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June 2023

Kansas Background Check
Understanding Kansas Background Checks (2023)
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Let’s face it. Unlocking the true potential of your Kansas business or volunteer organization starts with building a team of trusted and reliable employees. And one crucial step in the hiring process is conducting a thorough Kansas background check on applicants. In today’s competitive job market, it’s essential for employers in Kansas to have a clear understanding of the state’s background check laws and regulations.  Fortunately, we’re here to help you navigate the often complex and highly detailed process of pre-screening applicants. Furthermore, we’ll guide you through the intricacies of deciphering federal and state of Kansas background check laws.

How PreSearch Can Help With Background Check Services in Kansas

PreSearch is a leading provider of background check services in Kansas, offering comprehensive and reliable screenings for employers. With our quick and efficient process, PreSearch can help businesses make informed hiring decisions while ensuring compliance with Kansas employment background check laws.

When it comes to conducting a Kansas background check, accuracy and efficiency are crucial. PreSearch understands this importance, and we give you an array of powerful background check services to meet your specific needs. From criminal background checks to employment verifications, we strive to provide thorough and reliable information on potential candidates.

One of the key benefits of using PreSearch Services for background checks is our extensive experience in the industry. With years of expertise, we have developed a streamlined process that allows quick turnaround times without compromising quality. As an employer or volunteer recruiter, you can trust that you will receive accurate information in a timely manner.

What is a Background Check?

Great question.  As you might expect, a background check is the act of validating information on an applicant to determine whether or not he or she is a viable fit for employment or volunteer work. 

A background check takes a look into an applicant’s personal and professional history. It involves gathering information from various sources to assess their character, qualifications, and potential risks. This information can include criminal records, employment history, education verification, credit reports, and more.

Kansas Background Check

Importance of Kansas State Background Checks

When it comes to doing a background check, Kansas employers need to rely on these investigations to ensure they are getting the best candidate for the position. These checks provide valuable information about an applicant’s past and help employers make informed decisions before bringing someone on board.

One of the main reasons background checks are so important is that they can uncover any criminal history that an applicant may have. This is especially important for industries requiring background checks and screenings for trusted employees, such as those in healthcare or finance.

Kansas Background Check Laws

When it comes to conducting background checks, Kansas employers must be aware of the state’s specific laws and regulations. These laws are in place to protect both employers and applicants, ensuring fair and unbiased hiring practices.  Hiring and recruiting managers should also be sure to abide by federal laws when conducting pre-screenings.  Here are the most common and prominent state and federal laws to be aware of when conducting investigative checks on applicants.

Federal Laws on Employment Background Checks

As mentioned, hiring entities in Kansas have the responsibility to adhere to federal pre-hiring regulations as well as state laws.  With this in mind, some federal laws should be at the forefront of every hiring manager’s mind when conducting background screenings on applicants.

Civil Rights Act, Title VII

The Civil Rights Act, specifically Title VII, is a federal law that prohibits discrimination based on race, color, religion, sex, or national origin. Under Title VII, employers are prohibited from using background check information that disproportionately impacts individuals within protected classes. This means that if an employer’s background check policies disparate impact certain racial or ethnic groups without being job-related and consistent with business necessity, they may be violating this important piece of legislation.

The Fair Credit Reporting Act (FCRA) 

This federal law regulates the use of consumer information in background checks. It ensures that employers follow specific procedures and guidelines when obtaining and using an applicant’s credit report or other consumer reports for employment purposes.

Under the FCRA, employers are required to obtain written consent from applicants before conducting a background check. They must also provide clear disclosure to the applicant about their intent to conduct a background check.

As an employer, if you choose not to hire an applicant based on information obtained from a background check, you are obligated to follow the adverse action process outlined by the FCRA. This includes providing the applicant with a copy of their background report and an overview of their rights under the FCRA.

The adverse action process allows applicants to assess and refute any inaccurate or incomplete information in their report. It also gives them a fair chance to explain any negative findings before making a final decision.

EEOC

The Equal Employment Opportunity Commission (EEOC) plays a crucial role in ensuring fair and equal treatment of employees in the workplace. This federal agency is responsible for enforcing laws that strictly forbid discrimination based on race, color, religion, sex, national origin, disability, and age. Moreover, the EEOC has issued guidelines that employers must adhere to in order to avoid discriminatory practices. These guidelines emphasize the importance of considering individualized factors when assessing an applicant’s criminal history during the hiring process.

