Depending on nature and scope of the background check your potential employer has requested, an average employment background check will typically take between two and four business days to complete. Learn More. Go to Resource Library. Contact Us.
How long does a background check take? Then, our enhanced nationwide criminal records search pulls data from millions of records. The SSN Trace is then used to find additional records and verify information collected.
There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
Times vary significantly based on the types of searches conducted and the company that provides them. We proudly claim the fastest turnaround times in the industry for county courthouse records — the most common background check. Our CourtDirect product has lowered the turnaround for criminal record searches to less than 24 hours or one business day in most cases. Most background screening companies promise turnaround times of business days. It all depends on how much breadth and depth is desired in a background check. Sterling delivers the most robust, accurate criminal record background checks available.
If you perform a large number of background checks regularly, integrating a Sterling screening solution into your applicant tracking system or talent management system is likely the best, most cost-effective option. Certain state laws and the Fair Credit Reporting Act a federal law that regulates who is permitted to access your consumer report information and how it can be used generally require written or electronic consent from the job applicant prior to a third-party screening company like Sterling to conduct any criminal record search, credit history check, or reference check.
Results depend on the breadth and depth of the background check as well as the goals of your organization. For most employers we work with, we search courthouse criminal records in the counties where an applicant has resided in the past seven to 10 years, which is a standard best practice. Many employers choose to supplement this standard background check with searches of various databases, including the sex offender registry, government sanctions lists, motor vehicle records, and others. The more comprehensive a background check, the more accurate and reliable the results.
The foundation for all of our screenings is a county history search. We highly recommend the additional Social Security Number Trace service for the most comprehensive and complete results via our Complete Criminal Record Locator. That question is best answered by your legal counsel. There is great variation in state and industry laws; your industry and job requirements will likely lead you in the right direction.
A credit history check may be appropriate for an employee handling or managing cash assets. And a sex offender registry search might be considered for a volunteer.
Most importantly, we suggest you speak with your legal advisor for input on which types of background checks are appropriate for your organization. Compliance is our expertise. Our automated screening technology applies relevant content filters based on state and federal laws.
In addition, we provide regular updates on state legislation. We also keep you informed by hosting employment screening webinars with recertification credits.
An employee background check reviews a candidate's criminal records, driving records, and whether they are on a terror watch list or sex offender registry. It is usually done by a background check service, and may include a credit and credential check. Steps to Take Before Doing. How to do a background check for pre-employment screening. Keep reading to learn how to do employee background checks before you make your next hire. Pre-employment screening services can indicate a job candidate’s fiscal responsibility, trustworthiness, criminal past and more.
No, it is best to make a job offer prior to initiating a pre-employment background check. It is important to know that while the FCRA does not restrict performing a background check after a job offer is made, some state laws may do so. The FACT Act entitles consumers to obtain one free copy of their consumer files from certain consumer reporting agencies during each month period. If Sterling has prepared a consumer report or investigative consumer report in your name for one or more of our clients, you may request a free copy of the report s in your file.
You received this notification because the background check that is being performed on you may include public records. The sole purpose of this notice is to inform you that a background check of public information records is being prepared.
You received more than one letter because the company you authorized to run a background check has initiated more than one report on you. The most common reason for initiating more than one report is a progressive background screening program in which different parts of the background check are ordered in stages. You also could receive more than one letter if you have recently authorized more than one company that utilizes Sterling services to run a background check.
Every employer has specific background screening requirements based on their industry, regulations, type of positions they hire for, etc. Most employment background checks include a criminal record search to determine if the candidate has been convicted of a crime. Other common requirements may include: past education and employment history, driving records, verification of professional licenses, and drug testing.
Most U. The most common delays are related to court closures or unresponsiveness by past employers or academic institutions. Every company has their own hiring criteria, but generally the mere presence of a conviction will not exclude you from being hired. Usually, the employer will conduct an individual analysis before determining eligibility for employment. Try to provide as much accurate information as possible. But if you decide to try a non-accredited company, call up or email and ask the following: Do they have a business license, and can they provide you with references?
Do they follow the FCRA regulations? Is the company insured? Hire the CRA. Once you find an agency to perform a background check, you must begin the process by certifying that you have followed the appropriate procedures. Request a report. A consumer report will contain information about criminal records, as well as employment and credit history.
Under federal law, CRAs generally will not reveal civil lawsuits, civil judgments, arrests, accounts out for collection, or paid tax liens if they happened over 7 years ago. You are also unlikely to learn about bankruptcies if they occurred more than 10 years ago. As always, state law places limits on what you can request.
Your state may not allow you to request information beyond 7 years.
Make a hiring decision. If a consumer report contains information that dissuades you from hiring a person, then FCRA regulations require that you inform the person of this fact. You must do the following: Inform the person that there is negative information in the report.
Inform the person which agency you used to prepare the report. Allow the applicant an opportunity to rebut the information in the report. Method 2. Search online. You have the best search engine at your fingertips: the internet. A number of websites allow free searches: Google. Always be mindful of the fact that the information found by performing a basic internet search may not be verified and could easily be false. Pull public records. To uncover information about arrests, convictions, and incarcerations a criminal background check , most information will be in the public record.
To find this information, visit court and other government websites to access these documents. Remember to search documents in all states where your subject has lived. If you do not know where a person has lived, you can search on a website such as Intelius. Don't forget to search county and city websites for records of convictions on the local level. Additionally, some counties do not maintain online databases: in this case, you will need to pull the records from the county courthouse, where there should be hard copies.
Some counties charge a small fee for copies of the records, while some offer copies for free. Ask for information directly from the person. There are a lot of records you cannot legally access without the permission of the subject—such as a credit report, school records, or military records. If you want to obtain certain information about someone, you may need to ask them to provide you with the information. If you are considering a new roommate, for instance, you may want to simply ask if they have ever been arrested or in trouble before making your decision. Understand that they do not have to give you access to or copies of their information.
However, if they are not forthcoming with information, then you can certainly base your decision on your lack of information. For example, if a potential roommate refuses to state whether he or she has been arrested, then you can choose not to live with that person based on the lack of information. Use a commercial web-based search engine.