Don't Let an Applicant's Past Affect Your Business' Future


From driving records to credit history, Sanctions and Database searches look beyond criminal activity to uncover other aspects of an applicant’s background – some of which may be critical to either their job performance or the security of your company.

These searches are typically used in conjunction with a criminal search to provide a much more thorough look into the background of each applicant.  It’s important to note, that while these searches may reveal the existence of criminal behavior (as with a Sex Offender Registry record), details on the criminal activity itself will be limited.  With that in mind, it’s best to use indexes and database searches to enhance the results of a criminal background check – not in lieu of a more comprehensive search.

Not sure which verifications are best suited to the position(s) you’re hiring for? Fill out the form or call us at (860) 819-3974 and we’ll help you create a customized search package that is tailored to the needs of your company.

Available Searches

This trace serves as the foundation of your criminal background checks, as it validates the identity of your applicant, as well as where they’ve lived in the past.  The results of this search are instant.
If you have employees or contractors who drive on behalf of your company, it’s important to run an MVR – both as part of the pre-employment process and regularly afterwards. This report contains the individual’s driver’s license issue and expiration date, the current status of their license and a three to 10 year record of violations, suspensions and revocations. Results are immediate in all but three states.
This search utilizes data from the Commercial Driver’s License Information System (CDLIS) to locate existing or prior CDLs in other states, SSN match, AKA Information and State of current record.

The Fair Credit Reporting Act (FCRA) sets limits on how much information employers receive when they request a credit report for an applicant or employee.  Most notably, there is no credit score attached to the report.  If you plan on running a credit report, it’s important to note that additional approvals are required.  It’s also important to understand how credit reports can be used to make hiring decisions in the state, county, and city where you are based, where the consumer lives, and where the consumer will work, as 13 states have laws that limit the use of credit reports for employment purposes.

Results are available instantly.

This search is used to determine whether an individual or entity has had sanctions levied by your institution’s governing authority. This includes FRB, FDIC, NCUA, OCC and OTS. It can also be used to monitor existing employees and contractors at regular intervals.
This search is used to validate the credentials of healthcare professionals. Through this list you’ll be able to identify individuals who are prohibited from practicing medicine, as well as a history of fraud, reprimands, suspensions, revocations and professional misconduct.
Unlike a county, State Repository, or Federal criminal records search, this database searches outside of the applicant’s location history to provide a more comprehensive look at their potential criminal background. While this report can be useful, it’s important to keep in mind that data from all counties and states won’t be available. Because of this limitation, it should be used to enhance your criminal records search – not as the only method of collecting information.
This search checks information across numerous government lists, including the Office of the Inspector General’s (OIG) Health and Human Services Exclusions List, Interpol Fugitives List and the FBI’s Most Wanted List. These lists include individuals involved in serious crimes such as terrorist activities, money laundering, illegal imports and violations of federal banking regulations.
This search looks for bankruptcy records in all jurisdictions. The data you receive may include a case or file number, the date filed, the type of bankruptcy, the discharge date and the name(s) of the petitioner(s).
This search checks names against the US Dept. of Justice’s system, which accesses Sex Offender Registry lists in all 50 states, Territories, Reservations and Washington D.C.

This search looks for a record of past worker’s compensation claims. In addition to claim history and details, this search can also be useful in revealing a previous employer the applicant omitted from their application. Please note, this search must be performed after an offer of employment has been made available.

These reports are not available in AL, GA, HI, LA, MD, ME, NV, NM, NY, NC, OR, RI, TX or WV.

Shows CSA violations for the applicant at each of their previous employers.
Want more information on how Foley can help you make smart and compliant hiring decisions? Fill out this form and a member of our team will contact you shortly.

Protect Your Business with Foley

Maintaining a safe workforce doesn’t end with a pre-employment background check. Find out how a Drug-Free Workplace program can help protect your company – both now and in the future.