Kansas State Employment Background Check Laws

Employers in Kansas have a responsibility to ensure the safety and security of their workplace, which is why conducting background checks on potential employees is crucial. However, it’s important for employers to understand the specific laws governing employment background checks in Kansas.

Criminal Conviction Records

Employers are allowed to consider an applicant’s criminal conviction records when making hiring decisions. However, they must be mindful of certain restrictions regarding what types of convictions can be considered and how far back they can go. By getting a criminal background check, Kansas employers are able to uncover any convictions or pending charges that the applicant may have. 

Ban-the-Box Law

Kansas has implemented a “ban-the-box” law, which restricts employing agencies from asking about an applicant’s criminal history on job applications. This means that employers cannot inquire about an individual’s criminal record until after an initial interview or an offer of employment has been extended to the applicant.

Criminal History Report

When obtaining a criminal history report for employment purposes, employers must follow strict guidelines set by the state. They must obtain written consent from the applicant and provide them with any adverse action taken based on the report.

Expunged Convictions

In the state of Kansas, individuals with past criminal convictions may have the opportunity to have their records expunged. Expungement is a process of legally sealing or erasing certain criminal records, making them inaccessible to employers and the general public. What does that mean for employers? It means that under state law, employers may not access, view, or use expunged convictions when choosing to grant or deny employment to an applicant.

Potential Consequences if Employers Fail to Comply with Kansas Background Check Laws 

Complying with Kansas background check laws is crucial for employers to avoid facing serious legal consequences. Failure to abide by these laws can result in hefty fines and even lawsuits.  In addition to crushing fines, penalties, and litigation – employers may also damage their business reputation if background check laws are not followed.

To ensure compliance with Kansas background check laws, it is recommended that employers partner with reputable background check service providers like PreSearch Services. Our experts are well-versed in state-specific regulations and can assist businesses in conducting quick and accurate screenings for trusted employees.

Kansas Background Check

Types of Background Checks in Kansas

Employers have many options when conducting a Kansas background check.  The two main types of checks are criminal and general employee checks, and here are a few details that distinguish these two common types of investigative reports.

Criminal Background Checks

These checks focus on an individual’s criminal history, including any convictions or pending charges. This type of check is crucial for ensuring workplace safety and security and protecting employees, customers, and company assets. By uncovering any potential red flags in an applicant’s past, employers can make informed decisions about hiring.

Employment Background Checks

On the other hand, employment background checks provide a broader picture of an applicant’s qualifications and work history. These checks verify an individual’s education credentials, previous employment records, professional licenses, or certifications held by the candidate. Employment background checks help assess applicants’ honesty regarding their qualifications while confirming their eligibility to work legally in the United States.

How to Get a Background Check in Kansas

If you are conducting checks in-house or going the DIY route (do it yourself), you can request a criminal record report from the Kansas Bureau of Investigation (KBI).  Employers who are hiring individuals who will be caring for others (such as in-home healthcare, medical, working with youth or elderly) can request criminal reports from the KS Dept. for Aging and Disability Services. 

In either case, you should be aware that these checks will only provide you with criminal activity conducted only in the state of Kansas. You will not receive vital information such as crimes committed (if any) in other states or internationally.  Nor will you receive information about previous employment or education history.

The best option is to utilize the services of PreSearch.  We are a trusted provider of background check services specifically tailored to Kansas employers’ needs. More importantly, we give you a 360-degree look into an applicant’s background – not just criminal activity for the state of Kansas.

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


How Long Does a Kansas Background Check Take?

That depends.  If you go through the process on your own, it could take days or weeks.  Namely because state-generated criminal reports from the KBI are slow to come.  Additionally, gathering up an exhaustive amount of details on an applicant, such as checking references, validating work experience, and contacting learning institutions to confirm education, can take a significant amount of time.

Alternatively, PreSearch can give you all the information you need right at your fingertips quickly and efficiently.  We specialize in providing our clients with quick and fast background checks because we know time is money.  You can’t afford to wait days or weeks, and that is why we are driven to get you the most reliable and accurate results – fast.

