Employers do not have it easy right now.  The hiring process has always been expensive, often costing employers thousands of dollars in time and expenses, plus the cost of having a position remain unfilled for weeks or months.  Between the exodus from the job market generally and the increase in overall costs from the pandemic fallout and world events, employers are struggling more than ever to find good job candidates.  

The last thing an employer needs is to go through the considerable time and expense of finding and onboarding a new hire only to find out that they chose the wrong person.  Bad employees, especially those who are untrustworthy or unethical, can be a human resources nightmare and can potentially do lasting financial and reputational damage to your company.  

Hiring managers in Indiana who need to get hiring right the first time to keep the business going and growing, and to prevent organizational risks, need to conduct an Indiana background check on every candidate before they are hired.  

Why Look To PreSearch for Background Check Services in Indiana

Employers can’t afford to hire the wrong people.  If you need highly accurate answers about who your applicants are, don’t trust anyone but a well-established expert.  PreSearch will get you the information you need quickly, reliably, and in full compliance with Indiana and federal laws.  PreSearch takes the hassle and worry out of verifying your applicants, allowing you to focus on your business.  Count on us to provide the screening you need to make successful hires.

What Are Background Checks Exactly?

A background check is an investigation to make sure that a person is who they say they are.  Typical background checks will verify a person’s identity, their employment history, their education, and any licenses they claim to hold.  Some background checks go further and look into criminal records or financial issues a person may have.  The main reason to conduct a background check in Indiana is to ensure that the person you are thinking about hiring is actually the candidate you believe they are.

How to Get a Background Check in the state of Indiana

If your job candidate is supposed to have a professional license, such as nurses, accountants, realtors, or home inspectors, the Indiana Professional Licensing Agency can verify the candidate’s license for you.  However, they are unable to provide the majority of what employers need to fully vet employment candidates, including information from other states.  A perusal of an applicant’s LinkedIn profile and resume aren’t enough either since that information is just the candidate’s word for who they are and what they have done. 

Employer’s best option is to use a background check service provider who is skilled at conducting specifically an Indiana background check for employment.  They will not only be able to conduct the background check in a legal and ethical manner, but they will also be able to provide insight and guidance as to the types of questions the employer may want answers to that they hadn’t known to ask. 

Federal Laws on Employment Background Checks

Every Indiana employer should understand that when you conduct criminal background checks, Indiana and Federal Laws apply.  Every Indiana background check, even quick background checks must comply with all of these laws.  

The two main Federal Laws to know are FCRA and Title VII.  The Fair Credit Reporting Act (FCRA), which is the federal law that people’s private information is fair, accurate, and protected.  It limits who can see what of a person’s private information.  Employee background checks are covered by this law.  Title VII of the Civil Rights Act of 1964 requires that background checks be used fairly and not to discriminate against candidates based on their race, gender, religion or other characteristics.  

Below is a quick overview of the relevant laws.  Please speak to your professional background check service provider for more information. 

FCRA

The Fair Credit Reporting Act (FCRA) was designed to restrict access to people’s personal, financial information. A company who wants to run a credit check on prospective employees, for example because that person will have access to or control over some of the company’s money, must get a candidate’s written permission before conducting the investigation.

Employers who decline to hire a candidate based on what they see in the candidate’s credit history must tell the candidate that this is the reason.  Primarily, this is because the FCRA also wants to ensure that the information that goes into every credit report is accurate.  People need to be able to check what their credit reports say in order to correct any errors.  

Title VII of the Civil Rights Act

Title VII of the Civil Rights Act of 1964 helps ensure that job applicants do not face discrimination based on certain protected characteristics.  These characteristics include race, color, gender, religion, and national origin.  This law applies to background checks because the law does not want employers to use background checks to discriminate during the hiring process.  For example, giving only black candidates background checks prior to hiring, but not candidates of other races would be unlawful and discriminatory.  The easiest way to comply with Title VII is to conduct the same background checks on all candidates for a particular job.  

