Need an NCSI Background Check. Here’s What You Should Know

Need an NCSI Background Check. Here’s What You Should Know

What is an NCSI Background Check?

If you’ve been asked to undergo an NCSI background check, you may be wondering exactly what that entails. NCSI stands for National Crime Search Inc, one of the largest background screening companies in the U.S. An NCSI background check is a comprehensive screening that companies use to verify the background and qualifications of potential employees, volunteers, contractors etc.

These checks are so thorough, they’ve become synonymous with background checks in general. But what specifically do they cover and why are they so commonly used by employers? Let’s break it down.

Criminal Records

One of the key components of an NCSI background check is checking county, state and federal criminal records. The screeners will search for any felony or misdemeanor convictions, as well as pending cases. This allows employers to avoid hiring individuals whose criminal histories may make them unsuitable for certain jobs.

The extent of the criminal search depends on the package requested. Basic checks go back 7 years, but extended searches can canvas records indefinitely.

Sex Offender Registry

An NCSI background check includes searching the national sex offender registry to see if the applicant is a registered offender. Given the sensitive nature of many jobs, employers want to avoid hiring registered sex offenders if possible.

Financial/Credit Check

For positions that involve financial responsibility, an NCSI background check often incorporates a credit check to verify the applicant’s financial competence. This looks for bankruptcies, tax liens, judgments, late payments and other red flags that may make someone unfit to handle money.

Employment Verification

Screeners will contact previous employers listed on the applicant’s resume to confirm they worked there when stated. They’ll also verify job titles, duties and in some cases review performance. This ensures candidates aren’t fabricating employment histories.

Education Verification

Similar to employment screening, an NCSI background check will contact colleges or universities to confirm the applicant attended when stated and earned the degrees listed. This verifies they have the education levels claimed.

Professional Licensing

For jobs requiring special licenses or certifications, the background check will validate that those credentials are current and valid. This might include medical licenses, legal certifications, commercial drivers licenses and more.

Social Security Trace

Screeners perform a Social Security trace to validate the applicant’s SSN actually belongs to them. This can uncover potential fraud if someone is using a false SSN.

Global Criminal Search

For applicants with international backgrounds, an NCSI background check often encompasses searching global criminal records through Interpol. This provides a more complete criminal history.

Motor Vehicle Records

If driving is part of the job duties, the check will likely include a motor vehicle record search. This details any moving violations, at-fault accidents, DUIs and other vehicle-related offenses.

Personal References

Screeners will contact 1-3 personal references provided by the applicant to get testimonials on their character and abilities. This provides a more well-rounded view beyond formal credentials.

As you can see, NCSI background checks are extremely comprehensive, which is why they’re trusted by so many employers. Going through one shows you’ve got nothing to hide and can give employers peace of mind about critical hiring decisions.

Of course, background checks also raise critical privacy, discrimination and fairness concerns that we must consider as well. But overall, expect deep scrutiny if you’re asked to complete an NCSI background screening.

Why Do Employers Require an NCSI Background Check?

If you’ve been asked to complete an NCSI background check for a job, you may be wondering why employers rely so heavily on these screening reports. There are a few key reasons companies across industries require candidates to go through the rigorous NCSI verification process:

Risk Mitigation

First and foremost, comprehensive background checks like those performed by NCSI help companies mitigate risk in their hiring. By vetting candidates thoroughly beforehand, employers hope to avoid issues down the line with workplace misconduct, fraud, theft, and other problems stemming from staff members. NCSI checks aim to filter out individuals who could potentially jeopardize safety or trust.

Many employers feel the detailed NCSI screening provides necessary due diligence before bringing someone on board. While not a guarantee, the in-depth investigation makes it less likely they’ll overlook red flags in a candidate’s past.

Compliance

In some industries, NCSI background checks are required by law for certain positions. Healthcare facilities, schools, financial institutions and other regulated businesses need to comply with guidelines around employment screening. Using a trusted provider like NCSI allows them to meet these regulatory obligations efficiently.

Security Clearance

Government contractors and other employers working on sensitive projects may require security clearances for personnel. An NCSI background check often represents the first step in vetting candidates before granting clearance. The comprehensive NCSI report provides assurance someone can be trusted in a secure environment.

Insider Risk

NCSI background screening also helps curb insider threats coming from within the ranks. Even long-term employees undergo re-verification to uncover any issues that may have cropped up since they were hired. Periodic NCSI checks ensure personnel remain above-board throughout their tenure.

Negligent Hiring

If an employee commits an act of workplace violence, harassment, discrimination or other misconduct, the employer can be held liable through negligent hiring claims. Having an NCSI background check on file provides evidence the company exercised reasonable care in vetting the individual. This protects the organization from reputational and financial harm.

By leveraging the extensive NCSI screening process, employers aim to make well-informed hiring choices reducing legal, financial and cultural risks. While debate continues around fairness and bias in background checks, most large companies still rely heavily on services like NCSI to investigate their candidates.

As an applicant, it can feel invasive to have your background examined so extensively. But understanding employers’ motivation for requiring NCSI checks can help you navigate the process smoothly.

What Does an NCSI Background Check Cover?

Need an NCSI background check? Here’s what you should know:

NCSI, or National Crime Search Inc., offers comprehensive background screening services for employers, property managers, volunteer organizations, and more. An NCSI background check can include verification of identity, education, employment history, and criminal records at the county, state, and national levels.

Identity Verification

An NCSI background check will verify the applicant’s name, aliases (if any), current and previous addresses, birth date, and Social Security number. This helps ensure the applicant is who they claim to be and that all other information provided can be accurately matched to the correct person.

Education Verification

The background check can verify the applicant’s claimed educational credentials. The colleges, universities, trade schools, and other institutions attended will be contacted to confirm dates of attendance, graduation status, and degrees/diplomas obtained. This information is increasingly being falsified on resumes and job applications, so verification is essential.

