Boise Background Check for Employment: A Complete Guide [2025]

When you’re hiring in Boise, Idaho, background checks give you the confidence that you’re bringing the right people on board and help you stay compliant with the rules.

At iprospectcheck, we provide fast, trustworthy screening services that fit the needs of local businesses across the state.

This guide walks you through the most important rules and best practices for conducting employment background checks in Boise.

What is a Boise Employment Background Check?

An employment background check in Boise examines a job applicant’s criminal record, education, employment history, professional licenses, and other important information to evaluate their qualifications for a position.

Why Do Employers in Boise Run Background Checks?

Idaho employers run background checks to verify a candidate’s history and make smart hiring decisions based on facts, not just what they put on a resume.

These include:

1. Create a Safer Workplace

Background checks help Boise employers catch any past criminal behavior that might put others at risk.

They’re a simple way to create a safer workplace.

2. Support Fair Hiring Practices

Using the same background check process for every candidate helps ensure fairness and consistency in hiring.

This approach reduces bias, supports equal opportunity, and helps prevent discrimination claims.

3. Stay Compliant With Laws and Industry Rules

Boise employers must follow local, state, and federal rules when running background checks.

Some industries, such as transportation, have specific requirements.

For example, employers covered by the U.S. Department of Transportation (DOT) must conduct DOT background checks, DOT physicals, and DOT drug tests for safety-sensitive jobs.

Healthcare also has strict standards.

St. Luke’s, one of Idaho’s largest health systems, runs full background checks on all new hires.

These often include criminal history, job and education verification, and professional license checks.

Boise State University runs background checks for faculty, staff, and some student employees, including checks on criminal history, finances, driving records, education, licenses, and drug use.

Micron Technology, a major tech employer in Boise, runs detailed background checks, including criminal, education, work history, and sometimes credit checks, because of the sensitive nature of its work.

4. Avoid Negligent Hiring Claims

If you hire someone without a background check and they cause harm, you could face serious legal trouble.

By running thorough checks, you show you took the right steps and protect yourself from negligent hiring lawsuits.

5. Protect Sensitive Information

Many jobs, especially in finance, healthcare, and legal services, deal with confidential information.

Background checks help make sure applicants can be trusted with sensitive information and lower the risk of fraud or data breaches and potential liability.

6. Maintain the Company’s Reputation

Employees represent your company to customers, so it’s important to screen for any history of misconduct that could hurt your reputation or break customer trust.

What Shows up on a Boise Background Check?

The screenings you request determine what shows up in a background check.

Most employers request the following:

Criminal History

If the applicant has a criminal record or pending charges, the report might include:

• Case number
• The court where the case was filed
• Offense date
• Description of the charges
• Whether it was a misdemeanor or a felony
• Case outcome
• Disposition date
• Sentencing details (if available)

Employers must review how a past offense relates to the job’s duties and workplace safety concerns instead of rejecting candidates automatically.

Background check providers must leave out any sealed, expunged, or pardoned records, and employers can’t make employment decisions based on these types of records.

Employment Verification

Employment history verification confirms whether the applicant’s job history is accurate and may include:

• Names and locations of previous employers
• Dates of employment
• Job titles and roles

It helps employers spot gaps in work history and confirm a candidate’s claimed experience.

Education Verification

Education verification makes sure the candidate meets the role’s education requirements and often includes:

• School names and locations
• Dates attended
• Degrees or diplomas earned

This step helps confirm the education details listed on the resume.

Professional License Verification

For jobs that require a professional license, this screening confirms the credential is valid.

It shows:

• License holder’s name
• Type of license and number
• License status (active, expired, etc.)
• Issuing agency
• Dates issued and expired
• Any public disciplinary action

This ensures candidates in regulated roles have the proper qualifications.

Identity Verification

This check confirms the person is who they say they are and helps pinpoint where to run other searches. It usually includes:

• Full legal name and any known aliases
• Previous addresses
• Date of birth

It helps match the results to the right person.

Motor Vehicle Records (MVR) Check

For driving-related jobs, MVR checks show a person’s driving history, including:

• Driver’s license number and class
• License issue and expiration dates
• Full legal name and registered address
• Any traffic violations or major offenses
• Suspensions or revocations

These checks confirm that the candidate is qualified, safe to drive for work, and insurable.

Important Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law that protects job applicants’ privacy and regulates how consumer reporting agencies (CRAs) collect, store, and share personal data, including third-party background check providers.

It also outlines how employers must handle that information during hiring.

For jobs paying less than $75,000 per year, CRAs can’t report the following information if it’s more than seven years old:

• Arrests without convictions
• Paid tax liens
• Civil lawsuits or judgments
• Chapter 13 bankruptcies (Chapter 7 can be reported for up to 10 years)
• Accounts in collections

Employers must give applicants a clear, standalone notice explaining the background check and get written permission before running it.

If the results lead to a negative decision, they must follow the FCRA’s adverse action process before making it final.

Fair Chance to Compete for Jobs Act (FCA)

The Fair Chance to Compete for Jobs Act (FCA) limits when federal employers and contractors can ask about criminal history.

They must wait until after making a conditional job offer.

Federal agencies also can’t contract with companies that break this rule by asking too early in the hiring process.