Background Check Laws in Indiana

Indiana permits pre-employment background checks.  In fact, some occupations require a background check as part of the licensing or hiring process.  For example, teachers, hospital administrators, bank employees, and daycare workers must submit to background checks.  

However, all employers and the reputable background check service provider they hire to conduct Indiana background checks must make sure that the way they are conducted complies with state and federal laws.  Employers also must use the information gathered in an ethical and lawful way. Failure to follow relevant laws could result in fines, lawsuits, and negative publicity for your company.   

Arrest Records

Indiana employers are allowed by law to consider an applicant’s “limited criminal history.”  Even when you use a professional background check service provider, Limited Criminal History Searches are conducted through the Indiana State Police.  This includes felony and Class A misdemeanor arrests.  Depending on how long the applicant has resided in Indiana, the type of employment being sought, may be eligible or require an Expanded Criminal History Search.

Criminal Records

Obviously, since an Indiana State Police background check includes felony and Class A misdemeanor arrests, they also include convictions.  Criminal background checks can extend back through a person’s entire life.  Expunged and sealed records will not appear, nor is an applicant obligated to disclose expunged or sealed arrests or convictions.  

Ban the Box

Ban the Box laws are designed to prevent employers from unfairly discriminating against candidates with criminal backgrounds. They typically require a company to wait until the application has been screened and the first interview is conducted before doing a criminal background check.  

Indiana background checks are no longer limited by Ban the Box regulations, except for hiring within the state’s Executive Branch.  As such, an employer who wants an Indiana criminal background check to help screen applicants is free to do so, so long as they follow the other relevant laws.

Expunged & Sealed Criminal Records

However, Indiana employers are not allowed to ask if the applicant has had records sealed or expunged.  Applicants have the right to withhold that information and deny that they have been arrested or convicted if the records were expunged.  

What Shows Up on an Indiana Background Check?

Depending on what the employee will be doing, what licenses or education are needed, the level of trust involved, and other factors, employers work with Indiana criminal background check professionals to create a customized list of items to be included in the background check.  These are some of the most common items employers ask for.

Criminal History

If a prospective employee has a criminal record, the employer can see things like the date of the arrest, what the person was charged with, how the case was disposed of and when.  If the person received a sentence, that along with the criminal case number, is viewable.   

Employment History

One of the really useful services for background checks is to have the investigator verify the applicant’s employment history.  This can be a time-consuming thing for human resources and hiring managers to undertake.  Under Indiana’s service letter law, former employers are obligated to share the time frame when the employee worked there, what their job was, and why they left, so long as the applicant agrees to it. 

Education Confirmation

Indiana background checks can verify when and where an applicant attended college.  They can also confirm whether the applicant received the degreed that they claimed to have in their application.  

How Many Years Back Does a Background Check go in Indiana?

An Indiana background check has no limit on how far back a criminal check can go, nor how far back verification of an applicant’s education or work history can go.  The FCRA does impose a seven-year lookback limit for many positions; it does not apply if the salary of the job exceeds $75,000.   

How Much Does a Background Check Cost in Indiana?

Employers who are only interested in a criminal background check can expect to pay about $15 for the state to provide that basic service.  Although the state’s ICHAT system costs only $10 per report, the results of that system can be unreliable.  ICHAT reports are not legally compliant for positions requiring background checks.

Since so much of what an employer needs to know goes beyond whether or not the candidate has been arrested, and the information is of such value to employers, it’s worth it to pay a bit more for highly reliable information that is legally compliant, such as what PreSearch provides.  Like all services, the more information and service you want provided, the more the service package costs.  

How Long Does it Take to Complete a Background Check in Indiana?

Legal and reliable background checks in Indiana are fast and easy when you use a professional company, such as PreSearch.  Because you can count on their findings, employers only need to do one check per applicant in order to have peace of mind.

The job market in Michigan is finally on the rebound after several years of floundering from nationwide and global setbacks such as the pandemic and economic instability.  In fact, the US Congress Joint Economic Committee recently reported that Michigan added over 135,000 new payroll jobs, coaxing the state’s unemployment rate to fall by 1.9% in the last 12 months.