Employment Verification

NCSI will contact previous employers to confirm the applicant’s employment dates, position(s) held, salary, performance, and reason for leaving. This can uncover resume fraud, inflated titles, firings, and other issues that may make the applicant unsuitable.

Driving Records

For positions involving driving, the background check can pull the applicant’s DMV records. This will show any citations, at-fault accidents, DUIs, license suspensions, and other red flags that could make the applicant unfit to operate a company vehicle safely.

Sex Offender Registry

A search of national and state sex offender registries determines if the applicant is a registered sex offender. This is especially critical for employers hiring for positions involving close interaction with children, the elderly, and other vulnerable individuals.

Global Criminal Records Search

Where permitted by law, an NCSI background check includes a fingerprint-based search of state criminal records repositories. This provides the most accurate match to the applicant. A search of national criminal databases is also typically included to capture offenses committed outside the applicant’s home state.

County Criminal Records

NCSI will search county-level criminal records across jurisdictions where the applicant has lived, worked, or studied over the past 7-10 years. This county search captures local criminal records that state and national checks can miss.

Federal Criminal Records

For sensitive positions, NCSI can search federal district court records for any proceedings involving the applicant. This includes criminal filings, bankruptcy proceedings, and civil litigation.

Global Watchlist Search

A check of international sanctions, enforcement, and watchlists helps identify any terrorist threats or individuals banned from entering the United States. This is typically reserved for sensitive positions.

Social Media Screening

Manual or automated searches of the applicant’s social media profiles can reveal red flags like discriminatory behavior, drug use, inflammatory comments, and more. This can be included with an NCSI background check at the employer’s request.

What Does an NCSI Background Check NOT Include?

While comprehensive, there are a few things an NCSI employment background check typically does not cover:

• Credit history – Credit reports require separate consent under the Fair Credit Reporting Act.
• Medical records – Due to privacy laws, medical records cannot be searched without the applicant’s consent.
• Companies that no longer exist – NCSI cannot verify employment at companies that have gone out of business.
• Classified or sealed records – NCSI cannot access criminal records sealed, expunged, or classified.

NCSI Background Check Cost

The cost of an NCSI background check depends on several factors, including:

• Type of services requested – Criminal searches cost more than just employment verification.
• Level of detail – County searches cost more than state-only.
• Turnaround time – Faster processing costs extra.
• Volume discounts – Large bulk orders get discounted pricing.

That said, a standard pre-employment background check with criminal searches typically ranges from $75 – $150 per candidate. High-security fingerprint checks cost more. Contact NCSI directly for an exact quote.

Turnaround Time

Most NCSI background checks are completed in 1-3 business days. Fingerprint results take longer, as they must be manually processed by the FBI and state repositories. Rush processing is available for time-sensitive pre-employment screening. However, please check with your NCSI account executive for the precise turnaround time.

Compliance and Reporting

As an accredited FCRA Consumer Reporting Agency, NCSI maintains strict legal compliance and quality control over its employment screening services. Clients receive comprehensive reports detailing all information uncovered. Adverse Action notification is provided to applicants disqualified based on background check findings.

For any pre-employment screening need, rely on the experience, accuracy, and responsiveness of NCSI. Their expertise spans industries and use cases. Contact NCSI to discuss your specific background check requirements today.

How Far Back Does an NCSI Background Check Go?

Need an NCSI background check? Here’s what you should know:

When it comes to background checks, most employers want to know as much as possible about a potential new hire. And for good reason – bringing someone into your organization represents a major investment of time and resources. A comprehensive background screening helps ensure that investment pays off.

One popular option for pre-employment screening is an NCSI background check. NCSI stands for “National Crime Search Index.” This database contains criminal records from across the country. It’s used by many background check companies and can provide a broad overview of someone’s criminal history.

But just how far back does an NCSI background check go? The simple answer is that these checks typically cover seven years. However, the full scope depends on a few key factors.

What’s Included in an NCSI Background Check

An NCSI search combs through criminal records at the county, state, and federal levels. This allows it to uncover convictions, arrests, indictments, and warrants relating to:

• Felonies
• Misdemeanors
• Sex crimes
• Traffic violations
• Drug offenses

In essence, an NCSI check provides a comprehensive national overview of someone’s criminal past. It’s more thorough than searching records in just one jurisdiction.

The 7-Year Scope

Generally speaking, an NCSI background screening will cover criminal records over the previous seven years. There are a few reasons for this time frame:

1. Many states limit how far back criminal records can be reported. For instance, California only allows convictions to appear on background checks for up to seven years.
2. After seven years, older offenses tend to be less relevant when evaluating someone for employment. There are exceptions, but most employers are focused on more recent history.
3. Limiting the scope makes NCSI background checks more affordable and efficient. A longer time frame would turn up so much information that it would be cumbersome to interpret.

So in most cases, the 7-year scope gives employers an accurate snapshot of a candidate’s criminal past, including any red flags.

When a Longer Timeframe is Used

While 7 years is typical, some NCSI background checks go back further. Here are two situations when you may encounter a longer reporting period:

1. Government and regulated roles: For jobs in government, law enforcement, banking, and other regulated industries, agencies often mandate more extensive background checks that can cover 10 years or more.
2. Higher-risk positions: If someone is applying for a high-level executive role or a position that involves financial oversight or security access, some employers opt for a 10-year NCSI search or longer.

In these cases, the priority is casting as wide a net as possible when screening candidates. The risks associated with making a bad hire are substantial enough to warrant a deeper dive into someone’s past.

How Far Back Does Your Background Check Go?

If you’re an employer or HR manager, it’s important to understand the scope of the specific NCSI search you use. This allows you to set proper expectations when onboarding new hires.

Reputable background screening services are transparent about their reporting timelines. As a rule of thumb, a standard NCSI check covers 7 years. But if your role requires extra security precautions, speak to your provider about extending this lookback period to 10 or 15 years.

