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When running background checks, employers often assume a “statewide criminal search” means every record in that state will be included. But in reality, statewide searches can vary significantly — and understanding those differences is key to building a reliable screening program.
What Is a Statewide Criminal Search?
A statewide criminal search is designed to identify criminal records from multiple counties within a single state. It can include data from state repositories, correctional systems, or other centralized sources — depending on what the state makes available.
In short, it’s meant to expand your visibility beyond a single county search and help uncover records that may exist elsewhere in the state.
Why Statewide Searches Vary
Not all states maintain the same type of criminal record system. Some states have comprehensive databases updated regularly by county courts, while others only collect partial data or update infrequently.
A few key reasons for variation include:
- Data Sources: Some states pull directly from all county courts; others rely on corrections or state police databases.
- Reporting Frequency: Counties may update the state repository daily, weekly, or sometimes only a few times a year.
- Coverage Gaps: Certain counties or record types (like misdemeanors) may not be included in the statewide system at all.
- Access Rules: Each state has its own regulations on what information can be shared and with whom.
Because of these differences, the reliability and completeness of a statewide search can vary from state to state.
Best Practice: Pair Statewide with County Searches
A statewide search can be a valuable screening tool — especially for identifying which counties to search in more detail. However, county-level searches remain the most accurate and up-to-date source of criminal record information.
For the most comprehensive results, many employers use a combination approach:
- Start with an address history trace to identify where the candidate has lived.
- Use statewide searches to spot potential records across the state.
- Confirm findings through county-level searches for the most precise, court-sourced data.
A statewide search can broaden your visibility, but it shouldn’t replace county-level research. Understanding the differences in data coverage and update frequency helps you make more informed screening decisions.
At SELECTiON.COM®, we help employers understand the strengths and limitations of each search type — ensuring you receive accurate, reliable data for every hiring decision.
Ready to strengthen your screening process? Let’s talk.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
Blog
Employers often ask: Can you run a background check without a Social Security Number (SSN)?
The short answer is yes — but without it, you lose one of the most important tools in the background screening process: the SSN Trace Report. Criminal records in the U.S. are filed and maintained at the county level, and those records don’t automatically cross state lines. Even state-level databases can miss cases due to reporting delays. The SSN Trace Report connects a candidate to their full address history and known aliases, ensuring county-level searches are run where they matter most. Without it, you’re relying on a candidate to tell you everywhere they’ve lived — and people with something to hide aren’t always honest. Skipping the trace means risking incomplete searches and overlooked records.
Why the SSN Trace Report Matters
The SSN Trace Report is the backbone of a complete background check. It provides a roadmap for where and how to search by revealing:
- Address history – pinpoints all the counties where a candidate has lived so searches can be conducted in the right jurisdictions.
- Aliases and name variations – uncovers records connected to former names, maiden names, or nicknames.
- Identity red flags – highlights suspicious activity, such as an SSN associated with multiple identities or deceased individuals.
Without the SSN Trace Report, you may only find what you already know to look for — leaving hidden records undetected.
Risks of Skipping the SSN Trace
Running a background check without an SSN doesn’t just limit the scope — it increases risk. Employers may face:
- Incomplete results – Criminal records in counties tied to undisclosed addresses may never be searched.
- Missed aliases – Convictions under different names or spellings can slip through the cracks.
- Hiring mistakes – A single overlooked record could result in onboarding someone who poses a threat to your team, customers, or brand.Â
Keeping SSNs Secure
Because SSNs are highly sensitive, protecting them is critical. At SELECTiON.COM®, we safeguard every SSN with:
- Encryption during transmission and storage to prevent unauthorized access.
- Strict access controls so only trained, authorized staff can view sensitive data.
- Compliance with federal and industry standards, ensuring our systems meet the highest levels of security.
This means you gain the accuracy and reliability of the SSN Trace Report while maintaining the highest standards of candidate data protection.
The Bottom Line
Yes — you can run a background check without an SSN. But without the SSN Trace Report, you won’t know which counties to search or which names to include, making it far too easy to miss critical information.
At SELECTiON.COM®, we help employers make safer, smarter hiring decisions by combining the power of the SSN Trace Report with industry-leading security practices.
