Frequently Asked Questions
At FYI Screening, we know that background checks can raise a lot of questions especially when it comes to compliance, accuracy, and timing. That’s why we’ve compiled answers to some of the most common questions employers ask.
Whether you’re new to background screening or refining your hiring process, this resource will help you understand best practices, stay compliant with federal and state laws, and make confident, informed hiring decisions.
If you don’t see your question here, we’re happy to help.
Contact our team for personalized guidance.
Q1: How far back should we look for criminal history?
Most employers screen 7–10 years for criminal history, though the look-back period can vary by state law and job type. Some states limit how far back certain convictions can be considered. Safety-sensitive or high-trust positions may justify a longer look-back, while entry-level roles may use shorter periods.
Q2: Can we ask candidates about criminal history on job applications?
It depends on your location. Over 36 states have “ban-the-box” laws that restrict when you can ask about criminal history. In most cases, it’s safest to wait until after a conditional job offer before conducting criminal background checks.
Q3: What should we do if a candidate’s background check reveals something concerning?
Follow a FCRA-compliant adverse action process:
1. Provide a pre-adverse action notice with a copy of the report and rights summary.
2. Allow the candidate reasonable time to respond or dispute the findings.
3. Conduct an individualized assessment if appropriate.
4. Make your final decision and issue a post-adverse action notice.
Q4: How long should we keep background check documentation?
Maintain all background check records—consents, reports, decision rationale, and communications—for at least 7 years. Some states or regulated industries require longer retention periods.
Q5: Can we use different screening standards for different positions?
Yes, you can and should customize screening criteria based on the job’s duties and level of responsibility. Just make sure your standards are job-related, applied consistently and do not create disparate impact on protected groups. Always document your rationale for each level of screening.
Q6: How long does a background check take?
Most reports are completed within 1–3 business days, depending on the searches ordered and the jurisdictions involved. Education and employment verifications may take longer if institutions or employers are slow to respond.
Q7: What information do we need from the candidate to start a background check?
You’ll need the candidate’s full name, date of birth, Social Security number, and written authorization. For verifications, additional details such as previous employers, job titles, or schools attended may be required.
Q8: How do we ensure our background checks comply with the Fair Credit Reporting Act (FCRA)?
FCRA compliance begins with written consent and continues through the adverse action process. FYI Screening provides FCRA-compliant forms, workflows, and guidance to help you stay compliant every step of the way.
Q9: Do candidates get a copy of their background report?
Yes. Under the FCRA, candidates have the right to request a copy of their report and dispute inaccurate or incomplete information. FYI Screening makes this process simple through our candidate portal and support team.
Q10: What types of background checks does FYI Screening offer?
We provide a full suite of screening services including:
Criminal history searches (county, state, and federal)
Employment and education verifications
Motor vehicle records
Drug testing
Credit checks (where permitted)
Custom industry-specific packages
Q11: How can background checks improve our hiring quality and reduce risk?
Background checks are your first line of defense against costly hiring mistakes. They verify credentials, uncover red flags, and protect your organization from negligent hiring liability which can result in lawsuits, damaged reputation, and financial losses. Beyond risk mitigation, consistent screening demonstrates your commitment to safety and integrity, building a workplace culture where employees feel secure and valued. The result? Lower turnover, stronger team cohesion, and a foundation of trust that drives long-term success.