The short answer: most employment background checks verify what you’ve told the employer (identity, past jobs, dates, titles, education and licenses) and often check criminal records; some roles add credit, driving records, drug tests or reference calls. In the U.S., if an employer uses a background screening company, the Fair Credit Reporting Act (FCRA) gives you rights: the employer must get your written permission first, and before deciding against you because of the report, they must give you a copy and a summary of your rights so you can dispute mistakes. The best preparation is simple: make sure your resume and application are accurate, gather your documents, check your own records, and be upfront about anything that might come up.
This is general information about U.S. rules, not legal advice. State and city laws add protections; check them, or ask a lawyer, for your situation.
What a background check can include
| Check | What it verifies |
|---|---|
| Identity and right to work | Your identity and work authorization (in the U.S., Form I-9 and sometimes E-Verify) |
| Employment history | Employers, dates and sometimes job titles |
| Education and licenses | Degrees, dates and professional licenses or certifications |
| Criminal records | Convictions and sometimes pending cases, depending on the law where you live |
| References | Your work and how you worked with others |
| Credit report | For some financial or security-sensitive roles, where allowed |
| Driving record | For roles that involve driving |
| Drug test | For some roles and industries |
Which checks are run depends on the role, the employer and local law.
Your rights under the FCRA
According to the Federal Trade Commission:
- Written permission: “Employers must get your written permission before running a background check with a background reporting company.” You can say no, but you may not get the job.
- Notice before a negative decision: before an employer decides “not to hire, keep, or promote you because of something in the report,” it must give you “a copy of the report and a ‘Summary of Rights’” under the FCRA.
- A free copy and a chance to fix errors: if you’re turned down because of the report, the employer must tell you that you have the right to an additional free report from the background reporting company, which you “must ask for within 60 days of the employer’s decision,” and you can dispute mistakes with that company.
- Local laws: the FTC also notes that some cities and states have their own rules about what employers can ask regarding criminal history and credit.
How to prepare
- Make sure your resume and application match reality: exact employer names, dates (month and year), titles and degrees. Small inconsistencies cause most delays.
- Gather documents: ID, work authorization, degree certificates or transcripts, licenses, and contact details for HR at past employers.
- Tell your references they may be contacted, and remind them of your work together.
- Check your own records: the FTC suggests checking your credit report (free at AnnualCreditReport.com) so you can dispute mistakes before an employer sees them. If you have a court record, know exactly what’s on it and whether it was sealed or expunged.
- Respond quickly to forms and requests from the screening company.
- If a past employer has closed, keep pay stubs, tax forms or offer letters as proof of employment.
If something might come up
Be upfront and brief, ideally before the check: “I want to let you know that my background check will show a conviction from 2016. Since then I’ve completed my degree and worked for six years without any issues, and I’m happy to discuss it.” Taking responsibility and showing what’s changed is far better than letting the employer be surprised. Many places also have “ban the box” or fair chance rules that limit when employers can ask about criminal history.
If the report is wrong
Contact the background screening company in writing, explain the error, include supporting documents, and ask them to correct it. Tell the employer that you’re disputing it and why. Mistakes such as mixed-up identities or outdated records do happen, which is why the law requires the employer to show you the report first.
Employment verification after you start
Some employers verify employment for current staff, for example for a promotion or security clearance. The same FCRA rules apply if they use a background reporting company.
While you wait
Background checks usually come after a conditional offer. Keep other options open until it’s complete, and see our guide on what to do when a recruiter goes silent if it takes longer than expected. And if your history has a gap, see how to explain a career gap.
Frequently asked questions
What shows up on an employment background check?
Does an employer need my permission for a background check?
What if my background check has a mistake?
How do I pass a background check?
Should I tell an employer about a criminal record before the check?
Sources
- Federal Trade Commission, Employer Background Checks and Your Rights. Read on 1 October 2026.
