Missouri Background Checks

Missouri employers should use every tool available to hire candidates that meet your organization’s requirements. At Accurate, we provide reliable background checks tailored to your business’s unique needs, so that you can hire at scale without compromising speed or accuracy.

Our background screening services can deliver more than just the basic public record search. Verifying critical information like employment history, education, professional licenses, and more can help you make an informed hiring decision.

Here’s why employers across Missouri trust background checks as a fundamental step in screening new hires:

1. Hire with Clarity and Confidence: Applications and interviews only tell part of the story. Background checks help confirm the information candidates provide, such as job history and credentials, while also uncovering key details they may have omitted. Our easy-to-read reports make it simpler for hiring managers to assess an applicant’s eligibility and overall fit.
2. Protect Your Business and Team: Background checks reduce the potential of employing someone who may pose an unreasonable risk to safety or business operations. Early identification of candidates that do not meet your organization’s requirements helps minimize risk and protect your company’s reputation.
3. Meet Industry Standards: Certain industries, such as healthcare, childcare, elder care, and financial services, may require specific background checks. Failure to conduct proper screenings can lead to potential fines or loss of an operational license. Even outside these fields, background checks help employers stay compliant with applicable industry rules and regulations.

Laws and regulations related to background checks have the potential to change frequently. It is important to stay current with key legislation that governs background checks, including:

Ban the Box: While Missouri doesn’t have a statewide “Ban the Box” or “Fair Chance “ law for private employers, cities such as Kansas City and have local laws in which employers may not inquire about criminal history on the initial job application but must wait until the candidate has been interviewed or otherwise qualified for the role.

Use of Criminal Records: As a best practice and to comply with applicable laws, employers should avoid blanket policies that automatically disqualify candidates with a criminal record. Instead, conduct an individualized assessment to evaluate whether criminal history is directly related to the position they are applying for, the amount of time that has passed, the candidate’s rehabilitation, among other factors. In cities such as Kansas City and St. Louis, local ordinances also require employers reviewing criminal history to consider factors such as the frequency and recency of offenses, their severity, and whether the criminal record is reasonably related to the duties and responsibilities of the position.

Marijuana Laws in Missouri: While Missouri has legalized medical and recreational marijuana, employers can still enforce drug-free workplace policies, especially in safety-sensitive industries. However, employers should be cautious to prevent discriminating against employees and candidates based on their status as a qualifying patient.

Fair Credit Reporting Act (FCRA): Like all U.S. employers, Missouri businesses must comply with the FCRA when using consumer reporting agencies (CRAs) like Accurate. This includes obtaining written consent before conducting a background check, providing proper disclosures, and following the necessary pre-adverse and action procedures if you plan to rescind an offer due to, or in part due to, information reported by a background check.

Accurate’s background check services are an effective, proactive way to establish a capable workforce. Reach out to Accurate today to start building the best background screening program for your business.