Depending upon the type of background information you need to research on an employee, there are several types of pre-employment screening options to find the information you need. 

Typically, an employee record search will pull up some of the following details:

• Criminal records
• Educational history
• Credit history information
• Identity verification
• Previous employment history
• Driving record

These checks provide a vast amount of information for employers to finalize hiring decisions, ensure the validity of credentials, and even to ensure compliance with industry regulations for sensitive job roles.

A criminal employee background check serves the purpose of revealing any known criminal history of the searched individual at a local, state, and federal level. It should be stressed that employers must take care in their evaluation of the information found on these types of reports. Some states do not allow a criminal history to be run until after an employee has received an employment offer, and if any relevant arrest incidents have already been made known to the employer, a claim of negligent hiring could be made if an adverse decision occurs.

Offenses you can expect to find on this type of report includes:

• Outstanding warrants
• Pending cases or charges
• Felony and misdemeanor convictions
• Dismissed and acquitted case findings

Sources for these records could include the Sex Offender Public Registry, FBI Most Wanted databases, as well as other criminal record archives from other states in the United States and its territories. 

In this technological age, identity theft is an increasing problem for everyone, even companies trying to hire the best talent available for important job roles. This is why organizations must conduct identity verification of employees and potential hires to help mitigate risks to the integrity of their reputation, customers, and compliance.

Verifying the identity of a candidate or current employee could require a background check that provides:

• Employment history
• Education credential verification
• Drug Screening
• Driving records
• Checking of references
• Verification of social security number
• Address history check
• Alias records

Being positive that the person working for you is actually who they claim to be is critical when making a hiring decision or promoting an employee to a higher job role and responsibility. 

Credit reporting may seem out of the ordinary on the surface, but it is a good source for developing an understanding of a candidate’s financial habits, as well as fiscal responsibility for certain types of positions involving money-related decision-making of a business. Determining the trustworthiness of an employee by way of a pre-employment background check is a smart decision for any hiring organization or company. 

Important credit-related information that is often visible on an employee credit check are:

• Incurred debts like mortgages, credit cards, and student loans
• Current active credit accounts and limits summary
• Payment histories on noted accounts
• Bankruptcies
• Collections and charge-offs

Using credit history to judge the financial responsibility abilities of an employee is critical for many industries, especially those with roles in accounting, credit, and loans. How a candidate handles their own budget and finances is a strong indicator of how well they will manage those of the company they work for. 

Due to the heavily imposed state and federal laws that govern pre-employment background screening, employers must use care when using information from credit reports for hiring decisions. Before using such background information on a candidate, first ensure that this step is necessary for the job role and potential risk for fraudulent or mismanagement handling of that position. If there is not a real threat for this activity that you are hiring for, an adverse hiring decision could end up with accusations of discrimination or a suit based on such claims.