What do company look for in background checks: Here’s What Employers Look for When They Run a Background Check

Here’s What Employers Look for When They Run a Background Check

What do employers look for in a background check?

When it comes to the pre-employment vetting processes, every employer will approach things differently, depending on their size and resources, their industry, and the job or jobs they need to fill. There are many types of background reporting services an employer can order, all of which provide different data types from various sources. Generally speaking, a pre-hire investigation will check for a criminal record, verify resume information, such as past employment, educational credentials, and professional licenses or certifications. Perhaps assess other types of information, such as a driving record or credit history.

Read on to learn more about what shows up on an employment background check.

The Employment Background Check

 Employers run history checks on their candidates for various reasons. For instance, by reviewing a person’s criminal past, a hiring manager can assess the level of risk that a candidate might pose if given the job at hand. In some cases, a person’s criminal past may even preclude them from working a specific type of job, such as a registered sex offender interviewing for a teaching position. On the other hand, verification checks of employment, education, and credentials are an essential step for helping employers determine whether their candidates are qualified for the job at hand.

What Employers Can and Will Look At

 Below, we have recapped the most common types of employee background verification, as well as the kind of information each of those checks will typically return. Do note that, while employers are typically allowed to consider the information highlighted below as part of the pre-employment process, that privilege is not absolute. Employers must follow the tenets of the Fair Credit Reporting Act (FCRA) when conducting searches, which include very detailed steps for obtaining a subject’s permission before looking into their past.

Besides, the specific laws and regulations surrounding the information in each category may vary depending on state or local jurisdiction. We have highlighted checks that tend to be more regulated and, therefore, limited.

Work history

Work history is one of the top items that hiring managers consider when assessing candidates for a vacancy. The thought is that someone’s employment experience can offer a good sense of how qualified they are for a particular job. Some jobs call for candidates to have a specified number of years’ experience working in a specific industry or type of position. In other cases, employers will not be nearly as particular about work history. However, they will still consider employment history to determine what skills or hands-on experience applicants may bring to the job.

Employment verification checks work differently than many other types of background checks. No database tracks where people have worked over the years. While candidates self-provide this information on their resumes and/or job applications, verification checks are an opportunity for employers to vet that information for inaccuracies or falsehood—an important step given the commonality of dishonesty on resumes.

Since there is no job history database, these checks always involve direct contact with previous employers. At backgroundchecks.com, we contact past employers on behalf of the hiring team to verify key information on the resume, such as dates of employment and job title.

Credit check

 Some employers consider a candidate’s credit history as part of the pre-employment check process. These types of checks are prevalent in finance-related jobs, such as banking or stock trading, to assess a candidate’s financial habits. Some employers believe that, by evaluating how a person handles money in their personal life, they will know how to grade that person’s overall financial responsibility in the professional realm. A credit check that reveals poor credit can sometimes be a sign of risk for an employer filling a role involving accounts, handling money, or other financial matters.

Employers should tread carefully when using this type of screening, however. While financial literacy and responsibility are essential skills for some jobs, there has been some debate in recent years about how much insight a candidate’s credit record can lend to this type of position. Medical bills, unemployment, and especially student loans are factors that can affect a person’s credit detrimentally. Particularly in the wake of the COVID-19 pandemic, which caused substantial spikes in unemployment rates nationwide, disqualifying someone for bad credit may be seen as only exacerbating the problem.

It is also worth noting that credit assessments for employment purposes are illegal in some areas. In 11 states – California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington – plus several other jurisdictions (including Washington, D.C., New York City, Chicago, and Philadelphia), employers are heavily restricted in their ability to use credit screenings when making hiring decisions. Employers should be aware of their local and state laws when considering this type of assessment.

Criminal records

Criminal searches are the cornerstone of most verification processes. These records can include “red flags” such as violent offenses, sex crimes, embezzlement convictions, DUIs, or other history that could render someone a risky hire. Employers will look for this type of information to protect their legal interests, as well as their customers, other employees, their finances, and more. For example, an employer hiring for financial accounts and sensitive personal information would want to avoid hiring a candidate with a history of embezzlement or identity theft, lest they take advantage of their position to commit similar crimes. Employers who overlook this type of relevant criminal history in filling a job may face negligent hiring lawsuits if the person they hire ends up facing further accusations for their behavior on the job.

