What Do Employers Look for in a Background Check? (2026)

Hiring decisions should be based on more than a resume and an interview. Employers may use background checks to confirm an applicant’s qualifications, identify relevant discrepancies, and evaluate information connected to the responsibilities of the position.

But what an employer reviews depends on the job.

A screening package for an office employee may focus on criminal history and previous employment. A driver may also require a Motor Vehicle Report. A healthcare professional may need education, license, and sanctions verification. An executive or financial employee may undergo broader screening based on access, authority, and regulatory requirements.

This guide explains what employers commonly look for in a background check, what different screening components may reveal, and how employers should evaluate the results fairly and consistently.

Employers ready to begin screening can review the employment background check services page, available screening options, upfront pricing, and estimated turnaround times.

What Is an Employment Background Check?

An employment background check is a process used to verify information about an applicant or employee for an employment-related purpose.

Depending on the position and the searches ordered, an employer may review:

• Criminal court records

• Previous employment

• Education and academic credentials

• Professional licenses

• Driving history

• Identity-related information

• Drug-testing results

• Sanctions and restricted-party records

• Publicly available social media activity

• Credit information, where legally permitted and relevant

• Other job-related qualifications or records

Employers do not automatically receive every type of information. The contents of a report depend on the screening services ordered, the applicant’s history and locations, available source records, and applicable laws.

When an employer obtains a report from a Consumer Reporting Agency, or CRA, for an employment decision, the report is generally considered a consumer report under the federal Fair Credit Reporting Act. Employers must follow applicable disclosure, authorization, pre-adverse action, and adverse action requirements. State and local laws may impose additional restrictions.

GBS provides employment background checks for employers with secure applicant authorization, online report delivery, individual services, screening packages, and U.S. and international coverage.

What Do Employers Typically Look For in a Background Check?

Employers generally look for two things:

1. Verification: Does the information confirmed through reliable sources match what the applicant provided?

2. Job-related concerns: Does the report contain information that may be relevant to the duties, risks, or requirements of the position?

A background report should not be viewed as a simple pass-or-fail test. Employers should consider the accuracy and context of the information, its relationship to the position, applicable laws, and the organization’s established hiring criteria.

The following are among the most common areas employers review.

Criminal Record Information

Criminal background checks are commonly used to identify legally reportable court records associated with an applicant.

Depending on the searches ordered, a report may include information from county, state, federal, national, sex offender, or international sources. However, employers should not treat a single national criminal database as a complete substitute for appropriate court-level research.

A criminal record search may return information such as:

• Felony convictions

• Misdemeanor convictions

• Pending cases, where legally reportable

• Filed charges

• Court dispositions

• Sentencing information

• Identifying information used to help match a record

• Sex offender registry information when included in the package

Employers should not assume that any criminal record automatically disqualifies an applicant. They should consider applicable laws and evaluate whether the information is relevant to the duties and risks of the position.

Relevant considerations may include:

• The nature and seriousness of the offense

• The amount of time that has passed

• The nature of the position

• The applicant’s subsequent employment or rehabilitation

• Whether the record is accurate and legally reportable

• State and local fair-chance requirements

Learn more about the differences among national, county, state, federal, and international searches through GBS criminal background check services.

Employment History

Employment verification helps determine whether an applicant’s reported work history can be confirmed.

Employers commonly review:

• Previous employer names

• Dates of employment

• Positions or job titles

• Employment status

• Reason for leaving, when released

• Eligibility for rehire, when released

• Other information the former employer is authorized and willing to provide

Not every former employer provides the same information. Some organizations confirm only dates and titles, while others may provide additional details according to company policy.

Employers generally look for material differences rather than insignificant variations. A minor discrepancy caused by memory or an internal job title may not carry the same significance as an employer that cannot be verified or a substantially inaccurate period of employment.

Employment verification is particularly important when prior experience in a specific role, industry, or function is a required qualification.

Employers can learn more about the process, information sources, and common delays in GBS’s guide to employment verification services.

Education and Academic Credentials

Education verification confirms whether an applicant attended the listed institution and earned the reported credential.

Depending on the information the school or authorized source releases, the verification may confirm:

• School or institution name

• Attendance dates

• Graduation status

• Degree, diploma, or credential earned

• Major or field of study

• Date the credential was awarded

Employers may prioritize education verification when a degree is required for the position, affects compensation, supports a professional qualification, or is necessary under an industry or customer requirement.

