By Katie Kulp


Before you start a hiring round, you need to nail down what strategy is right for each position you’re trying to fill. Depending on the needs of each job opening, consider a combination of these common types of background checks to get a complete view of your candidates.

Different types of background checks

1.      Criminal history checks

When people hear the phrase “background checks,” the first idea that pops into most minds is the criminal history report. Thorough criminal history screening may uncover charges, convictions, and acquittals, helping you to judge the character of your candidates. Since forgoing criminal background screening could open your company up to fraud, workplace violence, and charges of negligence, criminal history reports should form a central part of most background checks.

2.      Education and employment verification

Hiring an underqualified candidate can leave a lasting, negative impact on your team’s productivity. Professional employment and education verification, however, helps ensure that your candidates have the training and skills that they need to thrive. As part of this process, your background screening agency will previous employers and college records offices to paint a complete picture of your applicant’s professional background.

3.      Drug screening

For drivers, equipment operators, medical professionals, and any other field that requires clear judgment and critical thinking skills, consider conducting drug screens on your candidates. In fact, government regulations require that many of these professionals undergo drug screening before starting a new job in such a line of work. Most drug screens deliver their results in just a few days, making them a fast and effective way to evaluate potential hires.

4.      Driving records

For employees who will have access to a company vehicle, especially drivers who will operate a vehicle as part of their job, it’s important that you examine their driving record. A candidate with a frequent history of moving violations is likely to be more of a liability than an asset in such a position, so knowing that their record is clear will give you peace of mind to continue with the hire.

5.      Social security number (SSN) traces

Verifying a candidate’s SSN is a crucial part in confirming both their identity and their eligibility to work in the United States. This search will also help identify previous addresses of the candidate, even if they have changed their name, which aids in collecting criminal background checks and other important reports.


At Chane Solutions, we specialize in crafting tailor-made screening strategies for businesses like yours. Since our services are customized to the needs of each hire, you can feel confident that your time and resources will be used effectively, and we can guarantee compliance with all federal and local regulations that govern the process. To start crafting a screening strategy for your company, contact us today.

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