At backgrounchecks.com, we offer various criminal searches, including a county check, a state repository search, a federal court search, and an instant search of our proprietary multi-jurisdictional database.

Contrary to popular belief, there is no single, central database for criminal information. Records about criminal charges or convictions are often filed at the county courthouse level. Still, they may also be filed at U.S. District Courts (in the case of federal crimes) or reported into state repositories (in the case of state records searches). We recommend a multi-faceted criminal exploration, incorporating county checks in places where the candidate has lived recently. We also offer searches of our US OneSEARCH database, which includes more than 650 million criminal records from all 50 states and all U.S. territories.

Driving record

When hiring for jobs that involve operating vehicles, employers will often include driving record checks as part of their candidate vetting process. While motor vehicle history is not relevant to all jobs, it is one of the most critical metrics for delivery vacancies, trucking jobs, positions that involve operating heavy construction machinery, and other similar types of employment. A history of unsafe driving – from lots of speeding tickets to suspended licenses and DUI convictions – is a safety and liability risk for employers filling these types of positions.

References

Though sometimes confused with employment verification checks, reference checks serve a different purpose. Employment verifications determine whether resume information is accurate, while professional references are people who can speak to a candidate’s character, job performance, skills, and overall work style. Often, employers will ask that candidates list two to three references as part of the job application. Reference checks involve contacting those individuals directly to learn more about the candidate.

Verification Checks

Beyond work history and references, verification checks can also check a person’s educational credentials and professional licenses. Education checks involve contacting a college or university to verify that a candidate attended, as well as dates of attendance, degrees or certificates received, and any honors attached to those degrees.

Professional license verifications ensure that a person holds the license(s) necessary to work in a specific field in a particular state. Examples include teaching licenses, licenses to practice law, nursing licenses, or licenses to practice medicine.

What Employers Cannot look At

While different types of employment background checks can reveal much information about a candidate, there are certain types of information that employers are not allowed to access—even as part of checks that might seem to reveal that information. Examples include:

School records

While education verifications will indicate whether a candidate earned the college degree they claimed on their resume – these checks won’t show a full school record. Employers won’t know which courses the candidate took, for instance, or what grades they received. School records from further back—high school, for example—are also not accessible to employers.

Military records

There is no type of history checking service available to private employers to access a person’s military record. While candidates may voluntarily offer information about their military service, if applicable, employers should not plan to vet that information, check for details about a person’s military history, or look for evidence of discharges.

Medical records

Much of the information gleaned through an employee or candidate investigation is technically part of the public record. Medical records do not fall into this category: they are private documents, with privacy ensured by doctor-patient confidentiality. Employers should not expect to learn about medical history through background screening.

Criminal history

While criminal history is at the heart of many pre-employment vetting protocols, that doesn’t mean employers have free reign to access or make hiring decisions based on the full scope of a person’s criminal record?. Records that have been sealed or expunged, for instance, should not feature on a check report and cannot be used to bar a person from employment. Many states also have laws that restrict the use of arrest records in hiring, that specify a criminal history lookback period of seven years, or both. Employers should take care to learn the laws of where they do business to avoid any compliance issues in how they use criminal details in their hiring decisions.

How to Prepare for an Employment Background Check

Asking “What do employers look for in a background check?” is a smart strategy for job seekers wishing to prepare themselves for the employment screening process. Here are a few steps that candidates can keep in mind to avoid any surprises:

Understand what previous employers might say about you

Contrary to widespread assumption, most employers will stick to answering only simple point-of-fact questions when called for an employment verification check. Job titles, employment dates, the reason for leaving, eligibility for rehire: these topics are objective talking points that HR managers are willing to answer. More freeform questions, such as a past employer’s comment on character or work ethic, are challenging territory. HR managers or former supervisors will often decline to answer them to avoid legal claims of defamation from their previous employees.

Obtain your records

Job seekers concerned about the verification process are often encouraged to run investigations on themselves. At backgroundchecks.com, we even offer a self-check service. This strategy provides an opportunity for a candidate to see their record and get a preview of what their hiring manager will see. Running a self-check can be a valuable way to make sure that an expungement has gone through or simply to achieve peace of mind.

Check your credit

Like a self-check for criminal history, a self-check for credit can give a sense of what employers might see and what conclusions they could draw from that information. Job seekers will sometimes use these self-assessments to determine if they need to provide any explanations about their history that may help provide context for less-than-flattering results. Note that every consumer is entitled to a free credit report from each of the three credit reporting agencies (Equifax, Experian, and TransUnion) each year.

