‍Hiring the wrong person can be costly.

That’s why background checks have become a standard part of the hiring process. They provide verified insights into a candidate’s history, helping employers make confident, informed decisions.

From confirming identities to uncovering criminal records or inconsistencies in a resume, background checks help reduce risks — protecting workplace culture, safety, and company reputation.

But what exactly does a background check reveal? What kind of information does it include, and how deep does it go?

This article breaks down everything you need to know about what shows up in a background check.

What is a Background Check?

A background check is a process used to verify the accuracy of a candidate’s personal, professional, and sometimes financial history. It’s a critical step in employment screening, helping employers confirm that the information provided by the candidate is truthful and complete.

The purpose of a background check is simple: to reduce the risk of a bad hire. By reviewing a candidate’s history — including criminal records, past employment, education, and more — employers can make more informed decisions and protect their organization from potential issues.

A typical background report can include various elements, depending on the job role and industry. At its core, it aims to verify identity, confirm qualifications, and flag any potential red flags.

Common Types of Background Checks:

• Employment Verification – Confirms previous job titles, dates of employment, and responsibilities.
• Criminal Background Check – Searches for past convictions, pending charges, or arrest records.
• Education Verification – Confirms academic credentials such as degrees and certifications.
• Credit Check – Often used for roles involving financial responsibility, it reviews credit history, bankruptcies, and debt.
• Identity Verification – Validates personal details like name, date of birth, and social security number.
• Driving Record Check – Relevant for roles involving vehicle operation; includes license status and violations.
• Social Media Screening – Reviews public online behavior and content that may reflect on a candidate’s professionalism or alignment with company values.

Each type of background check serves a specific purpose and can be tailored to match the requirements of the role being filled.

What Does a Background Check Include?

A background check is made up of multiple components, each designed to verify a different aspect of a candidate’s personal and professional history. Here’s a breakdown of what employers typically review during the screening process:

1. Identity Verification

This step ensures that the candidate is who they claim to be.
Using government-issued identification numbers — such as a Social Security Number (SSN) — background checks validate personal details like full name, date of birth, and current or past addresses.

Why it matters: It helps prevent identity fraud and confirms the accuracy of the basic information provided on a resume or job application.

2. Criminal Records

Criminal background checks reveal any history of:

• Felony or misdemeanor convictions
• Arrest records (depending on the jurisdiction)
• Pending criminal charges
• Court rulings or warrants

Why it matters: While not all criminal records automatically disqualify a candidate, employers assess whether any offenses are relevant to the responsibilities or risks of the role.

3. Employment History

This part of the background check verifies:

• Job titles held
• Duration of employment
• Key responsibilities or roles
• Reasons for leaving (sometimes)

Why it matters: It detects any discrepancies or exaggerations in the candidate’s resume and helps validate past experience.

4. Education Verification

Education checks confirm:

• Degrees or diplomas earned
• Schools or institutions attended
• Dates of attendance
• Certifications or licenses (if applicable)

Why it matters: Especially important for roles requiring specific qualifications or technical knowledge.

5. Credit Checks

A credit check offers a snapshot of the candidate’s financial behavior, including:

• Credit score (in some cases)
• Debt levels
• Bankruptcy filings
• Late payments or defaults

Why it matters: Most relevant for positions involving financial responsibility, access to sensitive data, or budgeting authority.

Note: Credit checks usually require explicit consent and are governed by local data privacy laws.

6. Driving Records

For roles involving vehicle operation, driving history checks may include:

• License status
• Traffic violations
• DUI offenses
• Accident reports

Why it matters: It helps employers assess the candidate’s reliability and legal eligibility to drive.

7. Drug Testing

Often required in industries like transportation, logistics, manufacturing, or healthcare, drug screening detects the use of:

• Illegal substances
• Prescription drugs (if misused)
• Alcohol (in some cases)

Why it matters: Helps maintain safety and compliance in regulated or high-risk environments.

8. Social Media Activity

Social media screening involves reviewing public posts on platforms like LinkedIn, Twitter, Instagram, and Facebook for:

• Hate speech, harassment, or discriminatory comments
• Violent or sexually explicit content
• Illegal activity or behavior that could reflect poorly on an employer

Why it matters: Companies use this to assess cultural fit, public image, and potential risks to brand reputation.

