Individual Background Checks

A background check helps employers verify that candidates and employees maintain the qualifications stated on their resumes. This prevents discrimination based on race or ethnicity, national origin, sex, religion, sexual orientation, gender identity and expression, disability, or genetic information and family medical history.


It also checks credentials like professional licenses, certifications, and degrees, contacting schools and other organizations to verify.

Identity Verification

As part of an individual background check, identity verification is the first step to ensure that a candidate or employee is who they say they are. This process can include verifying the name, aliases, and contact information of an applicant against public records. It can also confirm that the person’s social security number is valid or that it is not being used fraudulently.

This step is particularly important if you are screening a remote or global workforce because it ensures that the people you hire are actually who they claim to be. It can also help prevent mismatched records during the rest of a background check.

Traditional methods of identity verification can involve scanning and emailing documents or making candidates stand in line at a post office or police station. Modern technology like Certn OneID provides a simpler and more secure experience, giving you more confidence that your background checks are accurate. With this service, all the candidate has to do is upload a photo of their government-issued ID and snap a selfie. The technology automatically extracts the required information and creates a match between the photo and the government document.

Social Security Number Verification

In the background screening industry, Social Security Number Verification (SSNVS) is a service that allows employers to verify an applicant’s name and SSN against records kept by the Social Security Administration. This allows the company conducting the check to ensure that the information provided by the applicant matches SSA’s record and also helps identify any other names or addresses that may have been used in the past.

A SSN Trace search is conducted using a database that pulls information from credit header files of the major credit bureaus and provides names (including aliases), date of birth and addresses associated with an applicant’s Social Security Number. These services are important because identity theft and fraud are common in the hiring industry. Using a SSN Trace allows employers to run more thorough criminal background checks that are less likely to miss any relevant records because of an alias. This is especially important because many convicted felonies are attached to specific identities. These are difficult to match if the person has changed their name. A SSN trace can help prevent this by providing the proper alias in the initial stages of a search.

Criminal Record Check

The criminal record check is the heart of any background check. It provides important information on an applicant’s past misdemeanor and felony convictions, as well as pending cases. It also reveals traffic offenses and legal infractions like fines and citations. It includes the type, severity, and disposition of the charges. The criminal record search can also include federal records if applicable.

The results of a criminal background check reveal an employer’s ability to create a safe working environment. This is especially vital in the case of jobs that require physical or financial access to customers or vulnerable groups.

A convicted felon may pose more of a risk to employees and clients. A complete background check can reveal any history of violence, theft and embezzlement, and other serious crimes that could put others at risk. It can also show if an applicant is registered as a sexual offender. However, non-conviction records that don’t result in jail time and legal infractions like petty offenses might not appear on a background check in some jurisdictions.

Employment History Check

The results of an individual background check may reveal information about your work history that is inconsistent with the dates that you claim on your resume or job application. These findings can raise questions about your reliability or honesty.

An employment verification background check, also known as an Employment Verification or VOE, is used to confirm the accuracy of information in a candidate’s resume or job application about their past employers, including their names, current and previous job titles, and lengths of time at each company. This check is often paired with an Education Verification to verify a candidate’s education credentials.

An employment verification is typically a part of a more comprehensive background check that includes national and state criminal records searches, identity checks, driving record (MVR) checks, credit reports, and a plethora of other searchable public records. A company conducting an employment verification must present you with a document that discloses their intention to use a consumer reporting agency to verify your job history, and you must consent before the company starts the check.

Credit Report

A credit report contains a list of your financial history, including a record of any liens or judgments and a list of credit inquiries. It also includes addresses associated with your credit and a list of all joint credit applicants. Under federal and some state laws, companies must get your consent before conducting a credit check and must tell you why they are refusing to hire or rent to you. They may not base their decision on your race, national origin or color, sex (including pregnancy), religion, disability, genetic information or family medical history.

Some jobs require special credentials, and an employer might use a background check to verify a candidate’s education. This process typically involves contacting educational institutions and requesting official transcripts of your education. This can help identify diploma mills and false or inaccurate academic data. It’s especially common for positions that require a security clearance or access to sensitive materials. It can also reduce the risk of hiring candidates with a history of irresponsible handling of money. This can include bankruptcy filings and liens, debt issues, poor credit scores or financial difficulties.