Frequently Asked Questions

What can disqualify a job candidate on a background check?

The answer to this question will vary from one employer to the next. Factors such as the industry where the employer operates, industry regulations, state and local laws, the job in question, specific company policies, and even the leniency of individual hiring managers can affect the answer. The most common disqualifiers in the vetting process tend to be either severe felony convictions (violent crimes, sex offenses, etc.) or blatant dishonesty of the job seeker. These factors register as “red flags” almost no matter the industry or company. However, as previously discussed, other factors can be disqualifiers as well, depending on the job—such as a history of dangerous driving, for jobs that involve driving, or bad credit, for financial-related positions.

How does a background check verify employment?

At backgroundchecks.com, we conduct employment verifications by contacting a candidate’s past employers and asking key questions about employment dates, job titles, and other information.

What can be revealed in a background check?

A “background check” is, in fact, multiple checks or searches of various data sources, intending to provide a detailed and wide-reaching view of a job candidate’s past. A pre-hire screening company can check a person’s criminal past, driving history, past employment, education, and professional licensing. It also includes references, civil court history, address history, Social Security Number, aliases/alternate names, credit, bankruptcy history, social media presence, and more.

About Michael Klazema The author

Michael Klazema is the lead author and editor for Dallas-based backgroundchecks.com with a focus on human resource and employment screening developments

What Do Employers Look For in a Background Check?

Jump to section

What’s an employee background check?

If a company does a background check, are you hired?

What happens if I deny a background check?

How do companies do background checks?

What can employers see on a background check?

What are employers restricted from seeing on an employment background check?

5 tips to prepare for a background check

How do you fail a background check?

When in doubt, prepare and be honest

You’ve crafted a standout resume, tapped into your professional network, and delivered a winning interview. You might even already have an informal or conditional job offer. But in some cases, there’s one more step before an employer hires you: a background check.

Not every employer runs employee background checks, and most aren’t required to. Employers use them as a tool to verify your information — like education and past employment — and check your criminal record, employment history, and more.

It might sound intimidating, but these are a normal part of the hiring practice, and knowing what employers look for in a background check might ease your worries.

What’s an employee background check?

An employee background check is a formal process that verifies your personal and professional information. Employers — either through a third party or in-house — investigate your identity, work history, education, social media, criminal record, and any other relevant information.

This can happen at any time during the hiring process.

Employers are legally allowed to require background checks, though the Equal Employment Opportunity Commission sets restrictions and regulations.

Companies can’t conduct a check based on race, disability, or citizenship, and they have to give potential employees a formal notice stating they might use the background check information for a hiring decision.

They also need your written permission beforehand if they’re using a third party. If they’re conducting an in-house check, they don’t have to.

Depending on the type of background check and whether the company needs to check information from different states or countries, it could take a few days or weeks to complete.

If a company does a background check, are you hired?

Not necessarily. A potential employer can conduct a background check at any time, whether that’s when you submit your application or if you’re about to get an offer. But 87% of background checks happen at the pre-employment stage, so once you’re hired, your employer likely won’t check again.

Employers might also give you a conditional offer that depends on the result of your background check, meaning they want to double-check that your information is accurate before moving forward.

What happens if I deny a background check?

Although you don’t have to consent to a background check, an employer can reject your application if you say no.

How do companies do background checks?

Companies often conduct professional background checks with third-party organizations. Larger organizations might also conduct them internally. Here’s more about each method and how it works:

Third-party background checks

Third-party businesses like GoodHire, HireRight, and Universal Background Check help employers research potential employees. If an employer chooses this route, they’re legally required to notify you, in writing, so you can give written consent.

The notification should clearly outline what information they’re looking for and why.

In-house background checks

An employer might have designated staff in human resources (HR) to check your background, but this isn’t as common because it’s easier to outsource the task.

Employers might also conduct screenings, where they check your social media, education, and work history independently. This is different from a background check because it’s less formal and doesn’t include your criminal record.

A potential employer isn’t required to notify you prior to conducting a screening unless they use a third party.

What can employers see on a background check?

What’s included in a background check varies depending on both the organization and job’s roles and responsibilities. Additionally, individual states and jurisdictions may have their own rules that limit information access to protect your privacy.

