What Are the Most Common Types of Background Checks?

Today’s HR teams are under increasing pressure to hire quickly and responsibly. Whether you’re filling frontline roles or high-trust leadership positions, background checks remain one of the most effective tools for reducing risk and ensuring compliance. But not all checks are created equal—and not every role requires the same level of screening. 

Below are the five core categories of background checks HR professionals rely on most often, why they matter, and examples of where each is essential. 

1. Identity & Verification Checks 

At the foundation of any screening program is a clear question: Is this candidate who they claim to be—and do their qualifications hold up? 

This category includes: 

• Identity verification (SSN validation, government ID checks, I-9 verification, E-Verify where required) 
• Employment verification (past titles, dates, responsibilities) 
• Education & credential verification (degrees, certifications, licenses) 

Why HR uses these checks 

Identity and verification checks reduce misrepresentation, prevent fraudulent hiring, and ensure compliance with federal employment laws. They also protect organizations from negligent hiring claims by confirming that candidates meet minimum job requirements. 

Where they matter most:

• Healthcare: Verifying nursing licenses or medical credentials to ensure clinical staff are qualified. 
• Finance: Confirming that a candidate’s stated employment history aligns with regulatory expectations. 
• Skilled trades: Ensuring certifications (electrician, HVAC, CDL, etc.) are current and valid. 

These checks help HR establish credibility early in the hiring process and avoid costly onboarding mistakes. 

2. Criminal History Checks 

Criminal history checks remain one of the most widely used forms of screening—but they must be used carefully and compliantly. 

Typical searches include: 

• County, state, and federal criminal records 
• National criminal databases 
• Sex offender registry searches 

Why HR uses these checks 

The primary goal is to maintain workplace safety and reduce potential liability. Criminal history checks help HR identify patterns of behavior that may pose risks, especially in roles involving vulnerable populations, financial access, or property. 

HR teams must follow Equal Employment Opportunity Commission (EEOC) guidance by evaluating: 

• How recent an offense was 
• Whether it’s relevant to the job 
• Opportunities for individualized assessment 

Where they matter most: 

• Childcare/education: Protecting minors by screening for violent or sexual offenses. 
• Banking & accounting: Identifying financial crimes that may be incompatible with job responsibilities. 
• Manufacturing & distribution: Ensuring safety within large facilities where security risks may be heightened. 

Criminal checks help HR create fair, consistent screening standards while protecting employees and customers. 

3. Financial & Compliance Checks 

These checks go deeper into a candidate’s suitability for roles involving trust, regulation, or sensitive responsibilities. 

Included in this category: 

• Credit checks (used sparingly and only when job-relevant) 
• Professional license verification 
• Industry-specific regulatory checks (FINRA, NPDB, state boards) 

Why HR uses these checks 

Financial and compliance checks are about protecting organizational integrity and meeting regulatory obligations. Certain industries are required by law to confirm that employees hold active licenses or have no disqualifying disciplinary history. 

Credit checks can provide insight into responsibility and financial stressors—but HR must use them cautiously and only where legally permitted. 

Where they matter most 

• Financial services: FINRA BrokerCheck ensures advisors meet licensing and ethical standards. 
• Healthcare: NPDB verification reveals malpractice history or disciplinary actions. 
• Real estate & legal professions: Active licensure is required to legally perform the job. 

This category ensures HR hires professionals who meet industry-specific compliance standards and maintain the trust of clients and regulators. 

4. Driving & Public Safety Checks 

For roles that involve vehicles, equipment, or safety-sensitive tasks, these checks are non-negotiable. 

This includes: 

• Motor Vehicle Records (MVR) 
• Drug screening (DOT-controlled or employer-driven) 

Why HR uses these checks 

Driving and safety checks protect organizations from liability, ensure DOT compliance, and help maintain safe working environments. Drug screenings, particularly for federally regulated positions, are essential for reducing workplace accidents. 

Where they matter most 

• Transportation/logistics: MVR checks prevent unsafe drivers from operating commercial vehicles. 
• Construction & manufacturing: Drug screenings help maintain safe job sites and reduce injury risks. 
• Public sector: First responders, municipal workers, and utility teams often require a clean driving record. 

This category helps HR reduce risk and meet regulatory requirements, especially in high-hazard industries. 

5. Digital Footprint & Global Screening 

As hiring becomes increasingly global and digital, HR professionals are expanding screening practices beyond traditional checks. 

This category includes: 

• Social media and online presence checks (public information only) 
• International background checks (criminal records, employment, education abroad) 

Why HR uses these checks 

Online presence checks provide insight into professional behavior and potential conduct-related risks. International screens ensure consistency when hiring globally or evaluating candidates with overseas history. 

Where they matter most 

• Remote-first companies: Confirming identity and employment abroad. 
• Public-facing roles: Reviewing public posts for reputational risk. 
• Global organizations: Standardizing checks across multiple countries. 

Used ethically and consistently, these checks help HR understand the full picture of a candidate’s background while respecting privacy and compliance laws like GDPR. 

Final Thoughts 

Background checks aren’t just a formality—they’re a critical part of building a trustworthy, compliant, and high-performing workforce. By understanding the most common types of background checks and grouping them into clear categories, employers can design screening packages that balance risk, fairness, and candidate experience. 

If you’re ready to refine your screening process or build role-specific background check packages that align with your compliance needs, Future Systems can help. Our platform gives HR teams the tools, clarity, and support they need to hire confidently—and protect their organizations every step of the way. 

Ready to get started? Call us at 800-453-5809 or request a quote. We're here to help you succeed.