Blue Cross Blue Shield: Hiring, Background Check & Employment Verification FAQs

Blue Cross traces its origins to 1929, when the concept of prepaid hospital care emerged, eventually becoming the Blue Cross Association by 1960. Blue Shield emerged roughly a decade later, in 1939, with the Blue Shield Association forming in 1948. The two namesake organizations merged in 1982 to form the Blue Cross Blue Shield Association (BCBSA), a 501(c)(4) public welfare organization headquartered in Chicago, Illinois, at the Aon Center. Rather than operating as a single unified insurer, BCBSA functions as an umbrella organization that controls the Blue Cross and Blue Shield trademarks and licenses them to independent, locally operated member companies across specific, exclusive geographic service areas.

Each BCBS member company has its own distinct history and corporate structure. For example, Blue Shield of California traces back to 1938 when it was created by the California Medical Association as California Physicians' Service; Wellmark Blue Cross Blue Shield formed from Iowa-based predecessor organizations dating to 1939; Blue Cross Blue Shield of Michigan was established in 1929; and Premera Blue Cross in Washington traces to 1933. This decentralized structure means that while all BCBS companies share a common brand and federation, they operate as legally and financially separate organizations, each with its own management, employees, and hiring practices.

Collectively, BCBS companies administer the Federal Employee Health Benefits Program, covering more than 9 million federal employees, retirees, and their families, making it the largest insurer of federal employees in the country. BCBS companies offer a wide range of health insurance products, including commercial plans, Medicare Advantage, Medicaid managed care, Medigap supplemental coverage, and individual exchange plans. The workforce across BCBS companies includes customer service and claims processing staff, clinical and case management professionals, network and provider relations personnel, and corporate functions supporting large-scale health insurance operations.

Company culture and employee programs: Because each Blue Cross Blue Shield company operates independently, culture, benefits, and specific workplace policies can vary considerably from one BCBS licensee to another, even though all share the same trademark and general mission of providing accessible health coverage. Candidates should research the specific BCBS company they are applying to, since hiring practices are set locally rather than by the national association. Benefits, training, and advancement opportunities can vary by specific employer and role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the health insurance industry, including Blue Cross Blue Shield companies, are legally permitted and, for many roles, required to conduct pre-employment background checks on job candidates, given access to sensitive member health information and financial data. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Individual Blue Cross Blue Shield companies are generally reported to conduct background checks as part of their hiring process, which is standard for health insurance employers, particularly given HIPAA-related data privacy considerations for roles with access to protected health information. Specific policies are set by each independent BCBS licensee rather than by the national association.

The hiring process for roles at a Blue Cross Blue Shield company typically includes an application, one or more interviews, and a background check prior to a final offer. Certain clinical or licensed roles may also require verification of relevant professional credentials.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a health insurance role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction, and specific BCBS licensees may have their own additional requirements.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis by each independent BCBS company, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for positions involving access to sensitive health and financial data. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what a Blue Cross Blue Shield company may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to a Blue Cross Blue Shield company or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.