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March 2023

Massachusetts Background Check
Massachusetts Background Check
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Whether you’re running a startup, own a thriving business, or heading up a volunteer organization – Massachusetts is a great place to conduct business.  According to Forbes Magazine, MA is one of the best places to start or engage in business pursuits in 2023. This is largely due to the state’s established community, thriving economy, population density, and specialized talent demographics.  While MA has a wealth to offer to make your business or volunteer endeavors succeed, what kind of regulations are involved when obtaining a background check in Massachusetts?  This is an aspect of doing business that should never be overlooked. Therefore, we’ve formulated this guide to background checks in Massachusetts to ensure you are conducting these vital pre-screenings correctly, as well as maximizing your hiring leverage.

How PreSearch Can Help With Background Check Services in Massachusetts

Getting a background check in Massachusetts can be a complicated endeavor.  From abiding by state laws to complying with federal laws and pre-screening your applicant according to pre-hire regulations – it can be a daunting task.  Thankfully, there is no need to become overwhelmed by this essential pre-screen step.

With PreSearch, we make background checks effortless, fast, and painless.  We provide you with all the data you need, and we do it in a timely way for an affordable price.  When it comes to selecting the best applicant for your business or volunteer organization – PreSearch is the easy choice for all your needs.

What is a Background Check?

As you might expect, a background check is a process in which histories and past information is gathered on an applicant or candidate who is applying for employment or wants to be recruited for a volunteer position.  Background checks can reveal a significant amount of information that can narrate how an employer or volunteer recruiter makes decisions regarding granting or denying a position to a candidate.

Massachusetts Background Check

What is a CORI Check?

CORI stands for Criminal Offender Record Information, but what is a CORI check? This is a type of check that reveals information about criminal cases that have been adjudicated in the state courts of Massachusetts.  CORI checks were established in 2005 as a way to protect vulnerable populations from potential abuse from employees in positions of authority within an organization.  CORI background checks are typically run on applicants whose job entails working directly with potentially vulnerable people such as children, the elderly, or the disabled. 

If you’re wondering what is included in a CORI check, it basically reveals information about any criminal activity as recorded or leads to a sentence in a MA court hearing. However, a CORI check will not produce criminal activity that may have been committed by individuals in other states, in federal courts, or in other countries.  

Importance of Background Checks in Massachusetts

According to an expose released by CNBC News in 2020, approximately 78% of Americans seeking jobs have lied during the application process.  This sobering figure alone should speak to the importance of background checks in Massachusetts. The reality is, you can never be sure about the person sitting in front of you applying for a position.  That’s why background checks in Massachusetts are so crucial – because they provide the big picture of applicants’ histories.  Furthermore, they are an essential tool in verifying, validating, and confirming crucial information.  

Massachusetts Background Check Laws

Now that we’ve covered details about what is a CORI check and the importance of getting a thorough background check for trusted employees and regular applicants alike – let’s talk a bit about the federal and state of Massachusetts background check laws.

Federal Laws on Employment Background Checks 

Not only should employers and recruiters abide by Massachusetts criminal background check laws, they should also adhere to federal laws in order to avoid conflicts during the pre-hire process.  Here are a few federal laws all hiring entities should be aware of when conducting background checks. 

Civil Rights Act, Title VII 

Passed in 1964, Title VII of the Civil Rights Act was a milestone ruling that has been instrumental in reducing discrimination against applicants.  The Act expressly prohibits hiring entities from denying or granting employment to individuals based on certain characteristics.  For instance, Title VII forbids basing employment on an applicant’s sex, religion, gender, color, race, or political affiliation, among other characteristics.  

The Fair Credit Reporting Act (FCRA) 

The Fair Credit Reporting act is a federal ruling that is intended to protect consumer credit information.  This Act governs how consumer information is collected, used, and distributed during the pre-hire process.  In the event you require applicants to complete a credit check prior to employment, the FCRA also governs any disputes (if any) the applicant may have about any details listed on the consumer credit report.

