Question 1

How do I get started with employment background checks?

Accepted Answer

Getting started is simple. Register for a free account, complete a short setup form, and you can begin ordering reports within minutes. There are no monthly minimums or subscription fees — you only pay for the reports you order.

Question 2

Do I need to sign a contract or pay a monthly fee?

Accepted Answer

No contracts and no monthly fees. Background Check Solutions operates on a pay-per-report model. You order when you need to and pay only for what you use. Your account stays active with no recurring charges.

Question 3

What types of organizations can use your employment screening services?

Accepted Answer

We serve businesses of all sizes — from sole proprietors hiring their first employee to mid-size companies with ongoing hiring needs. We also screen for non-profit organizations, staffing agencies, and volunteer programs.

Question 4

Is there a minimum number of reports I have to order?

Accepted Answer

No. There is no minimum order requirement. You can order a single report or hundreds — the pricing per report remains the same regardless of volume.

Question 5

What does a standard employment background check include?

Accepted Answer

A standard employment background check typically includes a Social Security number trace, national criminal database search, and county criminal records search. You can add employment verification, education verification, professional license verification, sex offender registry search, and credit reports where permitted by law.

Question 6

Can I verify a candidate's employment history?

Accepted Answer

Yes. Our employment verification service contacts previous employers directly to confirm job titles, dates of employment, and eligibility for rehire. Results typically return within 3–5 business days depending on the responsiveness of the prior employer.

Question 7

Do you offer education and degree verification?

Accepted Answer

Yes. We verify degrees, diplomas, and dates of attendance with colleges, universities, and trade schools. This is especially important for positions that require specific credentials or professional qualifications.

Question 8

Can you verify professional licenses?

Accepted Answer

Yes. We verify active professional licenses with the issuing state board or licensing authority. This is commonly used for healthcare workers, contractors, financial professionals, and other licensed roles.

Question 9

Do you run credit checks for employment purposes?

Accepted Answer

Yes, where permitted by applicable state and local law. Employment credit reports are available for positions that involve financial responsibility, access to sensitive financial data, or handling of cash. Note that many states restrict or prohibit the use of credit reports in hiring — we recommend consulting legal counsel before ordering.

Question 10

Are your employment background checks FCRA compliant?

Accepted Answer

Yes. All of our employment screening services are fully compliant with the Fair Credit Reporting Act (FCRA). We are a Consumer Reporting Agency (CRA) and our reports meet all FCRA requirements for employment purposes.

Question 11

Do I need the candidate's written consent before ordering a report?

Accepted Answer

Yes. The FCRA requires employers to provide a standalone written disclosure and obtain a signed authorization from the applicant before ordering a consumer report for employment purposes. We supply FCRA-compliant disclosure and authorization forms at no extra charge.

Question 12

What is the adverse action process and when do I need to follow it?

Accepted Answer

If you intend to take an adverse action (such as not hiring a candidate) based in whole or in part on information in a background check report, the FCRA requires a two-step process: (1) provide a pre-adverse action notice with a copy of the report and a summary of rights, then (2) wait a reasonable time (typically 5 business days) before sending a final adverse action notice. We provide sample adverse action letters to help you comply.

Question 13

How long can criminal records be reported on an employment background check?

Accepted Answer

Under the FCRA, most adverse information — including criminal records other than convictions — may not be reported if it predates the report by more than 7 years. Convictions can generally be reported indefinitely. However, some states have stricter look-back limits, so always check applicable state law.

Question 14

What should I do if a candidate disputes information in their report?

Accepted Answer

As a Consumer Reporting Agency, we are required to investigate disputes within 30 days of receipt. If a candidate believes their report contains inaccurate or incomplete information, they can contact us directly to initiate a dispute. We will reinvestigate and correct or delete any information that cannot be verified.

Question 15

How long does an employment background check take?

Accepted Answer

Most criminal database searches return within minutes to 24 hours. County criminal record searches typically return within 1–3 business days. Employment and education verifications may take 3–5 business days depending on the responsiveness of the institution being contacted.

Question 16

How does the candidate authorization process work?

Accepted Answer

After you initiate an order, we send the candidate an email with a secure link to review the disclosure, provide consent, and submit their personal information. Once they complete the authorization, we begin the search immediately. You receive a notification when the report is ready.

Question 17

Can I track the status of a background check in progress?

Accepted Answer

Yes. Your online account dashboard shows the real-time status of every report you have ordered — from pending authorization through each search component to final delivery.

Question 18

What happens if a county court is delayed or temporarily closed?

Accepted Answer

Some county courts experience delays due to backlogs, closures, or limited online access. When this occurs, we notify you of the delay and provide an estimated completion date. We never skip a court search — we wait for the result so your report is complete and accurate.

Question 19

How much does an employment background check cost?

Accepted Answer

Our employment screening reports start at $4.95 for basic searches. Comprehensive packages with criminal history, employment verification, and education verification are available at competitive flat-rate pricing. Visit our Pricing page for a full breakdown.

Question 20

Are there any setup fees or hidden charges?

Accepted Answer

No setup fees, no hidden charges, and no monthly minimums. You pay only for the reports you order. The price you see on our Pricing page is the price you pay.

Question 21

What payment methods do you accept?

Accepted Answer

We accept all major credit and debit cards. Payment is processed securely at the time of each order.

Question 22

Can I get a refund if I ordered a report by mistake?

Accepted Answer

If a report has not yet been initiated, we can cancel the order and issue a full refund. Once a search has begun, we are unable to issue a refund because third-party court and database fees have already been incurred. Contact us as soon as possible if you need to cancel an order.

Question 23

Can I screen contractors and gig workers, not just full-time employees?

Accepted Answer

Yes. Our employment screening services are available for full-time employees, part-time staff, independent contractors, gig workers, and volunteers. The same FCRA disclosure and authorization requirements apply regardless of the worker's classification.

Question 24

Can I screen candidates who live in another state?

Accepted Answer

Yes. We conduct searches nationwide. Our county criminal searches cover the candidate's counties of residence and employment history, regardless of which state they are in.

Question 25

Do you offer international background checks?

Accepted Answer

We specialize in domestic U.S. background checks. For candidates with significant international history, we recommend supplementing our domestic report with an international screening provider. Contact us to discuss your specific needs.

Question 26

Can I use background checks for volunteer screening?

Accepted Answer

Yes. Volunteer screening is available and follows the same FCRA process as employment screening. Many non-profits and community organizations use our service to screen volunteers who work with vulnerable populations such as children or the elderly.

Employment Screening FAQ

Getting Started

What Is Included

FCRA Compliance

Turnaround & Process

Pricing & Billing

Special Situations

Ready to start screening employees?