Common background screenings include one or several of the following:

1. Identity verification

Employers can verify your name, any aliases, and address history to make sure you are who you claim to be. They can ask for your Social Security number (SSN), though you have the right not to give it to them.

Employers shouldn’t request it during the hiring process unless it’s absolutely necessary. Once hired, you need to provide your SSN for payroll and benefits. But before you sign your contract, it’s voluntary. 

2. Work history and employment verification 

A potential employer may inquire into your employment history by calling or emailing your professional references. They can reach out to the references from your job application or request additional contacts for previous employers to better understand your past performance and career path. 

This type of pre-employment screening checks whether you’ve given false information about past employment, like dates of employment, job titles, and experience. It’s also an opportunity to ask questions about your character to confirm whether you fit the company culture.

3. Education verification

For professions that require licenses, certifications, or specialized degrees, a prospective employer might verify your education. They’ll reach out to your education provider to verify your enrollment and credentials and could ask you to send them official transcripts from your studies.

Some employers also use third parties like National Student Clearinghouse to verify your degree.

4. Criminal record

The Equal Employment Opportunity Commission (EEOC) prohibits employers from discriminating against you based on race or national origin. They also can’t discriminate against you simply for having a criminal record.

However, employers have the right not to hire you based on the severity of a past crime and the nature of the job you’re applying for. If you do have a record, you can provide proof that you’ve made efforts to change.

Organizations check criminal backgrounds for practical purposes. If the job you’re applying for requires access to sensitive material, employers want to know they can trust you with it.

5. Financial history 

For finance-related fields, an employer may check your credit history to measure your financial literacy and responsibility. A poor credit report may be a red flag for financial institutions, accounting firms, or other positions that require someone to handle or make important financial decisions.

Employers do need your written consent before conducting a credit check, and credit checks for employment decisions are restricted under some municipal and state laws. 

Financial history is nuanced, and it doesn’t always reflect your character or skills. Poor credit can indicate past financial decisions, medical bills, and student loans that have nothing to do with your ability to perform a job.

There are currently efforts being taken to ban employer credit checks based on financial and class discrimination.

6. Medical history

Medical records are confidential, and you’re generally protected from revealing your personal medical history, family medical history, or genetic information. Employers can only ask medical questions after giving you a conditional job offer.

And they can only ask medical questions if there’s objective evidence that you can’t do your job or that you create a safety risk because of a medical affliction.

7. Social media

Around 67% of employers use social media to research potential hires. They may scan your profiles for potential red flags, like lying about your qualifications, making discriminatory posts or comments, or sharing information about a past employer.

It’s generally recommended to clean up your social media or make your accounts private while searching for a job and try not to post anything you don’t want employers to see.

8. Driving records

Employers can contact the Department of Motor Vehicles (DMV) in your state to verify your driving record, but you need to sign a release form first.  This is most common for jobs that require you to drive or operate heavy machinery.

An employer will check your driver’s license and driving record to make sure you don’t have any driving-related charges. The DMV is state-regulated, so the types of reports available might vary, depending on where you live or work, so verify which report employers need before signing a release.

What are employers restricted from seeing on an employment background check?

The Fair Credit Reporting Act (FCRA) limits what consumer reporting agencies and credit bureaus can investigate in an employment background check. Individual states, municipalities, and jurisdictions have their own sets of rules and restrictions.

But the following information is federally protected under the FCRA, meaning an employer can’t use it during a background check:

• Bankruptcies that are older than 10 years

• Civil suits, judgments, and arrest records older than seven years or with an expired statute of limitations

• Paid tax liens that are older than seven years

• The name, address, and telephone number of any medical providers

5 tips to prepare for a background check

Background checks can feel stressful. While it’s okay to feel nervous about the process, there are a few ways to prepare yourself and keep the background check fair and accurate.

Here are five tips to prepare for pre-employment screenings:

• Inform yourself: A background check may provide potentially sensitive information, and it’s fair to ask a hiring manager what kind of background check they’re soliciting.  

• Check your credit report: A self-check will help double-check your credit information and offer some reassurance if your employer requests this information. If you suspect your credit check is inaccurate, contact the reporting company to remedy the report before potential employers inquire.

• Give your references a heads up: As a courtesy, always ask for consent before including someone as a reference on your resume. During the interviewing process, remind them they may get a phone call or email.

• Know your rights: If you receive a job rejection based on your background check, the FCRA requires the employer to give you a copy of the report and your rights so you can dispute any inaccuracies or provide context.