How Far Back Do Background Checks Go in Kansas?

The state of Kansas abides by the FCRA guidelines when it comes to how far employers can look into an applicant’s history.  The FCRA has a seven-year lookback period. This means that if a job pays less than $75,000 per year, an employer cannot look further back than seven years in the past.  Therefore, certain information such as civil lawsuits, liens, civil judgments, bankruptcies, and arrests not leading to convictions may not be considered if they are older than the seven-year lookback period.

What Shows Up on a Background Check in Kansas?

A Kansas background check can reveal various aspects of an individual’s past that may be relevant to their suitability for a job. Here are some key details that commonly show up on a background check:

  • Criminal history information
  • Identity verification
  • Employment verification
  • Education verification and credentials
  • Sex offender registry information
  • Address history
  • Driving records
  • Appearance on the Domestic Terrorist Watch List

How Much Does a Background Check Cost in Kansas?

If you opt for the DIY route and request criminal records from the Kansas Bureau of Investigation, you can expect to pay $20 per criminal report.

While that might not sound like a lot of money, you also need to understand that the $20 fee will only render data on criminal history in Kansas.  It will not get you overall information such as criminal activity in other states, employment history, or educational background data.

The most value for your dollar is partnering with PreSearch. We offer comprehensive background check services tailored specifically for Kansas employers. With our quick and efficient screening process, you can confidently make informed decisions about hiring trusted employees.  And most importantly, we give you a wealth of accurate information on your applicants, all for an affordable 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.


Connecticut Background Check
Connecticut Background Checks: 2023 Essential Guide
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Connecticut is a great place to do business and find top-notch employees, but it’s essential for employers to conduct background checks on pre-hires. Whether you’re a small business owner or part of a larger corporation, knowing the ins and outs of Connecticut background check laws can save you from potential legal headaches down the line. Considering this, we’re sharing everything you need to know about conducting a Connecticut background check, including state-specific laws and regulations and how PreSearch Services can help streamline the process. 

How PreSearch Can Help With Background Check Services in Connecticut

PreSearch Services is a background check company that provides fast and reliable pre-employment screening services in Connecticut. Our state-of-the-art technology allows us to quickly gather information on potential hires to help employers make informed decisions.

Our team of experts conducts comprehensive criminal record searches, employment verification, education verification, reference checks, and more. They also ensure compliance with both federal and state laws to protect the employer from legal troubles.

Furthermore, PreSearch offers customizable packages based on the specific needs of our clients. Whether you’re a small business or a large corporation, we have options that will suit your requirements and budget.

What’s great about PreSearch Services for background checks is our user-friendly platform which allows our clients to access reports easily online. This saves time for your HR department while assuring you peace of mind knowing that all necessary information has been gathered before making critical hiring decisions.

PreSearch Services provides efficient background check solutions for companies looking to hire trusted employees in Connecticut. With our advanced technology and expertise in compliance regulations, we are an excellent choice for any organization seeking fast and accurate results.

What is a Background Check?

As you’ve probably assumed, a background check looks into a person’s past in order to show information about their criminal history, employment, and education verification, credit history, social media activity, and more. 

Employers usually conduct background checks to verify the accuracy of job candidates’ resumes and ensure they are a viable fit for your organization. Employers need background checks and screenings for trusted employees to determine if a) a candidate is qualified for the position, b) to determine if the applicant is trustworthy, and c) to fill in the necessary information that brings employers peace of mind when choosing to hire individuals.  

Connecticut Background Check

Importance of Connecticut State Background Checks

A Connecticut background check is crucial in helping employers ensure that the applicants being considered for employment have a clean record and do not pose any risks to the company or its employees.

A thorough Connecticut state background check can reveal crucial information about an applicant’s criminal history, education, employment history, credit score, driving record, and other relevant details. This information is critical when making informed decisions about potential candidates.

Connecticut Background Check Laws

Connecticut has specific laws that govern background checks for employment purposes. Employers need to be aware of these laws and ensure compliance, as failure to do so can have significant legal consequences, including fines and lawsuits. 

Federal Laws on Employment Background Checks

In addition to abiding by state laws, employers must also heed and comply with federal laws.  Here are a few common federal laws all employers should be mindful of.

