What Types of Background Checks Exist—And Why FCRA-Compliant Screening Matters

At Verify Vetting Solutions, we specialize in FCRA-compliant background checks – the only type legally permitted for employment screening. Our focus on compliance, accuracy, and integrity is what sets us apart from informal or open-source background search providers. In this blog, we’ll explore the different types of background checks available, explain the legal requirements under the Fair Credit Reporting Act (FCRA), and clarify why our process is the gold standard for pre-employment vetting.

Different Types of Background Checks

The term “background check” is often used broadly, but there are a variety of sources and methods used to gather background data. Here are the most common categories:

1. FCRA-Compliant Background Checks

This is the type Verify Vetting Solutions conducts. These background checks are designed specifically for employment purposes and must comply with the Fair Credit Reporting Act (FCRA), a federal law that governs how consumer information is collected, reported, and used.

FCRA background checks include:

• Candidate consent and disclosure forms
• Identity verification (typically through SSN trace)
• Multi-jurisdictional criminal searches (county, state, and federal)
• Sex offender registry searches
• Global watch list screening
• Education and employment verification (if requested)
• Motor vehicle records (for driving roles)

FCRA-compliant reports are designed to be fair, accurate, and disputable—meaning if a candidate believes the report is incorrect, they have the legal right to challenge it.

2. Open-Source Public Record Checks

These are typically conducted by private investigators or online vendors who compile publicly available information—often without verifying the identity of the subject or adhering to FCRA standards. While these searches can uncover useful details, they are not legally permissible for employment decisions.

Examples include:

• Google and social media searches
• Property ownership and civil filings
• Informal database lookups

These reports may appear lower-cost but come with significant legal risk if used for hiring purposes.

3. Private Investigator Reports

Some employers have previously relied on private investigators to perform background checks, especially for household or high-trust roles. However, unless the PI is FCRA-certified and structured to follow FCRA procedures, their reports are not compliant for pre-employment use.

Many PIs provide what amounts to informal due diligence: useful in some contexts but not designed for employment-related risk decisions.

What Makes a Background Check FCRA-Compliant?

To be legally used for employment screening, a background check must:

• Be conducted by a certified Consumer Reporting Agency (CRA)
• Be based on written authorization from the candidate
• Provide pre-adverse and adverse action notices if negative findings influence a decision
• Allow the candidate to dispute inaccurate or outdated information
• Follow strict data handling and accuracy procedures

At Verify Vetting Solutions, we not only follow these requirements—we build them into our process from the start. Our background checks are structured to ensure employers stay compliant while making informed, fair decisions.

Why Employers Should Avoid Non-FCRA Background Checks

Using non-FCRA background checks for hiring decisions—no matter how well-intentioned—can expose your company to legal and reputational risk. Here’s why:

• Legal Exposure: Employers can face lawsuits for making hiring decisions based on inaccurate or unauthorized reports.
• Lack of Candidate Rights: Non-compliant searches don’t offer candidates the ability to dispute findings.
• Inconsistent Standards: Without identity verification or standardized search procedures, results may be linked to the wrong person.
• Inadmissible in Court: If challenged, informal reports typically don’t hold up as defensible evidence of due diligence.

Even if informal searches appear cheaper up front, they can be costly in the long run—both financially and ethically.

How Verify Vetting Solutions Delivers Legal, Accurate Screening

At Verify Vetting Solutions, our mission is to provide legally compliant, high-integrity background check services for both businesses and private employers. We don’t rely on unverified databases or cut corners with open-source reports. Every record check we conduct is sourced through regulated systems, documented with proper consent, and delivered in a format that complies with all federal and state requirements.

In addition to our standard packages, we can also tailor a custom background check package to your specific hiring needs. Whether you need minimal screening for low-risk positions or more robust multi-jurisdictional checks for high-trust roles, we can build the right solution for your team.

We typically recommend starting with:

• SSN Trace and Address History
• National Criminal Database Search
• Sex Offender Registry
• Global Watch List Screening

From there, you can add:

• County-level criminal court searches
• Statewide criminal repositories
• DMV/MVR records
• Employment and education verification

Every background check is reviewed for accuracy before it’s delivered to our clients.

Final Thoughts

A background check can be a powerful tool—or a potential liability—depending on how it’s conducted. For hiring decisions, only FCRA-compliant background checks are appropriate, accurate, and legally sound. Employers who value due diligence, risk management, and compliance should work with trusted screening partners who understand the law—and follow it closely.

As a leader in legal pre-employment screening, Verify Vetting Solutions helps businesses and households make safer, smarter hires by delivering background check services they can trust.

In our next article, we’ll explore the various types of FCRA-compliant record checks in more detail—and show how Verify Vetting Solutions helps you choose the right background checks for every hiring scenario.