What Actually Shows Up on a Background Check?

Employers rely on background checks to help make informed hiring decisions, reduce risk, and maintain safe workplaces. But many employers—and candidates—often ask the same question: What actually shows up on a background check?

The answer depends on the type of screening package being used. Background checks can include several different searches and verifications, each designed to confirm identity, review criminal history, or validate a candidate’s credentials.

Below is a high-level overview of the most common components.

Identity Verification (SSN Trace)

Most background checks begin with an SSN Trace, which helps verify a candidate’s identity and identify prior names and addresses associated with their Social Security number.

This search does not reveal criminal records by itself. Instead, it helps:

• Confirm identity information

• Identify potential aliases or maiden names

• Locate jurisdictions where criminal records may exist

  
  

The address history generated from an SSN Trace often guides which county criminal courts should be searched.

County Criminal Record Searches

A county criminal search is considered the gold standard of criminal background screening in the United States. These searches review court records in the counties where a candidate has lived or worked. They may reveal:

• Felony and misdemeanor convictions

• Pending criminal cases

• Case dispositions

• Sentencing information

  
  

Because most criminal cases are filed at the county level, these searches provide the most accurate and up-to-date record information.

National Criminal Database Searches

A National Criminal Database Search is a supplemental search that scans millions of records compiled from courts, correctional facilities, and other public record sources across the country. These searches can help identify:

• Criminal records outside the candidate’s address history

• Potential records that require further verification

• Additional jurisdictions where county searches may be needed

  
  

Because national databases are not official court records, any potential match must be verified directly at the source court before being reported.

Sex Offender Registry Search

Most background checks include a National Sex Offender Registry search, which reviews registries maintained by states and territories across the United States.

This search helps determine whether an individual is currently registered as a sex offender in any jurisdiction.

Employment Verification

Employment verification confirms a candidate’s past work history by contacting previous employers or reviewing authoritative records. Typical information verified includes:

• Employer name

• Dates of employment

• Position held

• Eligibility for rehire (when available)

  
  

This helps employers confirm that the experience listed on a resume is accurate.

Education Verification

Education verifications confirm the academic credentials claimed by a candidate.

Depending on the institution, this verification may confirm:

• School attended

• Degree earned

• Major field of study

• Graduation date (or dates of attendance if the subject hasn't graduated)

  
  

This step is particularly important for roles where specific education requirements are critical.

Motor Vehicle Records (MVR)

For roles that involve driving, employers may review a candidate’s Motor Vehicle Record from the appropriate state licensing agency. An MVR report may include:

• License status and class

• Traffic violations

• Accident history

• License suspensions or revocations

  
  

This helps employers assess driving risk for positions that involve operating vehicles.

Drug Screening

Many employers also incorporate drug screening as part of their pre-employment process.

Standard drug tests may screen for substances such as:

• Marijuana

• Cocaine

• Amphetamines

• Opiates

• PCP

  
  

Positive results are typically reviewed by a Medical Review Officer (MRO) to determine whether a legitimate prescription may explain the result.

What Does NOT Usually Show Up on Background Checks

There are several misconceptions about background checks. Many things people assume appear on reports typically do not.

For example, most employment background checks do not include:

• Credit history (unless specifically requested and permitted by law)

• Medical records

• Bank account balances

• Personal social media content (unless a specific search is requested)

  
  

Additionally, consumer reporting laws limit what information can be reported, particularly older records or certain non-conviction information.

Why Accuracy and Compliance Matter

Employment background checks in the United States are governed by the Fair Credit Reporting Act (FCRA) and various state and local laws. These regulations ensure that:

• Candidates are properly notified before a background check is conducted

• Information reported is accurate and relevant

• Candidates have an opportunity to dispute inaccurate information

  
  

Employers must also follow a specific pre-adverse and adverse action process if information in a background report may impact a hiring decision.

Final Thoughts

Background checks are an important tool for employers seeking to make informed hiring decisions while protecting their organizations, employees, and customers.

When conducted properly, screening programs help verify identity, confirm qualifications, and identify potential risks—while still protecting the rights and privacy of candidates.

If you have questions about building an effective background screening program or understanding the results of a background check, the team at Phoenix Global Employment Screening is always available to help at support@phoenixges.com or 888-889-PGES (7437).