Equal Employment Opportunity Commission’s (EEOC)

The EEOC oversees the Civil Rights Act, Title VII.  It enforces anti discrimination laws so that applicants and employees are afforded the most equal employment opportunities possible in MA and in the US.  It is critical to abide by EEOC laws and regulations in order to avoid hefty penalties or fines, or even lawsuits. 

Massachusetts Employment Background Check Laws

Now that we’ve covered some of the major federal background check regulations, you may be curious about what the state of Massachusetts has to say about the pre-screening process.  To help you navigate Massachusetts’ background check laws, here are some details every employer or recruiter should know.

Pre-employment background check laws in Massachusetts 

There are several laws to adhere to in the state of MA when it comes to legally conducting a pre-hire screening.  For instance, if a credit check is required, the applicant must provide written consent.  Additionally, employers may not report criminal history about arrests seven years or older or civil judgments 14+ older. 

Furthermore, the MA Pay Equity Act restricts employers from hiring applicants based on their past salary history.  The Act also prohibits employers from inquiring about previous salary or wage rates earned in previous employment positions.

Ban-the-Box Law

This law is relevant to both private and public employers. It specifically prohibits employers from asking or requesting an applicant to “check the box” regarding whether or not he or she has any criminal history on their record.  

MA State’s Requirements for Certain Industries

As mentioned, the CORI check is exclusive to MA and is used if an applicant will be working with vulnerable populations such as the disabled, elderly, or youth.  And while the FCRA is a federal law, the state has its own regulations, such as extending beyond the seven-year lookback period if the job position could earn the applicant $75,000 or more.  If an applicant’s position deals with driving on a regular basis, then a driving record must be obtained.  Additionally, access to an applicant’s Massachusetts criminal records must be obtained if he or she is working in the gaming industry or in certain healthcare settings.

Massachusetts Background Check

Types of Background Checks in Massachusetts

When it comes to background checks, Massachusetts allows employers various different options.  A variety of information can be obtained – as long as it is gathered according to state and federal laws. Here are a few examples of background information you can obtain in the state of MA.

Criminal Background Checks

As we’ve discussed, in some cases, criminal background checks in Massachusetts are sometimes a requirement.  However, even if an applicant wouldn’t be exposed to situations that demand a criminal background check, it’s a good idea to run one anyway.  And while there are laws in place that prohibit denying employment to an applicant if he or she has a criminal record in MA, this type of background check can safeguard you, your employees, and your business in the event a problem emerges in the future.

Employment Background Checks

This is the most basic type of background check in Massachusetts that most employers opt for when pre-screening applicants.  It is largely composed of critical information such as education, experience, and work history.  General background checks are important to assess whether or not the applicant is qualified for the position as well as verify whether he or she is who they claim to be.

How to Get a Background Check in Massachusetts

As an employer or volunteer recruiter, you also have options about how to get a background check in Massachusetts.  You could opt to request a fingerprint-based or name-based search through the MA Dept. of Criminal Justice.  This information will provide you with criminal activity that may have been conducted in the state of MA.  However, it will not inform you if the applicant has criminal activity in other states or countries.

Therefore, your best course of action in getting a Massachusetts background check is to use a thorough and reliable company that provides accurate services for background checks, such as PreSearch.  Our experienced professionals use the most cutting-edge technology and resources to produce the current and comprehensive results you need in order to make the best hiring decisions possible. 


Please visit our service page for a full list of our offerings


How Long Does a Background Check Take in Massachusetts?

Going through state and federal agencies to retrieve criminal history reports can take days or weeks.  Additionally, relying on your human resources department or doing a background check yourself can take a significant amount of time.  The truth is, tracking down all this information is a timely prospect, and that means it can also be costly in man hours.

You are at a far better advantage if you opt to get a quick background check through a reputable service provider like PreSearch.  Instead of waiting around (and losing money and productivity) for results, we can provide you the information you need within a matter of days – and sometimes within the same day of your request.

How Far Back Does an Employment Background Check Go in Massachusetts?

