Understanding Background Check Levels: A Practical Guide for Employers
Background checks come in many forms, but not all screenings are created equally. Whether you’re hiring for entry-level positions or executive roles, choosing the right depth of screening is essential to managing risk, protecting your workplace, and staying compliant.
OneSource helps employers successfully navigate background screening by offering services that are aligned with real-world needs. In this guide, we break down the four most common levels of background checks and explain how to choose the right approach for your organization.
What Are “Levels” of Background Checks?
“Background check levels” generally refer to tiers of screening depth, ranging from basic identity verification to more comprehensive reviews, including criminal history, driving records, and ongoing monitoring. There’s no universal definition, but these levels provide a valuable framework for understanding how much screening a candidate undergoes.
Level 1: Basic Identity & Verification
Best for: Entry-level roles with limited access to sensitive information.
Typically includes:
• Identity verification
• SSN trace and address history
• National criminal database check
• Sex offender registry search
Why it matters: Confirms your candidate is who they say they are and helps detect red flags early.
Level 2: Criminal & Verification Screening
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Best for: Positions requiring more trust or access to financial, client, or proprietary data.
Builds on Level 1 and adds:
• County and statewide criminal history checks
• Federal criminal record search
• Global watch list screening
• Alias and address history-based searches
Why it matters: Provides a more accurate, up-to-date picture of a candidate’s criminal record across jurisdictions.
Level 3: Role-Based Screening
Best for: Regulated industries, safety-sensitive roles, or those requiring licenses.
Includes relevant checks such as:
• Motor Vehicle Record (MVR) report
• Professional license verification
• Employment and education verification
• Healthcare sanctions screening (e.g., OIG, SAM, etc.)
Why it matters: Adds role-specific insights to ensure your candidate meets regulatory or performance requirements.
Level 4: Continuous Monitoring & Enhanced Delivery
Best for: High-risk roles, healthcare, transportation, and finance, or any employer who wants ongoing post-hire visibility.
Adds post-hire monitoring like:
• Ongoing criminal monitoring
• Compliance database checks (e.g., FACIS®, OFAC)
• Social media screening (for risk-related online behavior)
• vID digital credential (verifies identity using government ID and biometrics; provides a secure, mobile-accessible credential of screening results)
Why it matters: Provides ongoing visibility into post-hire risks through monitoring and supports secure, verified candidate identities using digital credentialing.
Choosing the Right Level of Screening
At OneSource, we offer flexible screening packages that can be tailored based on:
• Job responsibilities (e.g., handling finances, working with vulnerable populations, driving)
• Regulatory requirements (e.g., healthcare, transportation, nonprofits)
• Company policies and risk tolerance
• Whether you need one-time screening or continuous monitoring
Tip: Think about both pre-hire due diligence and post-hire visibility. Roles that require licenses, handle sensitive data, or involve public trust often benefit from more comprehensive screening and ongoing monitoring.
How OneSource Can Help
At OneSource, we don’t just run background checks, we help you build screening strategies that evolve with your needs. From one-time pre-employment checks to continuous monitoring and digital credentials, our FCRA-compliant solutions are built for flexibility, accuracy, and speed.
Whether you’re looking to screen smarter, stay compliant, or make hiring easier, we’re here to guide you every step of the way.
Ready to Tailor Your Screening Process?
Let’s talk about your unique roles, risks, and goals – and build a background check process that works for you.