Background Check Trends

DISA tracks evolving background check trends like expanded drug policies and enhanced regulatory oversight to help employers stay compliant and make safe hiring decisions.

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The Background Check Process is Evolving

The background check industry hasn’t always been the same, and over the years, there have been a number of scenarios that have impacted hiring standards and practices for employers. As background checks are here to stay, employers have to ensure they are maintaining compliance with their hiring practices to keep their workplace safe and void of any risks.

Some key trends that cause changes in practices and that employers should be aware of include the following:

Instant Background Checks

A growing trend with the employment screening industry is the use of commercially compiled databases, also known as instant background checks or “national criminal database searches.” These types of checks are a quicker way of running background checks and may save a few dollars, but many employers are unaware of their true inaccuracy and credibility. Since they aren’t corroborated against any official county court record, they can often return with error-filled information as they are not from a verified source. Employers who choose to use an instant background check can face greater risks of fines and lawsuits as the Fair Credit Reporting Act (FCRA) requires specific guidelines to be followed. DISA Global Solutions uses a more encompassing check by using the information derived from a database search to source jurisdictions where applicants may have a history, then pairs it with information from other products or services to verify the data.

The Legalization of Marijuana & the Rise of the Opioid Epidemic

Frequently employers will pair background check procedures with drug and alcohol testing, whether that’s pre-employment, randoms, etc., which can affect an individual’s eligibility to obtain and/or hold a job. Some industries hold safety-sensitive positions, which are regulated by the Department of Transportation (DOT) and require different standards for background check procedures. Employers who have an employee who is regulated under the DOT are required to obtain DOT drug and alcohol testing history. With the legalization of marijuana changing state-by-state, this is often a vital procedure for employers, especially those with safety-sensitive positions. As the laws surrounding the legalization of medical and recreational marijuana change, employers need to ensure that their employees are not under the influence or using drugs while on the job, which could pose a great hazard in the workplace. The DOT has specific regulations set in place for safety-sensitive employees and updates to the latest policies so employers can maintain compliance. By obtaining an employee’s DOT drug and alcohol testing history, the employer is able to gain a better understanding of the individual and analyze any former marks against their testing history which could pose a risk in their workplace.

9/11 & Government Sanctions Lists

The September 11th terrorist attacks left an impact on background check procedures by adding provisions to the way government sanctions list checks are ran. The Patriot Act Search was passed in 2001 in response to the attacks to improve the abilities of U.S. law enforcement in detecting and deterring terrorism. This act simply expanded the processes that were already in place for drug dealers and organized crime. For employers hiring for safety-sensitive positions, this helps set higher standards as it prevents individuals with certain criminal histories from entering the workplace. DISA uses the following grading scale ranging from 00 to 07 when running criminal history checks to determine if the applicant is on a government sanctions list. A hit of 07 will indicate that the person was found to be on the current government sanctions list (specially designated nationals, terrorists, narcotics traffickers, blocked persons, etc.). If the person is applying for a safety-sensitive position and the background check reveals that they are on a government sanctions list, they would not be deemed as an acceptable candidate for the position.

SPACER

DISA’s Contractors Consortium (DCC) Criminal Grading Requirements

Grading	Offense Category
0	Clear record
1	Non-violent misdemeanors
2	Violent misdemeanors
3	Lesser felonies
4	Felonies in 03 and misdemeanors in 02
5	Higher felonies
6	Felonies in 05 and misdemeanors in 02
7	Patriot Act hits or invalid SSN

What to expect as an employer?

As background check practices evolve over time, it’s important that employers remain up-to-date on the latest changes. DISA offers comprehensive background check solutions so that you’ll always stay abreast with the current state laws, procedure amendments, and how to maintain best practices. Our professionals can assist you with creating a custom background check package that meets all your industry needs and remains compliant.

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Background Check Offerings

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Pre-Employment Background Checks

DISA’s pre-employment background checks offer configurable, compliant screening solutions to help employers hire confidently and meet industry standards.

Criminal Background Check

DISA’s criminal background checks help employers hire safely by uncovering county, state, and federal records—reducing risk and ensuring workplace security.

Civil Background Checks

(Federal & County) - DISA’s civil background checks reveal lawsuits, judgments, and liens to help employers assess risk, prevent liability, and make informed hiring decisions.

SSN Validation

DISA’s SSN Validity Check flags fraudulent Social Security numbers, helping reduce identity fraud and ensure applicants provide valid, SSA-issued SSNs.

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Employment Verification

DISA’s employment verifications confirm an applicant’s job history, helping employers ensure accuracy, assess trustworthiness, and make informed hiring decisions.

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I-9 & E-Verify

DISA’s I-9 & E-Verify solution streamlines workforce compliance with flexible, remote verification tools—ensuring fast, accurate employment eligibility checks.

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State Driving Records

DISA’s State Driving Record checks verify license status and driving history, helping employers ensure safe, qualified hires for transportation and driving-related roles.

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Professional Licenses & Credentials

DISA’s professional license verifications confirm certifications directly with accrediting bodies, ensuring applicants are properly licensed, qualified, and free of disciplinary actions.

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Credit Reports

DISA’s credit report checks support sensitive hiring decisions by verifying financial responsibility for roles with access to confidential data, cash, or fiduciary duties.

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Adverse Action Notices

DISA supports FCRA compliance by helping employers issue required adverse action notices—ensuring candidates are informed and given a chance to dispute background check results.

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Personal Reference Verification

DISA’s personal reference verifications provide insight into an applicant’s character, skills, and fit—helping employers make confident, informed hiring decisions.

Government Sanctions Lists

(OFAC/Patriot Act) - DISA’s government sanctions list checks, also known as Patriot Act searches, screen applicants against global watchlists to ensure compliance and prevent hiring prohibited individuals.

Sex Offender Search

DISA’s sex offender searches check state and national registries to help employers identify registered offenders—critical for roles in education, healthcare, finance, and more.

DOT Testing Records

DISA’s DOT testing records service helps employers meet compliance by retrieving drug and alcohol test histories for safety-sensitive roles—ensuring safe, qualified hires.

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Financial Due Diligence

DISA’s Financial Due Diligence services deliver in-depth, courthouse-sourced investigations to uncover financial risks—protecting your company’s reputation and investment decisions.

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Education Verification

DISA’s education verification confirms degrees, dates, and credentials with schools or databases—helping employers ensure applicants meet job qualifications and hiring standards.

For Every Size Business & Industry In One Easy-To-Use Platform

Employment Screening

DISA is easily configurable to fit the way your company recruits. Whether you're a large company managing screening for multiple locations, or a small business needing to run a background check occasionally, we've got you covered.