The state of MA concedes to the FCRA federal law when it comes to how far a background check can go.  This means that the lookback period is seven years.  However, there are certain scenarios in which a check can go past that standard seven-year lookback period.  For instance, looking into an applicant’s work and educational history can go past the seven-year mark.  

What Can Be Found in a Massachusetts Background Check?

The details on background checks in Massachusetts depend mostly on what you need and how you go about obtaining this information.  Here are a few things you can expect to receive when you request a background check from our quick and reliable pre-screening services.

  • Employment history
  • Education verification and history
  • Criminal history records in Massachusetts
  • Sex offender registry in Massachusetts
  • Driving records in Massachusetts
  • Verification of social security number and name trace
  • Address history trace in Massachusetts

How Much Does it Cost to Get a Background Check in Massachusetts

If you request a state-generated criminal background check, you can expect to pay around $25 per name-based request.  Bear in mind this could take up to 15 days for you to receive.  Additionally, this report will only provide you with criminal activity (if any) that took place in the state of MA.

A far better value for your investment is to get a full-scale, comprehensive Massachusetts background check from PreSearch.  We offer you a buffet of different options you can choose from, ranging from national criminal history, to international background checks. We also offer education and work history information and credit reports – all conducted within the letter of state and federal laws.


*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.


Nevada Background Check
Nevada Background Check
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According to a recent publication released by Inc. Magazine, Nevada is one of the most business-friendly states in the nation.  With its relaxed business regulations, low taxes, and a thriving economy – there’s no doubt that the Silver State has tons of amenities and opportunities for business owners and volunteer organizations alike. But what about Nevada background check laws? While NV is a great place to conduct business, there are a few things all recruiters and employers should know about conducting a background check, Nevada laws, and federal laws in order to stay up-to-speed and compliant during the pre-screening process.  With this in mind, here are some overarching insights you should know when conducting a basic or criminal background check in Nevada.

How PreSearch Can Help With Background Check Services in Nevada

Whether you need a Las Vegas background check, or a state-wide criminal background check,  you can’t afford to take shortcuts.  Hiring or recruiting the right person to represent your organization is crucial to your business’s success. The number one tool you have to accomplish long-term, optimal results in your new hires is using PreSearch as your ally.  We get you the results you need to assess the most valued, trustworthy candidates that will contribute to the overall mission of your business or organization.

What is a Background Check 

As you might surmise, a background check is a process in which a hiring or recruiting organization investigates an individual’s background for the purpose of validating their identity and assessing their past history.  Background checks in Nevada are used to determine criminal activity, educational history, past employment history, and more. 

Importance of Background Checks in Nevada

Hands down, getting a basic pre-hire screening and/or a Nevada criminal history records check is the most important step any hiring or recruiting party can take in order to determine whether or not a candidate is ideal for the position. Not only do background checks validate the identity of an applicant, they also provide a big picture of who this person is, their experience, qualifications, and even their level of trustworthiness.    

Nevada Background Check

Nevada Background Check Laws

Now that we’ve established the importance of getting a state of Nevada background check and what a background check is – let’s take a look at some critical laws regarding obtaining historical records from pre-hires. 

Federal Laws on Employment Background Checks 

Not only is it essential to abide by Nevada state laws when conducting background checks, but employers and recruiters must also adhere to federal laws when doing pre-screen checks on pre-hires.  With this in mind, here are some important federal laws to consider when doing a background check in Nevada. 

Civil Rights Act,Title VII 

The Civil Rights Act, which was passed by Congress in 1964, was intended to prohibit employers from discriminating against pre-hires based on certain characteristics.  Governed by the EEOC (Equal Employment Opportunity Commission), the Act states, among other things, that it is unlawful for employers to discriminate against applicants based on characteristics including (but not limited to) sex, race, religion, gender, national origin, political affiliation, color, etc.  

