What Does an Employment Background Check Show? Here’s what to Know

There are different kinds of background checks. You know that. But the truth is, it’s more complex than it seems. There are different kinds of background checks, different kinds of screens, and a lot of rules around what can show up on a report.

It’s not your job to be an expert on background checks. It’s ours. So we’re here to make employment background checks simple.

We’ll give you everything you need to know about what can show up.

What employment background checks look for

Employment background checks exist to answer one simple question: Is this person suitable for the job?

That makes them different from background checks done for other reasons, like renting an apartment or buying a firearm. Sure, every kind of background check is about understanding someone’s past, but the details they look for vary significantly.

With employment background checks, the focus stays firmly on job relevance. But here’s the thing: job relevance looks different for every role. A background check for a nurse won’t look exactly like one for a truck driver or a daycare employee. They’re tailored specifically to spot what matters for the job you’re filling.

Let’s look at the most common types of screens employers run.

Common screens run in an employment background check

Not every employment background check looks exactly the same. That said, most employers tend to pick from a core set of common screens depending on the role. Here’s a straightforward rundown of the screens you’ll typically see:

• Criminal history checks: This is the bread-and-butter of employment screening. Nearly every background check includes some level of criminal history screening, but how deeply it goes and how far it looks back can vary. (We’ll unpack exactly what shows up in criminal screens in the next section.)
• MVR checks and DOT background checks: If your workers drive, whether it’s a company vehicle or their own, motor vehicle record (MVR) checks come into play. DOT (Department of Transportation) background checks are specifically required for regulated transportation roles—think trucking, delivery, or passenger transit.
• Drug screening: Drug screens commonly appear in industries where safety is critical—like healthcare, childcare, transportation, manufacturing, or any role involving heavy machinery or safety-sensitive tasks.
• Social media screening: Social media screens can help employers spot red flags like violent threats, evidence of illegal drug use, or inappropriate behavior that might affect the job.
• Industry-specific licensure and certification screens: Certain industries have specific compliance requirements. Healthcare workers, for example, usually have multiple checks run against licensing databases, sanction lists, and regulatory exclusion lists.
• Employment and education verifications: For many roles, you’ll need to confirm a candidate actually holds the credentials and experience they’ve listed. Employment verification and education verification checks make sure the resume matches reality.

Note: There are more specialized screenings out there, but these are the most common ones employers pick from for employment.

What results show up on a criminal history check for employment

Just because someone has a criminal record doesn’t mean you’ll automatically see it on an employment background check.

A criminal conviction will show up on an employment background check when three things are true:

1. It matches the person: The record has been confirmed using multiple identifiers, like name, date of birth, and address.
2. It’s legally reportable: State laws and fair chance hiring rules may limit how far back you can report a conviction and what types of convictions can be reported. If it’s too old, it may be excluded.
3. It’s a final outcome: The case has been fully resolved. That could mean a conviction, dismissal, or another final decision in court.

When those three things line up, here’s what you should expect to see in the report:

• Level of offense – whether it’s a felony, misdemeanor, or other kind of infraction
• Date of offense – when the incident took place
• Charge type – the nature of the charge (e.g., theft, assault, DWI)
• Disposition date – when the case was finally closed or resolved
• Sentencing information – any penalties issued like jail time, fines, probation, or community service

You should see all of that on every criminal report. The one exception is warrants. Warrants may appear even if the case hasn’t been fully adjudicated yet, depending on your screening provider and what data is available.

Employment criminal checks are built to show you the most relevant, legally usable information—nothing more, nothing less.

How to figure out what screens you’re running

So, you’ve got an employment background check provider, but do you actually know which screens they’re running for you?

If you’re not sure, here’s how to find out quickly and easily:

1. Check a completed report: Grab a past report. Even one that didn’t return any results. Every reputable background check provider lists exactly which screens they performed right there on the final report. You’ll instantly see what’s included and what’s missing.
2. Talk with your provider: Knowing what screens you’re running is great, but it’s also critical to understand exactly where your provider is getting their data to ensure they’re going to primary sources like state and county courts. If you haven’t had that conversation yet, ask. Some screening providers cut corners by using outdated or incomplete sources, and you don’t want to find that out the hard way.

You shouldn’t be guessing what’s included in your background checks. A quick review of completed reports and a straightforward conversation with your provider will clarify exactly what you’re getting and what you’re paying for.

Where to order employment background checks

Choosing where to run your employment background checks matters. Accuracy, speed, and compliance can directly impact your hiring timelines and risk exposure.

Here’s what to look for when choosing a provider:

• Accreditation: Pick a CRA accredited by the Professional Background Screening Association (PBSA). This helps ensure compliance, accuracy, and professionalism.
• Clear reporting: Choose a provider that clearly shows exactly what checks were run and what each one means. You should never have to guess or decode the results.
• Tech-enabled efficiency: Modern hiring teams need fast results. A tech-first provider gets you reliable reports quickly, helping your team move candidates from screening to hiring without slowdowns.

And yes, obviously, we’re biased here, because that’s exactly what we do at Yardstik. Need to order checks or want to talk specifics? We’re here to help.