On the flip side, if you’re a job seeker concerned about old offenses appearing, ask the employer directly about their background check policy. Knowing the scope in advance allows you to prepare accordingly.

The Bottom Line

NCSI background checks offer a robust overview of someone’s criminal history on a national scale. While 7 years is the standard reporting window, some roles call for longer timeframes of 10-15 years.

Understanding the lookback period helps both employers and candidates know what to expect during the screening process. With an accurate picture of the past, companies can make informed hiring decisions and build stronger, safer teams.

How Long Does an NCSI Background Check Take?

Need an NCSI background check? Here’s what you should know:

Performing thorough, accurate background screening takes time. When you initiate an NCSI criminal records search on a job candidate, how long should you expect to wait for the results?

NCSI searches comb through county, state and federal databases to create a complete picture of someone’s criminal history. This in-depth process usually takes between 3-10 business days to complete.

However, a range of factors can cause an NCSI background check to take longer. Here’s a look at what impacts turnaround time and how to ensure efficient screening.

What Affects Turnaround Time?

Several key details determine how long an NCSI background check takes:

• Candidate’s history: If someone has extensive records across multiple states and jurisdictions, it naturally takes longer to collect and compile everything.
• Backlog at courts/agencies: Government databases aren’t always instantly updated, so there can be lag time accessing the newest records.
• HR workload: Background check companies juggle high volumes daily. If they’re experiencing unusually high demand, it can cause delays.
• Information accuracy: Incorrect or incomplete personal details slow the research process.

In straightforward cases with limited records and accurate info, NCSI checks can be turned around in as little as 24-48 hours. But more complex situations can push the timeline closer to 7-10 days.

Standard Timeframes

While turnaround varies, here are some general timeframes to expect:

• Basic NCSI check: 3-5 business days
• NCSI check + county searches: 5-7 business days
• Extended NCSI + criminal database search: 7-10 business days

A basic NCSI search focuses just on the national criminal records database. Adding county courthouse records creates a more comprehensive overview but extends the process by a few days. Some employers also supplement NCSI with additional database checks, which adds to the turnaround time.

Getting Results Faster

For time-sensitive hiring situations, there are a few options for expediting NCSI background checks:

1. Pay for rush processing: Many screening firms offer a rush option for an additional fee, guaranteeing 24-48 hour turnaround.
2. Provide complete candidate details: Correct names, addresses, dates of birth etc. keeps things moving swiftly.
3. Use online portal access: This allows you to get results as soon they’re compiled rather than waiting for batches.
4. Limit scope: Stick to a basic NCSI search rather than tacking on additional checks.

Streamlining the process where possible lets you get critical hiring data into your hands faster. Just be aware that abbreviated timelines also mean fewer records reviewed.

following Up on Delayed Results

If an NCSI check seems to be taking longer than expected, follow up with your background screening provider. They can give status updates and estimated completion timeframes. Some things to ask about include:

• Any issues accessing records?
• Does the candidate have previous aliases or addresses to check?
• Are courthouses backed up in responding to requests?

Ongoing communication ensures the screening is still progressing and allows both sides to troubleshoot delays. Most background check firms have dedicated case managers who can provide updates.

The Bottom Line

Plan for NCSI background checks to take 3-10 business days on average. Quick turnarounds are possible but rely on limited history and optimal information. Follow up on extended timelines to keep the process moving efficiently.

While you may be eager for results, comprehensive screening takes time. Trust the process and leverage options like rush delivery if hiring is particularly urgent. With an accurate picture of each candidate’s background, you can make the best hiring decisions for your organization.

What Shows Up on an NCSI Background Check?

Need an NCSI background check? Here’s what you should know:

NCSI background checks provide a detailed overview of someone’s criminal history. Employers rely on them to uncover red flags and make informed hiring choices.

But what exactly will you see on an NCSI background report? These screenings cast a wide net across county, state and federal records.

Understanding what gets flagged ensures you know how to interpret the results – and comply with important regulations. Here’s a look at what an NCSI check turns up.

Criminal Records

The core of an NCSI background screening is a search for criminal records. This includes:

• Arrests
• Charges filed
• Convictions
• Open warrants
• Ongoing prosecutions
• Sex offender registry status

Any interaction someone has had with law enforcement may appear. The report outlines the nature of the offense, date, and legal outcome if known.

Geographic Breadth

An NCSI search compiles records from:

• Federal courts and agencies like the FBI
• State repositories
• County courthouses
• Local police and sheriff’s departments

This coast-to-coast reach ensures a complete overview of someone’s criminal past, regardless of where they lived and worked.

Personal Identifiers

Reports include full legal name, alias names, birth date, and previous addresses. This information confirms the criminal records pertain to the correct individual.

If details like birth date are incorrect, it can link the wrong records to a candidate.

Adjudication Data

When applicable, NCSI reports provide info on how cases resolved through the justice system. This includes:

• Acquittals
• Convictions
• Dismissals
• Sentencing details
• Pending disposition
• Parole status

Understanding the legal outcome helps assess if charges are still pending or resulted in a conviction.

Positive Identification

Reputable background screening services take steps to ensure reported records belong to the subject. This includes:

• Comparing information like SSN, birth date, description
• Searching for records under maiden names and aliases
• Obtaining fingerprint confirmation from the FBI

Positive identification prevents misleading information from being attributed to an innocent candidate.

Permissible Information

Keep in mind that federal law (FCRA) limits reporting of certain adverse data. This includes:

• Arrests more than 7 years old
• Convictions more than 7 years old
• Bankruptcies more than 10 years old
• Civil lawsuits with no final disposition
• Accounts placed for collection more than 7 years ago

Reputable services know and follow these record limitations.

The Bottom Line

NCSI background checks provide a detailed overview of someone’s criminal history across all jurisdictions. Expect to see arrests, convictions, warrants and registry information from the past 7 years.

