Getting a background check for a job is a straightforward process, but it’s one that the employer almost always initiates. You won’t typically “order” one yourself unless you’re a freelancer or contractor vetting your own hires. In most cases, after you receive a conditional job offer, the company will ask for your written consent, then hire a third-party screening agency (like Sterling, Checkr, or GoodHire) to run the reports.
The first step is authorization. You must sign a disclosure form under the Fair Credit Reporting Act (FCRA), which clearly states that the employer will perform a background check. Without this signed permission, the process legally cannot move forward. Once you consent, you’ll provide your full legal name, date of birth, Social Security number, and current address. Be prepared for the check to cover everything from criminal records and employment verification to credit history and drug screening.
Key data points you should expect:
| Check Type | Typical Turnaround | What Employers Look For |
|---|
| Criminal record | 1–3 business days | Felonies, misdemeanors, sex offender registry |
| Employment verification | 2–7 business days | Job titles, dates of employment, reason for leaving |
| Education verification | 2–10 business days | Degree conferred, graduation year, institution accreditation |
| Credit check | 1–2 business days | Bankruptcy, liens, payment history (for financial roles) |
| Drug screening | 1–5 business days | Presence of illegal substances as per company policy |
Timing matters. A standard package takes about 3–7 business days, but delays happen if an address is wrong or a previous employer is slow to respond. That’s why I always recommend listing accurate, up-to-date addresses and contacting your references beforehand to let them know a verification call is coming.
If you’re a hiring manager instead of a candidate, the process is similar but reversed. You’ll choose a certified Consumer Reporting Agency (CRA), ensure compliance with federal and state laws (like “ban the box” legislation), and only request checks that are directly relevant to the job’s duties. The goal is to assess risk, not to disqualify unfairly. For example, a financial controller needs a credit check, but a warehouse associate probably doesn’t.
One important nuance: you have the right to dispute inaccuracies. If the report contains errors—like a criminal record that isn’t yours or an incorrect employment date—you can file a dispute with the CRA directly. The employer must give you a copy of the report and a reasonable time to explain before taking adverse action. So keep an eye on your inbox after you consent.
