Which Background Check is Right For You?

Editor’s Note: This blog has been updated to reflect new product offerings.

Using the right background screening package for each role helps support your organization’s efforts to maintain compliance with applicable laws and fair hiring guidance, while also optimizing turnaround times and costs. It can be difficult, however, to know how to select and tailor the appropriate package for various positions.

Here’s a closer look at what to consider when choosing background checks; the most common types of background screenings used for different positions; and how to customize Checkr’s pre-bundled background check packages to fit your needs.

The type of background checks you may need will vary depending on the different positions for which your organization is hiring. Creating and saving screening packages for each position boosts your team’s efficiency, and using background check packages as the basis for similar roles helps to ensure screening consistency across the organization.

When tailoring screening packages for different positions, you’ll want to make sure you’re getting information that is comprehensive and relevant to the role, but you also want to optimize for cost, turnaround time, and any compliance considerations. Consider which type of screenings:

In this blog, we’ll share examples of how to approach package creation, as well as how to do it in your Checkr dashboard. But first, let’s talk about your screening compliance and take a closer look at common types of background checks.

As an employer, you have important responsibilities when using background checks for employment. Developing a written background check policy on which screenings to perform for different job functions and how to handle individualized assessments, adjudication, and adverse action increases efficiency and promotes consistent, compliant background screenings across your organization.

The Equal Employment Opportunity Commission (EEOC) has issued guidance on using criminal records in employment screenings and cautions that making hiring decisions based on criminal histories may have a disproportionate impact on certain protected classes. For example, blanket bans on felony or misdemeanor convictions, or considering arrests that didn't lead to a conviction, may have a disparate impact under Title VII of the Civil Rights Act which could expose your company to claims of employment discrimination.

When considering information included in a background check report, the EEOC recommends first conducting an individualized assessment of the circumstances around the offense. This includes considering the nature and gravity of the offense, its relevance to the job responsibilities, how much time has passed since the offense, and how old the candidate was at the time. Fair hiring laws in some state and local jurisdictions may also require individualized assessments.

Checkr makes it easy to conduct individualized assessments through our Candidate Stories feature. Built into the candidate portal, your job candidates can share additional context around a record, such as prior circumstances and efforts they’ve made to better themselves.

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State of Screening Compliance

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Following are some of the most commonly used employment background screenings:

First, a little background about the US court system and criminal records. The US has two court systems: federal courts and state courts. Crimes breaking federal laws or crossing state lines are often prosecuted in federal courts. However, most crimes involve state laws and are prosecuted in state court systems, which are typically county courts.

Usually a background screening starts with a nationwide criminal background check. Since there’s no national database containing all criminal records in the US, this screening searches available digitized criminal records from all 50 states, which may come from courts, corrections departments and law enforcement agencies, and other sources. It's important to note that only digitized records are included in the nationwide criminal database, and digitization efforts vary by state and the age of the records, so older records might not always be digitized.

The nationwide criminal background check is a fast, cost-effective way to cast a broad net. Which is to say, a nationwide criminal check is a good starting point, or what we call a “pointer” search, that Checkr uses to quickly find other records that should be searched. Results from a nationwide criminal search will determine which county records should be searched for criminal records, such as felonies and misdemeanors.

A statewide criminal records search, which quickly finds criminal records in the entire state, can be faster and more affordable than a county-by-county search. However, the thoroughness of this search may vary due to states’ differing laws and record-keeping practices. Some state databases do not search every county in the state; and some counties do not report to the state record repository. In these cases, employers may wish to conduct a county criminal background check for the most thorough results. Organizations in industries such as healthcare or childcare may need to run a statewide criminal background check to meet compliance requirements.

County criminal checks are an important component of a background screening package since county courts are considered the source of truth for the majority of criminal records in this country. County courts are the most accurate, up-to-date sources of criminal records and most felony and misdemeanor cases are filed in county courts. Turnaround times and costs can vary, though, depending on whether records can be accessed digitally or whether an in-person visit to the county clerk is necessary.

Pass-through fees may apply in addition to the cost of a county criminal background check. Checkr passes these through to the customer directly from county courts and does not mark up any fees. Of the 3,200 counties in the US, approximately 10% charge a fee, which can range between $2-$10, though some charge $25 or more.

A federal criminal records check searches the nation’s courts for federal misdemeanor and felony records at the district level in the federal districts. Examples of federal-level crimes include bank robbery, fraud, embezzlement, drug trafficking, and kidnapping. Federal criminal records checks include data that might not be found elsewhere and are often used when hiring for senior roles or positions such as CPAs and financial and banking staff where crimes such as fraud or embezzlement are job-relevant.