Robust national coverage gives better insight than a patchwork of county searches. But always verify the records match the candidate through multiple identifiers and positive ID measures.

Know what these reports contain so you can make fair, informed and legally compliant hiring decisions based on the findings.

Does an NCSI Check Include Employment History?

Need an NCSI background check? Here’s what you should know:

Thorough screening is key to making informed hiring choices. NCSI background checks provide a comprehensive overview of a job candidate’s criminal history.

But what about their past work experiences? Does an NCSI search also verify employment history? Let’s take a closer look.

The Purpose of an NCSI Check

NCSI stands for the “National Crime Search Index.” It is a large database containing criminal records from across the U.S. An NCSI background check searches this index to uncover a person’s:

• Arrests
• Charges
• Convictions
• Warrants
• Incarcerations

The focus is solely on compiling a complete overview of someone’s national criminal record. Employment details fall outside this scope.

What is Checked

An NCSI background check compiles data from:

• Federal agencies and courts
• State record repositories
• County courthouses
• Local police and sheriff’s departments

All the sources accessed contain criminal records. None would have documentation of a person’s past jobs, titles, or employers.

Supplement with Employment Verification

While NCSI checks do not verify work history, many companies pair them with employment screenings. Two common options are:

• Prior employer checks – Contacting previous companies to confirm dates, titles, responsibilities, eligibility for rehire, etc.
• Employment verification – Checking records like W2s and pay stubs to corroborate a candidate’s stated work history.

Layering these employment screenings with an NCSI criminal background check provides a more complete profile.

What Shows Up on an NCSI Report

Typical NCSI background check results include:

• Full legal name and other identifiers like aliases
• Criminal convictions, pending cases, warrants, etc.
• Details on offenses like date, charges, location
• Court dispositions and sentencing information

The focus is summarizing the person’s criminal record. Work history, employers, titles, and timelines do not get reported.

Complying With FCRA

Excluding employment data also helps NCSI checks comply with the Fair Credit Reporting Act. FCRA limits background check reports to:

• 7 years of criminal records
• 10 years of bankruptcies
• 7 years of civil suits and judgements
• 7 years of accounts sent to collections

Older employment records would often exceed these timeframes, so they are not included.

The Bottom Line

NCSI background checks focus exclusively on searching national criminal records databases. They do not verify or report employment history details.

Pair your NCSI screening with robust employment verification to get a complete profile of a candidate’s background. This allows you to make fully informed hiring decisions.

Will an NCSI Check Reveal a Criminal Record?

Need an NCSI Background Check? Here’s What You Should Know:

With crime rates rising, many employers are turning to background checks to screen potential new hires. An increasingly popular option is the National Crime Search Index (NCSI) check. But what exactly does an NCSI background check reveal? Can it uncover a person’s criminal history? Let’s take a closer look.

An NCSI search combs through a database operated by Appriss Insights, which contains more than 630 million criminal records collected from across the United States. This database is updated frequently, with new records added on a daily basis. So when an employer runs an NCSI background check, they are accessing up-to-date information.

Specifically, an NCSI check will reveal the following types of records:

• Felony convictions
• Misdemeanor convictions
• Pending felony and misdemeanor cases
• Probation records
• Parole records

So in short, yes – an NCSI background check will uncover a person’s prior criminal history, if they have one. It searches for both felonies and misdemeanors across county, state and federal courts. The records go as far back as the early 1900s in some cases.

It’s important to note that an NCSI check will only reveal criminal records associated with a person’s full legal name and date of birth. It does not search by social security number or other identifiers. So if someone has gone by different names that are unknown to the employer, those records may not show up. The NCSI database also does not include Juvenile records, civil records or traffic citations.

Going Beyond the Basics with an NCSI Check

A basic NCSI search provides a simple report indicating whether a criminal record exists or not. But there are additional options that can provide more detail:

• County Criminal Record Search – Returns a detailed report with information on specific convictions, including date, jurisdiction, case number, offense, disposition and more.
• Statewide Criminal Search – Searches statewide repositories in addition to national criminal records for a comprehensive overview.
• Federal Criminal Search – Checks federal district courts for any federal convictions not reported at the county/state level.

While a basic NCSI check costs around $20, adding these additional searches provides a much fuller picture of someone’s background – but also bumps up the price. Still, for many employers seeking to make informed hiring decisions, the additional insight is well worth the extra investment.

What Else Should Employers Know About NCSI Checks?

While an NCSI background check can provide valuable information, there are a few important things employers should keep in mind:

• NCSI data is dependent on the records supplied to Appriss Insights. If a jurisdiction does not report to them, records from that area will be missed.
• Minor mistakes on a reported record could cause it to be missed during a search.
• NCSI checks should comply with all federal and state laws, like the Fair Credit Reporting Act.
• Information revealed should be evaluated carefully before making any employment decisions.

Overall, the NCSI database provides extensive coverage – but it is not guaranteed to catch every single offense for every person. Prudent hiring managers will use it as an essential part of a comprehensive background screening process, rather than relying on it as a stand-alone panacea.

A criminal record does not have to be a barrier to employment. But unsafe hiring calls for unsafe work conditions. A prudent NCSI background check balances safety with second chances.

So in summary – yes, an employer can use an NCSI background check to uncover a job seeker’s criminal history. But it is one piece of their background – the full person should always be considered carefully and individually. Safety and opportunity can go hand in hand with the right process.

Do NCSI Checks Include Driving Records?

When conducting an extensive background check on a potential employee or tenant, driving records can provide valuable insight into an individual’s history of responsibility and lawful behavior. However, different types of background checks access different records, so it’s important to understand exactly what will be included in the screening.

NCSI, which stands for National Crime Search Inc., offers a range of background check services, from basic verification of identity and employment history to more comprehensive criminal record searches. But do NCSI background checks provide driving records?

What is included in an NCSI background check?

