When evaluating potential candidates, people frequently use the terms "criminal background check" and "employment background check" interchangeably. However, they serve very different functions.
While one focuses strictly on a candidate’s legal history, the other provides a comprehensive, 360-degree view of their professional eligibility, history, and qualifications.
The Core Differences
The primary distinction lies in the scope of the information gathered. A criminal check is just one specialized component of a broader employment screening process.
|
Feature |
Criminal Background Check |
Employment Background Check |
|
Primary Goal |
Assess risk, safety, and legal history. |
Assess overall job fit, integrity, and qualifications. |
|
Data Scope |
Felonies, misdemeanors, warrants, sex offender registries. |
Employment/education history, credit checks, driving records, drug testing, plus criminal history. |
|
Data Sources |
County, state, and federal courthouses; correctional databases. |
Previous employers, universities, licensing boards, credit bureaus, DMVs. |
1. Criminal Background Checks: The Safety Filter
A criminal background check is designed to protect an organization's assets, staff, and customers by identifying past illegal behavior. This check uncovers:
- National & Global Watchlists: Terrorist watchlists, financial crimes, and international fugitives.
- Federal Crimes: Direct violations of federal law, such as tax evasion, embezzlement, or cross-state crimes.
- State & County Records: The vast majority of criminal cases—like theft, assault, or serious driving offenses—are filed at the county level.
2. Employment Background Checks: The Full Picture
An employment background check includes criminal history but expands far beyond it to verify that an applicant is exactly who they claim to be on their resume. Companies utilize comprehensive screening to confirm a candidate’s capability and trustworthiness through:
- Resume Verifications: Reaching out directly to previous employers and academic institutions to verify job titles, dates of employment, and degrees earned.
- Professional License Checks: Ensuring credentials (like a CPA, nursing license, or teaching certificate) are valid and in good standing.
- Motor Vehicle Records (MVR): Crucial for positions involving driving or fleet management to look for DUIs or severe traffic violations.
- Pre-Employment Drug Testing: Ensuring compliance with workplace safety standards.
The Compliance Factor: Whether running a criminal search or a full screening package, employers must remain strictly compliant with the Fair Credit Reporting Act (FCRA). This law requires getting a candidate’s written consent before running a check and following a strict multi-step adverse action process if you choose not to hire them based on the findings.
How Intelifi Bridges the Gap
Navigating these differences requires specialized tools that ensure both speed and compliance. Advanced screening platforms like Intelifi help HR teams handle both criminal and comprehensive employment checks seamlessly.
American Staffing Association
Instead of relying solely on automated databases—which frequently miss localized county updates—Intelifi utilizes its proprietary LiveRunner™ system. This technology connects directly with county court networks and local runners to pull verified, up-to-date criminal records, often delivering results the same day.
Furthermore, Intelifi’s Emerge™ platform integrates both types of screening into a single compliance-first workflow. It automates FCRA disclosures and features a human review process to scrub data, removing false positives and ensuring that employers get an accurate, legally defensible overview of a candidate’s background.
This Intelifi Overview Video provides an inside look into how their LiveRunner system and human review process help simplify the complexities of running accurate county and national background checks.