What Shows Up on a Background Check?

Here’s a quick summary of the types of information that may appear:

• Criminal Records – Convictions, charges, court rulings
• Employment History – Verified job roles and tenure
• Education Records – Degrees and institutions attended
• Credit Reports – Financial behavior and red flags (for relevant roles)
• Driving Records – Violations, suspensions, and license status
• Social Media Activity – Public behavior on online platforms
• Identity Verification – Name, SSN, date of birth, address history

Important:
Background check results can vary depending on local and state laws. For instance, some jurisdictions restrict access to arrest records, expunged convictions, or how far back a check can go. Employers must stay compliant with laws like the Fair Credit Reporting Act (FCRA) or local privacy regulations when using background check data in hiring decisions.

What Does "Consider" Mean on a Background Check?

When a background check returns with a status marked as “Consider,” it means that the report has flagged some information that may require further review by the employer. It doesn’t automatically disqualify the candidate — instead, it signals that something in the report warrants a closer look before making a final decision.

What Triggers a “Consider” Status?

This flag can appear for a variety of reasons, such as:

• Minor or dated criminal offenses
• Discrepancies in employment history (e.g., job titles or dates don’t match)
• Issues with education verification
• Credit-related red flags (like a bankruptcy or high debt-to-income ratio, in roles involving finance)
• Driving violations for transportation-related jobs
• Social media content that may be questionable or violate company policies

What Should Employers Do Next?

A “Consider” status means the employer should:

• Review the flagged information in detail
• Evaluate the relevance of the issue to the role being filled
• Give the candidate a chance to explain or dispute the findings if needed

Employers must also comply with local employment laws and fair hiring practices, especially when using third-party background checks.

In short, “Consider” isn’t a rejection — it’s a reminder to pause, assess the context, and make a thoughtful, informed decision.

What Happens During a Background Check?

A background check follows a structured process designed to ensure fairness, accuracy, and legal compliance. Here's a step-by-step look at what typically happens:

1. Disclosure

Before anything begins, the candidate is informed that a background check will be conducted.
This disclosure is usually provided in writing and outlines the scope of the screening — such as checking criminal records, employment history, or credit reports.

2. Consent

The candidate must provide written authorization to proceed.
This step is legally required in many regions, including under the Fair Credit Reporting Act (FCRA) in the U.S., and ensures transparency between the employer and applicant.

3. Investigation

Once consent is given, the background screening provider collects information from multiple sources, which may include:

• Public records (e.g., criminal, court, or driving records)
• Previous employers and references
• Educational institutions
• Credit bureaus (if applicable)
• Social media platforms (for public content)

The depth of this investigation depends on the role, industry, and employer requirements.

4. Review and Decision

After the background report is completed, it’s shared with the employer for review.
Employers assess the findings and determine whether the information impacts the candidate’s suitability for the role.

If anything concerning appears in the report, the employer may:

• Request clarification or additional documents
• Give the candidate an opportunity to dispute errors
• Consider the severity and relevance of the issue before making a final decision

In roles regulated by law or involving safety, financial trust, or public interaction, employers may have stricter evaluation criteria.

Pre-Employment Background Checks: What Do They Look For?

Pre-employment background checks are not one-size-fits-all. Employers tailor them based on the specific responsibilities and risks associated with the role. Here's how the focus of a background check shifts depending on the nature of the job:

1. Financial Roles: Trust and Responsibility

For positions involving money management, sensitive financial data, or access to company funds (e.g., accounting, banking, or fintech roles), background checks often include:

• Credit history to assess financial responsibility
• Criminal records for fraud, embezzlement, or theft
• Employment verification to confirm past experience in similar roles

Why it matters: These checks help employers ensure the candidate is trustworthy and capable of handling financial duties with integrity.

2. Transportation and Delivery Jobs: Safe Driving Record

For roles that involve driving company vehicles or transporting goods and people (e.g., logistics, delivery, rideshare, or commercial drivers), employers focus on:

• Driving records including traffic violations, DUI charges, and license status
• Drug testing to ensure safety compliance
• Criminal background for offenses that could impact road safety or company liability

Why it matters: Employers need to reduce the risk of accidents, insurance issues, or legal liabilities.

