What Can Be Revealed in a Background Check?

What is an employment background check?

An employment background check is a process used to verify a job candidate’s history or qualifications. Employers may conduct checks themselves or purchase reports from third-party background screening companies.

A check may occur before employment or when an organization is considering an employee for promotion, reassignment or a position involving additional responsibility.

Background checks are common in industries involving:

• Children or vulnerable populations
• Financial information
• Company vehicles
• Healthcare
• Public safety
• Government contracts
• Sensitive data
• Controlled substances
• Valuable equipment
• Professional licenses

Why do employers conduct background checks?

Employers may use background checks to:

• Confirm a candidate’s identity
• Verify education and employment claims
• Evaluate job-related risks
• Meet regulatory requirements
• Confirm professional credentials
• Protect customers, employees and assets
• Assess eligibility for a sensitive position
• Maintain insurance or contract requirements

A background check does not necessarily mean an employer suspects a problem. It may be a standard step applied to every candidate for a particular role.

What can be revealed in a background check?

1. Identity information

A screening company may compare identifying information provided by a candidate with available records.

This process may confirm:

• Legal name
• Previous names
• Date of birth
• Social Security number validity
• Current and previous addresses

Identity verification helps connect the applicant with the correct records. It is not necessarily the same as confirming citizenship or authorization to work.

2. Criminal history

Depending on the jurisdiction and search, a criminal background check may find:

• Felony convictions
• Misdemeanor convictions
• Pending criminal cases
• Court dispositions
• Sentencing information
• Records from relevant jurisdictions

Whether arrests, dismissed cases, sealed records or expunged records appear or may be considered depends on federal, state and local law.

Employers should evaluate whether a criminal record is relevant to the position rather than assuming that any record automatically disqualifies a candidate. Factors may include the nature of the conduct, how much time has passed and the responsibilities of the job.

3. Employment history

An employment verification may confirm:

• Employer names
• Job titles
• Dates of employment
• Employment status
• Eligibility for rehire, when provided
• Reasons for leaving, when legally and voluntarily disclosed

Previous employers may limit the information they provide. Some confirm only the employee’s title and dates.

Small differences in dates do not always indicate dishonesty. Payroll systems, company reorganizations and approximate dates can create discrepancies.

4. Education history

An education check may confirm:

• School or institution
• Attendance dates
• Degree or credential
• Graduation date
• Field of study
• Academic honors, when relevant and available

Employers commonly verify education when a position requires a particular degree, professional program or level of training.

5. Professional licenses and certifications

A background check may verify whether a professional credential is active and in good standing.

Examples include:

• Nursing licenses
• Medical licenses
• Teaching credentials
• Commercial driver’s licenses
• Accounting licenses
• Real estate licenses
• Trade certifications
• Security clearances

The search may also reveal expiration dates, restrictions or disciplinary actions available through the licensing authority.

6. Driving record

Employers may review driving records for positions involving company vehicles, passenger transportation or frequent travel.

A motor vehicle report may include:

• License status
• License class
• Traffic violations
• Driving-related convictions
• Suspensions or revocations
• Reported accidents
• Restrictions

Access and reporting periods vary by state.

7. Credit-related information

Some employers review credit-related information for positions involving money, financial authority or sensitive accounts. State and local laws may restrict when employment credit checks are permitted.

An employment credit report may include:

• Payment history
• Outstanding accounts
• Collections
• Bankruptcies
• Other credit-related public records

Employers generally do not receive the same consumer credit score that lenders use. Under the Fair Credit Reporting Act, an employer using a third-party report generally needs the applicant’s written authorization.

8. Civil court records

Some screening packages may search civil court records. These may include certain lawsuits, judgments or other public filings.

Availability and reporting rules vary significantly. Employers should consider whether the information is accurate, current and relevant to the role.

9. Sex offender registry information

For certain positions, a check may search public sex offender registries. This is more common for jobs involving children, patients or vulnerable populations.