Education verification may also identify:

• A degree that was started but not completed

• An inaccurately reported field of study

• Incorrect attendance dates

• A credential from an unrecognized institution

• A diploma mill

• A school that has closed or changed names

Review GBS’s college degree verification guide for more information about verifying U.S. and international education credentials.

Professional Licenses and Certifications

Employers hiring for regulated or credential-dependent positions may verify professional licenses directly through licensing authorities or other official sources.

A professional license verification may include:

• License type

• License number

• Issuing authority or jurisdiction

• Current status

• Original issue date

• Expiration date

• Restrictions or conditions

• Public disciplinary information, when available

License verification is commonly used for:

• Nurses and other healthcare professionals

• Physicians

• Pharmacists

• Attorneys

• Accountants

• Engineers

• Contractors

• Insurance professionals

• Real estate professionals

• Other regulated occupations

Employers typically want to determine whether the credential is active, valid in the required jurisdiction, appropriate for the position, and free from restrictions that could prevent the applicant from performing the job.

Healthcare employers may also need to review exclusion, debarment, and disciplinary sources through a healthcare background check.

Identity and Address Information

Identity-related screening helps ensure that the information used to conduct the background check belongs to the correct individual.

Depending on the country and service ordered, identity screening may involve:

• Government-issued identification

• Name and date-of-birth matching

• Address history

• Social Security number-related information in the United States

• Passport or national identification validation

• Previous names or aliases

• Right-to-work documentation

An identity or address search is not necessarily a criminal record search. Instead, it may identify names, locations, or jurisdictions that should be considered when conducting other searches.

For example, an address history may help determine which counties should be searched for criminal records. It should not be treated as proof that a person committed an offense or lived at every address returned.

Identity information must also be interpreted carefully. Typographical errors, shared addresses, recently issued identification, name changes, and incomplete source records can create discrepancies that require additional review.

Driving History

Employers may order a Motor Vehicle Report when driving is part of the position.

A driving record may include:

• Driver’s license status

• License class

• Issue and expiration information

• Suspensions or revocations

• Restrictions and endorsements

• Traffic violations

• Driving-related convictions

• Accidents, where available

• Commercial driving information, when applicable

Employers commonly review whether the applicant has a valid license and whether the driving history presents a job-related safety or insurability concern.

MVR screening may be appropriate for:

• Commercial drivers

• Delivery employees

• Sales representatives

• Field-service technicians

• Home healthcare workers

• Construction employees

• Employees operating company-owned vehicles

• Employees regularly driving personal vehicles for work

The information available and the applicable lookback period vary by state or country. GBS explains the ordering process and available record periods in its guide on how to order a Motor Vehicle Report.

Drug Testing

Employers may include drug testing when required by law, regulation, customer contract, insurance policy, or company policy.

Employment drug testing may include:

• Pre-employment testing

• Random testing

• Post-accident testing

• Reasonable-suspicion testing

• Return-to-duty testing

• Follow-up testing

Common testing options include four-panel, five-panel, nine-panel, and ten-panel tests. The substances included depend on the selected panel and employer policy.

Employers should develop their drug-testing policies carefully because requirements involving marijuana, prescription medications, disability discrimination, testing procedures, and applicant notification vary by jurisdiction.

For information about common panels and the ordering process, review GBS employment drug-testing services.

Sanctions and Restricted-Party Records

Sanctions screening may be relevant for employers operating in regulated industries, financial services, healthcare, government contracting, international trade, or multinational hiring.

A sanctions or watchlist search may compare an applicant against lists maintained by:

• The U.S. Office of Foreign Assets Control

• U.S. and international government agencies

• The United Nations

• The European Union

• United Kingdom authorities

• Healthcare exclusion and debarment sources

• Other regulatory or restricted-party lists

Because different individuals may have similar or identical names, a possible match often requires additional review using available identifiers such as date of birth, nationality, address, passport information, or other biographical details.

A name-only result should not automatically be treated as a confirmed match.

GBS provides additional information about global watchlists, exclusions, and sanctions sources in its guide to terror watchlist and sanctions screening.

Credit Information

Some employers request employment credit reports for positions involving financial responsibility, access to funds, fiduciary duties, or sensitive financial information.

Employment credit reports are not the same as the consumer credit scores commonly used for lending decisions. Depending on the service and applicable law, an employment credit report may contain information related to:

• Credit accounts

• Payment history

• Collections

• Bankruptcies

• Public financial records

• Other credit-related information

Credit screening for employment is restricted in several states and local jurisdictions. It should only be used when legally permitted and appropriately related to the position.

Employers should review federal, state, and local requirements before ordering or using employment credit information.