• Check your social media: Social media provides a public record that gives hiring managers important insights into your past employment or lifestyle. Represent yourself accurately and professionally, and if you’re unsure, make your social media accounts private.

How do you fail a background check?

Every organization has different standards for background checks. You might “pass” for one job and “fail” for another. The EEOC and local laws protect you from invasive or discriminatory background checks. However, if you do have a criminal record, employers have grounds not to hire you, within reason.

Here are a few results employers might not overlook:

• Severe felony convictions: A history of criminal convictions might be a liability or safety risk for an employer. Be proactive about an unflattering criminal background.

  Take the time to prepare a response and have references to support your ability to contribute value to a company. Prove that your convictions are part of your past and that they don’t limit your skills.

• Dishonesty: Misleading or lying about your qualifications, work history, or relationships to a reference will leave an employer doubting your integrity in the workplace. Honesty is always the best policy.

• Bad feedback: Negative reports from references could convince a hiring manager not to move forward. If you suspect a toxic manager or colleague will speak poorly of you, be prepared to add context about why you left the job.

When in doubt, prepare and be honest

An employment background check is a normal part of the screening process for many jobs. If you’ve gotten this far in the hiring process and have been honest with your potential employer, you likely don’t have to stress about what employers look for in a background check.

However, it’s never a bad idea to be proactive and take steps to dispute inaccuracies or misunderstandings. Even if you don’t anticipate any snags, knowing what to do will give you peace of mind while you await the results. 

how to pass an employment security check

In short, to protect yourself and reduce any risks associated with loss of money or reputation. Both of these can hurt a business if, say, a person comes to the company who was engaged in fraud at the previous place of work, generously shared classified information with competitors, or even stole. True, it is not always possible to check this, but employers are trying to figure out unscrupulous employees at the very beginning, so that later it would not be excruciatingly painful and expensive. On the other hand, not all and not all companies are checked.

In general, there are two types of organizations. The first are government. In them, the security service check is regulated by law, that is, the applicant can find out in advance what documents need to be submitted and through which circles of the security service he will have to go through. The second are private companies that independently establish verification rules in accordance with local acts. So there are stories in which applicants have to fill out questionnaires with weird questions or go through stress interviews.

Traditionally, a lot depends on the size of the business.

Representatives of big business are in a relatively advantageous position: they are well known, so candidates are more loyal to any checks. The situation is much more complicated for small companies, which also have a security policy. Often, they have more questions from applicants. In any case, if a person goes to get a job in a company, he must respect its principles and values. It’s about trusting each other.
Irina, HR manager of one of the largest Russian banks

So, in large companies, you can’t do without a security check – you need to put up with this, while the procedure itself is quite standardized. Most often, applicants fill out a questionnaire, but there are also other formats – from interviews with security service representatives to a polygraph test.

Employers themselves don’t like to share what goes on behind closed doors in the office of the security department. Audits in two organizations from the same industry, for example, in the banking sector, may differ in format from each other. The process in most companies is kept secret.

As a rule, security specialists collect information from the previous jobs of the candidate, check the presence of a criminal record and administrative offenses, the authenticity of documents – passport, TIN, diploma and others, and can also study the financial situation – whether the potential employee has debts, fines, whether you have a self-employed status or your own business. As for the last points, a number of companies can really alert “work on the side” – this is important to consider when applying for a job.

Another item on the checklist for inspectors is connections with competitors . This is important if the applicant wants to take a top position or a position associated with confidential data.

Social networks also often attract the attention of security specialists, so it is better to avoid posting provocative images, photos, texts, and also any negative information about the previous employer. This will definitely not be a bonus for employment. By positions and interests, you can make a psychological portrait of the candidate. And employers often use this opportunity, especially if not only professional, but also personal qualities are important in a potential employee.

When checking documents , it is important to consider that the employer has the right to ask the applicant to provide only the information that is limited by art. 65 Labor Code of the Russian Federation. You can verify the authenticity of documents in various ways: look at the validity of your passport on the website of the Ministry of Internal Affairs, check the TIN number through the portal of the Federal Tax Service, information about education – by making a request to an educational institution. A large amount of information about any person is stored in the public domain, which is why it is so important to carefully leave digital footprints. Obviously, the stricter the check, the more databases, including internal ones, will be involved.

