What does a background check for a job involve?

The specifics of what a background check for a job entails usually varies depending on the employer, industry, and the nature of the position being applied for. Normally, a background check for a job may include the following checks, when applicable.

Criminal History

This involves looking at an applicant's criminal record to see if they have been convicted of any crimes. How far back that search goes depends on the state. A common misconception is that background checks are automatically limited to seven years. The federal Fair Credit Reporting Act does restrict certain negative information to seven years for many positions, but that limit doesn't apply to jobs with a salary above a certain threshold (currently $75,000 or more), and some states have their own rules that differ from the federal baseline. A few states are more restrictive, others less so.

Worth knowing as an applicant: a growing number of states and cities have "Ban the Box" laws, which prohibit employers from asking about criminal history on the initial job application. The idea is that candidates should have a chance to be evaluated on their qualifications before a criminal record enters the picture. If you're in a state with these protections, an employer asking about prior convictions on an application form may be doing so illegally. The National Employment Law Project maintains updated information on which jurisdictions have these laws in place.

Employment Verification

Employers may verify an applicant's employment history to ensure that the information provided on a resume or application is accurate. This typically means confirming job titles, dates of employment, and whether someone is eligible for rehire. Salary history verification has become less common as more states have passed laws restricting employers from asking about prior pay.

Education Verification

Employers may verify an applicant's educational credentials to ensure they have the necessary qualifications for the job. This includes degrees, diplomas, and sometimes specific coursework. Falsifying education credentials is one of the more commonly caught forms of resume fraud, and it tends to result in immediate disqualification even if the candidate is otherwise strong.

Credit History Check

Employers may look at an applicant's credit history to assess financial responsibility, particularly for roles that involve handling money, access to financial accounts, or positions of significant trust. In a lot of US states, a credit history check isn't allowed on applicants for many types of work. Even where it is permitted, employers conducting credit checks must comply with the FCRA and relevant state laws, and the report they receive is a modified version — it does not include your credit score, only the history itself.

Professional License Verification

Employers may verify any professional licenses or certifications that an applicant claims to have, to ensure they are current and valid. This is particularly common in healthcare, law, finance, education, and skilled trades. Many licensing boards have public lookup tools, so this is often one of the easier checks for an employer to run independently.

Driving Record / MVR Check

For any position that involves operating a vehicle — whether a company car, delivery vehicle, or heavy equipment — employers will typically request a Motor Vehicle Record (MVR) check. This shows license status, traffic violations, DUIs, and at-fault accidents, usually going back three to seven years depending on the state. A poor driving record can disqualify a candidate for these roles even if everything else checks out cleanly.

Drug Testing

Pre-employment drug testing is common, particularly in industries like transportation, healthcare, construction, and government work. The specifics vary: some employers test only for the most common substances, others run broader panels. Timing also varies — some test before an offer is made, others make the offer conditional on passing. With marijuana legal in a growing number of states, policies around cannabis have become less uniform, and some employers have dropped it from their testing panels entirely while others, especially those subject to federal regulations, still include it.

Social Media Screening

Some employers may screen an applicant's social media profiles to look for red flags or content that conflicts with company values. Always be sure to keep your profiles private if your real life information is on them. A few things worth knowing: employers who conduct social media screening are supposed to be careful not to use information they find to discriminate based on protected characteristics (race, religion, pregnancy status, etc.), even if that information is technically visible. Some companies use third-party screening services for this specifically to create a documented buffer. Whether that protection works in practice is a separate question.

Reference Checks

Employers may contact an applicant's references to obtain information about their work history and character. If you're going to use a previous employer as a reference, or anyone for that matter, get their permission first even if your relationship with them is or was a very good one. It's also worth knowing what a former employer is likely to say about you. Many companies have policies that limit what managers can share — often just title, dates of employment, and eligibility for rehire — to reduce legal exposure. A reference who says nothing beyond those basics isn't necessarily a bad sign.

Know Your Rights as an Applicant

It is especially important that background checks be conducted in compliance with applicable laws. The Fair Credit Reporting Act (FCRA) requires employers to obtain an applicant's written consent before conducting a background check, and to provide them with a copy of the report along with a summary of their rights if adverse action is being taken based on it. "Adverse action" means the employer is using the report as a reason not to hire you. If that happens, you have the right to dispute inaccurate information in the report directly with the background check company.

Errors in background check reports are more common than most people expect. Mistaken identity (where someone else's criminal record gets attached to your file), outdated records that should have been removed, and incorrectly reported convictions all show up with some regularity. If you're in a job search and have any reason to be concerned about what a report might show, it's worth running a check on yourself first so there are no surprises. Several of the services covered elsewhere on this blog offer that option.

Also important to know is that many of the websites which are said to offer a background check online are not FCRA certified, and cannot legally be used to screen applicants. A professional service will let you know whether it can be used for employment purposes or not. If you're ever thinking of starting a business and taking on employees, understanding both what you can require and what you're prohibited from asking is worth the time to research properly before your first hire.