Ready to strengthen your screening process? Let’s talk.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
Blog
When it comes to hiring, background checks are one of the most important tools you have to protect your company, your team, and your reputation. But not all screening programs are created equal — and many employers unintentionally make mistakes that can slow down hiring, create compliance risks, or leave them with incomplete information.
Here are four of the most common background screening mistakes — and how you can avoid them.
1. Skipping Essential Checks
It can be tempting to cut costs by running fewer checks, but skipping key searches can leave you exposed to unnecessary risk. For example:
- Relying only on a national database search can miss records at the county level.Â
- Skipping employment or education verification can lead to hiring someone who misrepresented their qualifications.Â
How to Avoid It: Work with a screening partner who can help you identify the right mix of checks for your industry, job roles, and risk tolerance.
2. Ignoring FCRA Compliance
The Fair Credit Reporting Act (FCRA) sets clear requirements for background checks — and violations can be expensive. In the past decade, employers and screening providers have paid over $174 million in class-action settlements related to improper disclosures.
How to Avoid It: Always provide candidates with a clear, standalone disclosure and separate authorization before running a background check. If you need to take adverse action, follow the pre-adverse and adverse action steps carefully.
3. Not Considering Turnaround Time
Hiring delays can cost your business top candidates. If your background check process is slow or manual, you risk losing great hires to faster-moving competitors.
How to Avoid It: Choose a provider that prioritizes speed without sacrificing accuracy. Use technology like Applicant Entry to streamline data collection and reduce back-and-forth with candidates.
4. Failing to Re-Screen Current Employees
Many employers only screen during the initial hiring process, but risks don’t stop after onboarding. Changes in an employee’s record could impact their eligibility for certain roles, especially in regulated industries.
How to Avoid It: Consider periodic re-screening or continuous monitoring for roles with high security, safety, or compliance requirements.
Avoiding these common background screening mistakes can make a big difference in protecting your business, safeguarding your team, and improving the overall hiring experience. By partnering with a trusted provider like SELECTiON.COM®, you gain the tools, expertise, and compliance support needed to make confident hiring decisions — both at the time of hire and throughout the employee lifecycle.
Disclosure
This blog post is for informational purposes only and does not constitute legal advice. Employers should consult with their own legal counsel to ensure compliance with the Fair Credit Reporting Act (FCRA), Equal Employment Opportunity Commission (EEOC) guidelines, and all applicable state and local laws before implementing or modifying their background screening policies.
Blog
In today’s competitive job market, a smooth and transparent background screening process can make a significant difference—not only in speeding up hires but also in strengthening your employer brand. A streamlined process minimizes administrative burdens and ensures candidates feel informed and valued from the very start.
Transparency in Communication
Clear communication throughout the background check process is essential. When candidates understand each step—from data submission to final report delivery—they experience less anxiety and uncertainty. Transparent communication sets realistic expectations, builds trust, and reinforces your commitment to a fair and efficient hiring process.
Leveraging Technology for Speed and Accuracy
Automation and digital platforms have revolutionized background screening. By leveraging technology, organizations can drastically reduce turnaround times. Automated systems quickly process applications, run checks simultaneously, and minimize manual errors. This efficiency not only accelerates hiring decisions but also enhances the candidate experience by reducing wait times.
Mobile-Friendly and User-Centric Platforms
As more candidates rely on mobile devices, having a mobile-friendly interface is crucial. User-centric platforms ensure that candidates can easily input their information, check their status, and complete necessary steps without being tethered to a desktop. A seamless, accessible digital experience is vital in today’s fast-paced, mobile-first environment.
Enhancing Employer Brand
A streamlined background check process reflects a modern, candidate-focused culture. When applicants experience an efficient and transparent screening process, they are more likely to view your organization as innovative and responsive. This positive impression can help attract top talent, reinforcing your reputation as an employer of choice in a competitive market.
How SELECTiON.COM® Can Help
At SELECTiON.COM®, we are dedicated to enhancing the candidate experience by offering advanced tools that align with these best practices. Here’s how we help organizations achieve a seamless background screening process:
- Applicant Entry Module: Our platform features an applicant entry module at no additional cost. This tool allows candidates to input their own information directly into the system. By shifting the data entry responsibility to the applicant, employers need only provide basic details before sending a link, expediting the process and reducing errors.