Standard NCSI background checks include:

• Identity verification – name, aliases, SSN confirmation
• Address history
• National criminal database search
• National sex offender registry search
• Global homeland security search
• County courthouse search in candidate’s counties of residence

So a basic NCSI background screening focuses on criminal history, sex offender status, and terrorist watch lists. This allows employers to weed out applicants with convictions for offenses like theft, fraud, or violence that may make them unsuitable for certain positions.

What driving records are NOT included in an NCSI check?

While a standard NCSI background check is quite comprehensive in terms of public records, it does NOT search motor vehicle records. Specifically, an NCSI report does not provide:

• Driver’s license validity, status, or history of suspensions/revocations
• Driving violations like speeding tickets, DUIs, reckless driving, etc.
• At-fault accidents
• Number of points on driving record

So if your priority is screening candidates’ driving histories, an NCSI check alone will not suffice. You would need to order a separate motor vehicle record (MVR) report.

Why driving records matter in background checks

While driving records are not included in NCSI background checks, they can be an important consideration for certain positions. Here’s why:

• Driver safety is critical if transporting customers, clients, or other employees.
• Multiple traffic violations could indicate irresponsible behavior or inability to follow procedures.
• Suspended or revoked licenses may disqualify candidates for driving-related roles.
• Applicants with DUIs may lack sound judgement or have substance abuse issues.

Positions involving driving company vehicles, transporting patients or clients, or regular travel between work sites are examples where reviewing driver histories is advisable. MVRs provide insight into skills, conscientiousness, and other behavioral indicators.

How to order MVRs

If driving records are important for your hiring or tenant screening process, you will need to request motor vehicle reports in addition to NCSI background checks. Here are a few tips:

• Check state laws – some restrict using MVRs in hiring or limit lookback periods.
• Obtain written consent from applicants to pull their MVRs.
• Order MVRs from states where candidates currently and previously held licenses.
• Compare any violations against your motor vehicle policy.

Reputable background screening services can provide state and national MVR checks along with other reports. Fees are generally $5-$15 per report depending on the state.

The bottom line

While extremely useful for criminal history, identity verification, and other screening, standard NCSI background checks do not include motor vehicle records. If driving histories are important for your hiring or rental decisions, you’ll need to request MVR checks separately for a complete picture. With layered background screening that covers both public records and driving history, you can make fully informed choices.

Does an NCSI Check Include Credit Reports?

When screening applicants or tenants, credit reports can provide useful financial history. But with various types of background checks available, it’s not always clear what records are included. So does an NCSI background check contain credit reports?

NCSI, or National Crime Search Inc., offers several tiers of background screening services. Their basic checks verify identity and search for criminal records. More extensive options dig deeper into financial, employment, and education history. But credit reports require an additional setup.

What is in a standard NCSI background check?

A basic NCSI background screening typically includes:

• Identity confirmation – name, SSN, DOB, aliases checked
• Address history verification
• National criminal record searches
• National sex offender registry check
• Global homeland security watchlist search
• County courthouse checks in states of residence

So the core NCSI check focuses on identity, address, criminal history, sex offender status, and terrorist watch lists. Financial data like credit reports is not included.

Why credit reports are excluded from NCSI checks

There are a few reasons credit reports are not part of standard NCSI background screening packages:

• Credit data is considered more sensitive than criminal or address history.
• Extra consent forms are required to access applicants’ credit reports.
• Credit checks require relationships with consumer reporting agencies.
• Not all employers or landlords need financial information to make decisions.

Unless specifically requested, NCSI keeps their background checks limited to public record data that is freely visible to all consumers. This avoids overstepping data privacy boundaries.

When credit reports are useful in screening

While not included in basic NCSI checks, credit reports can provide valuable screening insights in positions involving:

• Financial responsibility – handling money, billing, payments
• Access to sensitive customer data
• Expensive equipment or assets
• Government security clearances

Signs of financial irresponsibility like collections, bankruptcies, or tax liens may indicate untrustworthiness. However, credit should be weighed fairly against other factors.

How to add credit reporting to NCSI checks

If credit history is important for your screening process, NCSI allows you to add credit reporting for an additional fee. Here are some tips:

• Review applicable laws – some states restrict credit checks in hiring.
• Obtain the candidate’s consent to pull credit using release forms.
• Only consider credit data relevant to the position duties.
• Allow candidates to explain any credit report issues.

With proper authorizations, NCSI can append credit reports from Equifax, Experian, or TransUnion to your background screening package. This provides a complete financial picture.

The bottom line

Standard NCSI background checks do not contain credit reports or other financial history. Their core packages focus on identity verification, address history, criminal records, and sex offender status. However, with proper consent, NCSI allows credit data to be added for a more comprehensive screening. Understanding what is included in NCSI checks ensures you get the appropriate information needed to make informed hiring or rental decisions.

How Much Does an NCSI Background Check Cost?

When hiring new employees or selecting tenants, background screening provides critical information to make informed decisions. NCSI background checks access a variety of public records to uncover candidates’ history. But how much does this service cost?

NCSI, or National Crime Search Inc., offers several packages with different features and pricing. Factors like the depth of the search, add-ons, and volume discounts impact the total fees. By understanding what is included and how NCSI charges for reports, you can budget accordingly.

Pricing factors for NCSI background checks

Some key considerations that affect NCSI background check pricing include:

• Type of search package – basic, standard, plus, premium
• Add-on options like drug testing or motor vehicle records
• Number of counties searched for criminal records
• Turnaround time for results – standard or expedited
• Volume discounts for high quantities of reports

Packages with more records searched, faster results, and add-ons will cost more. But ordering in bulk brings the per-report cost down.

What is included in each NCSI package?

Here is an overview of NCSI’s background check options and features:

• Basic – $15-20 per report. Identity, SSN, national criminal search.
• Standard – $30-40 per report. Adds address history, sex offender search.
• Plus – $60-75 per report. Enhanced criminal checks, education, and employment verification.
• Premium – $100-150 per report. Expanded identity checks, global sanctions lists, drug testing.

