When it comes to pre-employment background checks, the National Criminal Database (NCD) search often seems like a quick, cost-effective solution. But as with many things, there is more to the story and be leery if a background screening company tells you it’s ‘good enough’, because it’s not!

While a NCD search has its benefits, it’s far from a comprehensive or standalone solution. Let’s break it down into the good, the bad, and the ugly.

The Good: Speed and Coverage

  1. Broad Reach: The NCD aggregates data from various jurisdictions across the country, offering a wide net for criminal record checks. This makes it possible to uncover records that might otherwise remain hidden, particularly in states or counties where an applicant has not lived or worked recently.
  2. Fast Turnaround: NCD searches are typically faster than county or state-level checks, which may take several days. For employers with tight timelines, this speed can be a major advantage.
  3. Cost-Effectiveness: Compared to individual county-level checks, the NCD can be a more affordable option for screening large volumes of candidates, making it appealing for companies with budget constraints.

The Bad: Gaps and Inconsistencies

  1. Incomplete Data: The NCD is not exhaustive. It relies on contributions from various jurisdictions, many of which do not update their records regularly or do not report at all. This can result in significant gaps. Often times we find that identifying factors are missing!
  2. Inaccurate or Outdated Information: The data included in NCDs may not always be current. Old charges that have been expunged or cases that were dismissed might still appear, causing potential legal and reputational risks.
  3. Limited Context: Without access to detailed case information, it can be challenging to verify the relevance or accuracy of the findings. For example, you might see a charge but not know the disposition (e.g., acquitted or dismissed).  Not to mention the nightmares with common names! This is why it is so imperative that database results are confirmed!

The Ugly: Compliance Risks

  1. FCRA Compliance Challenges: Employers must ensure that all background screening practices adhere to the Fair Credit Reporting Act (FCRA). Relying solely on the NCD for adverse decisions can lead to compliance issues, as the FCRA requires that information be verified at the source (e.g., county court records) before being used. Some background check providers will provide you with raw data – for you to sort through! Don’t accept that from your provider! You pay them to do this for you!
  2. Adverse Action Pitfalls: Acting on incomplete or inaccurate NCD results can result in unlawful denial of employment. This exposes employers to lawsuits, fines, and reputational damage. In other words, you can get sued!  Make sure your background check provider is helping in this area!
  1. False Sense of Security: Over-reliance on the NCD can create a dangerous complacency. Employers may assume their screening process is thorough when it’s riddled with blind spots that could allow unsuitable candidates to slip through.

* Pro Tip; Although some providers may say that federal records are included in the NCD, they aren’t!

A Balanced Approach: ProVerify’s Best Practices

At ProVerify, we believe the NCD can be a valuable supplementary tool, but it should never replace thorough, localized searches. Here’s how we help our clients strike the right balance:

  1. Layered Screening: We combine NCD searches with county and state and federal-level checks, ensuring no stone is left unturned. Our process is designed to verify findings at the source for accuracy and compliance.
  2. Customized Packages: We offer tailored solutions to meet the specific needs of each client, ensuring they are not over-reliant on a single data source.
  3. FCRA Compliance: Our team is well-versed in regulatory requirements and provides clients with tools to manage adverse action processes seamlessly and legally. We are here to help!

The Bottom Line

While the National Criminal Database is a useful resource, it’s far from perfect. Its speed and affordability come with significant trade-offs in accuracy, completeness, and compliance risks. Employers who rely solely on the NCD are gambling with their hiring decisions—and their legal liability. A layered approach, like the one offered by ProVerify, ensures that your background checks are not only thorough but also compliant and fair.

Let’s talk about how ProVerify can help you build a more reliable and responsible screening process. Contact us today to learn more!  412-877-8937 or jkerrigan@applicationverification.com