In addition to providing specific documents, the applicant may be asked to fill out a special questionnaire . It contains various questions. They concern both professional competencies and information that, at first glance, does not relate to the work that the candidate has to perform. Perhaps the most controversial point is related to filling in information about the next of kin.

Usually parents, brothers, sisters, wives and husbands are indicated in the questionnaire. There are two sides here. On the one hand, the company is trying to protect itself. On the other hand, we all understand that there are different relationships in families. A fair question arises: why should I be responsible for my relatives if I do not maintain any connections with them? If one of the candidate’s close relatives has a criminal record, then in 9In 9% of cases, the entrance for him to all large companies is closed. How humane is that? The discussion is open.
Irina, HR manager of one of the largest Russian banks

There are companies that include very specific questions in their questionnaires. According to the stories of candidates, these are requests about who the parents worked in certain periods of life, information about deceased relatives.

Most often, at the stage of verification in the security service, I was asked to provide copies of documents, and once I had to take a polygraph – the employer wanted to find out if I work for competitors. The most common is filling out questionnaires. In one of the companies, it was necessary to provide detailed information about relatives. I even asked the recruiter why they needed data on the dead. The answer then struck me: these relatives could break the law, then the applicant automatically lost his job. I admit that a person could hide something about himself or about his relatives. But it is very disappointing when, due to the mistakes of parents, brothers or sisters, people were not hired. It happened to me.
Tatyana, public relations specialist

An important point is that the employer does not have the right to process the candidate’s profile without taking his written consent. Otherwise, you can sue the company in accordance with Part 2 of Art. 13.11 of the Code of Administrative Offenses of the Russian Federation. According to employers, a few years ago, most job seekers did not have such a level of awareness regarding personal data. Oddly enough, people were not afraid to send copies of passports and other documents to unknown mail. Since the beginning of the pandemic, when there were many more scammers and their schemes more sophisticated, candidates began to be cautious. And this is good news.

At the same time, any fears of applicants that some information after verification may leak into the Network are clearly unfounded.

All information received by the security service is confidential and will never be used against the applicant.
Yulia Lisnyak, Head of Recruitment and Adaptation Department, IEK GROUP

Another way to check is testing . Here, they do not ask to disclose personal data, and indicate too much, too, but it is better to prepare for the fact that there will be at least a hundred questions in the test and at some stage they may be repeated. All this is necessary to test all the same soft skills – the sincerity and honesty of the candidate. Inconsistency in answers can be an obstacle to employment.

There are still stress interviews that were so popular ten years ago. If the level of responsibility is high, and the industry of the company obliges, say, we are talking about nuclear energy or the financial sector, the applicant may be deliberately driven into stress in order to test his emotional stability. History knows many examples when top managers were interviewed in extreme conditions or applicants were made nervous while waiting for an interview for two hours. It is one thing when the company is partly obliged to check the candidate’s stress resistance due to the specifics of the position, and quite another if the company’s management does this out of morbid curiosity.

In some organizations, for example, in law enforcement agencies, it is impossible to get a job without a polygraph test. In private companies, this is rather an optional measure that employers use to identify all the same risks. However, it cannot be argued that this is a mass story. A lot depends on the same parameters: the business industry, the position of the candidate and his professional affiliation.

In one of the banks where I used to work, top managers, getting a job, had to go to another city to take a polygraph. Personal assistants to managers also often pass such a test – they have direct access to the “body”. Be that as it may, the polygraph is still an effective method to understand the candidate’s stress tolerance and business risks. It may also be that the company does not have a polygraph, but the person is asked about their readiness to undergo such a test. If the applicant understands that there are nuances that he is not ready to talk about, he will refuse. And the company will draw a conclusion.
Irina, HR manager of one of the largest Russian banks

As in the case of the survey, representatives of private business are free to ask potential employees whatever they want, since they also receive prior consent to conduct an audit using this method. There are no restrictions on the duration of the process – several applicants confirmed that they had to answer questions about signature forgery, denunciations of colleagues, fraud and other not very pleasant things for more than three hours.

