What is a Basic Background Check and Why It Matters

A basic background check helps employers, landlords, and organizations confirm that a person is who they say they are. It typically includes identity verification, criminal records, and employment or education checks. Basic background checks are widely used during the hiring process, rental applications, and other decisions that require trust and risk awareness.

This type of screening offers fast and reliable insights without the complexity of a full investigation. By covering the most relevant information, of what is a basic background check helps reduce hiring mistakes and supports better-informed decisions.

What Does a Basic Background Check Include?

A basic background check typically covers identity, criminal history, address history, and sometimes employment or education verification. These checks are used during the hiring process and by landlords, property managers, and others making trust-based decisions.

The goal is to identify relevant information about the applicant’s history without performing a full background investigation. Below are the core elements that may appear in a basic background report.

Identity Verification and Address History

Identity verification confirms the applicant’s legal name, date of birth, Social Security Number, and known aliases. These details help prevent fraud and avoid mismatched records, especially when multiple individuals share similar names.

The background report also includes address history by pulling data from public records. This section helps confirm where a person has lived, which is useful when matching their identity to jurisdiction-specific records.

Criminal Background Checks

Criminal background checks search national, state, and local databases for an individual’s criminal records. This may include arrests, pending charges, criminal convictions, warrants, and incarceration history tied to the applicant’s criminal history.

Employment and Education Verifications

Employment verifications confirm the applicant’s job titles, dates of employment, and previous employers. This step helps identify discrepancies between a resume and actual employment history.

Education verification confirms academic records, including schools attended, degrees earned, and graduation dates. This step is useful for positions where specific credentials are required and to detect false claims about educational history.

Driving Records and Credit History

For roles that involve operating vehicles, driving records are often included in a basic background check. Motor vehicle records reveal license validity, suspensions, major accidents, traffic violations, and other driving-related incidents.

Credit history may also be reviewed for positions that involve handling money, financial data, or access to sensitive information. Credit report details may include outstanding debts, loans, bankruptcies, and payment behavior, helping employers evaluate financial responsibility.

What a Basic Background Check Does Not Cover

Basic background checks are limited in scope. They do not include:

Excluded Checks	Details
County-level criminal checks	These must be ordered separately
Federal court records	Excluded unless part of a broader package
Tenant eviction records	Typically part of a rental history package
Drug testing	Requires separate consent and procedures
Professional license verification	Not included unless requested
Social media and online activity	Excluded due to privacy and accuracy issues
Civil court history	Requires additional searches
Military records	Not part of a standard basic report

For higher security level positions or those involving sensitive data, consider ordering thorough background checks.

Why Employers Use Basic Background Checks

Human resources teams and hiring managers use background checks to verify a candidate’s identity, employment history, and criminal background. This information helps confirm qualifications and reduce hiring mistakes, especially in roles that involve handling sensitive data or interacting with the public.

Using employment background screening allows businesses to evaluate candidates fairly and select individuals who meet company standards. A basic background check provides a cost-effective way to make informed hiring decisions without conducting a full investigation.

Avoiding Legal and Financial Risks

Employers who skip background checks may be exposed to negligent hiring claims. If an employee causes harm and their criminal history or false employment records were not reviewed, the employer can be held legally responsible.

Conducting background checks also helps companies follow federal law, stay aligned with industry regulations, and protect against financial losses linked to workplace violence or fraud. Proper screening reduces long-term liability and strengthens hiring practices.

Filtering Candidates for Risk

A background investigation can identify issues not disclosed during interviews. This includes discrepancies in job titles, unverified education, or criminal history that may affect a person’s suitability for a role.

By reviewing an applicant’s history through a background check report, employers can make educated hiring decisions based on reliable data. Screening helps identify risks early and supports consistent evaluation across all job candidates.