This is a promising outlook for employers in Michigan.  It means that the workforce is becoming more stimulated, which implies that employers are in a position to hire better help for vacant positions.  Although the job market is beginning to restabilize, Michigan employers still don’t have it easy.  

To explain, as a hiring manager or employer in Great Lake State, you’re responsible for hiring the best candidate for the job.  That entails conducting a Michigan background check to ensure individuals applying for jobs within your organization are verified, qualified and trustworthy.

Why Look To PreSearch for Background Check Services

Your time is money, and you can’t afford to wait on the results you need to hire the right people.  Additionally, you can’t place your trust in so-called “free” or limited state-sourced services when it comes to getting the most trustworthy and qualified person for the job.  With PreSearch we eliminate all doubt. Our fast, accurate, comprehensive background checks in Michigan give you all the information you need to make the best decision about your new-hires.  What’s more, we make background checks effortless for you, freeing you to concentrate on other pressing matters within your business or organization.  With PreSearch, you never have to worry about overwhelming details, wasting time, or staying compliant. We make everything easy for you.

What is a Background Check?

A background check is precisely what you might expect it to be.  It is the process of gathering data about an individual in order to verify their identity, confirm work history, as well as verify education history.  A background check might also look into an applicant’s criminal record or credit history.  The purpose of background checks in Michigan is to ensure the applicant you are interviewing is precisely who he or she claims to be on their application or resumé.

How to Get a Background Check in Michigan

Because the process of getting a state of Michigan background check can be arduous, complex, and time-consuming, most employers opt to use a professional third-party service to take care of all the details for them.  To elaborate, employers may opt to go through the Michigan State Police name-based criminal history database by using their Internet Criminal History Access Tool (ICHAT). However, employers soon discover that the information they get is limited. The ICHAT is only a Michigan criminal background check for employment – it will not include other information such as employment history or educational verification. Furthermore, this state-sourced criminal report will not disclose any nationwide or international criminal activity (if any).

Instead, hiring managers and employers are afforded far better advantages by using services to help with background checks. When using the professional investigators at PreSearch, you get the entire history of your applicants without going through the hassle of gathering all the information and waiting for results.  Moreover, PreSearch gives you a wide variety of accurate, meaningful reports that give you the full spectrum of data you need to make the right decision for your new hire.  We do all this while remaining strictly compliant with state, local, county, and federal laws.

Federal Laws on Employment Background Checks

What all employers should realize is that Michigan background check laws should be strictly adhered to, but even more important is abiding by federal laws when conducting pre-screens for new hires.  Here are the most important federal laws all Michigan employers should be aware of when conducting lawful background checks.

FCRA

The federal government initiated the Fair Credit Reporting Act as a means to protect consumer privacy. This is a comprehensive law that regulates and governs the appropriateness of gathering and using consumer information.  To explain, sometimes a Michigan pre-employment background screening might require an employer to get a credit check on an applicant. As a consumer, the applicant’s information is protected under the FCRA. 

Under the FCRA, credit reporting agencies are prohibited from disclosing arrests that did not lead to convictions older than seven years old.  Credit reporting is also limited to revealing types of information over seven years old such as civil lawsuits, collections, and bankruptcies under the FCRA.  There is a caveat to this restriction. If an employee stands to earn $75,000 or more, the law does not apply, and employers are allowed to check back longer than the standard seven years when conducting a credit check on applicants.

Title VII of the Civil Rights Act

In 1964, the federal government passed the Civil Rights Act, and Title VII is a critical part of adhering to government law when conducting a by-the-book background check in Michigan.  This pivotal law is overseen by the Equal Employment Opportunity Commission (EEOC) and is meant to prohibit employers from discriminating against applicants according to certain characteristics.  In short, it is unlawful to award or deny employment to applicants based on factors such as race, religion, political affiliation, or gender – just to name a few characteristics.  

