Hiring new employees is one of the most important responsibilities for any organization. And while background screening is a standard part of the hiring process, simple mistakes can lead to legal risks, poor hires, or unnecessary delays.
At FastFingerprints, we work with employers across Ohio, Florida, and beyond to help streamline compliant fingerprint-based background checks. In this post, we’ll explore the top 5 background screening mistakes employers make—and how you can avoid them.
✅ Why Background Screening Matters
Background checks help verify:
- Criminal history
- Identity and employment eligibility
- Professional license status
- Trustworthiness for roles involving vulnerable populations or sensitive data
In many industries—such as healthcare, childcare, finance, and education—background screening is not only recommended but legally required.
🚫 Top 5 Employer Background Screening Mistakes
1. Not Understanding State or Industry-Specific Requirements
Every state and industry has different requirements for background checks. For example, Ohio may require both BCI and FBI fingerprinting for licensed roles, while Florida mandates FDLE-compliant LiveScan background checks.
🔍 Avoid This Mistake By:
- Researching compliance requirements by state and industry
- Consulting with a trusted fingerprinting provider like FastFingerprints
- Verifying ORI numbers and licensing board expectations in advance
2. Using Inaccurate or Outdated Screening Methods
Relying solely on name-based background checks or outdated databases can result in false negatives or missed red flags. This is especially risky in roles involving children, seniors, or financial responsibility.
💡 Best Practice:
- Use LiveScan fingerprinting for FBI and state-level criminal record checks
- Partner with an accredited provider to ensure access to secure databases
3. Delaying Background Checks Until the Final Step
Some employers wait to conduct background checks until after a job offer is made, only to discover issues that require rescinding the offer—costing time, money, and reputation.
🕒 Avoid This Mistake By:
- Starting the background check process early in hiring
- Including screening in your conditional offer letter
- Using a fast provider like FastFingerprints to avoid bottlenecks
4. Failing to Obtain Proper Consent
Under the Fair Credit Reporting Act (FCRA), employers must obtain written consent before conducting a background check. Failing to do so could expose your company to legal action.
🖋️ Stay Compliant By:
- Providing a standalone disclosure form to the applicant
- Getting written authorization before screening begins
- Following adverse action steps if you decline a candidate based on results
5. Choosing an Unapproved or Inexperienced Provider
Using a vendor that’s not authorized to submit background checks through FDLE, BCI, or the FBI can result in delays, errors, or noncompliance.
🏆 Choose a Partner Like FastFingerprints:
- Approved LiveScan provider in Ohio and Florida
- Mobile fingerprinting services for on-site group processing
- Experienced with state licensing agencies and HR departments
- Fast, secure, and compliant background screening
🏢 Fingerprinting for Employers: How FastFingerprints Can Help
We offer:
- LiveScan fingerprinting for FDLE, FBI, and BCI
- Ink card fingerprinting for out-of-state or federal submissions
- Group onboarding and mobile fingerprinting services
- Secure digital record-keeping and reporting
Whether you’re onboarding one employee or 1,000, our team will help you stay compliant and efficient.
📍 Get Started Today
👉 Book a fingerprinting appointment
📞 Or call 614.457.8900 to discuss group services or employer packages