Looking to hire the best candidates for your Georgia business? Resumes and interviews only provide a limited view of a candidate’s qualifications, which is why background checks are so important — they help confirm resume details and reveal any potential disqualifying convictions applicants may have.
At iprospectcheck, we have extensive experience running background checks for employers in Atlanta, Augusta, Savannah, and beyond, and we’ve created this guide as a resource to use during your hiring process.
Key Takeaways
- Georgia employers perform background checks to maintain workplace safety, comply with legal requirements, minimize the risks of negligent hiring, and safeguard their company’s reputation.
- Background checks usually cover criminal history, verification of employment and education, professional licenses, identity verification, and motor vehicle records, all while adhering to federal and state laws, such as the FCRA and local ban-the-box regulations.
- Selecting a trustworthy, FCRA-compliant screening provider is crucial for employers to obtain accurate results quickly, steer clear of legal issues, and make fair, informed hiring decisions.
What is a Georgia Employment Background Check?
A Georgia employment background check reviews a candidate’s criminal record, educational history, employment background, professional certifications, and other relevant details to assess their qualifications for a job.
Employers across Georgia use these checks to verify applicant information and make well-informed hiring choices based on accurate, reliable data.
What Shows Up on a Local Background Check?
Most employers in Georgia request information about applicants’ criminal history, employment history, and educational qualifications.
Depending on the specific role, some employers may request additional background details.
Criminal History Information
If an applicant has a reportable criminal record, the criminal history check will show the following details:
- Criminal case number
- Jurisdiction
- Date of the offense
- Nature of the charges
- Classification level (misdemeanor or felony)
- Case disposition
- Disposition date
- Sentence (if applicable)
Employers should review criminal records within context rather than automatically disqualifying candidates.
Each case should be assessed concerning the job requirements and workplace safety to ensure fair hiring practices.
Note that consumer reporting agencies cannot disclose sealed, expunged, or pardoned records.
Education Verification
Education verification ensures that candidates possess the necessary academic qualifications for the role. This screening includes:
- Institution name(s) and location(s)
- Enrollment periods
- Degrees or diplomas earned
This verification helps confirm that applicants have accurately represented their educational backgrounds.
Employment Verification
Employment verification confirms a candidate’s work history by checking:
- Company names and locations
- Employment start and end dates
- Job titles and positions held
This helps employers verify accurate work history and identify any unexplained employment gaps.
Professional License Verification
For positions requiring certification or licensure, this verification confirms:
- License validity
- License type
- License number
- Licensee’s name
- Issuing organization
- Issuance and expiration dates
- Public disciplinary records
This ensures that candidates in regulated industries have the proper credentials for their roles.
Identity Verification
Identity verification confirms:
- Full legal name and known aliases
- Address history
- Date of birth
This ensures background checks are conducted on the correct individual, minimizing errors or misidentification.
Motor Vehicle Records (MVR) Check
MVR checks provide details about a candidate’s driving history, including:
- Driver’s license number
- License class
- Issuance and expiration dates
- Legal name and registered address
- Traffic infractions and major traffic offenses
- License suspensions or revocations
For driving-related positions, these checks help ensure that candidates are safe and responsible drivers who meet insurance requirements.
Know Before You Hire
Georgia Background Check Laws (2026)
Federal Laws
Fair Credit Reporting Act (FCRA)
Enacted in 1970, the Fair Credit Reporting Act (FCRA) is enforced by the Federal Trade Commission.
This law includes a comprehensive set of regulations and rules governing information collected and used on employment background checks.
The FCRA places restrictions on how consumer reporting agencies (CRAs) can gather and report information and how employers can use the information they receive when they make hiring decisions.
CRAs are prohibited from reporting arrest information for arrests that did not result in a conviction and that occurred more than seven years ago.
The FCRA also restricts the reporting of information about liens, civil lawsuits, collections, and bankruptcies that are seven or more years old.
These time restrictions do not apply when the positions pay at least $75,000.
Criminal conviction information is also not restricted and may be reported regardless of age.
Employers that plan to conduct pre-employment background checks in Georgia are required to provide their applicants with advance written notice.
This notice must be presented on a standalone form without additional information.
Employers must also obtain written consent before any background checks can be conducted.