Employers still need to follow applicable laws and use consistent, job-related standards.

10. Healthcare sanctions and exclusions

Healthcare employers may check whether a candidate appears on government exclusion or sanctions lists. These searches can be important for positions involving federally funded healthcare programs.

They may also verify licenses, disciplinary actions and professional standing.

11. Public online information

An employer may review publicly accessible professional profiles, websites, news coverage or social media activity.

A social media review is different from a formal criminal or credit report, but information found online must still be used in a lawful, nondiscriminatory way.

Candidates do not generally need to remove all personal content. They can review public profiles for inaccurate employment details, inappropriate public posts or information that was shared unintentionally.

12. References

Reference checks may provide information about a candidate’s:

• Work quality
• Reliability
• Communication
• Professional relationships
• Responsibilities
• Strengths
• Suitability for the role

References are often contacted separately from a formal background report.

What may not appear in a background check?

A background check is not guaranteed to reveal every event or record. Results may exclude information because it is:

• Sealed or expunged
• Outside a permitted reporting period
• Restricted by state or local law
• Located in a jurisdiction that was not searched
• Incomplete or incorrectly matched
• Unavailable to the screening provider
• Not requested by the employer

Medical and genetic information are also subject to significant legal restrictions. Under federal law, employers generally cannot ask disability-related or medical questions before making a conditional job offer, and genetic information receives separate protection.

What rights do job applicants have?

When an employer obtains a background report from a third-party consumer reporting company, the Fair Credit Reporting Act generally provides several protections.

The employer generally must:

• Give you a clear written disclosure
• Obtain your written permission
• Provide a copy of the report before taking adverse action based on it
• Give you a summary of your FCRA rights
• Identify the screening company after an adverse decision
• Explain your right to dispute inaccurate information

A pre-adverse action notice gives you an opportunity to review the report and identify errors before the employer makes its final decision.

State and local laws may provide additional protections, including restrictions on criminal history questions, credit checks and the timing of screening.

How to prepare for a background check

Review your resume

Confirm that employer names, dates, titles and education details are accurate. Use month-and-year dates consistently.

Gather supporting records

Keep copies of:

• Diplomas
• Transcripts
• Professional licenses
• Training certificates
• Tax documents
• Employment records
• Name-change documents

Check public records when necessary

If you are concerned that a court or driving record contains inaccurate information, contact the appropriate agency before the screening begins.

Notify your references

Ask permission before listing someone and confirm that their contact information is current.

Be honest about discrepancies

If an application asks for information that must legally be disclosed, answer accurately. Provide concise context when appropriate.

Review the report

If the employer sends you a copy, check names, dates and records carefully. A report can mistakenly associate another person’s information with you.

What should you do if a background check is incorrect?

Contact the screening company and dispute the inaccurate item. Provide supporting documents when available.

You can also tell the employer that you are disputing the report. Keep copies of correspondence, notices and documents related to the error.

If you believe an employer used background information in a discriminatory way, you may contact the Equal Employment Opportunity Commission or an appropriate state or local agency.

Conclusion

A background check may reveal identity, employment, education, criminal, driving, credit or licensing information. The scope and legal use of that information depend on the job and jurisdiction.

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Frequently asked questions

How far back does an employment background check go?

The period varies by record type, jurisdiction and employer. Some information may be subject to reporting limits, while other records may remain available for longer.

Can an employer run a background check without permission?

If an employer uses a third-party consumer reporting company, the FCRA generally requires written disclosure and authorization. Other types of searches may follow different rules.

Does a criminal record automatically prevent employment?

No. The result depends on applicable law, the employer’s policy, the nature of the record and its relevance to the position.

Can you dispute a background check?

Yes. Under the FCRA, you can dispute inaccurate or incomplete information with the company that prepared the report.

Will a background check show every previous job?

Not necessarily. The report may verify only the employers you provided or records available to the screening company.

This article provides general career information and is not legal advice. Employment screening laws vary by jurisdiction.