How To Run a Background Check on Someone

How to run a background check on someone depends on whether it’s for employment purposes or personal use. Here’s a guide to help employers and individuals navigate the process effectively. 

When running a background check for employment, an organization can handle the process internally or partner with a background check provider, like Checkr. 

Employers can often get background checks by requesting records from relevant law enforcement agencies or courthouses. But, conducting background checks on your own can be time-consuming and complex. It often requires accessing multiple databases, contacting a candidate’s previous employers or academic institutions, and interpreting detailed records. Some databases charge one-time or subscription fees, which can quickly add to the cost of DIY background checks.

Partnering with a consumer reporting agency (CRA), like Checkr, can help streamline and simplify the background check process for employers. Checkr provides a full suite of employment background checks with transparent pricing, so you can select the screenings to meet your hiring needs. We also offer 100+ pre-built integrations that connect with your existing HR platforms to enhance the candidate experience and speed onboarding. Plus, built-in workflows help support compliance wherever you’re hiring.

If you want to run a background check on yourself or someone else, you can often search public databases and request records independently. This process can be time-consuming and costly as it often begins with researching which databases to access, interpreting search results, and potentially paying fees to retrieve records. 

Individuals looking for a faster, more cost-effective option may choose to order a background check from a CRA, like Checkr. We offer personal background checks starting at $49.99 per report, which may include an SSN trace, sex offender registry check, global watchlist search, criminal searches, driving records, and more. 

Personal background checks can help you be informed about your public records, but they can also help you be empowered to make decisions before working with others. Common use cases for background checks on others include:

• Childcare professionals, such as nannies, au pairs, or babysitters
• Volunteers, such as coaches, youth group leaders, and tutors
• Caregivers, including in-home aids and eldercare providers
• Pet care professionals, like dog walkers and petsitters 
• Household management professionals, such as housekeepers, housesitters, and personal assistants
• Contractors, including painters, plumbers, and electricians

There are many reasons to run a background check, from identifying potential safety concerns to verifying professional credentials, mitigating the risk of liability, complying with regulations, or preparing for major life events like a job search or housing application.

Background screenings can provide important details to help you make informed decisions, whether extending a job offer or allowing your child to participate in an after-school program. Here are some of the most common reasons to run a background check:

• Ensuring safety: Identify potential safety concerns by conducting a background check that includes criminal records or sex offender registry results. Employers can perform background screenings, such as driving records checks and drug tests, for relevant positions to protect their employees, customers, and the general public.
• Verifying professional credentials: Employers conduct a professional license verification to ensure a candidate has proper skills and licensing required to perform the duties associated with a position.
• Confirming qualifications and eligibility: Employers may also run employment or education verifications to determine the candidate has the experience and education needed for the role.
• Mitigating liability: A background check demonstrates that you’ve done your due diligence to make an informed decision, especially if hiring for a sensitive position. This can also protect your organization from potential legal risks.
• Ensuring compliance: Background checks are often a legal requirement in regulated industries like healthcare or transportation. Employment screenings can help your hiring process comply with federal, state, and local laws.
• Preparing for life events: Knowing what shows up on a background check can help you prepare for conversations with landlords and prospective employers when seeking housing or a new job. It also provides a chance to dispute and correct inaccuracies if needed.

Before conducting a background check, consider reviewing the relevant privacy laws and regulations that apply where you’re hiring. Your legal counsel can guide you on how to comply with these regulations. Employers should also establish a background check policy that sets clear, consistent standards for teams performing background screenings and making hiring decisions. Some general legal considerations to note include:

• Fair Credit Reporting Act (FCRA): This federal law applies to employers, insurers, lenders, and landlords who use background checks to make decisions related to employment, insurance, credit, or housing. Employers working with a CRA, like Checkr, must have a valid permissible purpose and obtain written consent before conducting any background screenings.
• Adverse action process: If a background check leads to a decision that negatively impacts a candidate (such as not hiring or promoting), the FCRA requires employers to follow a specific adverse action process. Employers must send out a pre-adverse action notice to notify the candidate of the potential adverse action and give the candidate time to respond or dispute the findings. Employers should review any response and, if it does not change their decision, send a final adverse action notice.
• State and local regulations: Many jurisdictions have fair hiring laws, such as Ban the Box laws, which may limit how far back a background check can go, limit the type of information that can be considered, and require employers to wait until a conditional job offer is made before conducting background screenings. 
• Data privacy and security: Certain information contained within background checks can be sensitive. Best practices for protecting data include limiting access to candidate background information, securely disposing of records when no longer needed, and complying with privacy and security laws to safeguard data. 

