Certain regulated industries may require fingerprinting as part of the hiring process. These include working with children, in medical fields, and in government work. Fingerprint background checks often reveal more criminal information than a regular name-based check. However, they aren’t necessarily the gold standard and should be used with other sources.
Criminal Records
When conducting a background check on a potential employee, criminal records are an essential factor to consider. If an applicant has a felony conviction, it may prevent them from getting hired by some employers. Some companies require fingerprinting as part of the hiring process to ensure that candidates are honest and who they say they are.
Fingerprinting and criminal background checks compare an individual’s prints against federal and state databases. This information can include criminal arrest dates, charges, and court case dispositions. It can also reveal other identifying details like birth date, address, and employment. Unlike other forms of identification, fingerprints are unique to each person. This makes them useful for police departments and other government agencies, which use them to verify identity and track crime. Employers that use fingerprint-based background checks often do so with a name-based search to get the most accurate results.
Some industries, including schools, law enforcement, and health care, require fingerprint background checks for certain positions. These background checks are primarily used to screen candidates for jobs that involve handling children or sensitive information. While these screenings are valuable, they are only sometimes as thorough as a more traditional name-based background check. Many believe fingerprint checks are inherently better than name-based searches, but this is not always true.
Employment History
Most people are familiar with criminal background checks, but many don’t realize that fingerprint-based checks also run a check on an applicant’s employment history. A fingerprint scan is done as a part of the background check process, usually because an employer wants to verify that a person is who they say they are. The vetting agency will use databases or services to ensure that the name and date of birth you give them match up with other information you have provided, such as your home address.
The fingerprints taken during the fingerprinting process are compared to state and federal fingerprint records. This will show any crimes and arrests the individual has had, even if they were cleared of the crime by a court of law. Because fingerprints are unique to the person, a criminal background check based on them will not be hindered by false information from an applicant’s name or other identifying details.
Civil fingerprints are used for employment screening, licensing requirements, and other statutorily authorized purposes. These can include verification of education and professional certifications and previous employers.
Age Requirements
A person’s age is an important consideration when conducting a background check. A person under 18 is a minor, meaning they cannot legally consent to a background check. Employers can legally run a background check on a minor only with the consent of their parent or legal guardian. Even with parental consent, conducting a background check on a minor may not be appropriate. This is because a minor does not have the same level of financial history or criminal record as an adult. Additionally, juvenile records are sealed and cannot be accessed by employers.
Generally speaking, an employer can only rely on information from public records and personal references. It is not legal to use an applicant’s or employee’s genetic information (including family medical history), race, national origin, color, sex, religion, disability, or age (40 or older) in employment-related decisions. The Equal Employment Opportunity Commission enforces these laws.
Educational facilities, authorized contractors/vendors, and charter schools are statutorily responsible for ensuring all applicants, employees, and board/trustee members complete the criminal history record check process before starting work.
Industry Requirements
Some industries, such as banking and healthcare, require fingerprinting as part of the hiring process. These companies typically have a third party handle the background check for them by using a live scan of the candidate’s fingerprints that are then submitted to the FBI database.
Fingerprinting is also common for positions involving the care and safety of vulnerable individuals, such as nursing, childcare, and certain finance jobs. This type of vetting can help employers find candidates with less risky criminal histories. The fingerprints are scanned and submitted to the Integrated Automated Fingerprint Identification System (IAFIS) during the fingerprinting process. The IAFIS database contains records from local, state, and Federal law enforcement agencies that are then provided to the Secretary of State Investigation Bureau for forwarding to the FBI.
While fingerprinting can be useful for some positions, it’s not necessarily a more thorough option than other background checks. One of the main drawbacks is that fingerprinting doesn’t always provide complete information, such as whether a crime was dismissed or a conviction was reversed. Also, fingerprint background checks don’t usually require education or professional certification records.
