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Note: Check Criminal Record is your number one source for finding police and jail records, arrest warrants, court records and criminal background history information, but is not a Consumer Reporting Agency as outlined by the FCRA. By using this website or our criminal record search services you agree to our full terms of use & privacy policy. All record searches are confidential.

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Thousands of background checks are performed every day across America. Background checks are routine and common, but there are a surprising number of myths about background screening.

Today, we’re revealing some of the most common myths about background screening that we hear every day.

Myth: “I would know if one of my employees had a criminal background.”

The United States has the highest incarceration rate in the world. You’re more likely to interact with a former prisoner in America than any other country in the world. 3.2% of Americans are under some type of correctional control.

Despite these stats, many business owners (especially small business owners) still think they “would know” if one of their employees had a criminal background.

The truth is: criminals aren’t always how you picture them in your head. You may be surprised by which of your employees (or future employees) has spent time in prison.

The tragic part is that employee theft leads to the failure of 30% of small businesses. How many of these businesses could have been saved with a routine background check?

Don’t fall for the myth that you “would know” if one of your employees had committed a crime. Be smarter than that and conduct your due diligence.

Myth 2: “Checking someone’s criminal record is too risky. I could get in trouble.”

Ban the box laws are becoming more common across America and the number of FCRA class action lawsuits is on the rise. Given that information, it’s easy to see why companies are feeling nervous about background screening future employees. Nobody wants to get sued.

However, it’s a bit of a catch 22 situation: your company could face a larger, more devastating lawsuit if you accept an employee with a criminal record. 2 million Americans are victimized by workplace violence every year (and many cases go unreported).

In short, just because background check lawsuits are on the rise doesn’t mean other lawsuits have gone away. You need to protect yourself legally from multiple directions.

Myth 3: “I can’t afford to background check all my employees”

Thanks to the internet and automated criminal court research platforms, finding someone’s criminal record has never been easier or cheaper than it is today.

Check Criminal Record is famous for its competitive rates and quality results, for example, because we maintain a trusted network of data partners and have been able to keep low overhead costs: we’re happy to pass savings onto our customers.

Of course, criminal record checks are also an investment in the future of your company. That investment sees a real return: one survey from Careerbuilder.com showed that 25% of businesses across America reported a bad hire cost them more than $50,000 in damages. Bad hires waste your time, your resources, and training times.

Myth 4: “All our employees go through criminal record searches nationwide, so I’m covered”

Certain nationwide background checks promise to give you comprehensive information about someone’s criminal record – only to miss out significant information.

Nationwide criminal records are a cheap and easy way to see if someone has any major criminal convictions – but they shouldn’t be the only way you check a job candidate. Use it as one tool in your arsenal.

Not all background check services are thorough. If you’re going to pay for a background check, you might as well spend a little extra to get a more complete picture. Who knows what you’re missing when you work with a cheaper service?

Note: Check Criminal Record is not a Consumer Reporting Agency as outlined in the Fair Credit Reporting Act (FCRA). That means you cannot use this website if you are searching for a person because you are considering them for employment, credit or insurance eligibility, tenancy, or any other reason that would require FCRA compliance.

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