FAQs

Typically, it takes from 24-48 hours (sometimes much sooner) for results to come back. A lengthier timeframe may be due to someone who has lived in several places, small or rural areas with reduced technology to search, or multiple name changes. If there are extenuated searches, a pass-through fee may apply.

This answer depends on the state and sometimes the city in which your business operates, or your employee works from. Contact us about your unique situation.

In some cases, you can apply background check requirements to some but not all candidates or employees. It will be important to consult with BackgroundBrief to determine any exception criteria.

Our team will recommend a suitable package based on your industry. Deciding which background to select might also depend on the position within your company, and there are considerations to be made when determining if all employees will provide background information or only certain positions. We have the most common packages and also build custom packages for many customers.

There are various reasons a candidate might not pass, ranging from their criminal history to inconsistencies in their work or educational background, unsafe driving records, or failed drug tests. Different checks provide different information, so reviewing results carefully helps you make an informed hiring decision.

A criminal record check shows if charges were filed, pending disposition, dismissal, or convictions. A basic background check includes this. Arrests don't always mean charges; records might not be public due to ongoing investigations.

Our Motor Vehicle Report covers the past three years. Insurance firms can access longer records, but we focus on the last three years for employment screening. Some states may provide additional information beyond the 3-year scope.

No. Courts generally don't provide an applicant's SSN in records. Names and birthdates are key identifiers. In some cases, a few jurisdictions allow verifying the last four digits of the SSN.

This database compiles records from various sources, like state courts, correction departments, and sex offender registries. It's not exhaustive, so it's best used alongside other checks.

At BackgroundBrief, we're committed to safeguarding your privacy. All applicant data is stored securely on our highly protected servers, and completed background checks are provided to customers using a secure file-sharing link.

We follow the Fair Credit Reporting Act (FCRA) guidelines and generally cover the past 7 years for criminal and civil records. If you need to go further back, just reach out to us to determine if this is a compliant action in your city, state, or industry.

The Fair Credit Reporting Act (FCRA) is an important federal law that focuses on ensuring accurate, fair, and private consumer information provided by agencies like BackgroundBrief. It's a big deal because it safeguards the candidate’s rights as a consumer by allowing them to review and dispute information in reports. It also sets guidelines for how employers can request and handle these reports, especially when it might affect job prospects. If you're into reading legal texts, The full text of the FCRA can be found here.

Our Basic background check package includes a social security number trace, criminal record search, and sexual offender search.

To ensure accuracy, provide the applicant's full name, SSN, and date of birth. We will also need you to include your company name and contact of who should receive the completed report.

Absolutely! State laws and the Fair Credit Reporting Act (FCRA) require written or electronic consent from applicants before we conduct checks. Part of the background check process is ensuring the candidate or employee has authorized the background check.

Yes, the Fair Credit Reporting Act (FCRA) ensures your right to receive a copy. If you consented to the check, you're entitled to a copy of the report. If a candidate or employee requests a copy, they are entitled to it.

No, records from juvenile courts are typically not public. If a juvenile is found guilty in an adult court, those records might be public and considered in background checks.

Several reasons: no conviction, scope of check, charge amendments, or expungement. The situations can vary.

These laws, adopted in over 150 cities and counties, aim to remove the "criminal records" question from job applications. They encourage fair chance employment by focusing on qualifications before considering criminal records.

Simply provide a general time frame (month and year). We'll verify within 30 days of the given dates for accurate results.

Our electronic disclosure and authorization forms are tailored to individuals 18 and older. Under most state laws, a minor does not have the authority to enter into an agreement such as a background check authorization. The minor’s parent or legal guardian would need to provide consent to run the background check. Because our electronic forms are not directed toward minors, we will provide you with a form that can be printed and filled out by the minor and their parent or legal guardian. Once the written authorization is received, we will manually enter the request into our system.  Please note: Even though a minor’s parent or legal guardian may consent to a background check, you may not be able to obtain all records requested due to regulatory restrictions. Employers will not be able to access a minor’s sealed criminal record. Additionally, employers cannot access credit information for minors because most individuals under 18 cannot obtain credit.

This is up to the organization and/or any requirements, however, we do recommend a regular cadence of ongoing checks from 6 months to a year.

Depending on the results of a background check, a "hit" may or may not be a reason to discontinue the offer of employment. If the "hit" is related to the job duties and requirements and would prevent the employment offer, it may be reasonable to discontinue the offer. If the "hit" does not align with any specific duties or requirements, it may be illegal to decline the offer. It will be important to ensure a well-communicated background check policy is applied across the company.

This is a best practice. A well-intentioned policy will ensure that no unintentional liability occurs during different phases of the background check experience. There is a lot of compliance related to background check practices, so a policy is a good place to lean on for the most up-to-date information about your company.