Learn About Kroll Background Check Services

What Kroll Background Check Services Offers

Kroll is a background screening company that provides information reports to employers, landlords, educational institutions, and other organizations that need to verify details about individuals. The company has been operating since 1972 and serves thousands of organizations across different industries. Kroll's services focus on gathering and organizing public records and reported information into organized reports that clients can review.

The company operates by searching through various data sources including criminal records, employment history, education records, driving records, and credit information. When an organization requests a background check through Kroll, the company compiles this information into a report format. This report is then provided to the requesting organization, which uses it to make decisions about hiring, housing, lending, or other purposes.

Kroll's background check services are not limited to one type of screening. The company offers different report packages depending on what information is needed. For example, an employer might request a basic criminal history check, while a landlord might want a report that includes rental history and eviction records. Educational institutions might request verification of degrees and academic credentials.

It's important to understand that Kroll does not make decisions about people. The company gathers information and presents it in a report format. The organization requesting the check decides what to do with that information. Kroll follows federal and state laws regarding what information can be collected and how it must be presented.

Practical takeaway: If you're curious about how background screening works or why organizations use these services, understanding Kroll's role can help you see how public records are compiled and used in hiring, housing, and lending decisions.

How Background Checks Are Conducted and Sources Used

When Kroll receives a request for a background check, investigators search through multiple sources to gather information. The primary sources include county courthouses for criminal records, state databases for licensing information, previous employers for work history verification, educational institutions for degree confirmation, and motor vehicle departments for driving records.

Criminal history searches are conducted at the county level where a person has lived or worked. This means that Kroll must search multiple counties if someone has moved around, since not all criminal records are centralized in one national database. For example, if someone lived in three different counties over the past seven years, investigators would need to search records in all three locations to create an accurate picture of criminal history. Some states have moved toward centralized databases, which speeds up this process, but many still require county-by-county searches.

Employment verification involves contacting previous employers listed in a person's work history. Kroll contacts HR departments or employment records offices to confirm dates of employment, job titles, and reasons for leaving. Some employers provide limited information for privacy reasons, so verification may only confirm that someone worked there during certain dates without providing detailed performance information.

Educational credential verification means contacting schools and universities to confirm that degrees were actually completed. This prevents false claims about academic achievements. Kroll contacts registrars' offices at educational institutions to verify that transcripts, diplomas, or degrees match what a person claims.

Driving records come from state motor vehicle departments and show traffic violations, accidents, and license suspension history. This information is particularly relevant for positions that involve operating vehicles. The type of driving record information varies by state, as each state maintains its own driving records system.

Practical takeaway: Understanding these sources helps explain why background checks take time to complete and why information might vary depending on where someone has lived or worked. Different states and counties maintain records differently, which affects how thorough a background check can be.

Types of Background Checks and What They Include

Kroll offers different types of background check packages because various organizations have different needs. An entry-level retail job may require only a criminal history check, while a position handling money might require criminal history plus financial checks. A housing application might focus on rental history and credit information, while a professional license verification might only need educational credentials confirmed.

Criminal background checks are among the most common services. These reports show felony and misdemeanor convictions, arrests that resulted in charges, and sometimes arrests that did not result in convictions (though this varies by state law). Importantly, criminal checks typically only go back seven to ten years, though some states allow longer lookback periods for certain positions. Expunged or sealed records generally do not appear on these reports, though the rules for what can be reported vary significantly by state.

Employment and reference checks verify work history and may include verification of job titles, dates of employment, and salary information (if authorized). Some employers provide detailed performance information, while others provide minimal details due to company policy. Education verification confirms that degrees, certificates, or licenses actually exist. This includes contacting schools to verify that transcripts match what was claimed and that graduation actually occurred.

Credit checks show financial history and are used when financial responsibility matters for the position or rental. These reports show outstanding debts, payment history, and other credit information. Credit checks require specific authorization and can only be used for certain purposes under federal law. Driving records show traffic violations, accidents, and license status. Motor vehicle reports are used for positions involving vehicle operation or commercial driving.

Specialized checks might include professional license verification, which confirms that someone actually holds a license claimed in their field. Reference checks involve contacting people listed as references to discuss experience or character. Drug screening, while sometimes part of a background check process, typically involves separate testing rather than records review.

Practical takeaway: Different situations call for different types of checks. Understanding which checks exist helps explain why some background reports may be shorter or longer depending on what the requesting organization actually needs to know.

Legal Requirements and Consumer Rights in Background Screening

Background screening in the United States is governed by federal law, primarily the Fair Credit Reporting Act (FCRA), along with various state laws that sometimes provide additional protections. These laws exist to protect people whose information is being collected and reported. Understanding these legal requirements helps explain how Kroll must operate and what rights people have if they believe information in a report is incorrect.

Under the FCRA, companies like Kroll that prepare reports on individuals must follow specific procedures. Organizations that request background checks must inform the person being checked that a background check will be conducted. This notification requirement means employers, landlords, and other organizations must tell people that they are requesting information about them. Additionally, if adverse action is taken based on information in a background report—such as not hiring someone or denying housing—the organization must provide a copy of the report and inform the person of their right to dispute information they believe is incorrect.

People have the right to dispute information in their background report if they believe it is inaccurate or incomplete. If someone believes a report contains wrong information, they can contact the background check company to challenge the information. Kroll must investigate disputed information within a reasonable timeframe, typically thirty to forty-five days, and must correct or remove information that is found to be inaccurate.

Criminal record reporting has specific rules under the FCRA. Generally, criminal convictions can be reported for seven years from the date of the conviction. However, some states allow longer reporting periods, and certain positions (such as those in finance or caregiving) may have different rules. Arrests that did not result in conviction should not appear on consumer reports, though this rule is sometimes violated in practice.

State laws add additional protections in many cases. Some states prohibit the reporting of certain types of information, such as arrests or convictions beyond a certain age, or ban-the-box laws that restrict when employers can inquire about criminal history. Other states require additional notice or authorization before certain checks can be conducted. These protections vary significantly from state to state.

Practical takeaway: Knowing these legal requirements helps you understand your rights if you are subject to a background check. You have the right to know that a check is being conducted, to receive a copy of any report that led to a negative decision, and to dispute information you believe is wrong.

Accuracy, Disputes, and Common Issues with Background Reports

While background check companies work to provide accurate information, errors do occur. Common issues include records from people with similar names being confused, outdated information that has not been updated, records that should have been removed but were not, and information from incomplete searches. Studies have shown that a meaningful percentage of background reports contain some form of inaccuracy, ranging from minor errors to significant mistakes that could affect hiring or housing decisions.

Name confusion is one of the most frequent sources of error. If someone shares a common name with another person, records from the other person might be included in the report. This