.png)
Pre-Employment Background Screening: What Employers Should Know
Pre-employment background screening helps employers gather relevant information before making hiring decisions. Depending on the position and employer requirements, a screening package may include criminal history, employment or education verification, motor vehicle records, credential checks, and other role-specific searches.
What Pre-Employment Background Screening May Include?
Background screening can vary depending on the position, employer policy, industry, and applicable requirements.
Common components may include:
-
Criminal history searches
-
Employment verification
-
Education verification
-
Motor vehicle records
-
Professional license or credential verification
-
Identity-related screening
-
Other role-specific checks requested by the employer
Screening needs can vary by position, industry, and employer requirements, so the types of checks included may differ from one role to another.
Role-Based Screening Considerations
Background screening needs can vary depending on the position, responsibilities, industry, and employer’s own screening program.
For example, an employer may include a motor vehicle record for a driving position or credential verification for a role requiring professional licensing.
Screening packages can be tailored to include checks that are relevant to the position and the employer’s requirements.
Common Screening Components
Depending on the role and employer’s needs, a background screening package may include several different types of checks.
For example:
-
Criminal history searches to review reportable records from relevant jurisdictions
-
Employment verification to confirm previous work history
-
Education verification to confirm schools, degrees, or credentials
-
Motor vehicle records for positions involving driving responsibilities
-
Professional license or credential verification for regulated or specialized roles
-
Identity-related checks to help confirm applicant information
The combination of checks may vary depending on the position and the employer’s screening program.
Consent and Authorization Considerations
Employment background screening often involves applicant disclosures, authorization, and other employer responsibilities before a report is requested.
Because requirements can vary based on the type of screening, location, and employer process, organizations should follow their own policies and applicable legal guidance when using background screening as part of hiring.
Why Consistency Matters
Employers often use established screening policies to help create a more consistent hiring process across similar roles and applicant groups.
A consistent approach can make it easier to determine which screening services are typically requested for particular positions and to coordinate those checks throughout the hiring process.
Attest Collective can help employers coordinate screening services based on their established requirements and selected screening package.
How Attest Collective Supports Background Screening
Attest Collective helps employers coordinate background screening services based on their selected screening needs and hiring process.
Available screening options may include criminal history searches, employment and education verification, motor vehicle records, credential checks, and other role-specific services through screening partners.
Attest Collective supports the coordination process and helps employers connect the appropriate screening services to their established requirements.
Need help coordinating a background screening?