Title VII also comes into play when conducting a criminal background check in Michigan. According to the EEOC guidelines, employers may not use conviction information as a basis for denying an applicant employment.  Title VII and the EEOC specifically state that an employer should assess each applicant and their convictions (if any) as they relate to the position the applicant might be awarded before making a decision to grant or deny the applicant employment.

Michigan State Background Check Laws

Whether your organization is conducting a Michigan criminal background check or simply verifying the identity of an applicant – it is important to follow Michigan state laws during the Michigan pre-employment background screening process.  Failure to comply with local, county, and state laws could lead to hefty fines and penalties from the state which could be a big setback for your organization. Furthermore, not conducting background checks in accordance with the laws could lead to lawsuits and litigation. That is why it is critical to understand and abide by state and federal laws. Here are a few of the most common Michigan state laws all employers must heed when conducting background checks. 

Misdemeanor Arrest

According to Michigan state law, it is unlawful to inquire if an applicant has had misdemeanor arrests, dispositions, or detentions that did not result in a conviction.  This state law, MI Comp. Laws  §§ 37.2205a states that the applicant is legally permitted not to disclose details about these arrests during the pre-screening process.  However, this law does not apply to felony charges that are pending dismissal or conviction.  Write about misdemeanor arrests in detail. An applicant can legally withhold information about such arrests during the application process. 

Criminal Records

In some instances, individuals applying for a position may have expunged or sealed records.  In this case, an applicant can legally opt not to disclose that he or she has a criminal record.  However, when it comes to a criminal background check, Michigan law expressly states that  expunged or sealed records are not to be factored into an employer’s decision to hire or deny employment to an applicant.  Furthermore, anyone sent to a juvenile diversion program or sentenced under the Holmes Youthful Trainee Act will typically have sealed records, which cannot be admissible when hiring an applicant.

Unavailable Records

Not only are sealed or expunged records inaccessible to employers during a pre-hire screening of an applicant but there are also other records that will not be available upon inquiry. To explain, when an employer goes through the state-sourced ICHAT database, data such as juvenile records, tribal records, traffic records, and federal records will not be disclosed.

City of Detroit Employers

Under Detroit Municipal Code §§ 13-1-11, 12, 13, public contractors in Detroit, MI, and public employers in the city of Detroit are not permitted to inquire or factor any criminal conviction in the employment process until after the applicant has been scheduled for a formal interview.  However, this law is made exempt if employers must hire for positions where state and federal laws require criminal background checks.  

What Shows Up on a Background Check in the State of Michigan?

When using a qualified and reliable background search service, employers have many options in the types of information they can obtain for a Michigan background check.  Alternatively, if you opt to go exclusively through the state’s ICHAT database search, you will only receive criminal background information for the state of Michigan.   

Criminal History

If an applicant proves to have a criminal record, a Michigan criminal background check will divulge specific details such as the criminal case number, date of arrest, charges, disposition, and date of disposition.  The criminal history will also disclose the severity of the charge (whether it is a felony or a misdemeanor) as well as details surrounding the sentence.

Employment

Getting employment verification is a must in order to confirm an applicant has worked in the positions claimed on an application.  Employment background checks are also crucial to determine if an applicant has the work skills and on-the-job qualifications required in the position for which he or she is applying. Confirming an applicant’s employment background protects hiring companies from potential problems if an applicant has falsified his or her work history on an application.

Education

It’s important to confirm education history during the pre-hire screening process.  The reason being is that employers need to verify an applicant has achieved a certain level of education she or he has claimed on their application or resume.  Furthermore, an education background check will reveal whether or not an applicant has earned degrees, certifications, licenses, or diplomas that might be integral to the job position offered.

How Far Back Does a Background Check Go in Michigan?

As with most states, Michigan abides by the 7-year lookback period, which is the standard established by the FCRA.  The FCRA also controls what types of information can be accessed during those seven years.  For instance, civil lawsuits or collections cannot be reported prior to 7 years from the time a background check is run.  However, if an applicant stands to earn $75,000 or more if granted the job position, then the 7-year lookback period does not apply and employers can look back into an applicant’s credit history past the 7 year standard.  Criminal convictions can be reported no matter what the age – and information such as education and employment history can go past the 7-year lookback period as well. But in general, the answer to how far back does a background check go in Michigan is the standard 7 years.

