What to Look for in a Background Check, and What to Skip Over
Background checks are easier to run than ever. A number of online services can complete one quickly and relatively inexpensively, making it a good final step before extending a job offer. But what typically shows up in a background check, and what should you actually care about?
Keep in mind that no one actually “fails” a background check in a formal sense. You won’t get a pass or fail grade from a third party. You’ll get a report, and it’s on you to decide whether it meets your organization’s standards.
Educational and professional history.
This isn’t part of most standard background check packages, but it’s arguably more important than anything else on this list. Are the degrees and institutions a candidate listed accurate? You’ll typically need to call and confirm directly. This matters for two reasons: it reveals whether someone has been dishonest, and it confirms they genuinely have the experience and qualifications they claim.
Driving record.
Many background checks include license status along with any points, accidents, or DUIs on record. This matters if the role involves regularly transporting residents or others. If driving isn’t part of the job, flags here can usually be set aside.
Criminal background.
Weigh the nature of the offense (violent versus nonviolent), how long ago it occurred, and whether it actually resulted in a conviction. When something does surface, most organizations give the candidate a chance to explain. If the offense isn’t directly related to your industry or the type of work the role involves, it’s often reasonable to look past it rather than disqualify automatically.
Drug testing.
This matters most for roles involving medication handling or distribution. That said, more employers are taking a more lenient approach specifically toward marijuana, as legalization continues to expand across the country. The right policy really depends on the specific role in question.
Credit history.
A credit report shows whether a candidate pays bills on time, their overall score, and debt levels. This can offer some insight into responsibility, but it’s an imperfect signal. Debt can stem from bad spending habits just as easily as from unavoidable medical bills or family circumstances. This is really only worth weighing heavily if it directly relates to the responsibilities of the open role.
Social media and online presence.
Increasingly, hiring managers also do an informal online search as part of due diligence. This can surface real red flags, but it can also introduce bias from content that has nothing to do with job performance. If you choose to look, apply the same standard consistently across every candidate, and focus specifically on conduct relevant to the role, not unrelated personal opinions or lifestyle choices.
When in doubt, go with your gut, carefully.
If you’re genuinely excited about a candidate and a red flag surfaces on their background check, consider asking them about it directly before writing them off entirely. Everyone has a past, and it isn’t always a reliable predictor of their future. Don’t miss out on a genuinely excellent hire over a detail that, on closer look, doesn’t actually matter for the role.