- Applicant Pay Feature: We offer an innovative applicant pay solution that directs candidates to a dedicated, mobile-friendly site. Here, candidates can pay for the necessary background checks on their own. The automated process runs the checks efficiently and makes the results available as soon as they are ready, ensuring minimal delay in the hiring process.
- Mobile Accessibility: With a design focused on ease of use, our systems are fully optimized for mobile devices. This means candidates can complete the entire screening process on-the-go, contributing to a positive and accessible user experience.
- Real-Time Updates and Support: Our system allows candidates to opt-in to receiving their completed background check via email. Additionally, our customer support team is available from 8 a.m. to 8 p.m. EST via phone or live chat, offering assistance to both applicants and clients whenever needed.
By integrating these technologies and approaches, SELECTiON.COM® not only streamlines the background check process but also builds a transparent, efficient, and candidate-friendly experience. We are proud to support organizations in enhancing their hiring practices while delivering a modern, user-centric approach to pre-employment screening.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
Blog, Resources
The COVID-19 pandemic may have changed the way we recruit, but the inherent risks of hiring are the same regardless of whether you’re hiring remotely or in-house.
Issues such as applicants lying on their resume, omitting criminal history, or leaving an employer on less than ideal terms are still present. And in some cases, these problems are exacerbated by remote hiring and the state of the job market.
Even though you may not be able to interview in person, there are some simple steps you can take to keep the process personal and keep your workforce safe.
Resume Falsehoods
Due to changes in the job market caused by COVID-19, applicants may be tempted to exaggerate or outright lie on their resume, now more than ever.
According to a recent 2020 study by ResumeLab, a substantial majority (93%) of people know a person who lied on their resume. The most common lies on a resume are about job experience (27%), skills (18%), and job duties (17%).
With an overwhelming majority of talent acquisition teams (84%) adapting their processes to work remotely, it’s essential to take the right steps to ensure the best possible hiring outcome.
Solution- Employment and Education Verifications & Character References
Employment and education verifications are the first step to finding out if your applicant has been truthful on their application. Do they have the skills required for the job? Did they put in all the time they said they did with their previous employer? Do they have the requisite degree qualifications?
In addition, character references are an excellent tool to get a more in-depth look at your applicant. This is especially helpful in remote hiring situations. Being able to get a full picture of your applicant’s ability to work with others and overall work ethic from a former supervisor is vital.
Employment Eligibility
Under normal circumstances, the Department of Homeland Security (DHS) requires that the I-9 form be filled out in person. Employers must physically examine one document from List A or a combination of one document from List B and one document from List C. Unfortunately, hiring remotely makes this part of the process difficult.
Solution- Remote I-9s & E-Verify
If you qualify for the relaxed restrictions on I-9 forms to enable remote hiring, this may be a great option.
According to the U.S. Immigration and Customs Enforcement (ICE) website, this policy only applies to employers and workplaces that are operating remotely. If there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation for Form I-9, Employment Eligibility Verification.
However, if newly hired employees or existing employees are subject to COVID-19 quarantine or lockdown protocols, DHS will evaluate this on a case-by-case basis. Additionally, employers may designate an authorized representative to act on their behalf to complete Section 2. The employer is liable for any violations in connection with the form or the verification process.
For additional information on remote I-9’s and more, download our Remote Hiring Handbook.
E-Verify The E-Verify system is a great way to instantly verify whether your employee is authorized to work in the United States. While you may have some tentative non-confirmation results that need to be handled by the employee at their local social security office, most verifications will come back verified instantly.
Missing Criminal History
Due to Ban The Box, criminal history questions have been relegated until later in the hiring process, but that shouldn’t stop you from eventually getting that full picture of your applicant’s past. As long as you obtain a release, run criminal background checks consistently, apply the job requirements fairly, and follow proper applicant notification guidelines, criminal history can be legally obtained. For more information on Ban The Box, read our full article.