I got a job in a small holding, which included pharmacies, beauty salons and other organizations, as an advertising director. I was alerted, firstly, by the question in the questionnaire about my religion – this is already contrary to the law. Secondly, some time after getting a job, I was sent for a polygraph, although I did not understand the meaning of this – I did not have access to money. They asked about theft and drugs. It all lasted two hours, it made me wildly angry. At that time, I was attracted by the salary, even though it was gray. I have a bad attitude towards such checks, because in banks and government agencies this is justified, but in private business in ordinary positions it is not. This is arrogance.
Ekaterina, Leading Marketing Specialist

HR-specialists agree that neither in the questionnaire, nor during the stress interview, and even more so during the polygraph test, you should not lie. If there are controversial points in the biography, it is better to talk about them honestly, or refuse to check at all. But in this case, you need to be aware – alas, most likely, you will have to say goodbye to the workplace. Most of the security service specialists are former law enforcement officers, it is important for them that the statements correspond to reality.

There are other, less common methods of verification that few candidates mention.

The most serious test, if it can be called that, was only when I was employed in one of the largest state-owned companies in the country. The registration procedure was standard. The only thing that was not traditional was that I was asked to take a drug test. It turned out that this is a mandatory procedure when applying for a job. Then I was told that the company could randomly conduct another analysis among employees under 35 years old. Allegedly to exclude people with addictions. In general, I am fine with checking a candidate’s dossier, as long as it does not overstep the bounds and does not violate ethical standards.
Daria, copywriter

In addition to what has already been said about the level of the position and profession of the candidate, the specifics and scale of the company, in some organizations applicants are checked selectively. For example, if a recruiter or manager has questions or doubts. Often, additional checks are arranged for applicants who have not been in a hurry to go to work for a long time.

Another category of candidates is line specialists. They usually just check documents.

I had such an experience in one of the companies when a person was in prison and he was given a new passport. He hid it from the company. Upon verification, the suspicions were confirmed.
Irina, HR manager of one of the largest Russian banks

Even in the jewelry industry, where, at first glance, security specialists have a place to turn around, the largest staff — salespeople — are checked using questionnaires. On the other hand, as a representative of this area notes, even with such a simplified scheme, employers often face refusals – someone perceives the check as pressure. For all other employees of the jewelry industry, even a polygraph test is rather an inevitability.

Considering the specifics of our field, I regard security checks as a production necessity. Still, the risks are very high. At the same time, I remember a lot of criminal stories with people who flawlessly passed all the “tests”, including the polygraph. There is such a professional proverb: we check gold for a sample, gold checks the sample for us.
Tatyana, director of a branch of one of the jewelry chains

Now not only full-time employees are checked, but also those who work with the company on a freelance basis or in the status of self-employed. To get the necessary access to information or systems, you will have to provide not only documents (passport, TIN, SNILS and others), but also fill out a questionnaire and answer questions about employment, relations with competing organizations, credit history, etc. The only question is in how the verification process is built in a particular company. Of course, the applicant may not agree with the rules and ignore the security check – this is his choice. Moreover, this cannot serve as a basis for refusing employment. Otherwise, the company can be suspected of discrimination, and the law will be on the side of the candidate.

Formally, an applicant who did not want to be checked in the security service may be refused due to inconsistency with the vacancy. That is, the employer will say that he does not have enough professional knowledge or competencies to do the job. And, of course, the company cannot be held liable for this.

You need to understand that most often we consider several people for a vacancy, respectively, such a refusal increases the chances of applicants who agreed to go through all the procedures, including security checks.
Yuliya Lisnyak, Head of Recruitment and Adaptation Department, IEK GROUP

This applies even to those cases where the refusal of employment can be justified. For example, the applicant withheld information about a criminal record or lied about previous jobs.

Let’s say a person is hired to work with numbers, analytics, personal data of clients. At the same time, he was fired from the previous company for hiding settlement accounts, but this is not indicated in the labor one, so as not to spoil a person’s life. How can the security service find out about this? Just contact your colleagues. All security personnel communicate with each other. Nevertheless, the company does not have the right to refuse the applicant, even with evidence in hand.
Irina, HR manager of one of the largest Russian banks

Depending on the size of the company, security checks can take from one to five business days. Typically, the recruiter warns the candidate about how long it will take for this procedure in a particular organization. The more stages of verification, the longer it takes. And company representatives see nothing wrong with clarifying information with the hiring manager so as not to worry once again.

It happens that the inspection period increases due to controversial issues, then the decision to hire a person remains with the immediate supervisor. For some, such a trigger may be a significant gap between the last places of work or a lie in the questionnaire, so it is very important to carefully fill in all the information and indicate the exact data. A common situation is when a candidate writes some information in the resume, others in the questionnaire, and third ones are reflected in the labor. Someone makes mistakes out of inattention, someone out of ignorance. Most often, applicants are “caught” by not indicating unofficial places of work, although this is important information for the security service. And there can be many such little things.

