The question of what to look for is helpful for applicants and hiring managers looking over pre-employment background checks. The answer will vary, depending on several factors. In this post, we'll cover the types of background checks, which ones are necessary and red flags that would set off alarms in HR.
What does HR look for on a background check?
What Are the Types of Background Checks?
We'll cover the types of background checks available for employment screening first. HR or hiring managers will choose between the following:
- Identity Checks
- Financial History
- Substance Abuse
- Criminal Searches
- Employment and Education Verification Services
- License Verification Services
Many of these background check services require access to public databases and court records. Depending on the report, some data may not be current or valid, revealing only a partial collection of a candidate's relevant information. Click on the button below to learn more about each screening.
Which Background Checks Are Necessary?
Depending on the type of position being hired, not every background check is required. If a job description doesn't require driving or operating heavy machinery, for example, a driver's license verification may not be required. At a minimum, HR should still verify identity, previous employment and criminal history, especially as it relates to the information presented on an application or resume. The data provided with these searches can determine if the candidate advances to the next level of the hiring process or if they're a safe hire for a job.
What Does HR look for on a Background Check?
When reviewing background checks, hiring and HR managers will be looking for an applicant's skill level, dependability, and eligibility for employment. They will also be looking for red flags that would halt the hiring process and trigger the pre-adverse action procedures. These same red flags may also invite a discussion to find out more information:
- Inconsistent Information (in relation to a resume or application)
- Misdemeanor or Felony Charges
- Credit Reports or Bankruptcy Filings
- Positive Drug Test Results
- Driving Record Charges or Suspensions
A hiring manager cannot deny a candidate a job simply because of something alarming on their background check. Adverse action procedures protect applicants from false or invalid data appearing on their screening reports. These steps also protect employers from EEOC discrimination claims.
When HR managers run background checks, they're searching for reasons to disqualify an applicant for a job to protect the interests of their employer. Before running the background checks, they must obtain applicant consent with the understanding that the information may be used against them. Before taking adverse action or denying the job, they must inform the applicants that their screening reports revealed red flags. The applicants can then dispute any information that is incorrect. Following these procedures helps both parties if done correctly.
At VeriFirst, we want to help employers make the best decisions when hiring. Let us know if you have any questions regarding employment background checks.
FAQs
HireRight reports that HR background checks commonly include identity verification, job history, criminal history, motor vehicle records, educational attainment, certifications and licenses. Much of this information is used to fact-check a job applicant's resume.
How does HR review a background check? ›
When reviewing background checks, hiring and HR managers will be looking for an applicant's skill level, dependability, and eligibility for employment. They will also be looking for red flags that would halt the hiring process and trigger the pre-adverse action procedures.
What does hiring manager see on background check? ›
Generally speaking, a background check for employment may show identity verification, employment verification, credit history, driver's history, criminal records, education confirmation, and more.
What background check do most employers use? ›
Criminal record searches are the most common type of background check, but there are many to choose from. Failing to conduct background checks could result in damage to your company brand.
What does a background check show about employment history? ›
A background check can confirm details about a person's previous jobs, such as the titles they held, the dates they worked there, and the reasons they may have left.
How long does it take to hear back from HR after background check? ›
It may take one to two weeks to hear back after a background check is complete. It's important to remember that a background check is usually a good sign that the company is seriously considering you for the position.
Does HR contact you after background check? ›
Employers don't always contact you immediately after receiving the results of a background check. They may do so if they've already extended a job offer, and there was nothing of concern noted during the background check.
Does your manager see your background check or just HR? ›
Scenarios Where Background Checks Might Be Shared
Internal Departments: The results may be shared internally only with parties involved in the hiring process, such as hiring managers, HR personnel, and, in some cases, legal and compliance teams.
How do employers verify work history? ›
Some hiring managers do it themselves, reaching out directly (typically via phone) to your current or previous employers to request official verification. Alternatively, employers may use professional background screening firms and/or an employment verification service such as The Work Number® from Equifax.
What does HR look at when hiring? ›
According to a Zety study, recruiters and HR managers look for candidates' teamwork, communication, time management, problem-solving, and creativity. They also look for leadership qualities, emotional intelligence, and the ability to manage stress and take decisions.
In most cases, the lookback period for criminal background checks is seven to ten years. These checks can turn up publicly available arrest records, court records and criminal records for felony arrests and convictions as well as pending cases.
What matters most in a background check? ›
Most background checks focus on the facts of your past employment, like dates and responsibilities, rather than trying to find out about your work performance. Some states have laws regarding what information employers can share during employment verifications. Many employers ask for professional references as well.
What is the most basic background check? ›
Pre-Employment Background Screening
The most common types of employment background screening include: Address History, Civil Records, SSN Verification, Criminal Records, Resume Verification, Medical Registration and Sanctions, and Drug and Alcohol Testing.
What if I lied about my employment history? ›
Lying on your resume may result in consequences such as termination or legal ramifications. Employers can tell you're lying on a resume by conducting background checks and contacting your references.
Can employers see why you were fired? ›
It's possible that a job candidate's previous employers will reveal if he or she was fired from their previous job and the reason for the dismissal. However, in most cases, don't expect to receive this information.
Can a job see if you were fired? ›
Most often, you'll find out information such as a candidate's dates of service, job description, and job title. However, there are no state laws or federal protections that say employers can't tell you when they fired someone.
Does HR or hiring manager review background check? ›
A designated HR representative will review all results. The HR representative will notify the hiring manager regarding the results of the check.
What percentage of HR managers report checking applicants background? ›
A survey by SHRM found that 92 percent of surveyed employers conduct employment background screening.
The question of what to look for is helpful for applicants and hiring managers looking over pre-employment background checks. The answer will vary, depending on several factors. In this post, we'll cover the types of background checks, which ones are necessary and red flags that would set off alarms in HR.
