Background checks (also called pre-employment screenings and employment verification) help employers verify candidate data and avoid hiring the wrong person. They can be done either internally or through a third-party provider.

Depending on an employer’s criteria, they may investigate criminal records, education history, employment history, credit history, motor vehicle and license records, and civil records. The process can take anywhere from a few hours to several days.

The process starts by requesting that the candidate authorize and consent to the check, which is done electronically. This information is securely transferred to Checkr, and the background check is conducted.

In most cases, the results of a background check are reported in a report within 24 hours. The report will also include a pre-adverse action notice, which informs the applicant of their rights under the Fair Credit Reporting Act.

Employers must get a job candidate’s written permission to run a background check, and they must notify the candidate of their rights under the FCRA if the results of the check make them consider not hiring them. If the background check reveals inaccurate information, the applicant has a right to dispute the results and have them corrected.

Most employers use background checks as part of a risk mitigation strategy to prevent negligent hiring and wrongful termination lawsuits. The screenings are designed to protect the company and the employee from costly and time-consuming litigation.

They can be used in conjunction with other screenings, such as drug screens or physical examinations. They can also be used to identify potential problem hires before they become a distraction or cause problems on the job.

Some companies are required to perform background check on employees who apply for managerial positions, such as executive and high-level managers. They are also commonly used to screen candidates for security jobs.

Despite their widespread popularity, background checks don’t give employers the entire picture of a person. While some basic background information, such as criminal record or past employment verification, is useful, hiring managers need much more to make an informed decision about the best person for the position.

The best way to make an educated decision about whether or not a person should be hired is to ask the candidate about their specific work experiences and what they are passionate about. This can provide hiring managers with insight into how they may behave in a professional environment, including whether or not the person is a team player, a good communicator, and motivated to do the job.

Other information that isn’t included in a background check includes the person’s attitude toward their job, their ability to communicate with others, and whether or not they will be able to adapt to new situations. These traits are crucial to ensuring the success of any employee in the workplace.

The best employers implement background checks as part of a comprehensive screening program to ensure that they are always making the right hires. They are also required to follow federal and state laws regarding background checks, which are intended to protect job applicants.