SSN Trace:
What It Shows On Background Checks

When conducting a background check, thoroughness and accuracy are critical. Identity theft, unintentional candidate errors when providing information, and changes in name and address can all potentially interfere with the process. The good news is that an SSN trace can mitigate some of these risks, opening the doors to more accurate and thorough background checks.

An SSN trace searches consumer databases to see the information that’s associated with a specific Social Security number. The sources used for SSN data include lending institutions, utilities, public records sources, and credit bureaus. Information returned from an SSN trace may include:

SSN traces function as a "pointer" search—a screening designed to cast a wide net during a comprehensive background check. By revealing associated aliases and addresses, an SSN trace helps identify jurisdictions where employers may wish to have their background check providers conduct additional searches, like criminal background checks.

Performing an SSN trace doesn’t confirm a candidate’s identity. This search can only indicate the validity of the SSN provided. For example, the SSN may be associated with other names or listed on the Social Security Administration’s Death Master File. For more detailed results, employers may wish to perform additional identity checks, such as knowledge-based authentication, as part of their onboarding process.

The information that shows up on an SSN trace may include:

However, depending on the background check provider, what an SSN trace shows on a background screening report may vary. Generally, SSN trace results aren’t reportable and aren’t used for Fair Credit Reporting Act (FCRA) purposes. SSN traces may, however, be subject to other sectoral privacy laws, such as the Gramm-Leach-Bliley Act and similar state laws and certain portions of the Bipartisan Budget Act of 2013 and its implementing regulations.

Employers typically use an SSN trace at the start of the background check process to identify a candidate’s known names and address history. This helps determine which jurisdictions to search for criminal records so you have more relevant screening coverage and don’t have gaps when you run a check. An SSN trace is most useful when a candidate has lived in multiple states, used different names, or has limited recent address history.

Because an SSN trace does not verify identity or confirm SSN ownership, it should be used alongside other screening tools, such as criminal record searches and identity verification, to be more accurate for a specific candidate.

To run an SSN trace, employers can choose between two approaches: searching the number yourself or partnering with a consumer reporting agency (CRA).

While federal law generally doesn't prohibit employers from requesting a Social Security number on job applications, candidates also aren't obligated to provide one. A DIY approach can make hiring more challenging, especially if candidates feel uncomfortable sharing their SSN directly with potential employers. However, if a candidate shares their SSN with you, you can attempt to search on your own.

Note that the Social Security Number Verification Service provided by the government should only be used post-hire for new employees, not as a screening tool. There are limited resources for performing an SSN trace without the help of a CRA, so keep that in mind before you begin your search.

Working with a third-party provider, like Checkr, is often the most efficient approach. Here's how it works:

Performing a background check with an SSN trace helps you identify potential issues in advance and conduct additional screening on the correct individual.

An SSN trace provides the opportunity to see if records associated with a Social Security number match the information that a candidate provides. When an SSN trace reveals mismatched information, the candidate may be the victim of identity theft or mistaken identity.

Mismatched information due to similarities in name, candidate data entry errors, and other issues can compromise the accuracy of your background checks. Based on incorrect information, you might accidentally eliminate a quality candidate from hiring consideration, which could also lead to disputes and delays in the hiring process

The results of an SSN trace may indicate the candidate has lived in multiple locations in the past seven years. An employer may want to use that information to inform other searches, such as county or state criminal record checks.

No matter the extent of your background check process, an SSN trace can be a useful first step. Checkr's easy-to-order packages include an SSN trace to help employers conduct more comprehensive background checks.

We offer multiple screening options for businesses of all sizes, including criminal searches, employment and education verification, MVR checks, and drug testing. Our advanced platform helps to save time and reduce human error, while our built-in compliance tools make your hiring process more efficient. Get started with Checkr today.

SSN traces are only as reliable as the Social Security number provided by the candidate—they confirm validity, not ownership. Employers may consider adding identity verification to the pre-employment screening process.

SSN traces pull from multiple data sources, including:

SSN trace results will generally go back three to ten years, depending on the data sources being searched and the age and credit history of the candidate.

Candidates are rarely required to provide their SSN on a job application, although certain employers may have a required field for the number. Federal law generally allows employers to ask, but some states limit when you can request it. For example, Maine prohibits questions about Social Security numbers on a job application unless an SSN is necessary for conducting a pre-employment background check or drug testing.  It’s best to consult legal counsel for your specific jurisdiction.

Many employers wait to collect SSNs until later in the hiring process, like when they initiate a background check. If you use a CRA, you must comply with the federal FCRA, including providing disclosure, obtaining written consent, and following adverse action requirements if applicable.

About the author

Hayley Harrison began her career as a hiring manager at a mid-size regional bank in the Pittsburgh area. She now brings her experience and knowledge of hiring best practices to her work as a freelancer, helping employers refine and improve their processes.