Guide to Indianapolis Background Checks

Before conducting pre-employment background screenings, it's important for employers to understand how background checks work and what federal, state, and local regulations may apply.

Indianapolis background checks report information about a candidate that goes beyond an application or resume. This may include criminal records, driving records, and employment history. Depending on the screening options an employer requests, background checks may also verify information such as education and past employers. The following information may be reported on a background check:

Criminal background checks can include felonies, misdemeanors, infractions recorded as criminal, and pending charges. Searches may span Marion County courts, other Indiana counties, statewide repositories, and federal courts.

The federal Fair Credit Reporting Act (FCRA) sets a seven-year lookback period for reporting non-conviction information, such as arrests that did not lead to a conviction.

In Indiana, criminal convictions can be reported indefinitely. However, state law prohibits consumer reporting agencies, including third-party background check providers, from reporting any records that have been expunged, sealed, or otherwise restricted from public view.

Employers in Indianapolis must follow both federal and state laws. The primary federal law governing background checks is the Fair Credit Reporting Act, which requires employers to follow a specific process. Key steps include:

Indiana law adds requirements for data accuracy and handling of expunged or restricted records. Consumer reporting agencies are restricted from disclosing expunged, sealed, restricted, or certain reclassified records under Indiana Code 24-4-18-6.

Indiana has no statewide Ban the Box law for private employers. State law prohibits cities and counties from adopting private-employer background check ordinances that exceed state requirements.

The turnaround time for a background check varies by the type of check conducted, county courts’ access to records, and how quickly third parties respond. Timelines can range from minutes to several business days and may take longer if manual steps are required.

Modern background check platforms, like Checkr, use automation and direct court integrations to reduce manual steps and return results faster. In one customer story, Purple reported sub-24-hour average turnaround on criminal and MVR checks after moving to Checkr.

Costs for Indianapolis background checks vary by scope, data sources, and whether the request is for employment or personal use. Pricing often includes a provider fee plus third-party pass-through fees from courts, DMVs, schools, or labs when applicable.

Checkr’s employment background check packages start at $29.99 per report, with options to add MVRs, employment and education verifications, and drug testing. Volume pricing is available for employers who conduct multiple checks.

Individuals can run a personal background check for $29.99 to see what may appear when an employer runs a background check for employment. The report may include a Social Security number trace, sex offender search, global watchlist search, and a national criminal search.

Indianapolis background checks may include felony and misdemeanor convictions, pending charges, and arrest records from Marion County courts, Indiana state databases, and federal sources. However, what’s reported on a background check depends on legal limitations. The federal FCRA limits reporting non-conviction information, such as arrests that didn’t lead to a conviction, to a seven-year lookback period.

Indiana does not have a statewide Ban the Box law, so private employers in Indianapolis can ask about criminal history on applications; but they must follow FCRA requirements if using a background check service.

Candidates can dispute inaccuracies directly with the consumer reporting agency, which must review the dispute, investigate the items in question, and update or correct verified errors within a reasonable timeframe.

Disqualifying factors depend on the employer and position requirements but may include certain criminal convictions, failed drug tests, or falsified application information.

Under the FCRA, employers that base adverse hiring decisions on background check findings must provide the candidate with a pre-adverse action notice with a copy of the report and the Summary of Rights before a final decision. However, if the background check comes back with no issues or concerns, employers may not provide results to candidates.

Checkr provides Indianapolis employers with fast, accurate, and compliant background checks. Our modern platform streamlines your hiring process, helping you follow federal and state regulations.

Checkr's comprehensive screenings include criminal records, MVRs, and employment and education verifications. With built-in compliance tools, a mobile-friendly candidate experience, and customizable packages for businesses of all sizes, Checkr simplifies hiring for any role.

Ready to simplify your screening process? Get started with Checkr today.

About the author

Checkr is the data platform that powers safe and fair decisions. We’re a technology company that helps our customers assess risk, modernize hiring, and cultivate trusted relationships in their workplaces and communities.