If you receive adverse information on a pre-employment background check in Georgia, you must also comply with the FCRA’s adverse action process before making your final decision.
Title VII
The most important federal anti-discrimination law for employment is Title VII of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission enforces the provisions of this law and creates regulations under it.
The EEOC has issued guidance to employers that receive criminal history information on employment background check reports.
You should complete an individualized assessment of the information as it relates to the position’s duties and workplace safety concerns before you make an adverse decision based on a conviction.
Fair Chance to Compete for Jobs Act
The Fair Chance to Compete for Jobs Act (FCA) is a federal law that applies to businesses pursuing federal contracts and the federal agencies awarding them.
Under the FCA, federal contractors and agencies must refrain from asking about an applicant’s criminal history until after a contingent job offer has been made.
Federal agencies are prohibited from contracting with companies that violate the FCA by inquiring about criminal history before making job offers.
State Laws
State Ban-the-Box Law
Georgia has a statewide ban-the-box law that applies to public employers. This law originated as an executive order signed in 2015 by former Governor Nathan Deal.
This law applies to public employers and prohibits them from asking about criminal history on job applications or treating criminal convictions as an automatic disqualification unless an exception applies.
Public employers hiring for jobs that require them to immediately disqualify applicants with certain convictions under state or federal law are exempted.
Public employers must allow applicants with criminal histories to explain their record, correct incorrect information, and provide proof they have been rehabilitated before the employer can make a final decision to deny employment based on their conviction.
Criminal Background Check Disclosure
Under Georgia Code § 35-3-34(3)(b), employers that decide not to hire applicants based on information obtained on a criminal background check through the Georgia Crime Information Center (GCIC) must disclose the following to the applicant:
- That the information came from the GCIC
- Information disclosed in the background check report
- How the record affected the employment decision
Failure to provide this notice is a misdemeanor.
Georgia First Offender Act
The Georgia First Offender Act allows individuals accused of committing certain offenses as first offenders to complete a period of probation before conviction.
If they complete the terms, it will not count as a conviction, and they will be discharged.
A person can then ask the court to seal the record. If they complete the program and their petition is granted, the information about the offense can’t be disclosed to employers on background checks.
The information can still be used to disqualify someone from employment in a school or long-term care facility if the offense was a major sex crime or involved the exploitation or intimidation of disabled people or senior citizens, however.
Georgia Record-Sealing Law
Under Georgia Code § 35-3-37, individuals with misdemeanor convictions can petition the court to request a maximum of two restrictions from their criminal record.
Felony convictions aren’t eligible for sealing unless they meet an exception.
If a conviction is restricted from an individual’s criminal record, it can’t be reported on a criminal background check for employment.
Local Laws
City of Atlanta Salary History Ban
Former Mayor Keisha Lance Bottoms implemented a salary history ban for city employers in 2019.
Under this rule, city employers can’t inquire about salary history on applications or during interviews. They also can’t inquire about salary history in a background check.
Local Ban-the-Box Laws
In addition to the state ban-the-box law for public employers, the following local jurisdictions also have ban-the-box rules:
- Albany (public employers only) – No criminal history questions on applications and no criminal background checks until after the initial interview
- Atlanta (public employers only) – No criminal history questions on applications and background checks must wait until after the applicant has been deemed otherwise qualified
- Augusta (public employers only) – No questions about criminal history on job applications and no criminal background check until the candidate has been selected as a finalist
- Cherokee County (public employers only) – No criminal history inquiries or background checks until after the initial interview
- Columbus (public employers only) – No criminal history inquiries or background checks until after the candidate has been selected as a finalist
- Fulton County (public employers only) – No criminal history questions on applications, and background checks are only required for sensitive jobs and must wait until after the initial interview
- Macon-Bibb County (public employers and licensing authorities) – No questions about criminal history on job applications; All positions require background checks, and copies must be provided if employment is denied based on information in the background check
- Savannah (public employers only) – No criminal history questions on applications and background checks only after the applicant has been tentatively selected for the job
- South Fulton (public employers and contractors) – No criminal history questions on job applications and must wait until after the individual has been determined otherwise qualified
How to Conduct a Background Check in Georgia
1. Develop a Compliant Background Check Policy
Before initiating background checks, establish a policy that aligns with federal, state, and local regulations.
