Information Matters. Good Information is Critical.


Background checks help HR decision-makers assess the safety, integrity, and experience of a candidate. At a minimum, a pre-employment background screening serves to verify an applicant’s identity, confirming that they are who they say they are. Beyond that, background screens can check driving records, criminal records, employment history, and verify education and other professional credentials. Background checks add value to your company by helping you safeguard assets and protect your organization from risk.

Using certified, professional background check services ensures you get reliable information that meets your specific screening needs. A screening partner also helps you stay compliant with the myriad laws and regulations surrounding collecting, using, and storing personal information. When choosing a background check vendor, consider the following five criteria:


Vendors offer various pricing models; choose a partner with a model that suits your needs. As-needed options without subscription fees or monthly minimums work well for small organizations with occasional screening needs. In contrast, large organizations with extensive screening requirements benefit from pricing models that are designed for scaling. Also, choose a provider that offers flexible screening and pricing options to avoid paying for services you don’t need.


The laws governing background checks are complicated and often vary significantly from location to location. If you need to screen candidates in multiple cities, states, or even countries, look for a provider experienced in all the relevant locales. 

HR Structure

The proper screening partner will seamlessly engage with your HR team and your existing system. This is especially critical if you have a large, spread-out HR structure. This type of organization needs a dynamic background check vendor that can support multiple users in multiple locations. 

Internal Policies

Having a solid internal background check policy is the number one key to success. Your policy needs to clearly define which positions require a background check, what each background check will include, why the defined background check is necessary, and what criteria will result in an adverse hiring decision. For example, if your organization hires drivers, your background check policy might state the following:

  • All drivers are required to undergo a motor vehicle check as part of the application process
  • A driving record that includes a history of DUIs or moving violations within the past five years disqualifies applicants from employment.
  • Employees will have their driving records rechecked annually to make sure a clean record is maintained.

A clear policy helps you make fair and nondiscriminatory hiring decisions. Your screening partner can help you design your policy and offer screening packages that support your choices. 


Compliance is a significant part of any background check. A background check vendor that offers compliance tools helps you stay within the law while streamlining your workflows.

Information matters. The right background check partner helps you get the correct information to make the right hiring decisions.