Many states require fingerprint-based background checks for positions considered high-trust jobs (like truck drivers or funeral directors). Some professional licensing bureaus may also require fingerprint-based searches to review conviction information. A fingerprint background check involves cross-referencing prints against the FBI’s records to identify any criminal history. However, some significant misconceptions about fingerprint screenings still exist:
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Increased Security
Many industries use fingerprint background checks as part of their vetting process, especially those that deal with people or sensitive information. Fingerprint criminal background check is typically quicker and more accurate than traditional methods. This is because fingerprints are unique to individuals, which eliminates the possibility of errors caused by mistyped names or other demographic data used to search criminal records. Fingerprint-based searches can also help patch holes that may occur in different types of background checks. Name-based searches can often return multiple records for the same person or miss some entirely. This can result in a false positive that may lead to hiring someone with a criminal record. The FBI maintains a fingerprint database that employers can run against during background checks. The problem is that the database can only be as accurate as the information submitted by state and local police departments. Since most states reserve the right not to report all arrests, a federal background check will only show what is said. This can create legal risk for businesses if the information used to make hiring decisions needs to be corrected. It can also have a disparate impact on people of color who are disproportionately arrested. Incorrect or inaccurate information can result in unintentional discrimination and put the company at risk for a lawsuit. Thus, hiring a third-party provider for fingerprint criminal background checks brings an impartial and unbiased assessment to the hiring process, reducing the potential for internal bias and ensuring a fair evaluation of candidates. These experts specialize in the intricacies of background checks, offering a depth of knowledge and access to diverse databases that may only be available in various ways. By outsourcing this work, employers can also save time and money while gaining access to the knowledge and effectiveness of a specialized screening service. This allows them to concentrate on their core business operations.
Reduced Fraud
If your company hires for jobs requiring high trust, fingerprint checks can give you peace of mind. Using the most unique identifier for each person—the human fingerprint—you can quickly verify your candidates’ identities and backgrounds, which will help reduce fraud in your business. Fingerprint-based searches use a candidate’s fingerprint and other personal information to find criminal history records. This typically involves searching the FBI’s Integrated Automated Fingerprint Identification System, which contains about 70 million criminal profiles. The database includes people arrested for their crimes and those convicted of a crime or otherwise legally disqualified from participation in a government program, such as Medicaid. Aside from criminal convictions, fingerprint records can contain basic information such as the date and place of birth, gender, and occupation. These data points are invaluable to investigators at a crime scene, as they help establish timelines of criminal acts and solve crimes.
Increased Productivity
Fingerprint background checks are a staple for many public safety jobs and government agencies. They allow law enforcement to match an arrestee’s fingerprint with those in massive databases, like the FBI’s Integrated Automated Fingerprint Identification System (IAFIS), establish timelines, solve crimes, and identify suspects. While IAFIS is an excellent source of criminal information, it doesn’t necessarily capture every arrest or case outcome, mainly when the convicted person never went to court. In these cases, additional research can uncover details not available through a database search, and it’s best done through a partner company that combines experienced researchers with advanced record search technology. This method provides more comprehensive, accurate, and compliant results with a lower turnaround time. This means you can get new employees to work faster. A fingerprint background check can also increase productivity by eliminating the need to re-check an applicant’s status with a governing body or agency. This allows you to make more hiring decisions quickly and reduces your overhead. Fingerprinting isn’t required for all positions, but it’s often a requirement in sensitive industries like healthcare and education. In these industries, the financial safety of patients and students is at stake. In addition, some positions may require a level of security clearance or be responsible for the well-being of others.
Increased Customer Satisfaction
Fingerprint background checks have long been the gold standard in criminal record searches. Unlike name and address records, fingerprints are unique and permanent. This information is invaluable in ensuring that an individual is who they say they are and can provide valuable insights into the person’s past. However, fingerprint-based background checks are not foolproof. Many states’ AFIS systems do not update with final disposition information, meaning an arrest record could appear even when it did not result in a conviction. Moreover, fingerprint-based background checks can be slow, especially if a live scan is required. Fortunately, there are ways to shorten turnaround times and increase accuracy without sacrificing thoroughness. For example, by partnering with a reputable CRA that uses a mix of qualified researchers and record search technology, companies can reduce the time to process a fingerprint check while achieving greater accuracy and comprehensiveness in results. Additionally, by using a name-based background check instead of fingerprints, you can ensure that your organization complies with Equal Employment Opportunity Commission (EEOC) guidance. This will prevent the misuse of the criminal history gathered from an AFIS search and allow your company to collect all the necessary information you need to make an informed hiring decision. In addition, name-based background checks are usually much quicker than fingerprint-based ones.
