Frequently Asked Questions
Got a question about background checks, compliance, or working with Swailes? You’re not the only one; we’ve got clear, honest answers right here.
If you don’t see what you need, just reach out, we’re always happy to help.
General Background Check Questions
How quickly can you complete a background check?
Most background checks are completed within 24-48 hours.
What is the cost of a background check?
Our packages start as low as $15, depending on volume and specific needs.
What’s included in a background check?
A typical background check includes criminal records, employment verification, education verification, and identity confirmation. Depending on your industry, it may also include motor vehicle records, drug testing, or professional license verification.
Are background checks legal?
Yes, background checks are legal when done correctly. Employers must comply with the Fair Credit Reporting Act (FCRA) and applicable state laws, including providing written notice and obtaining the candidate’s consent.
Will a background check reveal everything about someone’s history?
Not everything. Background checks are limited by legal scope and access. For example, credit history and medical records are not typically part of an employment screening unless specifically authorized or required.
How far back does a background check go?
It depends on the type of search and state regulations. For example:
Criminal checks may go back 7 to 10 years (longer in some cases)
Employment and education history are verified as far back as needed
Some states limit how far back certain types of convictions can be reported
Can you handle high-volume background checks?
Absolutely, we tailor our solutions to accommodate large-scale needs, providing customized reporting and performance metrics.
Do you offer expedited background checks?
Yes, for urgent needs, we prioritize your requests to ensure swift processing and reporting.
Turnaround Time & Process
How long does the process take from start to finish?
Once we receive candidate consent, many checks are completed within 24 to 48 hours. Delays can occur due to court closures or incomplete applicant information.
What happens if the candidate disputes the results?
If a candidate disputes part of the report, we launch a formal reinvestigation as required by FCRA. We verify the contested information and update the report if necessary.
What if I’ve already hired someone, can I still do a check?
Yes, but you must still follow the legal process, including obtaining consent. Many employers run post-hire checks for specific positions or implement workforce monitoring programs for current employees.
Client Support & Onboarding
Can you integrate with our Applicant Tracking System?
Yes, we support integrations with various ATS platforms and can customize solutions to fit your workflow.
Can applicants submit their information directly?
Yes, we create branded portals for applicants to securely submit their information, streamlining the screening process.
Who will be my point of contact?
You’ll be assigned a dedicated account manager based in Houston, ensuring personalized support throughout our partnership.
Do you provide necessary compliance forms?
Yes, we supply all required FCRA forms and keep you updated on any regulatory changes.
What is workforce monitoring?
It’s a periodic re-screening of current employees to identify any new criminal convictions, ensuring ongoing workplace safety.
Candidate Experience
Will the candidate be notified?
Yes, under FCRA, candidates must receive a disclosure and give written consent before a background check can begin.
What if the candidate has a common name?
We use multi-source verification (including SSN trace and address history) to match results accurately and reduce false positives. This ensures the background report applies to the correct individual.
How does Swailes protect candidate data?
We use encrypted, secure portals for all applicant submissions and data processing. Swailes is FCRA-compliant and follows strict data privacy protocols.
Customization & Industry Specific
Can I customize the types of checks I run?
Yes, we work with you to build packages based on job roles, risk levels, and industry requirements. Whether you’re screening interns or executives, we tailor the check accordingly.
Do you offer DOT or FMCSA checks?
Yes, we provide Department of Transportation (DOT) background screening services including FMCSA checks, drug testing, and motor vehicle records.
Do you work with staffing agencies?
Absolutely, we provide high-volume solutions and ATS integrations for staffing and recruiting firms. Our team is experienced in balancing speed with compliance for high-turnover environments.
What is an MVR?
MVRs provide a detailed history of a candidate’s driving record, including license status, violations, suspensions, and accidents. Essential for roles involving driving, MVRs help employers assess risk and ensure compliance with safety standards.
Strategic/Policy Questions
How often should I run background checks?
At a minimum, before each new hire. Many employers now re-screen annually or implement continuous monitoring for positions with security, financial, or safety responsibilities.
Will background checks hurt my chances of hiring?
No, done correctly, they support hiring. We help you use background checks as a decision-support tool, not a barrier. Most results come back clear or with minor findings that don’t prevent employment.
Can I run a check on someone without telling them?
No, it is illegal to run a background check on an applicant or employee without their written permission. We guide you through the FCRA-compliant process to ensure you stay protected.
Still Have Questions? Let’s Talk.
We’re here to help. If your question wasn’t answered above, reach out, you’ll connect with a real Swailes team member (no scripts, no outsourcing). Let’s make background checks easier.