What Employers Really Need to Know From a Criminal Background Check

You don’t need to know everything about a candidate’s past—you just need to know what’s relevant. That’s the key to using criminal background checks effectively and responsibly in hiring.

It’s About Risk, Not Perfection

No one has a spotless past. The goal of an employee criminal background check isn’t to eliminate every applicant with a record—it’s to identify potential risks that matter for the role. If you’re hiring someone to handle money, a history of financial fraud matters. If the job involves driving, DUIs are worth reviewing. But a decade-old misdemeanor for a minor, unrelated offense? That may not be worth factoring in.

Focus on what directly connects to the job. That’s what keeps your hiring process fair and grounded in reality.

Context Is Everything

Criminal records aren’t always as clear-cut as they look on paper. Maybe a charge was dismissed. Maybe the candidate was a teenager. Maybe they’ve completed a rehabilitation program and have a clean record since. A background check can give you data, but it can’t give you context unless you take the time to look closer.

Before you act on a report, be sure you understand the details. And always give the candidate a chance to explain—it's not just a good practice, it’s part of Fair Credit Reporting Act (FCRA) compliance.

Use a Consistent, Job-Related Approach

It’s important to set clear, job-specific screening criteria—and apply them the same way to every candidate. One-off decisions open the door to bias and legal risk. Instead, develop role-based standards: What kinds of convictions are disqualifying for this position, and why?

Having a consistent framework protects your business and shows applicants they’re being treated fairly.

Timing and Communication Matter

You don’t want to make a job offer, then pull it back abruptly. That’s why timing matters. Make sure your process includes pre-adverse and adverse action steps, giving candidates a chance to respond before you make a final decision. It’s not just the law—it’s part of building a respectful hiring experience.

The Bottom Line

Criminal background checks are a tool—not a final judgment. Used properly, they help you make informed, fair hiring decisions that support safety, compliance, and trust. But it takes more than pulling a report. It takes knowing what to look for, how to interpret it, and how to treat people fairly along the way.