HR Manager
Not all employers run background checks for every new hire. However, when hiring for specific roles—especially those involving trust, responsibility, compliance, or leadership—background checks become essential. They help reduce hiring risk, ensure legal compliance, and protect an organisation’s reputation.
As today’s workforce becomes more mobile and remote work becomes the norm, employers are increasingly hiring talent from different cities, countries, and even continents. In this environment, it’s no longer realistic to rely only on resumes, interviews, or personal networks to validate a candidate’s background. In many cases, an employment background check is the only reliable way to verify what a candidate claims.
For organisations that conduct them, background checks offer a structured, unbiased way to confirm experience and qualifications—bringing clarity and confidence into hiring decisions. In this article, we’ll explain what an employment background check is, why employers use it, the different types of checks involved, and how it differs from reference checks.
What Is an Employment Background Check?
An employment background check is a process employers use to verify the information provided by a candidate during the hiring process.
This typically includes confirming details such as:
- Previous employers and job roles
- Educational qualifications
- Professional certifications or licenses
- Identity and personal details
In certain cases, criminal record checks or credit checks may also form part of an employment background check, depending on the role and legal requirements.
At its core, a background check helps employers answer a simple question:
Can we trust the information this candidate has shared with us?
Why Do Employers Run Employment Background Checks?
The answer is straightforward: not every candidate is completely truthful in job applications.
Some candidates exaggerate their role in projects. Others may stretch employment dates, omit uncomfortable exits, or—more rarely—list qualifications or employers that don’t exist at all. While this isn’t the norm, it happens often enough to pose a real risk.
Without a background check, employers are forced to take candidates entirely at their word.
Running a background check doesn’t just verify facts—it also helps employers assess:
- The candidate’s honesty and integrity
- Whether they truly have the skills required for the role
- Potential risks to the organisation, team, or customers
Especially in leadership and sensitive roles, this verification becomes a critical part of responsible hiring.
Types of Employment Background Checks
The exact scope of a background check depends on the role, industry, and employer requirements.
For example:
- Professional certifications are crucial for medical or healthcare roles
- Criminal record checks may be essential for government or security-related positions
- Credit checks may be relevant for senior finance roles
The key is relevance. Employers should verify only what is necessary for the role, ensure they have a legal basis for running checks, and respect privacy regulations by avoiding unnecessary data collection.
A typical employment background check may include several of the following:
Employment Verification
Confirming that the candidate has actually worked at the organisations and in the roles listed on their resume—usually by contacting past employers directly.
Education Verification
Checking that the candidate holds the degrees or qualifications they claim, by validating them with universities or educational institutions.
Identity Verification
Ensuring the candidate is who they say they are. Identity fraud in hiring is rare, but it does occur—particularly in remote or cross-border hiring.
Criminal Record Check
Verifying whether a candidate has a criminal history, typically through legally permitted checks with local authorities.
Credit Check
Reviewing major financial issues or debt history that could make a candidate unsuitable for certain roles, particularly in finance or fiduciary positions.
Professional License Verification
Confirming valid professional credentials beyond education or work experience—such as medical licenses, bar association membership, or trade certifications.
Driving Record Check
Relevant for roles that involve operating vehicles, heavy machinery, or transport equipment.
What’s the Difference Between a Background Check and a Reference Check?
Although they’re often mentioned together, background checks and reference checks serve different purposes.
During a reference check, employers speak with former managers or colleagues—usually chosen by the candidate—to understand:
- Work performance
- Behaviour and engagement
- Leadership or teamwork style
A background check, on the other hand, focuses on factual verification:
- Employment dates
- Qualifications
- Identity
- Legal or compliance-related records
Another key difference is that background checks generally don’t require input from the candidate—except where consent is legally required—while reference checks rely directly on people suggested by the candidate.
In short:
- Background checks verify facts
- Reference checks provide insight and context
Both are valuable, but they are not interchangeable.
Why Do Employers Conduct Background Checks?
Beyond basic verification, background checks support several important employer objectives.
Avoiding Negligent Hiring
Negligent hiring occurs when an employer fails to properly check a candidate’s background and that employee later causes harm. For example, hiring a delivery driver without verifying their license could expose the employer to legal liability if an accident occurs. Background checks help reduce this risk.
Maintaining Workplace Safety
Employees need the right training, qualifications, and experience to work safely. In environments like factories, construction sites, or technical operations, unqualified employees can put themselves and others at serious risk.
Ensuring Legal and Regulatory Compliance
Many professions—ranging from skilled trades to finance, healthcare, and law—require legally recognised qualifications or licenses. Hiring someone without verifying these credentials can expose organisations to regulatory action, fines, or reputational damage.
For regulated roles, background checks aren’t just good practice—they’re essential.
Knowing the Difference Between Pre-Employment Checks
Pre-employment screening is an umbrella term that covers different types of checks, each with a distinct purpose:
- Employment checks confirm work history
- Reference checks explore performance and behaviour
- Identity and criminal checks assess risk and compliance
- Social or reputation checks may highlight public-facing concerns
Having clear definitions of these checks within an organisation helps ensure consistent hiring practices and transparent communication with candidates.
Final Thoughts
Employment background checks are not about mistrust. They are about making informed, responsible hiring decisions.
In a world of remote work, global talent, and fast-paced hiring, relying solely on resumes and interviews is no longer enough. A well-designed background check process helps employers protect their people, their brand, and their future.
For organisations involved in executive and leadership hiring, background checks are not an optional step—they are a fundamental part of building trust and long-term success.
FAQs: Employment Background Checks
What is an employment background check?
An employment background check is a verification process employers use to confirm the accuracy of a candidate’s details—such as identity, work history, education, and certifications. Depending on the role and legal requirements, it may also include criminal record or credit checks.
Why do employers run employment background checks?
Employers run background checks to reduce hiring risk, confirm key qualifications, prevent misrepresentation, and protect workplace safety, compliance, and brand reputation—especially for roles involving trust, access, or leadership responsibilities.
What are the most common types of employment background checks?
Common checks include identity verification, employment verification, education verification, criminal record checks (where applicable), credit checks (for select roles), professional license verification, and driving record checks for driving-related roles.
What’s the difference between a background check and a reference check?
A background check verifies facts (like employment dates, qualifications, and identity), while a reference check focuses on performance and behaviour insights from people who have worked with the candidate, such as former managers or colleagues.
Are background checks required for every role?
Not always. The scope depends on role sensitivity, industry standards, and compliance needs. Employers should verify only what is relevant to the role and avoid collecting unnecessary information.
When should employers conduct a background check?
Most employers conduct checks after a conditional offer is made and before final onboarding. For senior or sensitive positions, organisations may add deeper verification before public announcements or leadership onboarding.
Do candidates need to give consent for background checks?
In many cases, yes—especially for checks involving personal, criminal, or financial information. Best practice is to inform candidates clearly, collect consent where required, and keep the process transparent.
How long does an employment background check take?
Timelines vary by scope and responsiveness of institutions and employers. Basic checks can take a few working days, while more comprehensive or cross-border verification may take longer.
What should employers do if they find a mismatch?
Start by clarifying the discrepancy with the candidate. Some mismatches occur due to documentation gaps or administrative errors. Use a consistent, fair decision process and focus on role relevance.
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