How Much Can Background Checks Cost in Michigan?

As an employer in Michigan, you can expect to pay $10 per report if you use the ICHAT system.  However, you can expect to pay a lot more in human resources or administrative hours because it takes an inordinate amount of time to gather, track down, and verify employee information if the check is done in-house.  

Furthermore, the time spent waiting on state-sourced information and compiling background data means money wasted when the applicant could have been in his or her position sooner if a third-party background check service is used.

Moreover, if your organization opts for a DIY background check, you may be opening yourself up to costly lawsuits and liabilities if these checks are not conducted according to state and federal laws.  

Some employers might consider using a so-called free background check service, but this is ill-advised.  In most cases, these turn out to be questionable companies, and the information they claim to provide is almost always inaccurate or out of date.

Ultimately, you are at a far better advantage by going with PreSearch for your background check service needs.  Our services are highly affordable, especially if you factor in that having the most accurate information at your fingertips quickly and easily (and in compliance with the law) is a priceless asset in your organization’s pocket. 

How Long Does it Take to Get a Background Check Completed in Michigan?

As mentioned, if you DIY a background check, you can anticipate spending a significant amount of time hunting down information, gathering details, and waiting on governmental institutions to send you the criminal background check you require.  Plus, it takes time to learn about state, city, county, and federal laws to ensure your organization stays compliant.  All of this could amount to days or weeks to get background check results.  Alternatively, you can make the smart choice and get fast background checks with PreSearch. In most cases, we can get you same-day results.

Currently, Utah state’s unemployment rate is 1.7% less than the national average. In fact, according to the Utah Department of Workforce Services, the state has added over 50,000 jobs since 2021, which is a 3.4% increase from the previous year.  With these promising statistics in mind, the Beehive state is becoming a very attractive location for qualified individuals seeking employment.

As an employer, this is great news.  It means you can be more selective about candidates applying for work within your organization.  It also means you have a more diverse supply of potential applicants when meeting the demands of your business or volunteer organization.

On the other hand, the pre-hire screening process is fraught with potential challenges.  From the need to confirm identity and check for criminal activity to verifying past employment and education – the importance of getting a Utah background check on your applicants is crucial.  

As a hiring manager, employer, or volunteer administrator obtaining Utah background checks is critical in order to ensure you are hiring the right individual as well as protecting your organization from potential problems down the road.  

While background checks can be incredibly valuable in determining the right candidate, it’s also important to understand how background checks in Utah are conducted. For instance, in terms of conducting a criminal background check, Utah has some very specific state regulations.  Federal laws must also be adhered to in order to avoid litigation, violations, penalties, or fines.  Considering this, here are a few essential things every Utah employer should know when obtaining a background check in the state.

Why Look To PreSearch for Background Check Services in Utah

When you are seeking the right employee, you simply cannot leave your decision to hire up to chance.  With PreSearch, we provide all the vital information you need right at your fingertips – and we do this within the letter of local, county, state and federal laws.  PreSearch background check services give you peace of mind, because you know you are getting current, precise information on your applicants.  Moreover, our skilled professionals understand every industry, and pre-screening requirements for each.  So whether you have a volunteer organization, hiring for a medical or educational facility, or a hiring manager for a business – PreSearch can deliver the precise results you need with a significantly faster turnaround time than other methods.

What Are Background Checks?

Quite simply, a background check includes a series of processes that looks into the past history of a potential candidate applying for a job.  They are intended to confirm identity and verify the applicant is who he or she says they are.  

Moreover, background checks are useful in confirming an applicant’s claims about past employment and educational history.  In addition to confirming identity, past employment and education, background checks in Utah may also include elements such as criminal history, credit check, and more.