The Fair Credit Reporting Act (FCRA)

Another federal law is the FCRA. This Act dictates how consumer information can be collected, and it also regulates how it can be used.  The Fair Credit Reporting act is meant to protect the privacy of consumers so as to avoid fraud or financial injustices.  As an employer, if you need to run a credit check on your pre-hires, you must abide by the laws established by the FCRA in order to avoid penalties, fines, or litigation. 

Equal Employment Opportunity Commission (EEOC)

As mentioned, the EEOC is responsible for ensuring that individuals have a fair, unbiased pre-hiring process and that they can receive employment regardless of certain characteristics. It is important to comply with EEOC laws in order to avoid lawsuits, penalties, or fines.  Essentially, the EEOC ensures that individuals may pursue employment regardless of race, religion, sexuality, etc.

Nevada Employment Background Check Laws

After covering some of the major federal laws, you might now be wondering about Nevada background check laws.  That’s understandable, and here are some state laws to consider when conducting a background check in Nevada. 

Pre-employment background check laws in Nevada 

It’s important to note that Nevada law has limitations regarding what types of information an employer can obtain. It also has laws on how this information is obtained and how it is used.  Most importantly, Nevada employers must receive written consent from an applicant before running a background check. This law protects both the applicant and the employer and is unique to Nevada background check laws and should be adhered to in order to avoid running crossways with both state and federal laws.

Ban-the-Box Law

As of January 1st, 2018, the state of Nevada implemented the “Ban the Box” law. This law states that employers may not ask or inquire if a candidate has a criminal history on an application to be filled out or before an interview is granted. The law is meant to encourage fair hiring and give candidates an opportunity to prove their value without the umbrage of criminal activity before even getting through the first phase (application) of the pre-hiring process. 

The Ban-the Box Law does not apply to certain positions such as peace officers, potential employees of the criminal justice system, or firefighters. In these instances, the applicant may be asked or required to reveal they have a criminal history.

NV Background Checks in Certain Industries Such as Gaming and Healthcare

Other positions in Nevada are subject to different handling.  For instance, candidates applying for work in the healthcare and gaming industries may be subject to a fingerprint background check. Credit checks are also more stringent for gaming and healthcare employee pre-hires due to an NV state bill 409 passed by the Senate.  This bill states that people who work in highly tempting situations, such as the gaming industry, may be subject to longer credit lookbacks.  

Additionally, pre-hires who work in the healthcare industry may be subject to a background check for trusted employees, which is a more detailed report that is tailored to reveal telling data that relates to how a candidate can perform in unique situations in the healthcare field.

Types of Background Checks in Nevada

When it comes to getting a background check, Nevada affords you several different options. Here are a few types of background checks you can conduct in the state if you are an employer, hiring manager, or volunteer recruiter.

Nevada Background Check

Criminal Background Checks

This is perhaps the most requested type of background check, and for good reason.  While employers are admonished to discriminate against denying employment to individuals with a criminal history, there are instances when tough decisions must be made. For instance, a criminal background check in Nevada may reveal the candidate’s criminal activity is in clear violation or opposition to the position he or she might be granted. In this instance, an employer must fully document the conflict between the criminal offense and how it negatively impacts the position that would have been granted to the applicant.

Employment Background Checks

This type of background check in Nevada is critical in order to verify an applicant’s identity, work history, and educational background.  A basic employment background check reveals whether or not the history an applicant has on his or her resume or application is indeed correct. It further shows that the applicant has earned the appropriate education, credentials and/or work experience required to fulfill the job duties entrusted to them.

How to Get a Background Check in Nevada

There are a few different ways you can get a background check in Nevada.  You may opt to go through state or federal agencies, which will provide limited information.  For instance, you may opt to get a background report from the DPBH (Dept. of Health and Human Services Nevada Division of Public and Behavioral Health).  You can also submit a request for a criminal background check in Nevada from the NV Dept of Public Safety.  In either case, you must understand that you will only receive background data on an applicant in the state of Nevada only.  You will not be able to see any activity in other states or countries.

