Ask five hiring managers what a background check includes, and you may get five different answers.
Some think of a criminal record search. Some think of credit. Others picture whatever happened to be included in the package their last screening provider used.
The reality is that a background check is not one single search.
An employment background check is usually a combination of searches and verifications selected based on the position, the employer's screening policy, the applicant's history, and applicable law.
A criminal record search may be one part of that process, but a "criminal check" and an "employment background check" are not inherently the same thing. Depending on the role, a package may also include employment or education verification, motor vehicle records, professional license checks, drug testing, credit, social media screening, or other services.
Each component answers a different question. Understanding what is, and is not, included helps employers build a screening program that actually makes sense for the position.
Criminal record searches are not all the same
One of the biggest areas of confusion in background screening is the phrase "criminal background check."
What is actually being searched?
Criminal research can include several separate types of searches, and employers may use one or combine several depending on the coverage they need.
County searches look for records within a specific county and are a baseline part of quality criminal research because many criminal cases are filed at the county level.
State searches, where available, look across a state's repository or court system. Coverage and update frequency can vary by state.
Federal searches are completely separate and cover the federal court system, where cases involving matters such as fraud, embezzlement, and other federal offenses may be filed.
Multi-jurisdictional database searches provide broader coverage and can help identify possible records or jurisdictions that may require additional research. They are useful tools, but they are not the same thing as searching every courthouse in the country and found records should be verified further at the source.
That is why seeing "criminal background check" on a package does not necessarily tell you what is being searched. Employers may want to understand which criminal searches are included, what each one covers, and why they are being used.
Reporting and use requirements can also vary by jurisdiction, so employers may want to review applicable requirements with their internal compliance team or legal counsel.
Certain records may also be sealed, expunged, legally restricted, or otherwise prohibited from being reported. What a consumer reporting agency may include, and what an employer may consider, depends on federal, state, and local law. The screening provider and the employer each carry separate responsibilities there. Ohio has its own rules on this, covered in Ohio background check rules employers often miss.
Verifications: an important piece that can be easy to overlook
Criminal history gets a lot of attention, but verifications answer a completely different question:
Does the applicant's history line up with what they provided?
Employment verification can confirm previous employers, dates of employment, and positions held.
Education verification can confirm attendance, degrees, diplomas, and other credentials with the school or appropriate records source.
Professional license verification can confirm the status of a license with the issuing board, which can be especially important in healthcare, skilled trades, finance, and other licensed professions.
Reference interviews can provide additional context that may not appear in a standard employment verification.
These searches are less about finding a criminal record and more about confirming that the information an employer is relying on during the hiring process is accurate. That matters even more as resumes, documents, and credentials become easier to create or alter.
Other searches should make sense for the role
Not every employee needs every type of background check.
Someone who drives for work may need a motor vehicle record. A healthcare employee may need professional license verification or healthcare sanctions screening. A role with financial responsibility may involve different screening considerations than a warehouse or administrative position.
Drug testing may be appropriate based on the position, industry, safety responsibilities, or employer policy. Civil court searches may make sense in certain situations. Social media screening, when used, should follow a structured and documented process focused on publicly available information relevant to the employer's criteria.
The point is not to add every available search to every package.
The point is to understand the job.
Will this person drive? Handle money? Work with vulnerable populations? Need a professional license? Have access to sensitive information?
Those are the kinds of questions that should help shape a screening package.
What holds the process together: the FCRA
When an employer uses a consumer reporting agency like CIC to conduct background screening, the Fair Credit Reporting Act comes into play.
Broadly speaking, the process includes requirements around disclosure, authorization, permissible purpose, and what happens if information in a consumer report may contribute to an adverse employment decision.
State and local laws can add additional requirements or restrictions, which is why employers may want to review their screening forms, policies, and procedures with their internal compliance team or legal counsel.
The compliance piece is not separate from the screening process. These requirements give applicants an opportunity to review and dispute information in a report, and they help employers maintain a documented process. Employers also apply their screening criteria consistently and follow applicable equal-employment and state or local requirements.
How CIC approaches screening packages
Corporate Intelligence Consultants has worked with employers since 1977, and one thing we see often is that there is not one package that makes sense for every company, or even every position within the same company.
CIC works with employers to look at the positions they are hiring for, the responsibilities involved, where they are hiring, and what information is actually useful to their process.
From there, screening packages can be built around the role instead of simply adding searches because they have always been there.
CIC provides screening information for employer review, while the employer remains responsible for making the hiring decision.
Our research and quality assurance teams also review reports before release. When something does not line up or deserves a closer look, that extra review matters. The goal is not simply to return information quickly, but to make sure what is being reported is accurate and appropriately connected to the applicant.
A few common questions
How long does an employment background check take?
Most CIC reports are completed within 24 to 48 hours. Some components can take longer when they depend on an outside source, such as a courthouse, school, previous employer, or third-party verification provider.
Does a background check automatically include a credit report?
No. Credit is a separate component and should only be included when it is relevant to the position and legally permitted. Several jurisdictions restrict the use of employment credit reports, so employers may want to review applicable requirements before adding credit to a screening program.
Should every position have the same background check package?
Not necessarily. Using the same package for every employee may be simple, but that does not mean every component is relevant to every job.
A better starting point is to look at the responsibilities and risks of the position and understand why each search is being included. If you cannot explain what a component is meant to tell you about that role, it may be worth reviewing whether it belongs in the package.
Closing thought
A background check is not one product. It is a group of searches and verifications that should work together.
Employers may want to know what is actually included in their screening package, what each search is designed to uncover, and why it makes sense for the position being filled.
The better question is not simply, "Do we run background checks?"
It is, "Are we running the right background checks for the people we are hiring?"
CIC works with employers to build structured screening programs around their positions, hiring practices, and risk considerations. To put a number on what one unsuccessful hire could cost, try the Bad Hire Cost Calculator. If it has been a while since you reviewed what is actually included in your screening package, it may be worth taking another look at whether each component still makes sense for the roles you are hiring today.
This blog post is provided for informational and educational purposes only and does not constitute legal, regulatory, or compliance advice. The Fair Credit Reporting Act and related federal, state, and local laws are complex and continue to evolve. Corporate Intelligence Consultants is a consumer reporting agency and is not a law firm. Employers may want to review their own screening program, forms, and processes with their internal compliance team or legal counsel before relying on any information in this post.