Reviewing a background check doesn’t have to be overwhelming. Whether you're hiring an employee, onboarding a freelancer, or screening a volunteer, the goal is simple: make an informed, fair, and fast decision. The key is knowing where to focus your attention—and what really matters.
Here’s a quick guide to help you review a background check in just one minute, without missing the most important details.
Step 1: Verify Identity and Personal Details
Start by confirming the basics:
- Full legal name
- Date of birth
- Social Security number (if applicable)
- Current Address
These data points should match the information the candidate provided. Inconsistencies may be clerical errors—or may point to identity concerns that warrant a closer look.
Step 2: Review Criminal History Carefully
Criminal records are often the most scrutinized section, but not all offenses are relevant to every role. Ask yourself:
- Is the offense recent or old?
- Is it a misdemeanor or felony?
- Was it a conviction or just an arrest?
- Is it related to the role (e.g., theft for a finance position, violence for a caregiving role)?
Use context. A decade-old minor offense shouldn’t weigh the same as a recent, serious one. Always consider whether the issue directly impacts the responsibilities of the position.
Step 3: Check Employment and Education Verifications
Look for:
- Matching job titles and employment dates
- Confirmed educational credentials
Gaps or discrepancies don’t always indicate dishonesty, but repeated mismatches might suggest a pattern worth questioning.
Step 4: Scan Driving and License Records (If Applicable)
For roles that require operating a vehicle or holding a professional license, this section matters. Check for:
- Suspended or revoked licenses
- Multiple moving violations or DUIs
- Expired certifications
Ensure the candidate is legally eligible to perform the duties tied to the role.
Step 5: Look at Credit History and Civil Records (When Relevant)
These checks are typically reserved for positions involving financial responsibility. When included:
- Review bankruptcies, liens, or judgments
- Assess how they might impact the role (not just the candidate)
Be cautious not to disqualify someone unfairly based on financial hardship unless it's directly related to the job.
Step 6: Know the Law—and Apply Fair Judgment
Before making any decision based on a background check:
- Ensure compliance with the Fair Credit Reporting Act (FCRA)
- Give the candidate a chance to explain or dispute findings
- Avoid blanket policies that exclude people with records without considering context
The best hiring decisions are informed and equitable. Not all red flags should lead to rejection—and in many cases, transparency and rehabilitation deserve weight.
Final Thoughts
You don’t need to be an HR expert to read a background check effectively. By focusing on the sections that matter and applying thoughtful, role-relevant standards, you can make confident, fair decisions—fast.
If you're looking for a streamlined, reliable way to run and interpret background checks, Bchex can help. We make screening simple, compliant, and human-first.