In fact, passport data is enough for verification to get the necessary information about a person, and the questionnaire is more of an additional source of information: if there is a discrepancy, then this is an alarm call for the security service, they may refuse. Having a business or a stake in a company can also be an implicit ground for rejection.
Alexander, CFO

It can be argued, but hard to disagree, that the due diligence process is important to protecting the interests of the company. Despite the polarity of assessments of the methods of this very verification, most applicants adequately perceive the requests of potential employers to fill out a questionnaire or provide documents. True, you also need to accept the conditions wisely, since scammers, especially in the current turbulent times, are on the alert.

You can try on the role of a security service specialist, but instead of the candidate, we will check the company. Where to start:

1. Search for information about the organization in open sources, including the register of legal entities. View the official website, phone number, pay attention to addresses, as well as business owners.

2. Go to the office. Is it worth providing personal data in correspondence with a company in which there is no certainty? Absolutely not! A personal meeting will help to dispel or confirm doubts. It’s one thing if it takes place in the basement without signs, and another thing in a cozy space.

I always recommend coming for an in-person interview. So you can look at the premises, the manager, the company’s employees before handing over and signing something. If everything is in order, you can ask to print the questionnaire on the spot and fill it out right in the office. If something confuses you in the process – communication, people – listen to your inner voice and take your time. You will waste time, but your safety and work depend on it.
Irina, HR manager of one of the largest Russian banks

3. Pay attention to feedback from employees. On the one hand, you should not completely trust the comments – in numerous reviews they are often left by disgruntled employees, but facts related to salary delays, fraudulent actions and strange behavior are, as a rule, a signal to flee from such an employer.

There are different tools: job search services, such as hh. ru, where employers are checked, numerous reviews, no one has canceled word of mouth. A little analytics and critical thinking – and, most likely, you simply will not send your resume to a fraudulent employer.
Yulia Lisnyak, Head of Recruitment and Adaptation Department, IEK GROUP

Many of us are now being tested, including strength tests, it is important that they do not violate personal boundaries and help with finding a job, not hinder it!

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What is included in the background check when applying for a job?

Background checks are a standard part of the recruitment process for many employers. Here is a guide to what goes into a background check when applying for a job, as well as tips on how to prepare for it.

What is a background check?

Background check is the collection and verification of public and private documents by individuals or organizations. Specific examples include checking:

• Convictions (state, county and city)

• credit history

• Employment history

• Work permit

• Education history (high school, university, etc.)

• Social media profiles

• driving experience

• Medical certificates (restrictions apply)

There are many types of background checks, and different states and cities may have different laws regarding background checks. Employers can choose different reports based on their needs, the nature of the job you are applying for and where it is located.

What you can expect from an employee background check

Employment background checks are used by a wide variety of organizations for all types of jobs. In particular, if you are applying for a job that involves managing finances, property, or confidential information, you can expect employers to conduct a background check before officially offering you a position.

According to a recent report from background check company HireRight, the most common background checks for employment are criminal records (84%), employment history (72%) and identity (67%).

Less common reasons for background checks are:

• Education check (49%)

• Driver’s documents (49%)

• Vocational qualification test (42%)

• Credit history (28%)

Employer background checks can be done at any time. It is customary in many industries to ask for background information after a conditional job offer has been made.

How to prepare for a background check

Knowing that many employers will likely look into your background before officially offering you a job, there are a few steps you can take:

1. Clean up your social media profiles and check your settings privacy policy

Today, recruiters and recruiters often look at candidates’ social media profiles. If there is information that you do not want potential employers to have access to, make your accounts private and control the content (by deleting or hiding) so that they can see what they need.

2. Keep good records of your academic history and past work

Keep paper and or secure digital copies of your academic transcripts and diplomas. Keep pay slips and other documents that can show where you worked. Have past employers’ contact information and references handy to accurately fill out job applications.

3. Getting copies of your records

You may find it helpful to know what a potential employer might learn from your records. To do this, you can request information from various sources yourself. For example, many financial services companies can provide you with your credit history for free. You can get a copy of your driver’s license from your state Department of Motor Vehicles. Check with your state Department of Public Safety for access to your criminal record, if you have one.