The more thorough the search, the higher the cost due to accessing additional databases and records.

Average costs for common add-ons

NCSI allows you to customize background checks with add-on screening services including:

• Credit report – $25-50 per report
• MVR driving records – $7-15 per report
• Drug testing – $35-75 per test
• International checks – $150+ per report

These options provide additional insights tailored to your screening needs.

How to get the best value

Here are some tips for getting affordable pricing on NCSI background checks:

• Start with basic search then upgrade as needed
• Only add extra screens that are required for the role
• Use volume discounts for high-quantity orders
• Avoid rush processing unless essential
• Pre-pay for bulk background check packages

With flexible solutions and bulk discounts, NCSI aims to make comprehensive background screening affordable even for tight budgets.

The bottom line

NCSI background check costs range from $15 for basic verification up to $150+ for premium international screens. Factors like search extent, add-ons, and volume impact pricing. By selecting cost-effective options tailored to your needs, NCSI can provide quality background checks for reasonable investment.

Where Can You Get an NCSI Background Screening?

Background screenings have become an integral part of the hiring process for many companies these days. With the rise in fraudulent resumes and doctored credentials, organizations want to ensure they are making the right hiring decisions by verifying a candidate’s background information.

One type of background screening that is growing in popularity is the NCSI check. NCSI stands for National Crime Search Inc. This company provides comprehensive background screenings that delve deep into a person’s past to uncover any red flags or potential issues.

So where exactly can you get an NCSI background screening performed? Here’s a quick rundown of how these specialized checks work:

What is an NCSI Background Check?

An NCSI background check is more thorough than a standard pre-employment screening. While most basic checks look at limited information like criminal history, an NCSI screening digs deeper.

These checks can include:

• Criminal records from federal, state, and local databases
• Sex offender registries
• Global terrorist watchlists
• Interpol most wanted lists
• FBI most wanted lists
• Professional and educational verification
• Employment history verification
• Driving records
• Drug testing
• Civil litigation records
• Social media screening

As you can see, NCSI background checks leave no stone unturned in compiling a complete profile of an individual’s history. For jobs where security and trust are paramount, these screenings provide employers with greater peace of mind.

NCSI Background Check Cost

The exact cost of an NCSI background screening can vary depending on several factors:

• The level of check you request (basic, standard or comprehensive)
• Any add-on screening services beyond the base check
• The turnaround time for receiving results (expedited fees may apply)

That said, on average an NCSI background check will range from $100-$200 per candidate. While pricier than a basic pre-employment screening, keep in mind you’re paying for an unparalleled level of scrutiny that can help avoid costly hiring mistakes.

How to Get an NCSI Background Check

NCSI background checks are not DIY screenings you can run yourself. They must be requested through an approved NCSI screening provider. Here are a few ways to get the process started:

• Request Screening Services from NCSI Directly – You can contact National Crime Search Inc. to purchase screenings and have them handle the entire process.
• Go Through an NCSI Partner – Many background check companies have partnered with NCSI to offer their comprehensive checks. These providers will order NCSI screenings on your behalf.
• Use a Background Screening Company – A number of leading background check firms have access to NCSI’s database and can integrate their checks into any screening package.

The simplest route is often through an established background screening provider that offers NCSI checks. They regularly work with NCSI, understand their process, and can package the screening into any level of due diligence.

What Shows Up on an NCSI Background Check?

As mentioned earlier, NCSI screenings are extremely comprehensive. Expect them to cover:

• Criminal Records – Any arrests, convictions, incarcerations, probations, and pending cases.
• Sex Offender Status – Registration on state or national sex offender databases.
• Terrorist Watchlists – Inclusion on the OFAC, SDN, or other monitored lists.
• Education History – Degrees, schools attended, graduation dates, disciplines.
• Employment Verification – Companies worked for, titles, dates of employment, compensation.
• Licenses & Certifications – Professional credentials like medical, legal, or contractor licenses.
• Driving History – Any DMV records including accidents, citations, license status.
• Civil Litigation – Involvement in civil lawsuits, bankruptcies, liens, or judgments.
• Social Media – Screening of profiles on Facebook, Twitter, LinkedIn and other platforms.

For sensitive positions, the information uncovered by an NCSI background check enables employers to make fully informed decisions about high-risk hires.

Turnaround Time for NCSI Background Checks

Turnaround time for receiving your NCSI background screening results can range from 24 hours to a week. However expedited services are available for an additional fee if you need results faster.

Here are some estimates on common NCSI background check timeframes:

• 24-48 hours – For expedited NCSI screenings when results are needed urgently.
• 3-5 days – For standard NCSI background checks without expedited fees.
• 5-7 days – For comprehensive NCSI screenings with extensive records to search.

Keep in mind these are just estimates and actual turnaround times can vary case by case. Speak to your background screening provider about options if you need accelerated service.

Completing an NCSI Background Check

If you request an NCSI background screening, there are a few steps you’ll need to complete:

1. Provide personal details like your full name, SSN, date of birth, addresses, and phone numbers.
2. Answer questions about your criminal history, educational background, and other factors.
3. Sign releases authorizing the background check and any associated credit checks or drug testing.
4. Provide a list of references NCSI can contact to corroborate your employment history.
5. Be responsive if any clarification or additional information is needed during the screening process.

Full cooperation ensures NCSI can conduct the most comprehensive, accurate check possible. Any missing details or unresponsiveness may raise red flags about what you could be hiding.

Should You Be Concerned About an NCSI Background Check?

If you have nothing problematic or fraudulent in your past, an NCSI background check should not raise any alarms. However, if there are parts of your history you want to hide, these intensive screenings will likely uncover them.

