Self-Background Check in Illinois: A Complete Guide [2025]

If you’re preparing to apply for a job in Illinois, chances are good that employers will want to check your background, either before offering you the position or shortly afterward.

But do you know what that background check might uncover?

Running a background check on yourself in advance gives you the chance to spot errors, confirm that your information is accurate, and understand exactly what employers will see.

In this guide, we’ll show you how to run a self-background check in Illinois and explain key state-specific rules and details you need to know.

Why Run a Background Check on Yourself in Illinois?

1. Fix Errors Before Employers See Them

Background reports can sometimes contain outdated or incorrect information.

You might even come across records that actually belong to someone with a similar name.

Checking your own background first allows you to find and correct these issues before they affect your chances of getting hired.

2. Detect Identity Theft Early

If your personal information has been compromised, your report may show accounts or criminal records you don’t recognize.

Running a self-background check can help uncover early signs of identity theft.

From there, you can start clearing your name and informing any current or potential employers as needed.

3. Review Your Social Media Footprint

Before you start applying for jobs, take a moment to look at your social media from a professional angle.

Illinois employers sometimes check candidates’ online presence, and even casual posts can raise concerns.

Using iprospectcheck’s social media screening can help you spot outdated, questionable, or overly personal content that may send the wrong message.

Cleaning up your digital image helps ensure employers see the most professional version of you.

4. Be Ready for Interview Questions

Many employers will bring up background check results during the hiring process.

If you already know what’s in your report, you can prepare clear, honest answers ahead of time.

This kind of preparation helps you stay confident and avoid surprises during interviews.

What Shows Up on a Personal Background Check in Illinois?

The details included in a background check can vary depending on the type of job you’re applying for and any laws that apply to your industry.

Most personal background reports include the following:

Identity Verification

Identity verification is one of the first steps performed by background screening providers like iprospectcheck.

This step ensures that the records are correctly matched to you, not to someone with a similar name.

It’s essential for producing an accurate and trustworthy background report.

Criminal History

A criminal background check in Illinois may involve searching national criminal databases, state-maintained records, federal criminal records, and county-level court files.

The scope of the search typically includes areas where you’ve lived or worked over the past seven years.

Depending on the position, employers may request reports showing misdemeanor and felony convictions, along with any pending criminal charges.

Arrests that didn’t lead to convictions, expunged or sealed records, and certain older offenses will generally not appear on the report.

Reports generally cover a seven-year lookback period, based on the most recent conviction, release, or parole date.

Social Media Analysis

A social media background check scans your publicly available online posts and shares.

It then creates a report highlighting what an employer might find if they review your digital presence as part of the hiring process.

How to Run a Background Check on Yourself in Illinois

Option 1: Do-It-Yourself Search

You can collect your own background information by checking a variety of official sources, including:

• Illinois State Criminal History – You can request a copy of your state-level criminal history through the Illinois State Police by submitting fingerprints via a licensed vendor. This report includes arrests and convictions tracked at the state level but may not reflect all county-specific records.
• County Court Records – Employers often review records from counties where you’ve lived or worked. You can search local court databases directly through each county circuit clerk’s office or use online tools offered by the Illinois Courts
• Driving Record – If you’re applying for a role that involves driving, your driving history may be reviewed. You can request your record from the Illinois Secretary of State to check for traffic violations, suspensions, or license issues.
• Federal Court Records – Some employers also check for federal civil or criminal cases. You can subscribe to the PACER (Public Access to Court Electronic Records) system to run a name-based search on yourself.
• Sex Offender Registry – Most background checks include sex offender database searches. You can check the Illinois State Police Sex Offender Registry to confirm that your name is not mistakenly listed. You can also check the National Sex Offender Public Website for a broader search.
• Social Media and Online Presence – Look yourself up using search engines and review your public social media accounts. Employers often assess your online activity as part of their hiring decision process.
• Education Verification – Contact the schools, colleges, or universities you attended to request transcripts or official confirmation of your degrees or certifications.
• Employment Verification – Reach out to former employers to confirm your job titles, roles, and dates of employment. Some companies may use third-party verification services, so you may need to go through them.

Pros:

• Low or no cost
• Direct access to original sources
• You stay in control of the process

Cons:

• Can be time-consuming
• Some records are restricted or require credentials
• May be difficult to interpret results
• Your report may not match the format used by employers

Best For:

Individuals who want to review their own background at little to no cost and are comfortable doing the legwork themselves.

Option 2: Order a Personal Background Check from iprospectcheck

For a faster and more complete option, you can order a professional self-background check through iprospectcheck.

We provide accurate, FCRA-compliant reports that reflect the same level of detail employers across Illinois use to evaluate job candidates.

Pros:

• Professional, employer-level results
• Conducted by experienced background check professionals
• Quick turnaround
• Secure online access and encrypted data transfer
• Easy-to-understand report format
• Strong data protection through encryption, access controls, and trained staff

Cons:

• Involves a fee
• Requires personal details for identity verification

Best For:

People who want a professional, easy-to-read report that matches what employers see without having to chase down records themselves.

How to Get Started:

Just visit our secure platform and enter your full legal name, previous names (if any), Social Security number, and complete address history.

Once your report is ready, review it carefully to make sure all the information is accurate.

If you spot errors, such as incorrect charges, outdated employment history, or mistaken identity, contact us for help fixing the issue.

To correct criminal records in Illinois, you may need to reach out to the Illinois State Police or the relevant county court.

Important Laws and Regulations in Illinois

If you’re undergoing an employment background check in Illinois, your rights are protected by both federal and state laws.

These laws determine how your personal information can be collected, shared, and used by employers and background screening companies.