Whether you’re an employer or an individual, following best practices for conducting background checks can help you establish a fair and effective hiring process. Recommended practices for conducting background checks include choosing a qualified provider, evaluating information considering the context, and being careful with sensitive data. Here’s how to consider applying these guidelines.

Partnering with a qualified background check provider can help streamline the process and reduce the administrative burden of manual checks. However, the provider you choose matters. Look for a CRA that emphasizes compliance, especially with the FCRA for employment-related screenings, adheres to industry standards, and has a strong reputation for accuracy and reliability, like Checkr.

Accuracy is essential for informed decisions. Cross-reference information using multiple sources, and if you encounter discrepancies, dig deeper—this may require contacting the database administrator or candidate directly for clarification. A thorough verification process reduces errors and helps you make fair decisions. 

Before running a background check, consider the specific role or situation carefully. Determine what type of information you need to identify risks and make an informed decision. Selecting relevant screenings tailored to your needs prevents unnecessary data collection and keeps the process efficient. 

As you determine which background screenings to perform, prioritize the candidate’s right to privacy. Avoid performing unnecessary screenings or collecting excess information. Instead, focus on the background checks that will provide you with the specific insights you need to proceed with the hiring process.

Background check reports can provide valuable information, but not all data returned may be relevant to your situation. As a result, it’s important to use the information responsibly. If you’re learning how to run a criminal background check on someone, consider the guidance provided by the Equal Employment Opportunity Commission (EEOC). It advises employers to follow the “nature-time-nature test” when assessing a candidate’s criminal history, considering:

• The nature of the crime
• The amount of time that has elapsed since the crime occurred
• The nature of your open position and whether the criminal history is relevant

By following these best practices, you can navigate the background check process confidently and ethically.

Learn how to run a background check on someone by reviewing the answers to these frequently asked questions.

Yes, you can get a background check on someone else by ordering through a CRA, like Checkr. Employers can choose from a full suite of employment background screenings, and individuals can order personal background checks. You can also ask the individual to order a personal background check from Checkr and share a copy of the report with you.

In some cases, yes. If you’re wondering how to run a background check on someone for free, some public records databases may offer free access to certain information. These records are often limited, and more comprehensive checks typically involve a fee. Checkr offers fast, cost-effective background checks, saving you time and effort.

The cost depends on the type and number of background screenings you need, as well as who is conducting the searches. When conducting background checks on your own, you’ll often need to pay for each record requested. With Checkr, personal background checks start at $49.99, and employer background checks start at $29.99, with packages and add-ons that make it easy to choose the option that fits your needs and budget. 

Running a background check can provide valuable insights to help you make informed decisions and build trust. By following best practices and using the information responsibly, you can protect your organization, yourself, or your family. Checkr offers fast, accurate, background check reports that meet the needs of employers and individuals.

Checkr streamlines employment background checks with an AI-powered platform and a robust, easy-to-use candidate portal. Our pre-built integrations with 100+ ATS and HRIS systems help streamline hiring, while compliance workflows help you follow regulations. Ready to simplify your hiring process? Get started with Checkr today.

Checkr’s personal background checks deliver results in minutes, allowing you to quickly see what’s on your own report or review information about someone else. Our packages offer the insights you need to build trust and make informed decisions. Background check reports are easy-to-review online and can be printed or shared with prospective employers or landlords. Build empowered and built trust—order online today.

About the author

Hayley Harrison writes about a wide range of business topics and best practices, including background checks, candidate experience, and recruitment and retention. Her work includes educational articles, e-books, and blog posts.