EMPLOYEE & VOLUNTEER SCREENING

Avoid the consequences associated with hiring those who could pose a threat to your customers, employees..

FRANCHISEE
SCREENING

Improve your odds of choosing the best franchisee owners to represent and promote your franchise company’s brand image and values.

MEMBERSHIP
SCREENING

Protect your members, your employees, and your club’s reputation, by allowing only qualified members to join your organization.

RESIDENT & TENANT SCREENING

Properly screen residents and tenants with a credit and background check report available in seconds, or a personally investigated and live..

COMPREHENSIVE BACKGROUND CHECKS

For over 35 years, Reliable Background Screening has helped mitigate risk for thousands of organizations nationwide, by providing expert advice and dedicated customer service. Selecting the right candidates is a critical component to the success of any organization. Applicants must be thoroughly vetted, as they can cause issues financially, physically, and present a threat to your brand reputation.

Reliable’s team of experienced FCRA-certified representatives take an educational and consultative approach to understand what type of background check is best for your organization. There are multiple methods to help streamline the process of obtaining state and federal compliant authorizations, along with fast turnaround times.

Interested in background screening for your organization? Sign up below!

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FAQ

FREQUENTLY ASKED QUESTIONS

We understand there are many questions when it comes to background screening and the processes required to perform them accurately and efficiently. We are here to help you through this process. Below are the questions we receive the most often, but would be more than happy to discuss with you directly, any specific questions you may have.

A background check reveals key information that supports effective background screening by employers or organizations, typically including verified identity details (such as name, date of birth, aliases), address history, employment and education verification, criminal records (felonies, misdemeanors or pending charges), and – depending on role – credit, social media and/or driving history. Drug testing and OccuHealth may also be needed for certain positions requiring these services.  Because each screening is customized, the exact scope varies, but the goal remains the same: to give a comprehensive snapshot of a candidate’s background to inform responsible decisions and reduce hiring risk.

Studies have shown by conducting background checks, you can save $19,000 per candidate since bad hires cost 30% of an employee’s annual salary.  Laws have changed in what a background check can show, based on where the candidate resides at the time of hire, where your organization resides and where the candidate will work.  Make sure to be with a reliable background screening firm like us, that understands state, federal and municipal consumer screening laws.

In addition, new trends show more firms conducting continuous criminal monitoring to make sure your candidate’s don’t harm your organization after they are hired and/or approved to start; whether it is for employment, membership, student program, volunteer, tenant, or contractor.

When companies conduct a professional background screening, the process begins with obtaining federal and state consent and then systematically verifying candidate identity (via social search or equivalent), reviewing criminal‑ court records from county, state, federal and national database levels, confirming past employment and education credentials, and – if the role demands – performing credit checks, driving record reviews social media and/or Social Media and primary source license verifications.

The depth of the screening is tailored to the position and compliance requirements, but this structured approach ensures that the background screening uncovers relevant information beyond what résumé or interview alone can provide.  You need to make sure you are checking with your screening firm if they are providing you services like conducting alias names, counties for the past seven years, and truly understanding what is in your package.

It’s also important to question the “back end fees” since some firms charge more on the back end that you will not know about until you receive your invoice!   Look at our Why Use Reliable Background Screening page to gain more insight as to what you should ask your background screening firm, if not using Reliable.

Background screening is a critical step in protecting your organization—regardless of industry. It helps reduce the risk of hiring individuals who may pose a threat of theft, violence, or other unwanted behaviors in the workplace.

Consider the data:

  • U.S. businesses lose an estimated $50 billion annually due to employee theft.
  • Over 500 workplace fatalities and 57,000+ non-fatal injuries occur each year from intentional acts of harm.
  • Employers that utilize background screening report 39% lower turnover rates on average.

Beyond reducing risk and improving workforce stability, background checks also offer a layer of legal protection. Conducting due diligence during the hiring process can help guard against negligent hiring lawsuits, which can be financially and reputationally damaging if  proper, “best practices” background screening is not performed.

In short, background screening is not just a precaution—it’s a best practice for smart, safe, and compliant hiring.

With recent technological advancements in conducting background checks, more companies are adopting continuous criminal monitoring—an ongoing screening solution that alerts employers if one of your hires is involved in reportable criminal activity after starting with your organization.

