Harvard University: Hiring, Background Check & Employment Verification FAQs

Harvard University was founded in 1636, making it the oldest institution of higher education in the United States. Over nearly four centuries, Harvard has grown into a major research university comprising undergraduate and graduate schools including Harvard College, Harvard Business School, Harvard Medical School, Harvard Law School, and numerous other faculties, along with affiliated teaching hospitals and research institutes. Harvard is organized into semi-autonomous administrative units, often referred to internally as "Tubs," each of which manages its own human resources and hiring functions to a significant degree.

Harvard employs approximately 15,000 people across its various schools and administrative units, along with thousands of faculty members and researchers. Because each major school or business unit at Harvard manages its own recruiting process, specific hiring procedures, screening vendors, and requirements can vary somewhat depending on which part of the university a candidate is applying to, such as Harvard Business School, Harvard Medical School, or the Faculty of Arts and Sciences.

Harvard's workforce spans an enormous range of roles, including faculty and academic researchers, administrative and support staff, healthcare professionals at affiliated medical institutions, facilities and dining staff, and information technology personnel. The university has established centralized policies, including a University-wide Background Screening Guidelines policy and a Policy for the Safety and Protection of Minors, that apply across its various schools even as day-to-day hiring is decentralized.

Company culture and employee programs: Harvard emphasizes diversity, inclusion, and recruiting from the broadest possible pool of talent as core institutional goals. Many Harvard staff positions are represented by unions, including the Harvard Union of Clerical and Technical Workers (HUCTW), which shapes certain hiring and workplace policies for represented positions. Benefits, salary ranges, and advancement opportunities can vary significantly by school, department, and role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Harvard University requires certain types of background screening for new hires in administrative, professional, and non-bargaining unit support staff positions, in order to promote the safety and security of the Harvard community and minimize institutional risk. In the United States, employment screening involving third-party consumer reporting agencies is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Harvard conducts pre-employment background screening for finalist candidates across its various schools, typically working with third-party vendors such as HireRight. The specific type of background check performed depends on the duties and responsibilities of the position and is generally indicated on the job posting.

The hiring process for staff roles at Harvard typically includes an online application through the university's Careers@Harvard system, one or more interviews, reference checks (often including at least one direct supervisor reference), and a background check conducted only for the finalist candidate before a final offer is extended.

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 Harvard staff role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though Massachusetts state law and Harvard's own internal policies may involve additional considerations depending on the role, particularly for positions involving contact with minors.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, with additional scrutiny for positions involving contact with minors under Harvard's Policy for the Safety and Protection of Minors. Massachusetts has 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 Harvard University 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 Harvard University 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.