3. Roles Involving Vulnerable Populations: Clean Background

For jobs that involve working with children, the elderly, or other vulnerable groups (e.g., healthcare, education, social work), background checks typically include:

• Extensive criminal background screening
• Sex offender registry check
• Verification of licenses or certifications
• Employment and reference checks to confirm ethical conduct in past roles

Why it matters: These roles require a higher level of scrutiny to ensure the safety and well-being of those being served.

Why Are Background Checks Important?

Hiring decisions carry long-term consequences — for your team, company culture, and overall business reputation. That’s why background checks are a critical step in the recruitment process. Here’s why they matter:

1. Protects Against Negligent Hiring Lawsuits

If an employee causes harm and it’s later discovered that a reasonable background check would have revealed red flags, the employer could be held legally responsible.
Background checks help demonstrate due diligence and reduce the risk of negligent hiring claims.

2. Ensures Workplace Safety and Security

By identifying criminal history or behavioral risks, background checks help create a safer environment for employees, customers, and stakeholders — especially in roles involving trust, access, or vulnerable populations.

3. Verifies Qualifications and Integrity

Background checks confirm that candidates have the experience, education, and licenses they claim. This ensures that only qualified individuals are hired, and helps prevent fraud, misrepresentation, or costly hiring mistakes.

Ethical and Legal Considerations

While background checks are valuable tools for employers, they must be conducted responsibly. Failing to follow legal and ethical standards can lead to lawsuits, reputational damage, or unfair hiring practices. Here's what employers need to keep in mind:

1. Compliance with Federal and State Laws

Employers must follow all applicable laws governing background checks, such as the Fair Credit Reporting Act (FCRA) in the U.S. This includes:

• Providing clear disclosure to the candidate
• Obtaining written consent before conducting the check
• Offering a pre-adverse action notice if the report might affect the hiring decision
• Giving candidates a chance to review and dispute inaccurate information

Local and state laws may also place limits on what can be checked and how far back employers can look — especially for criminal records or credit history.

2. Avoiding Discrimination

Background checks must be applied consistently across all candidates to avoid any perception of bias. Discriminating based on race, gender, age, religion, or other protected characteristics is illegal — and background checks should never be used as a tool to exclude candidates unfairly.

Employers should also ensure that any decisions made based on background check results are job-relevant and not rooted in assumptions or stereotypes.

3. Best Practices for Fair Hiring

To ensure fairness and transparency:

• Use only job-related criteria when evaluating background check results
• Consider the context of any findings (e.g., how long ago an offense occurred, and whether it’s relevant to the role)
• Create a clear background screening policy that outlines what is checked and why
• Allow candidates to explain or clarify any discrepancies before final decisions are made

How Phyllo Helps with Social Media Screening

When it comes to hiring, social media activity can offer valuable insights into a candidate’s behavior, values, and public presence. But manual checks are time-consuming, inconsistent, and prone to bias. That’s where Phyllo’s social media screening tools come in.

Phyllo provides two key offerings to make social media screening more reliable, compliant, and scalable for companies:

1. Social Media Screening Reports

Phyllo generates structured, AI-powered screening reports that analyze a candidate’s public social media activity across platforms like Instagram, X (formerly Twitter), Facebook, and more. These reports:

• Flag potential risks such as hate speech, violence, or inappropriate content
• Highlight sentiment, tone, and behavioral patterns
• Include customizable filters to align with your company’s policies

✅ Ideal for companies that want a clear, standardized view of a candidate’s online reputation.

2. Real-Time Social Profile Access (via API)

For platforms or verification services that want to integrate social checks at scale, Phyllo offers an API that connects directly to a candidate’s authenticated social accounts (with consent). This allows for:

• Access to real-time, first-party social media data
• Deeper, permission-based insights beyond just public content
• Better accuracy and reduced reliance on guesswork

✅ Perfect for background verification platforms, HR tech tools, or companies building their own hiring infrastructure.

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