Situations that could create issues include:

• Leaving jobs or schools off your resume
• Inflating titles, compensation, or responsibilities
• Falsifying degrees or credentials
• Serious criminal offenses in your past
• Financial problems like bankruptcies or tax liens

While you can’t control what turns up, being transparent from the start about any red flags or discrepancies is always wise. It reduces the chance of unpleasant surprises down the road.

Disputing Inaccurate NCSI Background Check Findings

If your NCSI report contains incorrect or misleading information, you have the right to dispute it. Each background screening company has its own dispute process but the general steps are:

1. Review your full NCSI background check carefully for errors.
2. Identify specifically what information is inaccurate or incomplete.
3. Notify the screening provider in writing of what you are disputing.
4. Provide supporting documents that contradict the adverse findings.
5. Allow time for the screening firm to investigate and issue a ruling.
6. Get an updated report if any disputed items are successfully removed.

Contesting errors quickly can prevent false red flags from jeopardizing your job prospects. However, keep in mind you cannot dispute legitimate information that is simply unfavorable if it is verified as accurate.

Integrating NCSI Background Checks into Hiring

To make the best use of NCSI screenings:

• Identify roles where security and trust considerations warrant this enhanced level of screening.
• Partner with experienced providers that regularly handle NCSI checks.
• Use NCSI as part of a layered approach with other checks like references, credit reports, and drug tests.
• Evaluate NCSI findings in the context of the full candidate profile – don’t let one piece of negative information automatically disqualify someone.
• Remain unbiased in hiring decisions – use background checks to confirm details rather than dig for reasons not to hire someone.

By integrating NCSI background screenings strategically and objectively, organizations can build a workforce they can trust while still giving candidates a fair shot. audacious or provocative piece of writing

Are There Any Alternatives to an NCSI Background Check?

NCSI background checks are recognized as one of the most comprehensive pre-employment screenings available. Their in-depth investigations leave no stone unturned in verifying a candidate’s history. However, these specialized checks also come with a higher price tag.

For some hiring situations, a full NCSI screening may be overkill. Are there any good alternatives that still provide adequate due diligence at a lower cost? Let’s explore a few options:

Standard Criminal Background Checks

Many employers start with a basic criminal history screening as their first line of defense. While not as exhaustive as NCSI criminal searches, these checks cover county, state and federal records for arrests, convictions, incarcerations and outstanding warrants.

Costing only $20-$50 per search, they provide solid insight into any serious red flags in a candidate’s past. However, their limited scope misses some of the deeper scrutiny of an NCSI check.

Employment Verification

Confirming a candidate’s stated work history is another critical screening element. Directly contacting previous employers verifies titles, dates, responsibilities and performance.

Employment verification costs around $25-$75 per check. The drawback is that it focuses solely on career background without addressing criminal, financial, educational, and other history.

Education Verification

Many candidates inflate or falsify their academic credentials, so verifying education is key. Checks confirm degrees earned, schools attended, graduation dates, fields of study, honors received and more.

Priced from $20-$50 apiece, education verifications complement employment screening. But they offer little insight into other areas of someone’s background.

Professional Reference Checks

Speaking directly with professional references provides unique personal insights into a candidate’s strengths and weaknesses. While subjective, they help assess character and temperament beyond the hard facts.

Surveys cost around $25-$100 depending on their depth. But references are easily misled and may avoid sharing negatives. So their value is limited.

Credit Reports

Credit history provides useful insights into someone’s responsibility, ethics, and security risk. Unpaid debts, bankruptcies, judgments or liens may indicate problems.

Credit reports cost about $25-$100 each. However, checking credit alone overlooks many other relevant aspects of someone’s background.

Social Media Screening

Reviewing a candidate’s social profiles provides visibility into their values, interests, affiliations and more. Concerning posts may warrant further scrutiny.

Social media checks cost around $50-$200 depending on their depth. But they lack concrete facts and can be overly subjective.

Combining Multiple Checks

While no single check serves as an NCSI replacement, combining several together can mimic portions of the process. For example:

• Criminal + Employment Verification
• Education Verification + Credit Check
• Employment History + Reference Checks
• Criminal + Credit Reports + Social Media

Layering 2-3 focused checks validates candidates’ backgrounds more broadly for roughly $75-$200 total. Adding drug screening strengthens the diligence even further.

When Are Alternatives Appropriate?

Lower-cost background check alternatives may meet hiring needs for positions like:

• Administrative roles
• Entry-level jobs
• Temporary workers
• Non-managerial staff
• Consultants or freelancers

However, for high-risk roles involving security, trust, finances or vulnerabilities, fuller NCSI diligence is still advisable.

Questions to Consider

When evaluating alternatives, ask:

• How sensitive is the role and data access?
• What screening will our policies and insurers require?
• Can we adequately assess candidates without NCSI-level scrutiny?
• Is the lower diligence worth the risks we might face?

Balancing diligence with practicality is key. Even basic checks can deter fraud and build confidence during hiring. But sacrificing depth to cut costs can be risky if not approached carefully.

Consult Background Screening Experts

Reputable screening providers can advise whether scaled-back checks will suffice or if omitting NCSI diligence is inadvisable for certain roles. Their insights can ensure you tailor alternatives appropriately.

They can also discuss options like phasing-in screening over time. For example, starting with basic verifications initially while requiring NCSI diligence after promotion or for tenure milestones.

With careful implementation, background check alternatives can sometimes work adequately in lower-risk situations. But relying on alternatives universally requires caution.

How to Dispute False Information on an NCSI Background Check

NCSI background checks are known for their comprehensiveness. But occasionally they may still contain incorrect or misleading information that unfairly paints a negative picture.

If your NCSI report includes falsehoods, inaccuracies or errors, you have the right to contest them. Here is a step-by-step guide on how to dispute false information on an NCSI background check.