Checkr’s criminal background check packages include a comprehensive search of domestic and international government databases for criminal histories. This Global Watchlist Records Check covers sources including the OFAC Sanctions list, the Interpol Most Wanted list, various FBI Most Wanted lists, the US Department of Treasury Designated Nationals and Blocked Persons list, and the Department of State Sanctions list.

Onsite drug testing enables you to administer oral fluid drug tests at your work location with results available within minutes. Checkr partners with Premier Biotech to offer a fully integrated onsite drug testing experience using the OralTox rapid oral fluid drug test. By administering drug tests onsite, you no longer have to rely on varying clinic availability and lab processing times, enabling you to expedite hiring decisions.

Employers may use employment verification to confirm the past positions a candidate has held and may help inform whether they have the experience and skills needed for the role. Checkr’s employment verification check confirms employment history within 1-10 years, either domestic or international. The results show the candidate’s dates of employment and titles held. An employment verification search is usually conducted using a combination of databases and manually reaching out to former employers.

Education verification searches education databases (or, if necessary, manually contacts a school) to confirm a candidate’s dates of enrollment and degrees obtained. Employers often verify education to help ensure a person has the appropriate degree, level of education, and training, or simply to see if the candidate is being honest about their background.

In highly regulated professions, such as accounting, nursing, or real estate, you may need to verify a candidate’s professional license as well. Checkr’s professional license verification confirms a candidate’s credentials are active and in good standing.

For organizations that hire US-based candidates who previously lived or worked outside of the US, you can feel confident their background history is complete by conducting an out-of-country background screening. Checkr offers international criminal background checks, adverse media, education and employment verification.

Checkr makes it easy to choose and customize employment background check packages. Talking through job duties, potential risks, any industry requirements, and relevant background screenings with your HR team and legal counsel will help you determine which background checks make sense for which roles. Be sure to document your decisions in your written background check policy. You may wish to start with either Checkr’s Basic, Essential or Professional package as your initial building block. Here’s what each package includes, as well as examples of how an organization might customize each package for different types of roles.

Both Essential and Professional packages include a nationwide criminal records search. As previously mentioned, this is a type of “pointer” search that may identify possible data in specific counties. When this happens, Checkr automatically kicks off a county criminal records search in those jurisdictions that have been identified in the nationwide criminal records search as having potential information.

The Professional package provides a more extensive screening that includes education and employment verification. Depending on the position, you may want to conduct additional checks. For example, if the role involves responsibility for company finances, you may want to add on a federal criminal records search or a civil court records search, which reports records of liens, lawsuits, and other civil actions.

If the salesperson won’t need to access sensitive employee data or company financial information, the Essential package may be sufficient. When the job requires driving a company car, you can add on a motor vehicle report (MVR) screening, which searches the state’s Department of Motor Vehicles database to confirm the candidate's driver's license class and status. An MVR check also reports any driving-related violations or convictions.

Checkr makes it easy for your Admins and Restricted Admins to add screenings to a package and save the results as a customized package to use again later. From your Checkr dashboard, you can easily add a wide variety of screenings to your existing packages, including:

Your organization may use a variety of background screenings for various roles and situations. Whatever types of background check you require, Checkr can help you design the ideal suite of screening packages to improve efficiency, reduce costs, and provide accurate results that can help you make informed hiring decisions.

Log in to your Checkr dashboard to view your background check packages.

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County criminal background checks are considered one of the most accurate sources for criminal records in the United States. County courts serve as the primary repository for criminal case information, containing the most current and comprehensive details on felonies and misdemeanors prosecuted at the local level. Since most criminal cases are filed and adjudicated in county courts, searching these records directly provides the most reliable and up-to-date information.

While nationwide and statewide searches offer broader coverage, they may not include all case files or the most recent updates. For the highest level of accuracy, employers often combine a nationwide criminal search as a "pointer" with targeted county criminal searches in relevant jurisdictions.

Choosing the right background check package depends on several factors specific to each role. Consider the level of responsibility, access to sensitive information, and job-specific requirements the candidate would have when designing a package.

Entry-level positions may only require a basic criminal background check, while management roles often warrant more comprehensive screening, like employment and education verification. Positions that involve financial responsibilities may benefit from federal criminal searches or civil court checks, while driving roles benefit from or require motor vehicle records (MVRs). Healthcare and childcare positions may need statewide criminal checks to meet the regulatory requirements of the industry. Document your screening criteria in a written background check policy to ensure consistency and compliance across your organization.

