What Gets Checked in a Background Check

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Why background checks matter

Background screening is now routine hiring practice. A 2022 PBSA survey found that 94 percent of US employers ran at least one type of background check on candidates.

In the last decade the scope of these checks has expanded. Credit reports, driving histories, drug tests, and criminal records still matter, but recruiters now spend real time on social media. One CareerBuilder study found that 70 percent of hiring managers look at social profiles and 54 percent have rejected candidates for questionable posts. That means your online presence is part of the formal vetting, not an optional side search.

Main items that employers verify

  • Identity and right-to-work status: name, date of birth, address history, and immigration paperwork
  • Criminal records: county, state, and federal court databases for convictions, pending cases, and warrants; local laws set look-back limits
  • Social media footprint: recruiters review Facebook, LinkedIn, X, Reddit, and forums for hate speech, threats, illegal activities, or excessive negativity
  • Employment history and references: job titles, dates, duties, and supervisor feedback; any fabrication can trigger rejection
  • Education and professional licenses: degrees and certifications confirmed with schools and licensing boards
  • Credit reports: pulled for finance, security, and leadership roles to gauge fiscal responsibility; requires written consent under the Fair Credit Reporting Act
  • Motor vehicle records: driving violations, license suspensions, and accident history checked for roles involving vehicles
  • Drug testing: about forty percent of employers test all hires; additional screening for safety-sensitive position

Why social media checks can sink an offer

Social content is archived forever unless you remove it. A single problematic tweet may surface years after posting. Algorithms make it easy for third-party screeners to flag keywords, images, or hashtags that violate company values. With rapid turnaround times, you may not even have a chance to explain before your application is denied.

Unlike credit or criminal reports, social media screenings do not require explicit consent in every jurisdiction.

That means hiring teams can search your name, scrape public posts, and build a dossier without notifying you. You need to manage your digital footprint proactively. You should be clearing your social media profiles before you apply for any jobs.

Speed up the cleanup with Redact

Manual deletion can take days if you have thousands of posts. Redact automates the heavy lifting and gives you full control over what stays and what goes.

  • Bulk delete by keyword, date range, or content type across Facebook, X, Reddit, Discord, and more.
  • Preview mode shows exactly what will be removed before you press delete.
  • Selective wiping keeps positive posts and removes risky material in minutes.
  • Full account wipe provides a clean slate if you are changing careers or need a fresh start.

With Redact you can bring your social profiles in line with company standards long before the background check runs. That leaves you free to focus on interviews, confident that your online presence supports your professional story.

Redact supports dozens of major social and productivity platforms. You can try it free for deletions on Discord, Twitter, and Facebook, and Reddit.

What Gets Checked in Background Checks FAQ

Common areas include identity, employment history, education, criminal records, and professional licenses. Some roles also check driving records, credit, and social media.
It varies. Regulated and trust sensitive roles may add drug tests, credit pulls, or driving abstracts. Many office roles limit checks to identity, work history, education, and public records.
Some employers review public profiles for professionalism and consistency. They look for signs of harassment, threats, leaks, or clear conflicts with the job.
Connect your platforms in Redact, preview matches, then delete or hide risky posts, comments, likes, and media using filters for keywords, dates, and content types.
Yes. Use keyword lists, date windows, media filters, and platform scope. Keep supportive posts while removing items that could trigger extra questions.
The time frame depends on local rules and the role. Many checks emphasize recent years, but disclosures can extend longer for regulated positions.
Only some roles check credit, usually where financial trust is central. These checks require your written consent and follow local laws.
No. Redact runs on your device and uses the minimum access needed to carry out your chosen actions. You can revoke connections at any time.
Reviews focus on public material. Private content can still surface if it was shared publicly or reported. Keep privacy settings tight and remove risky items you control.
Yes. Save filters and schedule weekly or monthly runs so new posts, likes, and comments do not build up during a long search.
Many do. They confirm dates, titles, and duties, and may ask about performance. Keep your résumé consistent with what prior employers will confirm.
You can start for free with recent history on supported platforms. Upgrade to Premium to process all time content and to unlock more advanced filters and services.
Timelines vary by vendor and scope. Identity and employment checks can be quick. Education and court record pulls may take longer, especially across regions.
Yes. Use keyword and pattern filters to surface likely PII in posts, comments, bios, and captions. Delete, redact, or make private after preview.
Employers usually need your consent. In many places you can dispute errors with the screening provider. Keep copies of your records for reference.