Hiring new employees is difficult enough without also trying to interpret the various laws and regulations of conducting background checks. Understanding the requirements of background checks, however, will help you hire the right people for your company. With a working knowledge of background screening requirements, you can provide accurate information for the background check company so we can get accurate results in less time. Here are some terms you should know to get started:


  • Background check – A background check or investigation involves researching the criminal records, employment history, social media presence, and financial records of an individual, usually a prospective employee. These can be extensive if you include criminal records ranging from the county level to the state level, fingerprinting,verifications, driving records, and credit reports.
  • Verification – Before hiring a new employee, you want to make sure the information they provide, such as the information on their resume, was not falsified. Verification services are one of the most intensive aspects of background checks. They usually include employment and education history, professional and personal reference interviews, earned credentials and licenses, and military service. Education verification is completed on the highest level of education an applicant listed on his or her resume. Verifying employment history verification includes everything from checking dates of employment to the individual’s work habits, salary, and relationships with coworkers.
  • Authorization Form– Companies need permission from the applicant before they begin conducting a background check. This is a requirement under the Fair Credit Reporting Act.
  • Fair Credit Reporting Act – When you outsource the background check responsibilities to a company such as JDP, you must follow the rules of guidelines of the Fair Credit Reporting Act (FCRA). The FCRA was established to protect the privacy of individuals and promote fairness during the hiring process. Under this act, individuals have the right to know what is uncovered in a background check and if that information prevented them from being hired.
  • Gramm-Leach-Bliley Act – The Gramm-Leach-Bliley Act protects the privacy of individuals by requiring institutions with access to their financial records and assets to explain their information-sharing practices.
  • Office of the Inspector General (OIG) – The OIG functions to prevent fraud and mistreatment in over 100 Health and Human Services programs including Medicare and Medicaid. This is one of the most requested services at JDP because there are strict penalties for organizations that knowingly hire an individual with fraud or mistreatment violations in his or her past.
  • Office of Foreign Asset Control (OFAC) – The OFAC investigates threats to national security, foreign policy and economy of the U.S. This is also one of the most popular services at JDP.
  • Fraud and Abuse Control Information Systems (FACIS) – FACIS records include individuals involved in state licensing board sanctions in all 50 states for the healthcare field. Another popular service JD Palatine offers, FACIS prevents organizations from hiring candidates who have past behavior or performance issues.

In addition to this terminology, there are several important acronyms used when discussing background check services and regulations. To ensure you send the correct information about your job candidate, you should know what these acronyms represent.

  • SSN – SSN stands for Social Security Number. Every U.S. citizen and resident is issued a Social Security Number under the Social Security Act. It allows the government to keep track of taxation as well as eligibility for Social Security. SSN searches also yield results for an individual’s past names and addresses. Finding past addresses can help determine which counties to conduct a criminal records search.
  • DOB – This stands for Date of Birth and is located on an individual’s birth certificate.
  • PII – This stands for Personally Identifiable Information, which is information that can be used to distinguish one individual from another. A full name, home address, face, fingerprinting, and handwriting are all examples of Personally Identifiable Information.
  • FTC – The FTC or Federal Trade Commission functions to ensure fair and competitive business practices while protecting consumers.
  • DLN – DLN or a Driver’s License Number will provide information regarding an individual’s driving history. With a DLN, you can access a MVR.
  • MVR – This is a Motor Vehicle Report with information on driving records including traffic tickets, license suspension, and driving-related crimes. While some of this information varies by state, usually an MVR will include personal identifiers, license type, and driving infractions. Normally, MVRs are only needed if a position requires the applicant to drive.
  • NAPBS – The National Association of Professional Background Screeners checks up on background check companies. This is a nonprofit organization that functions to promote compliance with the Fair Credit Reporting Act. JDP is a member of the NAPBS.
  • JDP – JDP is reliable, fast, and accurate background screening check company that offers a variety of services and gives you personalized attention. That’s us! And we’re here to provide secure screening solutions for an insecure world.

This is a lot of information to absorb but we’re here to make the process of background checks easy! If you have any questions about the information above please feel free to contact us!