Solution- County Criminal Reports & National Database Searches
A thorough criminal history report will help keep your workplace safe for employees and customers. We always recommend starting at the county level, because this is the most accurate and up-to-date source for receiving criminal history. Â Our most popular report package will run a social security trace report. The system can then automatically run criminal county research in any counties your applicants may have lived. From there, we also recommend running a nationwide database search to find any potential hits across the U.S., in areas that your applicant may not have lived.
In these uncertain times, it pays to have a trusted partner who can provide the data you need and the customer support to answer all of your questions. Our unparalleled support, combined with our nationwide researcher network, makes SELECTiON.COM® a valuable background check partner.
Our five-star customer support team is not only industry experienced, but tenured in their time with our company. Our staff is available to you via phone, email, and chat, Monday through Friday, from 8 am to 8 pm.
SELECTiON.COM® offers employment and education verifications, character reference reports, criminal history reports and our Search America® database is the largest in the industry with other 1 billion records.
Contact us today to develop a fast and accurate background check program to get you through this unpredictable time.
NOTE: This article gives a general overview of the legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your own legal counsel for all applicant approval matters.
Blog, Resources
Workplace violence is a serious problem that can have devastating consequences for both employees and employers. In 2019, there were over 2 million cases of workplace violence in the United States, resulting in over 2 million lost workdays and $17 billion in lost productivity.
According to the Occupational Safety and Health Administration (OSHA), workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs in the workplace. Workplace violence can lead to serious injuries, fatalities, and long-lasting psychological trauma.
In this article, we’ll explore some of the workplace violence statistics and how it can be prevented with background checks. While there is no surefire way to prevent workplace violence, there are steps that employers can take to reduce the risk. One of the most effective tools is background checks.
Workplace Violence Statistics
According to the National Safety Council (NSC), more than 18,000 workers in the United States experienced nonfatal workplace violence injuries in 2019. Additionally, the Bureau of Labor Statistics (BLS) reports that in 2020, there were 774 workplace homicides, accounting for 9% of all fatal workplace injuries. The BLS also notes that healthcare and social assistance workers are at the greatest risk of workplace violence, accounting for nearly 73% of all nonfatal workplace violence incidents.
How Background Checks Can Help Prevent Workplace Violence
Background checks are a vital tool in preventing workplace violence. By conducting thorough background checks on potential employees, employers can identify any red flags or warning signs of violent behavior. Here are some ways in which background checks can help prevent workplace violence:
Background checks can help employers identify potential risks by screening for criminal history, driving records, and other relevant information. This information can be used to make informed decisions about hiring and placement.
For example, an employer may choose not to hire an applicant with a history of violent crime or drug abuse. Or, an employer may choose to place an employee in a different position if they have a history of driving under the influence.
- Criminal History Checks: Employers can conduct criminal history checks on potential employees to identify any past incidents of violent behavior. This can include convictions for assault, battery, or domestic violence.
- Employment Verification: Employers can verify a potential employee’s previous employment history to ensure that they have not been dismissed for violent or threatening behavior.
- Reference Checks: Employers can conduct reference checks on potential employees to obtain insights into their personality, work habits, and behavior. References can provide valuable information about an individual’s temperament and propensity for violence.
Here are some additional tips for using background checks to prevent workplace violence:
- Use a reputable background check company. Not all background check companies are created equal. Make sure to choose a company that is accredited by the Professional Background Screening Association (PBSA).
- Be aware of the laws in your state. There are some restrictions on what information can be used to determine an applicant’s eligibility for a job position in a background check. Be sure to check the laws in your state before you conduct a background check.
- Be prepared to take action. Once you have conducted a background check and identified a potential risk, be prepared to take action. This may mean not hiring an applicant or placing them in a different position.
By following these tips, you can use background checks to help prevent workplace violence and create a safer workplace for everyone.
Hiring practices are constantly evolving, but in the 30+ years SELECTiON.COM® has been in business, background check usage by companies has been and continues to be on the rise. Background checks are still the most effective way of taking reasonable precautions to create a safe work environment for your employees and minimize costly turnovers. In addition, new reporting methods continue to make background checks more effective and reliable year after year.
Contact us today to see how SELECTiON.COM® can improve your background check process.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