These three types of criminal searches differ in speed and coverage:

Many employers use a combination approach: starting with a nationwide search to identify relevant jurisdictions, then conducting targeted county searches for the most up-to-date results.

Generally, prescription medications, including antidepressants, don’t appear on standard employment background checks. This information isn’t part of court or public records. Background screening focuses on verifiable information relevant to job qualifications and safety, such as criminal records, employment history, education credentials, and driving records.

However, if a position requires drug testing, employers may screen for illegal substances or specific medications that could impair job performance in safety-sensitive roles. Even in these cases, candidates typically have the opportunity to provide legitimate medical explanations for positive results through a Medical Review Officer (MRO) process. The rules for such testing vary widely depending on whether certain federal laws apply to you, the industries you’re operating in, whether you’re a unionized workplace, or the states where you have employees.

Background check turnaround times vary depending on the type of check and scope of the screening options included in your package. Nationwide criminal searches and database checks typically return results within minutes to a few hours. County criminal searches can take 1-5 business days on average, though timing depends on whether records are digitally accessible or require manual courthouse visits or mailing. Some counties may take longer, particularly ones that require in-person research.

Employment and education verifications usually take 2-5 business days, depending on how quickly previous employers or schools respond. Federal criminal searches typically complete within 1-3 business days. International background checks may take several weeks due to varying processes across countries. Checkr's technology and extensive network of courts and databases help optimize turnaround times while maintaining accuracy and compliance.

An individualized assessment is a case-by-case evaluation of an individual’s criminal record information that appears on a background check report. Rather than applying blanket policies that automatically disqualify candidates with criminal history, employers consider the specific circumstances of each case. This assessment examines the nature and gravity of the offense, how much time has passed since the incident, the age of the candidate at the time, and how relevant the offense is to the job’s responsibilities.

The Equal Employment Opportunity Commission (EEOC) recommends this approach to avoid potential discrimination claims, as blanket bans may disproportionately impact protected classes of individuals. Many state and local fair chance hiring laws also require employers to conduct individualized assessments. Checkr's Candidate Stories facilitate this process by allowing candidates to provide context about their records directly through the candidate portal.

Yes, Checkr makes it easy to customize background check packages to fit your specific hiring needs. You can start with one of Checkr's pre-bundled packages—Basic, Essential, or Complete—and add screenings as needed for different roles. These include international verifications, federal and state criminal checks, civil court searches, professional license verifications, and MVR checks.

Once you've customized a package, you can save it for future use, creating role-specific screening templates that improve efficiency and make background checks more consistent across your business. This flexibility allows you to balance comprehensive checks with cost-effectiveness, conducting more extensive screenings for senior positions while using simpler packages for entry-level roles. All customizations can be managed directly through your Checkr dashboard.

Checkr offers three pre-bundled packages designed to meet different screening needs:

All packages include the global watchlist search, which covers domestic and international government databases including OFAC sanctions, Interpol Most Wanted, and FBI lists. You can further customize any package by adding screenings like federal criminal checks, MVRs, drug testing, or international verifications based on your specific needs.

While Checkr's Essential and Complete packages include unlimited county criminal searches, some counties charge pass-through fees for accessing their records. These fees come directly from the county courts, and Checkr passes them through to customers without any markup. Of the approximately 3,100 counties in the United States, about 10% charge such fees. These fees are separate from Checkr's service costs and vary by jurisdiction based on local court policies.

The fees help cover the costs of maintaining county records and providing access to them. Despite these occasional additional costs, county criminal searches remain an essential component of thorough background screening, since county courts are the most accurate and up-to-date source for criminal records in the US.

Fair chance hiring laws, also known as Ban the Box laws, are state and local regulations designed to give candidates with criminal records a fair opportunity in the hiring process. These laws typically prohibit employers from asking about criminal history on initial job applications and may also require employers to delay background checks until later in the hiring process, often after a conditional job offer.

Many jurisdictions also mandate individualized assessments for candidates with criminal records, requiring employers to consider factors like the nature of the offense and its relevance to the job before making an adverse hiring decision. Some laws restrict employers from considering certain types of records, such as arrests without convictions, sealed records, or offenses beyond a specific timeframe. Compliance requirements vary significantly by location, so it’s important to understand the laws that apply to your business. Checkr's compliance tools help employers navigate these regulations across different jurisdictions.