Civil Rights Act, Title VII

The Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. Ensuring that your hiring process remains fair and unbiased is crucial when conducting a Connecticut background check. Avoid making decisions solely based on an applicant’s protected characteristics.

The Fair Credit Reporting Act (FCRA)

This federal law sets guidelines for employers that regulate how they can gather and use consumer reports, including background checks, when making hiring decisions. In Connecticut, employers must be aware of the specific requirements laid out by the FCRA to ensure compliance with state and federal laws.

Under the FCRA, employers must follow certain procedures before taking adverse action based on information obtained from a background check. Adverse action includes not hiring an applicant or terminating an employee due to negative findings in their background report. Before taking adverse action, employers are required to provide applicants/employees with a copy of their consumer report and a written notice explaining their rights under the FCRA.

Equal Employment Opportunity Commission (EEOC)

The EEOC enforces federal laws related to workplace discrimination and provides guidance for employers regarding background checks. They emphasize that using arrest records as a sole basis for employment decisions may disproportionately impact individuals from certain racial or ethnic groups and could potentially lead to discriminatory practices.

Connecticut State Employment Background Check Laws

It is important for employers to understand Connecticut background check laws before conducting any background check on a prospective employee. To help you with that, here are some state laws you should be familiar with while pre-screening applicants.

Connecticut Fair Employment Practices Act (CFEPA)

The Connecticut Fair Employment Practices Act (CFEPA) is a state law that forbids employers from discriminating against or withholding employment from job applicants based on race, religion, sexuality, gender, and other characteristics.  The CFEPA applies to all state employers with three or more employees. prohibits

Connecticut Act Concerning the Disclosure of Salary Range

Connecticut Act Concerning the Disclosure of Salary Range was introduced to address the gender pay gap and promote wage transparency in the state. As per this law, employers are required to disclose the salary range for a position when asked by a prospective employee or their representative.

Connecticut General Statutes § 31-51i

Under this set of Connecticut statutes, employers are forbidden to base hiring decisions on individuals who have erased, expunged, or sealed criminal records. The statutes also prohibit employers from discriminating against candidates based on erased or expunged records or provisional pardons. Additionally, § 31-51i lays out restrictions for consumer credit reporting agencies regarding how credit report information is gathered, used, and distributed during the pre-hire process.

Connecticut General Statutes § 46a-81c

Under this statute, employers are meant to consider an applicant has undergone rehabilitation if they have committed a criminal offense or given a provisional pardon.  If, in the event, an employer chooses not to hire an applicant due to criminal background check, Connecticut statute § 46a-81c requires the employer to provide the applicant with detailed and clear reasons in writing for the decision to deny employment.

Failure to Comply With Connecticut Background Check Laws

F failure to comply with background check laws can result in significant legal consequences. These consequences can include fines and lawsuits, which can majorly impact the business’s finances and reputation.

The fines for non-compliance with Connecticut background check laws vary depending on the offense. For example, employers who fail to provide job applicants with written notice of their right to obtain a copy of their consumer report under FCRA may face penalties up to $2,500 per violation.

In addition to financial penalties, failing to comply with background check laws can also lead to costly lawsuits. Job applicants who believe they were unfairly discriminated against or denied employment due to information uncovered during a background check may file discrimination claims against the employer.

Connecticut Background Check

Types of Background Checks in Connecticut

There are two primary types of background checks Connecticut employers can perform, and these are:

Employment Background Checks

These checks typically involve verifying a candidate’s work history, education, and professional licenses or certifications. This type of check is useful for ensuring that the candidate has the qualifications and experience they claim to have on their resume.

Criminal Background Checks 

These types of background checks involve searching public records to determine if a candidate has any prior convictions or pending charges. Criminal backgrounds also help identify potential red flags, such as violent crimes or fraud-related offenses that could pose a risk in certain job roles.

How to Get a Background Check in Connecticut

If you go the DIY (do it yourself) route, you can submit a request for a criminal Connecticut background check from the State Bureau of Police Identification, which is a division of the Connecticut State Police. You will need to have the applicant provide fingerprints by appointment with the State Police, or you can submit a mail request for a criminal history report from the state via mail.