This proactive approach provides added peace of mind by helping firms detect potential risks in real time, rather than waiting for the next periodic background check. It strengthens workplace safety, supports compliance efforts, and most importantly, helps protect your brand and reputation on an ongoing basis.

Many industries are governed by regulations that mandate background screening, particularly those where safety, compliance, and public trust are essential. Industries such as Healthcare, Education, Finance, Transportation/DOT, and Energy typically have more rigorous screening standards due to the sensitive nature of their work environments and the populations they serve.

At Reliable Background Screening, we have extensive experience supporting clients across these highly regulated sectors. Our experienced team understands the specific compliance requirements and helps ensure organizations are prepared for state and industry audits—while also reducing the risk of negligent hiring and protecting their reputation.

Companies that recognize the need to mitigate risk; protect their brand, employees, and customers; and that also understand the need to shield themselves against Negligent Hiring and Retention liability will perform background checks. However, not all background checks are equal, and many companies rely on a criminal database check, which is not sufficient, and which alone cannot be used for any adverse action.

If having a certain level of education is needed for whatever position is being filled, then verifying education should be included in a background check. It is critical for companies to never accept proof of a degree from the applicant/candidate, due to the widespread availability of falsified documents on the web and through desktop publishing. Education and professional credentials should always be verified independently if they represent a needed requirement for the position.

On average, most background checks are completed within two (2) business days. However, in some cases, certain searches may take longer due to factors beyond our control. Delays can occur when courthouses rely on manual processes and require a court runner to verify records, or when a candidate has a common name that requires additional research to ensure accuracy. External factors such as severe weather, court closures, or limited staffing due to furloughs can also impact turnaround times.

In addition, background screening that includes primary source verification such as confirming education credentials or past employment—may take longer depending on how quickly schools or employers respond. The average is three (3) business days.  To conduct verifications effectively, they require direct contact with HR departments or administrative offices, which can vary in response time due to connecting with a primary source to provide the verification information.

For drug testing, results are typically available within two (2) business days after the candidate completes the test at a clinic.

While most background checks are completed quickly, we prioritize thoroughness and accuracy to ensure every report meets compliance and quality standards.

A background check reflects a snapshot of a candidate’s history at the time it is conducted. While it may remain valid for hiring decisions made shortly afterward, it does not account for any incidents that occur after the check is completed.

Because of this, many organizations choose to re-screen employees periodically, which can be annually or based on role changes—to ensure ongoing compliance and workplace safety. In regulated industries or positions involving vulnerable populations, financial responsibility, or security access, re-screening may be required more frequently.

For even more up-to-date risk management, some employers now implement continuous criminal monitoring, which alerts them to reportable offenses in real time after the employee is hired.

In short, how long a background check is “good for” depends on your organization’s policies, regulatory requirements, and the level of ongoing risk associated with the role.  Again, it does not account for anything after the background check was completed.

Background screening can vary significantly based on the depth and scope of the screening package your organization chooses. On average, background checks can range anywhere from $15 to over $100 per candidate, depending on the specific services included and how comprehensive the search needs to be.

Factors that influence background check pricing include:

  • The types of criminal record searches conducted (e.g., county, statewide, federal)
  • Whether you include verifications (e.g., employment, education, professional licenses)
  • What your scope of work includes (e.g., where the candidate has lived for the past 7 years, where the candidate has worked, etc.).
  • Additional services such as drug testing, driving records, credit reports, social media, and/or continuous criminal monitoring.

While it may be tempting to choose a basic or low-cost option, it is important to understand that not all background checks are created equal. There is no centralized database in the U.S. court system that houses all criminal records in one place. As a result, relying on a single or limited database search can lead to missed records and gaps in information, placing your organization at risk.  Further, these types of low-cost database searches will generally not protect your firm against negligent hiring and retention lawsuits.

A truly effective background check package should be designed to reduce the risk of theft, workplace violence, or other problematic behavior, tailored to the role and industry requirements. More comprehensive packages may cost more upfront but can offer greater protection and long-term savings by helping you avoid negligent hiring claims, turnover costs, and reputational harm.

If you are unsure what level of screening is appropriate for your organization, we are happy to help work with you and your legal counsel on a customized solution that fits both your risk profile and budget.

Do you have any specific questions for us? We are here to help!