start with a search of the county that the applicant lives in, since records of any court proceedings or convictions usually originate at the county level. To be all inclusive, state and federal databases should also be included in a search.

· SSN Traces

An SSN trace is typically the first step in a background check. It works by matching up that social security number with names and aliases associated with it. It uses many different information sources, such as credit bureaus and the USPS mail forwarding system to bring up addresses and dates of birth, where and when the SSN was issued, and if the SSN happens to be in the social security master death file. The data from an SSN trace is far more comprehensive than what you would find by simply searching a name or an address.

· Credit Report

Credit bureaus use information from banks and credit card companies to reveal accounts that an applicant has with lenders, in addition to any past credit inquiries. In some cases, it may also show previous bankruptcies.

· What About Arrests?

Background checks may show any arrests within the last seven years whether or not they resulted in a conviction. However, some reporting agencies choose not to include that information in order to avoid violating guidelines from the Equal Employment Opportunity Commission.

· What about Expunged/Sealed Records?

If a record has been sealed or expunged, then the applicant is not obligated to disclose that record during the hiring process when asked about criminal history. These records must be excluded from any pre-employment background check.

· What about Traffic Tickets?

Traffic tickets typically do not show up on background checks, unless the resulting charge was a misdemeanor or felony. The only way to find out about these records is to run a motor vehicle records check.

This is the most common type of pre-employment background check and forms a starting point when looking at a candidate’s criminal history. It’s valuable because it brings up information from states and jurisdictions besides where the candidate has lived or worked.

This type of search pulls up records from a wide array of sources including:

• State criminal databases
• Sex offender registries
• County jail records
• The Office of Foreign Assets Control
• Probation/parole records
• State criminal information repositories
• County court records
• Terrorist and other watch lists
• The FBI Identity History Summary Checks
• State Department of Corrections records
• State licensing boards
• The Administrative Office of Courts
• Fugitive lists
• And much more

If any criminal history is found through a National Criminal Database search, it must be verified with information from other sources, such as local, state, and federal court records.

A federal background check pulls up any criminal cases that went through the federal courts. This is not to be confused with a national criminal database check, which pulls up court records from various states and counties throughout the U.S.

The search may include records of any cases held by the federal court system in a specific district, or the search can be widened to include all the districts within a particular state or region. In many cases, you might choose to supplement a federal background check with state or local searches to get a more comprehensive picture of a candidate.

If you are hiring for a high trust position, or for a financial/executive role, a federal criminal court search is an essential piece of the pre-employment screening process. This is the most reliable way to discover any federal criminal history or lawsuits, giving you the confidence you need to hire the right people for high-stakes roles in your organization.

County record checks are (in most cases) the most essential. That’s because most felonies and misdemeanors are processed in local courts and filed in the county courthouse. Each of the 3200 counties in the U.S. maintain and update information about these crimes.

A county court search yields a wealth of detailed information on felony and misdemeanor records. It reveals convictions, adjudications withheld, and pending cases. Individual records show details like the level of offense, the sentencing received, and any identifiers used to match the candidate to the record.

These findings can only be reported within the limits established by the Fair Credit Reporting Act (FCRA).

A statewide criminal court search yields a big-picture view of any criminal history in a specific state. It’s a helpful supplement to a county criminal search because it often catches criminal history that searching records of the counties of residence may miss.

However, the accuracy of statewide court searches can vary greatly from one state to another. In most cases, counties report to state databases regularly to keep these records up-to-date.

A statewide criminal court search is helpful if you need to search for records outside the applicant’s home county.

However, it is somewhat limited since each state has different laws regarding reports from various counties. Some states, like New York, require the reporting of all county criminal records to the state database. But others, like California, have no such requirement.

Because of such inconsistencies, a state criminal record check should not replace a county court search.

Pre-employment drug testing is a way to check for illicit drug use or prescription medicine abuse prior to making a new hire.

In your drug testing policy, it’s important to clearly spell out the times when these screens will be conducted. Here are some examples of when drug testing should occur.