Keep in mind that this state-generated report will only provide criminal activity committed in the state of Connecticut.  A better and more thorough solution is getting a State of Connecticut background check through a professional service such as PreSearch.  We provide you with far more information than state records.  For instance, we can run checks on international criminal activity (if any), education history, employment history, and so much more. 

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


How Long Does a Connecticut Background Check Take?

The duration of a background check in Connecticut can vary depending on several factors. One crucial factor is the type of background check being conducted, as some checks may take longer than others.

For instance, an employment background check that only requires verifying education and previous employment history may take less time compared to a criminal background check that involves checking court records and waiting on the state to process criminal record requests.

Your best solution is to use PreSearch. We provide quick and fast background checks that give you all the information you need to make the best hiring decisions possible.  Unlike in-house, DIY, or state-generated checks, which could take days or weeks to get results – you can get results with PreSearch in a fraction of the time – in some cases, even the next day.

How Far Back Do Background Checks Go in Connecticut?

The state of Connecticut abides by the FCRA seven-year lookback standard when it comes to how far a background check delves into an applicant’s history. However, an employer can look back further than the seven-year standard in certain circumstances.  Depending upon how much the applicant stands to earn if granted employment ($75,000 or more), an employer can review credit histories further back than seven years.  Some criminal activity on an applicant’s Connecticut background check may also be considered – even if it is older than seven years.

What Shows Up on an Employment Background Check in Connecticut?

In Connecticut, employers are privileged to be able to gather all manner of information when conducting pre-screenings on potential new hires.  In general, the following details are usually gathered for a typical background check in Connecticut:

  • Criminal history information
  • Identity verification
  • Employment verification
  • Education verification and credentials
  • Sex offender registry information
  • Driving records and traffic violations
  • Credit history (subject to restrictions)

How Much Does a Background Check Cost in Connecticut?

If you opt to get your background check via the Connecticut State Police Bureau of Identification, you can expect to pay $15 for the fingerprint processing fee and an additional $75 state processing fee to conduct a criminal background check in Connecticut.

A much better value is to partner with PreSearch.  Why? Because we can give you criminal reports, plus all manner of different types of background information for a flat, affordable price.  Remember, you’ll only receive criminal activity for the $90 dollar state fee.  With PreSearch, you get abundantly more information (not just Connecticut criminal activity) for a reasonable service fee.

*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.


Alaska Background Check
Alaska Background Check Essentials Guide (2023)
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If you’re fortunate enough to live, work, and play in the great state of Alaska, then you know there are endless benefits and opportunities around every corner of The Last Frontier.  And if you are a hiring manager, business owner, or volunteer administrator – there’s more great news. Alaska has an incredibly appealing tax climate making the state incredibly attractive for doing business.  But what about finding the right employees or volunteers for your organization? That’s where getting an Alaska background check comes into play.  

The state of Alaska has specific laws and regulations regarding employment background checks, which every employer must comply with. Furthermore, employers should also comply with federal regulations when it comes to doing pre-hire screenings.  With this in mind, we’re here to help you understand Alaska background check laws, how to obtain background checks simply, and why these checks are so vitally important to the success of your business in Alaska.

How PreSearch Can Help With Employee Background Check Services in Alaska

PreSearch is a leading provider of employee background check services in Alaska. With our state-of-the-art technology and experienced team, PreSearch offers quick and fast background checks for employers who want to hire trusted employees.

One of the benefits of using PreSearch’s services is that we offer customized background checks and screening solutions for different industries. Whether you’re in healthcare, finance, or education, PreSearch can uniquely craft our services around your specific needs.

Moreover, with the ever-evolving landscape of regulations surrounding each employment background check in Alaska, it can be challenging for employers to keep up with the latest laws. That’s where PreSearch shines on your behalf. We stay up-to-date on all relevant federal and state laws, so you don’t have to worry about being out of compliance.

Even better, you can expect exceptional care and service when you partner with PreSearch Services for background checks.  Our experts make everything about getting a State of Alaska background check as simple, seamless, and smooth as possible. By partnering with us, you can be sure you’ll have the reliable information you need to make informed hiring decisions based on accurate information obtained through reliable sources.

What is a Background Check?