Public Social Media Activity

A professional social media background check reviews publicly available online content according to defined reporting criteria.

Depending on the service and employer policy, a report may identify public content involving subjects such as:

• Threats or violent behavior

• Potentially unlawful activity

• Harassment

• Hate speech

• Sexually explicit public content

• Disclosure of confidential information

• Other employer-defined, job-related concerns

Employers should avoid informal screening practices that unnecessarily expose hiring decision-makers to protected personal characteristics or encourage inconsistent evaluations.

A structured third-party process can help separate potentially job-related findings from irrelevant personal information. However, employers must still apply lawful and consistent decision-making standards.

Learn more about GBS social media background checks, including available three-year and seven-year review periods.

Adverse Media and Professional Reputation

Adverse media screening searches publicly available news and media sources for potentially relevant negative information involving an individual or business.

Depending on the purpose and screening criteria, an adverse media search may identify reports involving:

• Alleged fraud or financial misconduct

• Regulatory action

• Professional misconduct

• Corruption or bribery allegations

• Violence or serious criminal allegations

• Significant civil litigation

• Other reputational concerns

Adverse media results require careful evaluation. A news article may describe an allegation rather than a proven fact, and multiple people may share the same name.

Employers should review the reliability of the source, the identity match, the status of the matter, its relevance to the position, and applicable employment laws before considering the information.

GBS offers adverse media searches for individuals and businesses in the United States and internationally.

References and Professional Reputation

Reference checks are different from basic employment verification.

An employment verification primarily confirms objective details such as employment dates and titles. A professional reference may be asked about:

• Job performance

• Reliability

• Communication

• Strengths

• Areas for improvement

• Working relationships

• Leadership or management abilities

• Eligibility for rehire

The information available depends on the reference’s knowledge, willingness to respond, and the former employer’s policies.

Employers should distinguish between verified facts and subjective opinions. Reference questions should be applied consistently to applicants being considered for comparable positions.

Discrepancies in Applicant-Provided Information

Employers often compare the completed report with the applicant’s resume, application, authorization form, or other submitted information.

Common discrepancies may involve:

• Different employment dates

• Different job titles

• An employer that cannot be verified

• A degree that was not completed

• An inactive or expired license

• Undisclosed previous names

• Incorrect identification details

• Material omissions

• Conflicting information from different sources

A discrepancy does not necessarily mean the applicant intentionally provided false information.

Dates may differ because of payroll records, mergers, acquisitions, staffing agencies, approximate resume timelines, or differences between official and working titles. Schools and employers may also maintain incomplete or archived records.

Employers should review the context and allow the applicant to explain potentially significant differences when appropriate.

What Employers Usually Cannot See

A background check does not give an employer unrestricted access to every detail of a person’s life.

Depending on the searches ordered and applicable law, employers generally should not expect a standard screening report to include:

• Private social media messages

• Password-protected social media content

• Medical records

• Complete tax returns

• Bank-account balances

• Personal email accounts

• Expunged or sealed records that are legally unavailable

• Every job a person has held

• Every place a person has lived

• A guaranteed complete nationwide criminal history from a single database

• Information prohibited from reporting under applicable law

Record availability varies by jurisdiction. Information may be limited by privacy laws, reporting restrictions, court access, source retention policies, and identification requirements.

Applicants who need to request a copy of a GBS report or dispute information can use the GBS applicant report request and dispute page.

How Employers Evaluate Background Check Results

Employers should establish written screening criteria before reviewing reports.

The evaluation should consider:

• Whether the information belongs to the applicant

• Whether it is accurate

• Whether it is legally reportable and usable

• Whether it relates to the position

• The seriousness and context of the information

• The amount of time that has passed

• Whether the same standards are applied to comparable applicants

• Whether the applicant should be given an opportunity to provide context

• Whether federal, state, local, or international laws impose additional requirements

A report containing a criminal record, discrepancy, or other finding does not make the employment decision. The employer makes the decision after evaluating the report under its policies and legal obligations.

Employers should also avoid treating all report findings as equivalent. An unverified job title, an expired professional license, a pending criminal case, and a confirmed sanctions match each involve different facts, risks, and legal considerations.

What Happens When an Employer May Take Adverse Action?

When an employer uses a consumer report from a CRA and is considering denying employment, withdrawing an offer, or taking another adverse employment action based in whole or in part on the report, the Fair Credit Reporting Act generally requires a multi-step process.

Before making the final decision, the employer generally provides:

• A pre-adverse action notice

• A copy of the consumer report

• A copy of A Summary of Your Rights Under the Fair Credit Reporting Act

This gives the applicant an opportunity to review the report and dispute potentially inaccurate or incomplete information.