· Pre-Employment

You can require all new hires to pass a drug test as a condition of their employment.

· Randomly

Unpredictable timing of drug tests is a powerful way to deter employees from illegal drug use.

· Annually

You can opt to drug test all employees on a specified date, such as their work anniversaries.

· Post-Accident

Many companies have a policy which requires any employee to be screened for drug use if they were involved in an accident at the workplace.

· Reasonable Cause/Suspicion

You may require employees to take a drug screen if they appear to be unfit for work, or if they exhibit a pattern of unsafe behavior in the workplace.

· When Returning to Work

You may consider implementing a policy that requires drug screens on employees when they come back to work after a positive test or other instance of illegal drug use.

· After Treatment

Periodic drug testing can form a component of the rehabilitation process, providing motivation to employees in their path to healing.

A credit report pulls up other relevant information such as:

• Full name and address
• Credit accounts
• Available credit
• Payment history
• Credit score

Credit reports also leave out account numbers and any information, such as birthdate or marital status, which could be used as a basis for discrimination.

A candidate’s credit provides a glimpse into their trustworthiness and their ability to manage high levels of responsibility. A credit check can be one of several indicators as to whether a candidate is likely to commit crimes like fraud or theft.

Education verification is the task of confirming any educational claims which an applicant has put forth on their resume or job application.

It confirms their attendance at high schools, colleges, and vocational schools and verifies any credentials earned at these institutions.

Education verification is an essential tool to ensure your new hires are qualified and competent.

Unfortunately, the statistics are clear that a substantial number of job seekers falsify or exaggerate claims on their resume, making it even more important to verify their educational information.

An SSN trace works by searching databases for the history of a social security number. It finds the year and state in which the SSN was issued, and locates aliases and addresses associated with it. The SSN trace is an essential piece of a thorough background check.

Here are all the reasons that this kind of screen makes sense.

· To Find Out What Other Searches Are Needed

Primarily, an SSN trace functions as a pointer search, indicating where to look for further information. It pulls up any names and addresses the applicant might have used in the past so you know which names and/or addresses to search out from other databases.

· To Fill In Any Gaps

As an SSN trace compiles information about multiple addresses and name changes, a more complete picture of the candidate emerges. It also identifies any discrepancies with the information listed on the application.  And it guides you to other relevant searches, ensuring you have all the information you need to make a good decision

. To Get a Complete Address History

It’s quite normal for an applicant to forget to list all of their previous addresses on their application. An SSN trace will pull up any of these addresses, enabling employers to check applications for accuracy and truthfulness. It also allows you to determine which counties you need to check to get a full picture of the candidate.

· To Discover Fraudulent Activity

Running an SSN trace may reveal whether someone is using a social security number fraudulently in order to cover up something. In some cases, a candidate might use someone else’s SSN to hide criminal wrongdoing or the suspension or revocation of any professional licenses. An SSN trace will show names associated with the SSN.

The Fraud and Abuse Control Information System (FACIS) is a valuable asset when evaluating candidates in the healthcare field. This is a special type of background check that pulls up records of any sanctions, exclusions or other disciplinary actions taken against an individual in the healthcare field.

An MVR (Motor Vehicle Record) provides details on an applicant’s driving history.

Typically it includes:

• The applicant’s full legal name and license number
• Birthdate
• Any traffic violations or crimes
• License suspensions
• License type
• Assessed points
• License date of issue and expiration date
• Accident reports

An MVR search is an important step when hiring for a position that involves driving or the operation of heavy machinery.

If you are hiring ambulance drivers, truckers, delivery drivers, contract drivers, and even some positions in the construction industry, a candidate’s driving record has a direct bearing on their ability to do the job.

Veriswift is committed to running FCRA compliant and fully comprehensive background checks to ensure you get results you can trust. Our experienced team of professionals will customize a package that meets the unique needs of your organization, rather than expecting you to conform to a pre-designed set of services. Contact us to learn more about our comprehensive, compliant, and user-friendly services.