This policy should detail the procedures HR will follow before, during, and after the background check process, specifying the types of searches to be conducted for various positions based on their responsibilities and authority levels.
2. Train HR Personnel
Ensure that the HR staff responsible for conducting background checks are adequately trained.
They should be well-versed in the legal requirements to prevent unconscious bias and ensure fair hiring practices.
3. Obtain Written Consent and Provide Notice
In compliance with the Fair Credit Reporting Act (FCRA), employers must inform applicants in writing about the intent to conduct background checks.
This notice should be a standalone document, separate from other application materials.
Additionally, written consent from the applicant is required before proceeding with any background check.
4. Select a Reliable Screening Provider
Choose a reputable background check provider that offers comprehensive, up-to-date, accurate, and legally compliant reports.
Providers like iprospectcheck are known for delivering thorough background checks tailored to Georgia’s legal standards.
5. Select Your Searches
Select specific screening elements based on the position’s requirements and responsibilities.
This targeted approach ensures that only relevant information is gathered, avoiding unnecessary reports and focusing on data pertinent to the role.
6. Review and Communicate Results
Carefully analyze the completed background reports upon receipt.
For promising candidates, discuss the findings and proceed with the onboarding process.
If any concerning information is found, follow the appropriate steps outlined in your policy.
7. Individually Assess Conviction Records
Avoid automatically disqualifying candidates based solely on conviction records.
Each case should be evaluated according to the specific job requirements and safety considerations, ensuring fair and individualized assessments.
8. Complete the Adverse Action Process
If considering not hiring a candidate based on background findings, adhere to the adverse action process:
- Pre-Adverse Action Notice: Provide written notice to the candidate, including the concerning information and a copy of the background report.
- Allow Response Time: Give candidates a reasonable period (typically five days) to address any inaccuracies or present evidence of rehabilitation.
- Final Adverse Action Notice: If proceeding with the hiring decision, send an official notice detailing the reasons for the adverse action, along with a copy of the candidate’s rights under the FCRA.
Get a Georgia Background Check with iprospectcheck
Conducting thorough and legally compliant background checks in Georgia requires accessing a wide range of records, which can be time-consuming for employers.
By partnering with iprospectcheck, you gain immediate access to reliable databases and professionals skilled in gathering and interpreting key screening data.
We provide background checks that are accurate, up-to-date, and fully in line with FCRA requirements.
Our team handles all verification processes in-house, with no overseas outsourcing, ensuring complete data protection and privacy.
For more information or to receive a free quote, contact 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.
FAQ
How much does a background check cost in Georgia?
The cost of a background check depends on the searches you perform.
At iprospectcheck, we offer several packages at varying price points and add-on searches. We offer volume discounts for companies that will perform more than 50 in a year.
To obtain a free quote, contact us today: (888) 509-1979.
How long does it take to get a background check completed in Georgia?
The length of time required for pre-employment background checks in Georgia will depend on the screening method you choose.
If you try to gather the information by submitting information requests to multiple agencies, educational institutions, and employers, completing a background check for a candidate could take weeks. If you want to understand what might appear on your own record, you can also run a self-background check.
Most companies cannot afford to spend this much time completing employment background checks, and a long process can also turn many applicants away.
Georgia employers can offer a smooth and fast hiring process by working with iprospectcheck.
When you partner with us, we can offer comprehensive employment background check reports in as little as a few hours and up to two days.
Our information is comprehensive, up-to-date, and FCRA-compliant.
How far back does a background check go in Georgia?
Background checks in Georgia for employment must comply with the FCRA’s seven-year lookback period.
This means that your pre-employment background check reports will not include arrest information for arrests that did not result in a conviction from seven or more years ago.
Other types of adverse information, including liens, civil judgments, collections, and bankruptcies from more than seven years ago, will also not be reported.
The FCRA’s time restrictions do not apply if you are hiring for positions that pay at least $75,000. If an applicant has a misdemeanor or felony conviction, that information can be reported regardless of age.
The time restrictions of the FCRA also do not apply to other important types of information contained in background check reports about employment, credentials, and education.
This information can be reported and used no matter how old it might be.