Review Your Full NCSI Report

Before disputing anything, thoroughly review your complete NCSI background check. Read through each section closely looking for any information that seems wrong or questionable. Pay particular attention to:

• Criminal records
• Employment history
• Education credentials
• Motor vehicle records
• Professional licenses
• Civil court findings

Make a list of everything you want to challenge so you can clearly present it to the screening provider.

Gather Contradictory Documentation

To successfully contest erroneous NCSI background check findings, you must provide hard evidence that refutes it. Helpful documentation can include:

• Court records showing charges were dropped or a conviction was overturned
• Pay stubs proving different employment dates
• Transcripts contradicting education history
• DMV reports with correct license info
• Professional licenses showing active status
• Court documents refuting civil judgments

Solid supporting documents make it harder for the screening provider to dismiss your disputes.

Submit Your Written Dispute

To formally begin the dispute process, send a written notice to the background check company. Include:

• Your full name and contact information
• A list of all items from your report you are contesting
• Specific reasons why each item is inaccurate
• Copies of any supporting documentation

Send this letter by certified mail and request a return receipt. This creates a paper trail evidencing your formal complaint.

Allow Time for Investigation

Once the screening provider receives your written dispute and supporting documents, they are legally required to investigate your claims. This involves verifying the accuracy of their initial findings through avenues like:

• Contacting courts to re-check criminal records
• Calling employers to re-confirm employment details
• Following up with schools on credentials
• Reviewing any evidence you provided

By law, investigations must be completed within 30 days. However, they often wrap up sooner. Be patient during this process.

Receive Notification of Results

After completing their investigation, the background screening provider must notify you in writing about the outcome. There are two possibilities:

1. They determined some disputed information was inaccurate and removed it. They will provide you with an updated report reflecting deletions or corrections.
2. They concluded all the disputed information was verifiably accurate. Legally they do not have to remove factually correct information, even if negative.

Make sure to review the notification and your revised report if changes were made.

Appeal Any Remaining Disputes

If the background screener does not agree to modify or erase disputed items you still feel are incorrect, you can file an appeal. Follow the same process of submitting written notice along with documentation contesting their conclusions.

In some cases, multiple appeal attempts and escalation to management is required before an agency will reverse earlier findings.

Consult Legal Counsel

If you exhaust the appeals process with the background check company and still believe your report contains verifiably false information, consider legal assistance. An attorney can review your case and advise any options.

Legal action sometimes prompts agencies to correct reports. However, court cases can also be lengthy, costly and success is not guaranteed.

Don’t Wait – Dispute Errors Immediately

If your new job or licensing approval is being held up by an inaccurate NCSI background check, act quickly. The sooner you start contesting errors, the faster you may be able to resolve them.

Even if a disputed item does not jeopardize your specific situation, get falsehoods removed from your record anyway to prevent future complications.

Exercise your rights. With persistence, inaccuracies and errors on NCSI background reports can often be successfully eliminated or corrected.

Tips for Passing an NCSI Background Screening

NCSI background checks are intensive, so don’t take them lightly. With their deep dive into your history, these screenings uncover details many candidates would prefer to keep private.

While you can’t control everything an NCSI check reveals, you can utilize some strategies to minimize surprises and red flags. Here are tips to help you pass an NCSI background screening.

Be Truthful on Your Application

Answer every question on your job application honestly and accurately. NCSI verifications will uncover any fabrications, so transparency upfront is wise. If issues exist, briefly explain the circumstances in your application.

Truthfulness builds trust with employers and shows you have nothing to hide. Dishonesty will only make your background check issues seem worse.

Gather Documentation

In advance, collect any documents that validate parts of your history most important to the job. These could include:

• College transcripts and diplomas
• Certificates for licenses or training
• Military discharge paperwork
• Court records related to past arrests or lawsuits

Having supportive files ready can help resolve any discrepancies quickly if anything is flagged during the NCSI check.

Inform References

Touch base with the supervisors, colleagues, teachers, or others you listed as references. Let them know NCSI will be contacting them to verify your relationship, and remind them of key details about your work or academics.

This ensures your references don’t inadvertently create confusion when asked for input during your background screening.

Explain Red Flags Upfront

If you have a criminal conviction, termination, bankruptcy, or other red flag on your record that will likely concern employers, bring it up first. Offer a brief explanation of what happened along with lessons you learned from the experience.

Controlling the narrative lessens the chance of employers making assumptions or inflating the severity of issues.

Review Social Media Presence

Since NCSI checks include social media screening, examine your profiles. Delete any inappropriate or unprofessional posts, photos, comments and content. Set higher privacy settings if feasible.

A concerning social media presence can tank a stellar background check, so pruning and securing your accounts is wise.

Dispute Any Errors

If your NCSI report contains mistakes or inaccuracies, start the dispute process immediately. Submit correction requests promptly along with evidence supporting your case.

Getting errors corrected quickly prevents false red flags from derailing your candidacy unnecessarily.

Explain Rehabilitation Steps

If past criminal offenses or drug use will surface, highlight rehabilitative actions you’ve taken since. For example, entering a treatment program, maintaining steady employment, joining community groups or participating in counseling.

Demonstrating good faith efforts to improve can reassure employers certain behaviors are behind you.

Be Patient

Since NCSI screenings are so comprehensive, their turnaround time can take a week or longer. Avoid hassling recruiters excessively for status updates.

The diligence required is a good sign that the company takes vetting seriously. Have faith the system will work.

Consider Using an Attorney

If your background includes issues that could threaten your livelihood if brought to light, consulting an attorney may be wise. They can advise your rights and legal options.

In rare cases, attorneys can intervene to prevent dissemination of select criminal, financial or other damaging revelations.

Focus on Fit Over Perfection

Rather than obsessing over every tiny imperfection on your record, focus on highlighting why you’re still a strong candidate. Sell your skills, passion and potential.

If the role is a good fit despite your past, reasonable employers will likely recognize that.

With preparation and honesty, minor blemishes shouldn’t prevent you from passing an NCSI screening successfully.