Criminal Background Checks for Employment

Hiring Decisions Made Easy

Confidently Verify a Criminal Record

When making a hiring decision, knowing who you’re bringing into your workplace is critical. A comprehensive criminal background check can protect your team, your customers, and your company’s reputation. InfoMart offers a full suite of background screening solutions, helping employers of every size conduct fast criminal background checks with accurate results and built-in compliance options.

Whether you need a basic criminal background check or an extensive criminal background check that includes continuous monitoring and global searches, our team is here to help you build a safer, more reliable workforce.

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Accurate Criminal History Information

Why Employers Use Criminal Background Checks

Companies rely on criminal background checks to:

• Comply with industry regulations and state laws
• Reduce risk in the workplace
• Protect clients and sensitive data
• Ensure consistent, fair hiring practices

If you’re wondering how to verify a criminal record, the answer is a reliable background check service. It’s important your background check provider understands the nuances of pre-employment criminal background checks—especially as they relate to compliance with the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA).

You deserve a better background check experience

Basic to Comprehensive

Build the Right Criminal Search Package

Not every role demands the same level of background screening. We’ll work with you to tailor a background criminal record search that aligns with your organization’s needs and risk tolerance.

The right mix of criminal history searches is different for every company, but here’s what you might consider:

• Simple Criminal Background Check: Often includes a national criminal database search and a national sex offender registry check. In most cases, employers also conduct a criminal search based on where the candidate currently lives—this may be a county criminal search or a statewide search, depending on the state’s reporting structure.
• Basic Criminal Background Check: Often builds on the basic level by adding criminal searches in jurisdictions identified through an SSN Trace. For extra risk identification, add continuous criminal monitoring to uncover post-hire criminal activity.
• Comprehensive Criminal Background Check: A deeper background search is recommended for roles with higher risk or regulatory oversight. In addition to the services in a basic criminal history search, you might consider incorporating federal case searches as well as additional screening such as employment and education verifications, appropriate sanctions checks, and driving records.

Each background criminal record search can be bundled with broader screening services to support informed and compliant hiring decisions.

Quick, Accurate Criminal Searches

Fast Criminal Background Checks, Done Right

Speed matters in hiring. Our proprietary technology and integrations allow us to deliver fast criminal background checks without compromising quality.

• API integrations with top ATS/HRIS platforms
• Real-time court access and automated adjudication
• Live support and transparent turnaround times

Whether you’re screening in one jurisdiction or across multiple states and counties, InfoMart helps you move fast with confidence.

Thousands of Employers Trust InfoMart for Seamless, Fast Criminal History Searches

Frequently Asked Questions

What is a criminal background check?

A criminal background check is a key component of the hiring process that helps employers evaluate whether a candidate has a history of criminal activity that may be relevant to the role. It typically involves searching public records for reportable offenses such as felonies, misdemeanors, and other criminal convictions. Depending on how comprehensive the check is, it may include records from county, state, federal, or national databases.

Employers use criminal background checks to promote workplace safety, reduce risk, and support informed hiring decisions. While the goal is to identify potential red flags, a criminal record alone doesn’t automatically disqualify someone from employment. In fact, the Equal Employment Opportunity Commission (EEOC) recommends that employers consider the nature of the offense, the time that has passed, and whether the conviction is relevant to the job.

It’s important that these checks follow legal requirements under the Fair Credit Reporting Act (FCRA) and applicable state laws. A well-executed pre-employment background check ensures that decisions are fair, accurate, and compliant—protecting both the employer and the candidate.

How do I verify criminal record information legally?

For employers, the most efficient and legally compliant way to get a criminal background check is by partnering with a background check service like InfoMart. We provide access to multiple jurisdictions—county, state, federal, and national—and help guide which searches are appropriate based on your hiring needs and location.

While individuals can access some public criminal records through court websites or state repositories, these searches are often limited in scope, don’t include verification steps, and can be time-consuming. Employers are also subject to legal requirements under the Fair Credit Reporting Act (FCRA) and must follow specific procedures—like obtaining consent and providing pre-adverse action notices—when using background checks in hiring decisions.

A qualified background screening provider can deliver a comprehensive criminal search with accurate results, tools for compliance support, and a platform that integrates into your hiring workflow. Services may also include automation for ban-the-box laws and tools like criteria evaluation to simplify your decision-making process.

In short, while public records are available, employers should use a trusted consumer reporting agency (CRA) to ensure accuracy, legal compliance, and efficiency in the hiring process.

What are aliases?

Aliases are alternative names or name variations that a person has used in the past. These can include maiden names, legal name changes, nicknames, or even misspellings that have been recorded in official documents. For example, someone named “Jennifer Marie Smith” may have past records under “Jennifer Smith,” “Jen Smith,” or even “Jennifer M. Jones” if she changed her last name after marriage.

Aliases matter during a criminal background check because criminal records are often tied to specific name and date-of-birth combinations. If an employer only runs a search under the candidate’s current legal name, they could miss important records associated with previous names. That’s why many background check services use tools like an SSN Trace, which identifies name variations and address history to guide a more thorough search.

Including alias names ensures a more comprehensive criminal background check, leading to more accurate results. Ultimately, searching under all known names helps employers make more informed hiring decisions.

What shows up on a criminal background check?

A criminal background check typically includes reportable offenses found in public court records, such as felonies and misdemeanors, pending charges, convictions, and in some cases, arrests. The level of detail and the scope of the records returned depend on the type of search—county, statewide, federal, or national—and the laws in the jurisdiction where the records are held.