Your best option that ensures accurate, timely, and comprehensive histories of applicants is to partner with a reliable company that specializes in services for background checks, such as with PreSearch. With PreSearch you never have to worry about out-of-date information or whether or not your background checks are being executed in compliance with state or federal laws.  Our highly detailed, current reports give you the information you need so you can make the best hiring decisions possible. 


Please visit our service page for a full list of our offerings


How Long Does a Background Check Take in Nevada

At this point, you might be wondering about the Nevada background check time frame. As is the case with most government agencies, going through the state of Nevada for background checks can be a time-consuming process.  In many instances, state-issued background checks can take days or even weeks to complete.  Moreover, the information you receive is not always accurate, and it won’t reveal important details such as employment or educational history.

Alternatively, when you opt for a quick background check through a reputable service such as PreSearch, you can expect to receive results quickly – sometimes on the same day.  We have direct contact with legal sources, and our state-of-the-art process is dependable, providing you with legally obtained, accurate, and fast results you need to act quickly for the benefit of your organization or business.

How Far Back Does an Employment Background Check Go in Nevada

As with most states in the nation, the lookback period for background checks in Nevada is seven years.  This is in accordance with the federal FCRA legislature.  There are some instances in which a background record can look back on the past seven years. For instance, employers can look beyond seven years when uncovering educational or employment history. 

What Can Be Found in a Nevada Background Check?

What appears on a Nevada background depends largely on what type of check you’re requesting and what kind of information you need.  In general, here are some common details that a well-executed background check in NV will reveal (if you request it).

  • Educational background
  • Employment history
  • Criminal history records in Nevada
  • Driving record history in the state of Nevada
  • Sex registry data
  • Social security number and name verification

Cost of Nevada Background Checks

You can expect to pay around $27 per request if you go through the Nevada Department of Public Safety for a general criminal background check.  However, bear in mind that you will only receive limited information from this expense, and it can take a long time to receive results.  Alternatively, when you partner with PreSearch we can put a virtual buffet of details right at your fingertips. This makes our services a tremendous value because you are getting the most current, comprehensive background information that results in better hiring decisions. 


*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.


Arizona Background Check
Arizona Background Check
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Ask anyone who lives, works, and plays in Arizona, and they will tell you it is one of the most remarkable destinations for endless opportunities.  This is especially true for business owners.  According to Forbes, Arizona is a highly appealing state for business owners and volunteer organizations due to its generous tax breaks for businesses and its healthy economic environment. While the Grand Canyon state might be ideal for business owners and volunteer administrators, what kind of hiring or recruiting laws does the state enforce?  To answer this question, we’re providing you with this detailed guide about getting an Arizona background check along with insights into how you can make the pre-screening process as effortless as possible so you can hire the right candidate – and do it according to federal and state laws.

How PreSearch Can Help With Background Check Services in Arizona

As an employer or volunteer administrator in Arizona, you can’t afford long wait times or inaccurate information on your background checks.  You also can chance the livelihood of your operations by having outdated information, or background checks that haven’t been conducted in compliance with state and federal laws.  That’s when PreSearch becomes your greatest pre-hire asset.  We have the tools, talent, experience, and work ethic to get you the results you need – and we get you those results fast.  Give us a call so we can show you how we can revolutionize your pre-hire process today.

What is a Background Check? 

There are various different types of background checks, but for employers and volunteer recruiters, we’re talking about a process that looks into a pre-hire or candidate’s history in order to confirm that person’s identity. Some checks, such as an Arizona criminal background check, can search into an individual’s history to see if he or she has committed any misdemeanors or felonies or has served time for a crime.  

When it comes to a background check, Arizona employers and managers have a powerful hiring tool in their hands. Why? Because a background check is the best way to assess and validate a person’s history and identity. That is why an Arizona background check is invaluable – because it provides a full picture of the individual applying for a position so that you and your organization can make the most informed decision about who to bring on board in your business or community.