In simple terms, a background check takes a look into a person’s history. In terms of screening a candidate you’re considering for hiring or recruiting for your organization, an Alaska background check can reveal a wealth of information about a pre-hire’s educational history, past employment history, credit data, or criminal activity that might have taken place in the past. 

Alaska Background Check

Importance of Alaska State Background Checks

Conducting background checks helps mitigate risks associated with hiring employees who’ve had legal problems, criminal history in the past, or potentially falsified information during the application process. By performing these screenings beforehand, companies can avoid negligent hiring practices which expose them to incidents like fraud or lawsuits.

For instance, if an employee has a history of violent behavior or drug abuse, they may not be suitable for certain roles within the organization.  In light of this, you can see that getting a background check and screenings for trusted employees is essential to assure you are hiring the right person for your vacancy or volunteer position.

Alaska Background Check Laws

Employers in Alaska need to be aware of both state and federal background check laws when hiring new employees. These regulations and laws are meant to safeguard job candidates as well as protect employers and businesses from possible missteps in the pre-hiring process.  Having said that, here are the most preeminent federal and state laws all employers and volunteer recruiters should be mindful of while screening applicants.

Federal Laws on Employment Background Checks

As mentioned, hiring and recruiting organizations need to heed and abide by federal background check laws just as much as state laws.  Here are the highlights of the top federal laws to be aware of before conducting an Alaska background check.  employers must also comply with federal laws when conducting these checks. 

Civil Rights Act, Title VII

One such federal law is Title VII of the Civil Rights Act. This act prohibits discrimination based on characteristics such as religion, race, color, gender, or national origin, to mention a few. Under Title VII, employers cannot use background check information to discriminate against potential employees. This means that hiring managers in Alaska cannot use background data unfairly or disproportionately based on an applicant’s personal characteristics.

The Fair Credit Reporting Act (FCRA)

This is a federal law regulating how employers collect, distribute, and use consumer (in this case, the applicant) credit information. In the context of employment background checks, FCRA aims to protect job applicants from unfair or inaccurate information being used against them.

In the event a credit check turns up something unsavory, employers must follow specific procedures under FCRA before taking adverse action against an applicant. Adverse action includes not hiring someone, firing them, or denying a promotion due to their credit check report.

Before taking any adverse action based on a background check report, employers should provide a pre-adverse action notice to the applicant. This notice should include a copy of the report and inform them of their right to dispute any incorrect information in it. 

EEOC

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces laws prohibiting workplace discrimination based on certain individual characteristics such as age, race, sex, religion, and disability. Alaska employers must comply with EEOC regulations when conducting background checks.

Alaska State Employment Background Check Laws

When conducting employee background checks in Alaska, employers must comply with the state’s specific laws and regulations. As such, here are a few Alaska state pre-screening regulations, procedures, and laws that every employer must be privy to:

Expunged Records

Expungement is a legal process through which criminal records are sealed or erased from official record-keeping systems. In Alaska, individuals can apply for expungement if they meet certain criteria. If they qualify and successfully have their records expunged, those records may not be accessed, viewed, or used to determine suitability for employment.

Non-conviction & Correctional Treatment

These types of records refer to instances where an individual may have been arrested or spent time in a rehabilitation program but was not actually convicted of any offense. Employers in Alaska should be aware that they are prohibited from discriminating against job applicants with non-conviction or correctional treatment records, as this could potentially violate state and federal anti-discrimination laws. However, employers are still within their rights to consider these records as part of their overall hiring process.

Drug Testing

Drug testing is a common practice in background checks for many employers in Alaska. It helps to ensure that the employees they hire are not using illegal substances, which could potentially impact their job performance and safety.

Mandatory Background Check

Mandatory background checks are a requirement for certain types of employment in Alaska. In some cases, such as government positions or jobs working with vulnerable populations like children or seniors, mandatory background checks are required by law. Employers who fail to comply could face legal consequences.

Consequences to Employers Who Are Not Compliant With Federal and Alaska Background Check Laws

Employers in Alaska should take the state’s background check laws seriously. Failure to comply with these regulations can lead to severe consequences, including lawsuits and fines. Employers should be aware of the specific requirements for conducting background checks on potential employees to avoid potentially disastrous missteps in the pre-screening process.

