A background check is a process in which the specifics of an individual's past history are revealed for the purposes of employment or obtaining classified information.
Reasons
They are frequently conducted to confirm information found on an employment application or résumé/curriculum vitae. They may also be conducted as a way to further differentiate potential employees and pick the one the employer feels is best suited for the position. In the United States, the Brady Bill requires criminal background checks for those wishing to purchase handguns from licensed firearms dealers. Background checks are also required for those working in positions with special security concerns, such as trucking, ports of entry, and airline transportation. Other laws exist to prevent those who do not pass a background check from working in careers involving the elderly, disabled, or children.
Possible Information Included
The amount of information included on a background check depends to a large degree on the sensitivity of the reason for which it is conducted—e.g., somebody seeking employment at a minimum wage job would be subject to far fewer background check requirements then somebody applying to work for the FBI.
- Criminal and incarceration records.
- Litigation records. Employers are always terrified of employees who routinely file discrimination lawsuits even if the firing was clearly for cause. Also, in the U.S., employers that do work for the government do not like to hire whistleblowers who have a history of filing qui tam suits.
- Driving and vehicle records. Employers in the transportation sector keep insurance premiums down by hiring those with a clean driving record--eg, those without a history of accidents or traffic tickets.
- Drug tests are used for a variety of reason--corporate ethics, measuring potential employee performance, and keeping workers' compensation premiums down.
- Education records. These are used primarily to see if the potential employee had in fact received a college degree. There are reports of SAT scores being requested by employers as well.
- Employment records. These usually range from simple verbal confirmations of past employment and timeframe to deeper
- Financial information: Individuals with poor credit scores, liens, civil judgments, or those who have filed for bankruptcy may be at an additional risk of stealing from the company.
- Licensing records. A government authority that has some oversight over professional conduct of its licensees will also maintain records regarding the licensee, such as personal information, education, complaints, investigations, and disciplinary actions.
- Military records. Although not as common today as it was in the past fifty years, employers frequently requested the specifics of one's military_discharge.
- Social Security Number (or equivalent outside the US). A fraudulent SSN may be indicative of identity theft, insufficient citizenship, or concealment of a "past life".
- Other interpersonal interviews. Employers will usually wish to speak with potential employees' references to gauge employability. More intensive background checks can involve interviews with anybody that knew or previously knew the applicant--such as teachers, friends, coworkers, and family members.
Controversies
Drug tests and credit checks for employment are highly controversial practices. According to the Privacy Rights Clearinghouse: "While some people are not concerned about background investigations, others are uncomfortable with the idea of an investigator poking around in their personal history. In-depth background checks could unearth information that is irrelevant, taken out of context, or just plain wrong. A further concern is that the report might include information that is illegal to use for hiring purposes or which comes from questionable sources."
In May 2002, allegedly improper post-hire background checks conducted by Northwest Airlines were the subject of a civil lawsuit between Northwest and 10,000 of their mechanics.
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