Arizona Background Check

Importance of Background Checks in Arizona

Let’s get real. Not everyone who sits in front of you during an interview is telling the 100% truth about themselves.  In fact, a recent survey published by CNBC cited that over 50% of Americans lie or embellish their resumes.  With this in mind, you can see the importance of background checks in AZ.  Pre-screening candidates is crucial in order to get clear confirmation about the person applying for the job or volunteer position.  Without it, you might be flying blind – not knowing exactly who the person in front of you is.  This could potentially lead to on-the-job problems from a new-hire that hasn’t been clearly vetted. It might also lead to damages, theft, assault, or any number of other problems.  The best bet is to obtain services for background checks so you can have peace of mind you are hiring the right candidate for your vacancy.

Arizona Background Check Laws

Now that we’ve established what an Arizona background check is and why it’s so important to your organization – let’s take a look at the all-important details of state and federal laws that must be followed when conducting background checks in AZ.

Federal Laws on Employment Background Checks 

There are some significant federal laws that govern what kind of information can be obtained on an employee background check and how that information is permitted to be used in the pre-hire process.  With this in mind, here are the top federal laws that all employers or volunteer administrators should be in compliance with when conducting an Arizona background check. 

Civil Rights Act,Title VII 

This federal law was passed by Congress in 1964. Title VII is intended to discourage any kind of discrimination against individuals when it comes to denying or awarding employment to applicants. This Civil Rights Act is overseen by the Equal Employment Opportunity Commission (EEOC). Among other things, the Act expressly prohibits employers using certain distinguishing characteristics against an applicant in determining whether or not he or she should be granted or denied employment. Some of these “untouchable” characteristics include an individual’s race, religion, political affiliation, sexual identity, or gender. According to the Civil Rights Act Title VII, these and other characteristics may not be grounds for disqualification of employment.

The Fair Credit Reporting Act (FCRA) 

Some job positions require candidates to undergo a credit background check.  While this is perfectly legal, the way credit information is gathered and used in a pre-hire situation is regulated by this federal law.  The FCRA laws are meant to protect individuals from the invasion of privacy, and it is implemented to safeguard an individual’s financial and credit information.  If you use a third-party credit check service for credit checks on pre-hires, you must get written consent from the applicant, and your third-party credit check service must run credit reports within compliance with the FCRA.

Arizona Employment Background Check Laws

Now that we’ve covered some primary federal laws regarding properly conducting an Arizona background check, let’s take a look at some important AZ laws you should know when conducting pre-hire screenings.

Pre-employment background check laws in Arizona 

In addition to federal laws such as Title VII and FCRA, Arizona state adds a second level of security for pre-hires.  For instance, AZ state requires employers to get written consent from applicants acknowledging that they are subject to an Arizona background check (this is in addition to written consent for federal FCRA compliance).  Furthermore, Arizona has additional laws about discrimination that must be followed just as closely as the federal Title VII laws must be.

Ban-the-Box Law

In 2019, the state of Arizona was one among the growing number of states to implement the “Ban the Box” law.  This law prohibits employers from asking an applicant about any criminal history on a job application or inquiring about criminal activity prior to an official interview.  This law is intended to give people with a criminal history a better chance of obtaining employment in the state of Arizona.

Expungement Law for Misdemeanors

The state of Arizona is known as a “felony friendly” state – not only because of its recent implementation of the “Ban the Box” law but also because the state provides opportunities for individuals to have their criminal records expunged.  In AZ, anyone with a criminal record has the right to go before a state judge and have their convictions sealed from public record.  This might include felonies or misdemeanors, or other charges.  As an employer or volunteer recruiter, criminal activities such as misdemeanors may not be accessed during an Arizona criminal background check if the individual has been granted their criminal records successfully expunged by a state judge. 

Restriction on Criminal History Information Gathered by Consumer Reporting Agencies

When an individual has a court-approved, sealed, or expunged criminal history, employers and volunteer organizations are not permitted to access this information when conducting any type of background check – including consumer credit reporting from a third-party agency.  