Alaska Background Check

Types of Background Checks in Alaska

As an employer or volunteer recruiter in Alaska, you have options as to what types of background checks you can conduct on candidates, and here are a few of the most common checks available to you:

Criminal Background Checks

These types of checks are an essential aspect of the hiring process because they allow employers to verify that a potential employee has not been convicted of any crimes that could be detrimental to the company or customers.

An Alaska criminal background check can include information on misdemeanors and felonies from local, state, and federal databases. This information is crucial for employers when making hiring decisions, especially for positions that involve working with vulnerable populations.

Employment Background Checks

The most common of all background checks, an employment overview is essential in that it validates and confirms whether or not a candidate has previous work experience, what positions he or she has held, what kind of functions were performed, etc. 

How to Get a Background Check in Alaska

If you need a criminal background check in Alaska, you can send a request for a fingerprint-based or name-based search for criminal history to the Alaska Department of Public Safety.  

If you are an employer who is certified or licensed by the Dept. of Health and Social Services, you may also submit a request for pre-hire background check requests to the Division of Health Care Services.

Bear in mind, however, that these state government-sourced reports will only provide you with criminal background activity in the state of Alaska.  You will not receive other vital details such as criminal activity (if any) committed in other states or internationally.  Furthermore, you will not receive any information integral to hiring an applicant, such as employment history or educational background.

The best way to get a background check in Alaska is to go through a trusted provider such as PreSearch.  This way allows you to pick and choose the information you want.  We provide you with the most comprehensive and thorough information. 

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


How Long Does an Alaska Background Check Take

The fastest way to get your background checks is by using PreSearch.  All of our reports give you all the information you need – and we get it to you fast.  In most cases, our turnaround time is a day or two, and sometimes we can get you results on the same day.

We all know that time is money – especially when you need to hire good workers fast.  So, be prepared to be disappointed if you opt for the DIY (do it yourself) route.  Why? Because doing background checks in-house can use a lot of manhours (and an expensive proposition), and it can take a surprisingly long time to get the results you need.  

First off, state and federal governments are not the quickest at returning criminal background checks.  Secondly, it takes time for your human resource department to track down all the information you need for a pre-screening check.  You could be faced with several days or weeks until you receive the data that will allow you to make an informed hiring choice.

That’s why we urge you to partner with PreSearch because we get you results faster than any other method.

How Far Back Do Background Checks Go in Alaska?

Alaska abides by the FCRA lookback guidelines when it comes to how far back pre-hire background checks go.  The FCRA establishes seven years as the standard review period for history checks.  That means any activity that happened prior to seven years of obtaining a background check in Alaska will either not be shown or should not be considered.

This seven-year lookback period deals with accessing criminal history information.  Other information, such as employment and educational history, can look past seven years.  Furthermore, if an applicant stands to earn $75,000 or more if hired, the FCRA states that an employer may go past the seven-year lookback period when assessing credit report information.

What Shows Up on an Alaska Background Check?

The answer to this is based solely on what kind of information you request. At PreSearch, you can elect to receive criminal history (if any) in the state of Alaska and also any criminal activity in other states or internationally. We also provide you with a plethora of other information such as sex registry status, driving record history, education background data, educational histories, and more.

Basic criminal background checks in Alaska will show past convictions or pending charges within the state including felony and misdemeanor convictions. It will also show the severity of charges, arrest dates, and sentencing results.

Credit reports will show any bankruptcies, fraudulent charges, liens, collections, and other insightful data that may be useful in a pre-hire background check.

How Much Does a Background Check Cost in Alaska?

If you go through the Alaska State Department of Safety as we talked about earlier, the current fee is $20 per each name-based request for a criminal background check.  The fee is $30 for a fingerprint-based criminal background check.  

The best value for your business or volunteer organization is with PreSearch.  We will give you full-spectrum reports including any information you need, and we do it quickly with laser accuracy, and all in compliance with state and federal laws.  

We make getting a background check in Alaska simple, affordable, and incredibly easy.  After all, when it comes to hiring the ideal employee, you have better things to do with your business’s time and money than waste it on subpar, inaccurate, or slow background check services.  Eliminate the hassle, save money, and get the information you need on your pre-hires now by contacting us today.

*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.