If the employer later makes the final adverse decision, it generally must provide an adverse action notice containing required information about the CRA and the applicant’s rights.

Additional state or local adverse-action requirements may apply.

Review GBS’s guide to employment adverse-action notice requirements for a more detailed explanation of the process.

Are International Background Checks Different?

Yes. Employers hiring applicants who have lived, worked, or studied outside the United States may need international screening.

International background checks may include:

• Criminal record searches

• Employment verification

• Education verification

• Professional license verification

• Identity or passport validation

• Right-to-work checks

• Credit reports, where legally permitted

• Civil litigation searches

• Directorship searches

• Sanctions screening

• Adverse media research

Every country has its own record systems, privacy laws, consent requirements, identification standards, and limitations.

For example, one country may provide a national criminal certificate, while another may require searches through regional courts or police agencies. Certain countries require fingerprints, national identification numbers, an in-country address, or additional authorization documents.

Turnaround times also differ based on the country, service, institution, government source, local holidays, and applicant documentation.

Employers can review available services, country-specific pricing, and published turnaround times through GBS international background check services.

Frequently Asked Questions

Do all employers look for the same information?

No. The screening package depends on the position, industry, employer policy, location, customer requirements, and applicable laws.

A driver may require an MVR, while a healthcare worker may require professional license and sanctions screening. Employers should select searches that are relevant to the position and apply their standards consistently to comparable applicants.

Does every background check include criminal records?

No. Criminal history is common, but employers may order employment, education, license, driving, identity, sanctions, drug testing, credit, social media, or other services depending on the position.

Can a criminal record automatically disqualify an applicant?

Not necessarily. Employers should consider applicable laws and whether the record is relevant to the position.

Factors may include the nature and seriousness of the offense, the time that has passed, the responsibilities of the job, and any state or local individualized-assessment requirements.

Can employers verify employment without contacting a supervisor?

Yes. Employment verification may be completed through human resources departments, payroll offices, employer representatives, authorized verification databases, or other approved sources.

Can an employer see every job an applicant has held?

No. Employment verification generally focuses on the employers identified for verification.

Some identity-related reports may provide possible leads, but they should not be treated as a complete or independently verified employment history.

What happens when a school or employer does not respond?

The screening provider may make additional contact attempts, contact an authorized alternative source, request supporting documentation, or report that the information could not be verified.

A lack of response does not necessarily mean that the applicant supplied inaccurate information.

Do employers need the applicant’s permission?

When an employer obtains a consumer report from a CRA for employment purposes, the Fair Credit Reporting Act generally requires a clear disclosure and written authorization before the report is obtained, subject to limited exceptions.

Other requirements may apply under state, local, or international laws.

How far back does an employment background check go?

There is no single lookback period for every search.

The answer depends on:

• The type of information

• Applicable federal, state, and local laws

• The jurisdiction being searched

• Employer policy

• Source availability

• The position and compensation level

• Whether the search is conducted in the United States or internationally

Are arrests and pending cases included?

They may be included where legally reportable and available, but the answer depends on the jurisdiction, source, type of search, age of the record, and applicable law.

An arrest is not the same as a conviction. Employers should review legal requirements before considering arrest or pending-case information.

Can applicants dispute a background report?

Yes. Applicants have the right to dispute information they believe is inaccurate or incomplete.

GBS provides instructions for requesting a report and submitting a dispute through its applicant rights and report request portal.

How long does a background check take?

Turnaround time depends on the searches ordered, source availability, jurisdictions, applicant documentation, and the responsiveness of courts, schools, employers, licensing authorities, and government agencies.

Read our full guide on How Long Does a Background Check take.

Order Employment Background Checks Through GBS

Global Background Screening provides employment screening services for organizations hiring in the United States and internationally.

Employers can:

• View published pricing before ordering

• Order online 24/7

• Select individual services or screening packages

• Send secure electronic applicant authorization forms

• Track screening progress through an online dashboard

• Conduct screening across more than 180 countries

• Review estimated turnaround times before checkout

• Access U.S. and international screening options through one provider

• Initiate adverse action through the GBS dashboard

• Request integration with applicant tracking and HR systems

Explore GBS Employment Background Check Services to review available searches, pricing, and estimated turnaround times.

This article provides general educational information and is not legal advice. Background screening requirements vary by jurisdiction, position, industry, and individual circumstances. Employers should consult qualified legal counsel regarding their specific compliance obligations.