Arizona Background Check

Types of Background Checks in Arizona

There are a myriad of different Arizona background checks employers and volunteer organizations can take advantage of when pre-screening candidates.  For instance, employers who are hiring for highly sensitive positions such as nursing or caretakers for elderly or vulnerable youths can conduct a background check for trusted employees, which is more in-depth and has the option for fingerprint checking.  Here is a breakdown of different types of Arizona background checks every employer should utilize during the pre-hire process.

Criminal Background Checks

As you might have intuited, an Arizona criminal background check is purposed to reveal any criminal activity an applicant may have in their past in the state of AZ.  A criminal background check is particularly important to obtain if a potential employee will be working with vulnerable people (such as the elderly or youth), working in a security capacity, or working around a lot of temptations (such as large amounts of money, assets, or prescription controlled substances).

Employment Background Checks

This is the most basic type of Arizona background check in that it assesses an applicant’s work history.  Additionally, a general employment background check will confirm an applicant’s educational history.  It may also permit employers to call references (if asked), such as friends, family members, or past employers as witnesses to an applicant’s character.

How to Get a Background Check in Arizona

As an employer, you might be wondering how to get an Arizona background check.  you can obtain a criminal background check in Arizona by submitting a request to the AZ Dept. of Public Safety. This department oversees a central database of criminal records of crimes committed in the state.  Keep in mind that getting a state-generated criminal background check will only reveal criminal activity that took place in the state of AZ – it will not cull up any criminal activity committed in other states or countries.

You might have heard about services that offer so-called free criminal background checks in Arizona.  While these might sound like a great deal, in reality, these “free” services leave a lot to be desired.  In most cases, the information you receive can be inaccurate, false, outdated, or just downright wrong.  Additionally, these free services often do not abide by federal and state laws when conducting criminal background checks, which could leave you open to liability. 

A far better and smarter solution for your background check needs is to partner with a trusted, professional pre-screening service such as PreSearch.  Our cutting-edge technology and highly-skilled staff are fully qualified to provide you with as much detail as you need to make the best hiring decisions possible.  And, we do this all within the letter of state and federal laws, so you never have to worry about staying in compliance.


Please visit our service page for a full list of our offerings


How Long Does a Background Check Take in Arizona

If you go through the Arizona Department of Public Safety, you can expect to wait days or even weeks to receive criminal background information on your pre-hire.  This is because state agencies are typically understaffed, or delivering background check results might not be their highest priority.    

Alternatively, you could get your background check results in just a few days – sometimes even the same day when you opt to use our quick background check services here at PreSearch. We provide fast, accurate, and thorough background checks in Arizona. 

How Far Back Does An Employment Background Check Go in Arizona

As with all states, Arizona concedes to the FCRA standards when it comes to how far a background check can go. This means that, according to the FCRA, a background check lookback period may not go beyond seven years.  There are a few exceptions, however.  For instance, if a new hire stands to earn $75,000 or more at the job, then an employer may look back beyond the seven-year standard lookback period. Also, information such as employment history, personal references, or checks on the educational background can go beyond the seven-year lookback period. 

What Can Be Found in an Arizona Background Check?

There are various things that can be exposed in an AZ background check, including but not limited to:

  • Social security number and name trace
  • Validation of identity
  • Sex offender status on state and national registry
  • Criminal records in Arizona
  • Driving records in AZ
  • Employment history
  • Education history

How Much Does A Background Check Cost in Arizona

The cost of getting a criminal background check in Arizona ranges anywhere from $10 – $20 depending upon the state agency you choose, and if you opt for additional services such as fingerprinting.  

While this may sound reasonable, the time you spend waiting for these results (sometimes a week or more wait) can mean a lot of money in loss of productivity while waiting to hire your candidate. Furthermore, you can’t put a price on accuracy and a comprehensive background report.  Therefore, your best option is to partner with PreSearch. We provide thorough, highly-detailed, accurate reports in a timely manner for a reasonable, fair price.


*a select number of states charge an additional, mandatory, county court fee in addition to our standard service fee.

Please reach out if you would like a quote for background screening services.