Federal Laws

Fair Credit Reporting Act (FCRA)

The FCRA regulates how consumer reporting agencies (CRAs) collect, store, and distribute your personal data during a background check.

Under the FCRA’s seven-year reporting rule, CRAs generally cannot include the following information in checks for jobs paying less than $75,000 a year if the details are more than seven years old:

• Arrests that didn’t result in a conviction
• Accounts sent to collections
• Paid tax liens
• Bankruptcies (Chapter 13 – 7 years; Chapter 7 – 10 years)
• Civil judgments and lawsuits

Criminal convictions may still be reported regardless of when they occurred, unless restricted by state law.

These limits also don’t apply to roles that pay more than $75,000 per year.

Before an employer can run a background check, they must inform you in writing and receive your written consent.

If they decide not to move forward based on the results, they are required to give you a copy of the report and a summary of your rights.

You also have the right to dispute any information that’s incorrect or incomplete.

Title VII of the Civil Rights Act of 1964

Title VII prohibits hiring discrimination based on race, color, religion, sex, or national origin.

Enforced by the Equal Employment Opportunity Commission (EEOC), it advises employers to consider criminal history on a case-by-case basis.

They should assess the nature of the offense, how long ago it happened, and whether it relates directly to the job.

Having a criminal record doesn’t automatically disqualify you from employment.

Fair Chance to Compete for Jobs Act (FCA)

The FCA applies to federal employers and contractors.

If you’re applying for a federal job or one with a federal contractor, they cannot ask about your criminal history until after they’ve extended a conditional job offer.

This law is designed to ensure you’re first evaluated based on your qualifications, not your record.

State Laws

IHRA & Employee Background Fairness Act (SB 1480)

Illinois’ Human Rights Act (IHRA), as updated by the Employee Background Fairness Act, provides strong protections when employers use conviction records in hiring decisions.

Key protections include:

• Employers cannot automatically reject you for a conviction. They must show there is a substantial relationship between the offense and the job, or that hiring you would pose an unreasonable risk to property, safety, or welfare.
• Before taking adverse action (such as refusing to hire, denying a promotion, or disciplining), employers must perform an individualized assessment that considers factors like the age of the conviction, its seriousness, relevance to the job, and evidence of rehabilitation.
• Under state law, employers are also required to give you notice and an opportunity to respond before making a final decision. The exact process may vary depending on the employer, and, in some cases, local ordinances (such as in Chicago) may add extra requirements.

Job Opportunities for Qualified Applicants Act (Ban the Box)

Illinois law prohibits employers from asking about criminal history too early in the hiring process.

The Job Opportunities for Qualified Applicants Act, a ban-the-box law, requires that an employer wait until after an applicant is determined to be otherwise qualified (and at least after notifying the applicant of an interview) or after a conditional job offer before inquiring into the applicant’s criminal record.

However, there are exceptions. Employers may inquire sooner if a specific state or federal law requires disqualification based on certain offenses, or if the job involves bonding or licensing requirements, such as roles in emergency medical services (EMS), financial services, insurance, or law enforcement.

Always check with the employer or licensing authority if you’re applying for a regulated position.

Expungement, Sealing, and Record Relief

Illinois provides options to seal or expunge certain criminal records.

In most cases, sealed or expunged records will not show up on standard employment background checks and cannot be used by private employers when making hiring decisions.

However, some agencies, including law enforcement, certain licensing boards, and employers in regulated industries, may still be able to access these records under specific circumstances.

Keep in mind that not all offenses qualify. Eligibility depends on the class and type of offense, and some felonies or misdemeanors may be excluded.

Illinois Salary History Ban

Since 2019, Illinois employers have been prohibited from asking about salary history during the hiring process.

The Equal Pay Act-Wage History Law was signed by Gov. J.B. Pritzker and amended the state’s Equal Pay Act. This law prohibits employers from asking you about your current or former salary and benefits as a condition of employment.

Employers also can’t inquire about this information from your former employers.

This law doesn’t prevent you from voluntarily disclosing your pay or benefits information, but it prohibits employers from using that information to decide whether to hire you.

This law includes a private right of action when an employer violates its protections.

Employee Credit Privacy Act

The Illinois Employee Credit Privacy Act prohibits most employers from conducting pre-employment credit history checks on applicants. This means that unless you are applying for a job that meets an exception, employers can’t pull your credit or use credit history information about you to make job decisions. The law provides the following exceptions to the credit history ban:

• Banking and finance jobs
• Insurance and surety company jobs
• State law enforcement or investigative jobs
• Jobs with state or local government agencies that otherwise require credit reports for job applicants
• Debt collection jobs
• Jobs for which a good credit history is a bona fide requirement

Social Media Privacy Law

The Illinois Right to Privacy in the Workplace Act makes it unlawful for a prospective employer to ask, coerce, or require you to:

• Provide your social media user name or password
• Access your social media accounts in the employer’s presence
• Add the employer to your social media contacts or friends list

This law doesn’t prohibit employers from reviewing publicly available information online, however.

This means it’s a good idea to audit your social media and adjust your privacy settings when you’re job-hunting.

Pay Transparency Law

Illinois’s Pay Transparency Law was effective on Jan. 1, 2025.

Under this law, employers with 15 or more employees must include salary ranges and benefits information in job advertisements.

Get a Personal Background Check in Illinois with iprospectcheck

Checking your own background before applying for jobs in Illinois gives you the chance to spot mistakes, fix outdated or incorrect details, and be ready for any questions that may arise during the hiring process.

At iprospectcheck, we offer dependable, employer-level personal background checks for individuals in Illinois and nationwide.

Order your personal background check today and approach your job applications with confidence, knowing exactly what employers will see.

DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.