The aforementioned difficulty in searching multiple databases for criminal history information has led to the offering of comprehensive background checks covering large areas, including the entire nation and several different types of checks. This is due in part to the realization that a check that covers only one state or region is far from conclusive; in the U.S., people move around. Also, someone in an area apparently new to them may be in that area to attempt to escape a criminal past. If more than one type of check is not used, important information may be missed, possibly leading to an issue with that employee down the road.
For example, in 2009, Domino’s Pizza in St. Paul, Minnesota fired an employee because of his alleged driving record. The company did not perform a driving record check at the time it hired him, nor did it explicitly state what criteria it would use if such a check was ever made. As the employee was a pizza delivery driver, the criteria should have been explicitly stated. Domino’s, Inc. and the particular franchisee are now in the process of defending a class action suit. Had the company been more explicit in its policies, it would have been able to pursue its goal of excluding unsafe drivers.
There is also the problem of possible aliases and assumed names. While the Social Security number is supposed to be a universal identifier for U.S. citizens, not everyone a) has a SSN and b) has had one for all of his or her life. A comprehensive check would use Social Security records in combination with residence and job history to determine if the person examined had ever lived or worked using a different name from the one he or she is using at present. Using an alias is not illegal in and of itself, but it can be an indicator of a negative criminal or civil history.
Private information can be just as difficult to thoroughly collate as public information. Many private institutions will absolutely refuse to divulge personal information except at the explicit request of the individual. This means that many private-information background checks, in the absence of such explicit authorization, will necessarily be incomplete. There is also a concern over whether such information will be accurate. This underscores the need for thorough private-information checks as some information will corroborate other information, and any discrepancies will be apparent.
Ordering Your First Employee Background Check 