Title VII of the Civil Rights Act of 1964

Title VII bans discrimination in hiring based on race, color, gender, religion, or national origin.

The Equal Employment Opportunity Commission (EEOC) enforces this law and gives guidance on how employers should handle criminal records fairly.

Before rejecting an applicant based on a conviction, employers must take a closer look and consider whether the offense is relevant to the job’s duties and workplace safety concerns.

State Laws

Fingerprint-Based Background Checks for Certain Licenses

In 2024, the Idaho Legislature passed HB 490, requiring fingerprint-based background checks for people applying for certain professional licenses.

This change is meant to simplify the screening process and improve consistency in criminal background checks.

Professions affected by this requirement include:

• Nurses
• Pharmacists
• Physicians and physician assistants
• Audiologists and speech-language pathologists
• Licensed professional and clinical counselors
• Marriage and family therapists
• Real estate brokers and appraisers
• Wholesale drug distributors
• Naturopathic medical doctors
• Driving instructors
• Licensed tradespeople

Obtaining Criminal Records

Under Idaho Code § 67-3008, employers must get written consent from applicants or employees before requesting criminal history information from local or state government agencies.

This rule mirrors the federal FCRA guidelines on notice and authorization.

Idaho Fair Employment Practices Act

The Idaho Fair Employment Practices Act—enforced by the Idaho Human Rights Commission (IHRC)—protects applicants and employees from discrimination based on race, color, national origin, religion, sex, or disability.

The agency advises employers to:

• Consider the seriousness, timing, and number of convictions before making a hiring decision
• Avoid asking about criminal history unless it directly relates to the position

Drug Testing Laws

Boise employers who conduct drug tests must be aware of several state laws that govern the process.

Under Idaho Code § 72-1702, employers have the right to conduct pre-employment and other drug and alcohol tests as a condition of employment.

The tests must meet the requirements outlined in 42 U.S.C. § 12101 and not be conducted in a way that discriminates against people with physical or mental disabilities.

When an employer requires a current employee to submit to a drug test, they must pay them for the time they spend testing in the same amount they would otherwise compensate them for normal work time under Idaho Code § 72-1703.

Finally, under Idaho Code § 72-1705, employers that conduct drug tests must have a written drug testing policy.

This policy must include the following information:

• What occurs when the employee violates the employer’s drug abuse policy
• The types of drug and alcohol tests the employer will perform and under what circumstances
• A description of the testing methods the employer uses

Under Idaho Code § 72-1706, the employer must give an applicant or employee whose test is positive the chance to explain the result and have their sample retested.

Finally, the test results must be sent to applicants and employees in writing with the specific substances identified.

How to Conduct Employment Background Checks in Boise

1. Create a Background Check Policy

Before you start hiring, put together a clear background screening policy.

Make sure it follows all relevant federal, state, and local laws, and explains which roles require background checks.

It should also include step-by-step instructions for your HR team to follow and ensure they’re staying compliant.

2. Train Your HR and Hiring Teams

Make sure your staff understands the legal requirements and your internal process for running background checks.

Offer training to cover everything from disclosure rules to how to respond to flagged results.

3. Give Proper Disclosure and Get Written Consent

You must provide candidates with a separate, standalone notice that explains you’ll be running a background check.

Then, get their written permission before you move forward. This is required under the Fair Credit Reporting Act (FCRA).

4. Partner with a Reliable Screening Company

Work with a reliable background check provider that delivers accurate, up-to-date reports and follows all legal requirements.

A trusted screening partner can help you avoid delays and stay compliant.

5. Time Your Background Checks Carefully

In many areas with ban-the-box laws, you can’t ask about criminal history right away.

Run the background check only after the first interview or once you know the candidate is seriously being considered.

This avoids unnecessary checks and keeps you aligned with fair hiring practices.

6. Match the Check to the Role

Choose screening types that make sense for the job.

For example, a driving record might be essential for a delivery role but unnecessary for a remote desk job.

7. Review the Results and Keep Candidates Updated

Look over the report carefully and keep the applicant informed along the way.

If everything checks out, let them know the next steps and confirm their start date.

8. Evaluate Criminal Records Case-by-Case

If the report shows a conviction, don’t rush to reject the candidate.

Instead, look at how recent the offense was, how serious it was, and whether it relates to the job.

Federal guidance and many state laws require an individualized review, not an automatic denial.

9. Follow the Adverse Action Process

If you decide not to hire based on the background check, you’re legally required to take specific adverse action steps under the FCRA:

• Send a Pre-Adverse Action Notice — Include a copy of the report and explain any concerns.
• Give Time to Respond — Allow at least five business days for the applicant to correct mistakes or explain the findings.
• Send a Final Adverse Action Notice — If you move forward with the decision, send a final notice outlining their rights.

Get a Boise Background Check with iprospectcheck

Industries like healthcare, transportation, finance, and manufacturing all have strict rules when it comes to hiring.

At iprospectcheck, we offer fast, accurate, and fully compliant background checks tailored to your company’s needs.

Our reports are detailed, easy to understand, and built to help you hire with confidence, while staying on top of industry regulations.

For more information or a free quote, call us today: 888-509-1979.

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.