In addition to criminal convictions, some background checks may also include related information such as warrants, sex offender registry status, or other court activity, depending on what is legally reportable. Some roles may require additional searches such as driving records, civil court records, or sanctions checks to ensure regulatory compliance.

It’s important to note that what shows up on a background check is influenced by the Fair Credit Reporting Act (FCRA), which limits how far back certain records can be reported and what can be used in hiring decisions. Employers must also follow Equal Employment Opportunity Commission (EEOC) guidelines when reviewing these results and making a hiring decision based on someone’s criminal history.

For a comprehensive criminal background check, employers should search multiple jurisdictions and evaluate all relevant details to support informed, fair, and legally sound hiring.

Is there a national criminal check in the United States?

Contrary to popular belief, there is no single, government-operated “nationwide” criminal database that provides complete coverage of every jurisdiction in the U.S. While the FBI maintains a national database, it is not accessible to private employers for hiring purposes. Instead, background check providers use a national criminal database search, which aggregates data from various public sources, including some state and local records, correctional facilities, and sex offender registries.

However, national databases are not exhaustive or always up-to-date. That’s why a comprehensive criminal background check doesn’t rely solely on national data—it also includes county criminal, state, and federal court searches to ensure accuracy and depth. These searches are often guided by address history identified through tools like an SSN Trace.

For employers, a national search is a helpful first layer in a pre-employment background check, but it should be combined with jurisdiction-specific searches for more accurate results. A trusted background check service like InfoMart can help determine where to search and how to verify the results in a legally compliant manner.

Are background checks for employment legal in all states?

Yes—but with variations. Some states restrict what you can consider or when you can access certain records. InfoMart helps you navigate these regulations.

Where is the best place to search for a criminal record?

The best place to search for a criminal record depends on your goals and whether you’re an individual or an employer. For employers conducting a pre-employment background check, the most effective and compliant option is to work with a professional background check service like InfoMart. These providers offer access to a wide range of sources, including county criminal courts, statewide repositories, federal courts, and national databases.

For individuals, state police agencies or county courthouses can often provide access to personal criminal history, but those records may not include offenses from other jurisdictions or updated case statuses. These searches also lack the structured verification and legal guidance offered by professional screeners.

A comprehensive criminal background check for employment purposes should begin in the jurisdiction where the candidate lives or has recently lived, then expand to additional areas identified through an SSN Trace. This layered approach helps ensure nothing is missed and that all records searched are relevant and legally reportable.

Ultimately, the best place to search is one that provides current, verified, and jurisdiction-specific information—supported by tools for Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) compliance.

How far back do criminal background checks go?

How far a criminal background check goes depends on the type of search, the jurisdiction, and the laws governing what can be reported. Under the Fair Credit Reporting Act (FCRA), background check providers generally cannot report non-conviction records that are more than seven years old. However, convictions—especially felonies—can often be reported beyond that timeframe, depending on state law and the nature of the role.

Some states have additional reporting restrictions that limit how far back any type of criminal record can be used for employment decisions. Others allow longer lookback periods for specific industries or salary thresholds. For example, positions involving vulnerable populations or high levels of responsibility may warrant a longer search window under local laws.

A comprehensive criminal background check often includes searches across county, state, and federal records and can reflect many years of history, where legally allowed. Employers should also consider using continuous monitoring to stay updated on post-hire activity.

How long does a criminal background check take?

InfoMart’s average turnaround time is just over one day. However, the turnaround time for a criminal background check depends on the types of searches involved and how quickly courts or agencies respond. A fast criminal background check, such as a national database or sex offender registry search, can often return results within minutes or hours. However, county criminal searches—which are conducted directly at the local courthouse—can take anywhere from 1 to 5 business days, depending on the court’s systems and staffing.

State and federal searches may also vary in speed depending on the reporting agency. While many records are available digitally, some jurisdictions still require manual record retrieval, which can lead to delays. Factors such as aliases, multiple residences, or common names may also extend processing time due to the need for verification.

To keep the process moving, InfoMart uses automation where possible and proactively communicates delays or jurisdictional issues. While speed is important, so is accuracy. A comprehensive background check balances both—returning results as quickly as possible without sacrificing thoroughness or compliance.

What is the best criminal background check?

The best criminal background checks are those that balance speed, depth, accuracy, and compliance. There’s no one-size-fits-all approach, but for most employers, the strongest background checks are layered—starting with a national criminal database and sex offender registry search, then adding targeted county, state, and federal searches based on where the candidate has lived or worked.

The best checks also incorporate compliance support. That means adhering to the Fair Credit Reporting Act (FCRA), following Equal Employment Opportunity Commission (EEOC) guidance, and respecting local regulations like ban-the-box laws. Tools like SSN Traces, criteria evaluation, and continuous monitoring can elevate a background check from basic to comprehensive—helping you catch potential risks.

Look for a background check service that offers customizable packages, real-time alerts, and post-hire screening options. InfoMart, for example, provides extensive criminal background checks designed for both speed and accuracy, plus tools to support fair and compliant hiring decisions.

The best check is one that fits your role, aligns with your values, and protects your business—without introducing unnecessary complexity or legal risk.

Are you confident in your current provider?

Audit your current background check provider’s results. With over three decades of experience, we know what’s what in the world of background checks. Send a preset percentage of your screening pool to InfoMart and we’ll double check you’re getting the accuracy and service you deserve.

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