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Background checks can show employment history. It’s a standard background check component, particularly for job applicants or candidates for certain positions.
A typical employment background check will verify the candidate’s previous employment, including the company name, job title, dates of employment, and reasons for leaving. It may also include information on salary, performance evaluations, and reasons for termination. It’s also a way to find out where someone works at the moment.
Employment history is often verified through a combination of direct employer contact, reference checks, and review of public records such as tax filings, government databases, and court records. However, the scope and depth of employment history checks can vary depending on the employer, the position being applied for, and other factors.
How common are these checks?
Up to 97% of companies perform at least one type of employment background check today. This is usually done when you apply for a job, but it can also take place after you are hired. The employer needs your written permission to proceed. You can refuse to give consent to the background check.
What information is required?
If you do consent, you’ll be asked for your full name, address, date of birth, and Social Security number. Most employment background checks include data and records going seven years back.
Extended background checks
Some background checks can cover a person’s driving record, credit history, social media, and medical history. Criminal background checks are almost always included in the scope of a background check for employment, especially if the employer wants to rule out serious crimes like embezzlement and fraud.
According to statistics, more than 80% of companies screen candidates for criminal records. A criminal background check can indicate whether someone will become a liability for the company down the line.
Depending on the sector, there might be laws against hiring someone with a criminal record, especially if the crime committed is relevant to the position. The standard criminal background check includes searches of national criminal databases, county criminal court record searches, domestic and international watch lists, and a search of state and federal records.
Level 1 and 2 background checks
Each state has different requirements for criminal history screening. One variation involves level 1 and level 2 checks. The first covers identity verification and employment history. Level 2 checks are done only in Florida and take disqualifying offenses into account. They can include a fingerprint search.
Some screening providers charge extra to search federal, state, and county criminal records and for other specific searches.
OIG sanctions list
The sanctions list maintained by the Office of Inspector General (OIG) is aimed at preventing candidates who have committed a healthcare-related crime from getting jobs in national healthcare programs. A lot of companies conduct OIG checks before hiring someone. You can also do a routine check post-hire to make sure the person wasn’t subsequently added to the list.
You can do this check by searching for matches with the applicant or employee’s name in the OIG database. Results are confirmed or rejected using the person’s Social Security Number. They will include their date of birth, address, and why they’re on the list if they are.
The most common reasons for being on the list include Medicare or Medicaid fraud, financial misconduct, theft, and SCHIP fraud. It’s also possible to be on the list for patient abuse or neglect or committing controlled substance-related crimes.
Universal background checks
If you want to buy a firearm from an importer, a producer, or a licensed dealer, you have to undergo a universal background check. This is not required for private sales or transactions with an unlicensed seller within state lines. Some states require universal screening in every firearm sale or transfer.