Legal Guidelines and Compliance Requirements

According to the Federal Trade Commission, employers must obtain written consent before ordering a background report. If they intend to take adverse action based on the report (such as rejecting a job candidate), they must first give the candidate a pre-adverse action notice that includes a copy of the background report and the official summary of rights. The candidate must be given time to dispute any errors before a final decision is made

Fair Credit Reporting Act

The Fair Credit Reporting Act governs how background checks are performed in the United States. FCRA requires employers to:

• Obtain consent before ordering a background report
• Provide the candidate with a copy of the report if taking adverse action
• Allow time for disputes if the report contains errors

Equal Employment Opportunity Commission (EEOC)

The EEOC requires that employers apply background checks fairly across all job candidates. Employment decisions cannot be based on race, national origin, gender, or other protected categories.

Local Laws and State Restrictions

Many states have laws that:

• Limit how far back a background check can go (e.g., 7 years)
• Restrict the use of credit checks in hiring
• Enforce “Ban-the-Box” rules, delaying criminal history questions until later in the hiring process

How to Conduct a Basic Background Check

1. Obtain written consent from the applicant
2. Collect necessary data: name, SSN, DOB, address history
3. Choose a background check company or professional background screeners
4. Select the records to search based on the role
5. Review the background check report for relevant information
6. Make employment decisions using consistent standards

Working with a Background Check Company

Working with a background check company can improve how businesses handle background screenings. These providers offer professional services that help companies follow federal law and comply with industry regulations. By relying on experts, businesses can reduce the risk of overlooking key steps or violating hiring standards.

Background check companies also minimize errors and delays common in manual checks. They use secure systems to protect sensitive information and applicant data, which supports privacy and compliance efforts. This approach is especially valuable when conducting background checks on a large number of job candidates.

When to Choose Basic vs. Thorough Background Checks

Situation	Recommended Check Type
Entry-level jobs or part-time roles	Basic background check
Roles involving money or sensitive data	Add credit history, drug testing, education, and employment verifications
Jobs in healthcare, education, or finance	Thorough background checks
Working with minors or vulnerable groups	Criminal background + sex offender registry + professional licenses

Hiring employees for higher-risk positions should include more than the basic level of screening.

Risks of Skipping Background Investigations

Skipping or mishandling background checks can result in serious consequences. Employers may unintentionally hire individuals who are unqualified, dishonest, or pose safety risks to others. In some cases, this can lead to workplace violence, theft, or harm to coworkers and customers. These risks are often avoidable when a proper background investigation is conducted before hiring.

Failing to perform a background check can also damage a company’s reputation and lead to legal action, especially in cases tied to negligent hiring claims. Organizations that handle sensitive data or work in regulated industries should always verify an applicant’s history to stay compliant and minimize liability exposure.

Conclusion

A basic background check gives employers, landlords, and decision-makers the ability to verify identity, review an individual’s criminal history, and confirm details about employment and education. These checks are a practical step in lowering risk and supporting educated hiring decisions. Whether screening job candidates, tenants, or contractors, this process helps reduce surprises and improve outcomes.

At Sapphire Check, we provide fast, secure, and FCRA-compliant background screenings tailored to your needs. Our professional services help you protect your business, meet industry regulations, and stay ahead of risks. Contact us to learn more or request your first background check report today.

FAQs

What does a basic background check show?

A basic background check typically shows identity verification, address history, criminal records, and sometimes employment and education history. It may also include a sex offender registry check and driving records if requested.

How far back does a basic background check go?

Most basic background checks go back 7 to 10 years. Some states limit the reporting period to 7 years, depending on local laws and the type of job.

Can you fail a background check for a misdemeanor?

Yes, a misdemeanor can appear on a background check and may affect employment depending on the role and the employer’s hiring policies. Employers must consider whether the offense is relevant to the job.

Do background checks require your consent?

Yes, under the Fair Credit Reporting Act, employers must obtain written consent before conducting a background check on a job candidate.

What is the difference between a basic and a thorough background check?

A basic background check includes limited checks like identity and criminal history. A thorough background check adds employment verification, education history, credit checks, drug testing, and more in-depth records.