How to Get a Background Check in Utah

The easiest and most effective way to obtain comprehensive and accurate data on pre-hires is to obtain services for background checks through a reputable company such as PreSearch. While it’s true that employers can go through state agencies to gather background information, this data isn’t all-inclusive, and it can also be time-consuming to acquire.  Moreover, not all employers are qualified to request background data from the state.

To elaborate, employers who are hiring to fill vacancies pertaining to certain fields such as, national security, local government, working with children, or vulnerable adults, or adoption agencies, are qualified to request background records through the Utah Department of Public Safety.  If your business or organization does not meet these criteria, you should request background checks be provided by the applicant. If the applicant is unable to produce their own background check, you may be able to access limited information through the Utah Division of Occupational and Professional Licensing (DOPL).  You may also submit a request to the Utah Department of Corrections for criminal histories on pre-hires.

That said, none of these government-based agencies will provide you with the broad spectrum of information required to get the big picture of an applicant’s past history.  To explain, if you request information from any of the aforementioned state agencies, you are only getting a slice of information.  

For instance, criminal records issued from the state will only reveal criminal activity committed in the state of Utah – it will not show any nationwide or international infractions. Similarly, requesting information from the DOPL will only confirm whether or not an applicant has a license to perform a job function and the current status (active, revoked or inactive) of that license.

Because these Utah-issued background checks are far from comprehensive, you should rely on a third-party background check service such as PreSearch.  Our qualified and experienced professionals can gather extensive information ranging from identity verification, criminal history, education, and licensing status, personal reference checks, and more such as name, social security, and address tracing.  

We provide you with a buffet of background choices, which pales in comparison with state-issued information.  Moreover, we give you everything you need in an extensive report.  That means no more hunting and gathering information or waiting for responses – PreSearch makes your background checks in Utah easy and effortless.  

Federal Laws on Employment Background Checks

Utah employers and hiring managers must comply with both state and federal laws when conducting background checks.  Failure to abide by pre-hire rules and regulations could result in expensive fines, or even litigation.  

One of the most critical federal laws Utah employers should heed is the FCRA, which is known as the Fair Credit Reporting Act.  Passed in 1970, this Act is meant to protect consumers (in this case, applicants) from privacy violations when it comes to credit reporting.  For instance, the Act governs how consumer-applicant information is gathered, retained, and used.  

Another federal hiring law is Title VII of the Civil Rights Act.  Title VII was enacted in 1964 by the federal government as overseen by the US Equal Employment Opportunity Commission (EEOC).  The Act expressly prohibits hiring, firing, or denying employment to any individual based on certain characteristics such as religion, race, gender, political affiliation, etc. 

State Background Check Laws in Utah

Whether you are conducting a basic employment history verification, or a criminal background check, Utah has specific regulations that must be followed during the screening and pre-hire process.  According to Utah hiring laws, applicants and candidates should obtain their own background checks if the employer requires this.  If an applicant wishes, he or she also has the option to give a potential employer permission to have a background check conducted upon them (in case they cannot or do not want to provide their own background check information to their prospective employer).  Once an applicant provides a potential employer with a release form, the hiring organization is permitted to use a third-party background check service to obtain the information about the applicant.

Ban-the-Box Law

In 2017, the state of Utah passed a ban-the-box law, which prohibits government employers from asking applicants about any criminal history or record until they have granted them an official interview.  Without an interview, employers are not permitted to ask about any potential criminal activity until after a conditional offer of employment is granted to an applicant.

Criminal Investigations and Technical Services Act

The Criminal Investigations and Technical Services Act is a state law that permits only a certain type of hiring organization to obtain a criminal background check in Utah.  Under this law, employers in the private sector are permitted to run FBI criminal background screenings, but are not allowed to request county or state criminal history records.  Some private businesses such as employers that deal with vulnerable populations (elderly and children) or employers whose work involves national security may be permitted to obtain a Utah state background check.  

However, employers can obtain criminal information by asking applicants to produce their own criminal records.  Private employers in Utah can also obtain criminal information by providing applicants a waiver in writing which must be signed and authorized by the state. This gives the employer or a third-party background check service the written authorization and permission to obtain criminal background information on the applicant.

