How Entry-Level & Management Position Background Checks Differ

Tammy Cohen, PHR, SHRM-CP
March 1 2016
Background checks are important for every position in your company, but running the same check for every potential hire will actually cause more issues than it may prevent. Each department has its own specific needs that should be taken into account.

This is why the level of a position should be considered. The requirements for an entry-level background check are often different from those in management, due to the necessary experience and education needed as well as the expectations of the job.


Entry Level Background Checks

Most people applying for entry-level jobs will either be freshly graduated from college or starting an entirely new career. The resumes you receive likely won’t feature relevant previous employment, making verification in this area less of a priority.

Instead, these background checks should focus on the minimum requirements for the position. This includes education verification, if the job requires a certain degree or certification, as well as identity checks from Social Security Number data.

As with all positions, criminal background checks should be included. These can include basic screenings, such as a multi-state criminal history search and a multi-state sex offender search, up to narrow searches by individual state and/or jurisdiction.

At this level of employment, it can be helpful to conduct a social media screening. As many applicants will be looking for their first postgraduate position, a look into that person’s digital footprint can help determine if this is the type of hire that your company would like to nurture.


Management Positions

As a person moves up in a corporate hierarchy, he or she is usually assigned more responsibility and must meet higher expectations. These positions are also expected to be filled for longer periods of time than entry-level positions, often causing a longer and more detailed hiring process. A comprehensive background check is often required to ensure that the applicant can handle the extra responsibilities and is worth the higher investment. In addition to the basic screenings conducted for entry-level positions, a management background check should involve a detailed verification of all previous employment, licenses, and certifications.

A credit check can help determine if the applicant is a good and trustworthy investment, though this kind of check is often restricted to sensitive financial positions. A civil litigation check can help determine if the potential hire has had any issues with previous employers.

Management positions often represent the business to clients, both in person and online, which makes social media searches crucial to protecting your organization’s reputation. Social media searches help ensure that the potential hire represents him or herself well online.

Most companies have a drug-free workplace policy, and drug testing your managerial candidates helps ensure that they are able to follow rules and set a good example in providing a safe work environment.


Screening for the Position

Consumer protection and equal employment laws have provided guidance on how employers should use background checks in employment decisions.However, busy business owners and hiring managers may not have time to create background check requirements for each available position every time one opens up.

Our experts at InfoMart have screened for all manner of position, and in a variety of industries. We offer customized screening solutions by position, industry, company size, and more to ensure that your company is staffed with qualified teams that will help take your company to new heights and better opportunities.


How do I screen after the offer is made?

About Tammy Cohen

Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit

About InfoMart

InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit, follow @InfoMartUSA, or call (770) 984-2727.

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