Arrest Records

While Utah employers may obtain criminal histories, they are not permitted to unfairly judge criminal history on the basis of granting or denying employment to applicants.  Therefore, arrest records should not be included in an employer background check.  This “limited criminal history” access is a state regulation that is meant to prohibit employers from making judgments according to an arrest record that could dissuade employers from hiring applicants.

What Shows Up on Background Check in Utah?

When obtaining a Utah background check, hiring managers and employers have several options available as to what type of information shows up from a pre-hire screening.  For instance, a standard background check can verify details such as, identity, employment, and education.  Other information in standard background checks can include information about an applicant’s driving record, credit history, and/or civil records. 

Criminal History

A criminal history is a collection of any kind of illegal activities that have resulted in being recorded, such as convictions, felonies or arrests.  A criminal history is also known as a rap sheet in layman’s terms.  Criminal history can be obtained by local and state law enforcement agencies.  For example, an employer or an applicant can request criminal record information from the Department of Public Safety Bureau of Criminal Identification.  If there is criminal activity on this report, it will show details such as the date of arrest, the criminal case number, types of charges (if any), severity of the charge (whether it is a felony or a misdemeanor) and the sentence delivered for the charges.

Employment History

Employment history should detail the various jobs an applicant has held. It should also include how long the individual has worked there and the position held.  In some instances, employment history may include whether or not an individual was promoted or demoted in any given position, and sometimes employment history may also include salary history.  An employer can verify employment by contacting each previous employer listed by the candidate on his or her application or resume.  Employers may also contact the Utah Division of Human Resource Management which may provide employment history if an employer is registered with their Employee Resource Information Center (ERIC).

Education Confirmation

As you might surmise, getting confirmation about an applicant’s education history is critical in determining if he or she is qualified for the position offered.  It’s also an important aspect in confirming the degrees, education, licenses, etc, the applicant claims to have earned have indeed been achieved by the applicant. Employers can confirm education history and qualifications by contacting the learning institutions the applicant provides on his or her resume or application. Employers may also be able to request a transcript from certain education institutions. 

How Many Years Back Does a Background Check go in Utah?

Based on the federal standards as mandated by the FCRA the limit of time a background check can go is 7 years.  However, this 7-year lookback period does not apply if an applicant could stand to earn $75,000 or more if awarded the position of employment.  Except for this caveat, the 7-year lookback period is sufficient for most employers in Utah, and it also complies with federal guidelines.

How Much Does a Background Check Cost in Utah?

If you opt to go the DIY (do it yourself) route for a Utah background check, the expenses can add up quickly.  Utah state-issued criminal background reports can cost $15 per report if obtained through the Utah Department of Public Safety.  Educational institutions charge a fee to retrieve transcripts, and these fees vary per institution.  There are also fees associated with obtaining reports through Utah’s public records systems.  Additionally, when you tally all the man hours it takes to gather, track down, and request information – the payroll hours can accumulate to a high cost.  The most cost-effective way to get an array of accurate background checks in Utah is to use a reliable background check service such as PreSearch.

How Long Does it Take to Complete a Background Check in Utah?

The DIY tactic to obtain pre-hire history reports can be time-consuming.  It can take days or weeks to receive state or government-issued background checks.  If you require data from other facilities such as learning institutions, or public records, there is no guarantee these reports will be returned to you in a timely manner.

Your best option is to use PreSearch’s fast background check service.  Our qualified professionals can render accurate, diverse, and comprehensive background reports significantly faster than going through local, state, county, or governmental sources.  Our reports are thorough and expedient, as well as conducting in full compliance with state and federal laws.  

And if you’re tempted to use one of those “free background check services” advertised online, try to resist the temptation.  More often than not, these so-called free background check providers use unsavory practices to obtain data.  Even more unsettling is that the data on these free reports is almost always inaccurate, out-of-date, or not obtained by legal methods.