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

Hiring the right people is essential for building a strong and dependable team. Even a basic background check can help you avoid expensive hiring errors.

Background checks verify credentials, confirm key details, and ensure candidates are a good fit for the position.

At iprospectcheck, we deliver fast, accurate, and fully compliant background screening services for employers in Mobile and throughout Alabama.

This guide highlights key laws and best practices to help you stay compliant and make informed hiring choices.

What is a Mobile, Alabama Employment Background Check?

A background check in the city of Mobile examines a candidate’s criminal history, educational background, work experience, licenses, and other key details to assess their suitability for a position.

Alabama employers rely on these checks to verify the accuracy of a candidate’s claims and make hiring decisions based on facts, not assumptions.

Why Do Employers in Mobile Conduct Background Checks?

Employers in the area perform background checks for several important reasons:

1. Ensure Workplace Safety

Background screenings help uncover any prior behavior that might pose a risk to coworkers, clients, or the public, supporting a safe work environment.

2. Promote Fair Hiring Practices

Applying the same screening process to all candidates supports fairness and reduces bias in the hiring process.

3. Stay Compliant with Legal Requirements

Many industries in Mobile must adhere to state and federal regulations that mandate background checks.

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

Sectors like healthcare, education, and public services often require fingerprinting, criminal history reviews, and additional screenings.

The University of South Alabama requires background checks for all job candidates, including criminal history checks, employment verification, education verification, sex offender registry checks, sanctions searches, and identity verification.

Mobile Infirmary also screens applicants through third-party reports to check criminal records, job history, and credentials.

Springhill Medical Center conducts thorough background checks during hiring and includes education verification, employment verification, professional license verification, pre-employment drug testing, and random drug testing throughout employment.

These background checks help employers meet strict industry regulations, protect workplace safety, and ensure they hire qualified, trustworthy individuals.

4. Reduce Negligent Hiring Liability

Failing to conduct background checks can open employers up to legal claims if an employee causes harm.

Proper screening shows due diligence and helps shield your business from negligent hiring lawsuits.

5. Build Client Trust

Positions with access to financial data, sensitive records, or personal information require trustworthy individuals.

Background checks help confirm a candidate’s integrity, reduce the risk of misconduct, and strengthen client trust in the company.

6. Protect Your Company’s Reputation

Your employees are a reflection of your brand, especially in customer-facing roles.

Thorough background checks help prevent hires that could harm your reputation or damage client relationships.

What Information Appears on a Background Check in Mobile, Alabama?

The details included in an employment background check vary depending on the specific searches requested.

However, most background checks typically include the following:

Criminal History

A criminal background check may reveal whether a candidate has past convictions or any current charges.

Information commonly reported includes:

• Criminal case number
• Court jurisdiction
• Offense date
• Type of charges
• Offense classification (felony or misdemeanor)
• Case outcome and disposition date
• Sentencing details (if applicable)

Employers should avoid making automatic decisions based solely on a candidate’s criminal record.

Each situation should be carefully reviewed for relevance to the job and any potential safety risks.

Also, under Alabama law, employers must avoid considering sealed, expunged, or pardoned records when making hiring decisions.

Employment Verification

This search confirms a candidate’s previous work experience, including:

• Employer names and addresses
• Dates of employment
• Job titles or roles

Employment verification helps validate resumes and identify gaps or inconsistencies in job history.

Education Verification

Education verification ensures the candidate meets the job’s academic requirements and may include:

• Name and location of the school or institution
• Dates of attendance
• Degrees or certifications earned

Professional License Verification

For jobs in regulated industries, it’s important to verify the validity of professional licenses.

These checks typically include:

• License validity
• Licensee’s name
• License number and current status
• Dates of issuance and expiration
• Issuing board or authority
• Any disciplinary actions or suspensions

Identity Verification

This step ensures that the background check information matches the correct person and may include:

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

Identity verification may also reveal other regions to search for criminal or employment history.

Motor Vehicle Records (MVR) Check

For roles that involve driving, MVR checks offer valuable information such as:

• Driver’s license number and license classification
• Issuance and expiration dates
• Registered address and legal name
• Traffic violations and major traffic crimes
• Suspended or revoked licenses

These checks help confirm whether the applicant is qualified, insurable, and safe to drive.

Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) is a federal law designed to protect the privacy rights of consumers, including job applicants.

It outlines how consumer information can be collected, shared, and used, especially by background check companies providing reports to employers and companies that use that information to make hiring decisions.

For jobs that pay less than $75,000 per year, the following information is excluded from background checks if it’s older than seven years:

• Arrests that didn’t result in a conviction
• Paid tax liens
• Civil lawsuits or judgments
• Chapter 13 bankruptcies (Chapter 7 can still be reported for up to 10 years)
• Accounts turned over to collections

Before running a background check, employers must present candidates with a clear, standalone disclosure form that doesn’t include additional information.

They’re also required to obtain written authorization from the applicant before starting the screening process.

If an employer plans to deny a job based on the background check results, they must follow the FCRA’s adverse action process.

This includes informing the candidate, providing a copy of the report, and giving them a chance to respond before finalizing the decision.

Fair Chance to Compete for Jobs Act

The Fair Chance to Compete for Jobs Act (FCA) applies to federal employers and contractors. It prohibits asking about criminal history before a conditional job offer has been extended.

If an organization asks about a criminal record too early, it risks losing its eligibility for federal contracts.

Federal agencies are barred from doing business with contractors who violate this provision.

The law is intended to give applicants a fair chance to be evaluated based on their qualifications, not their criminal background.

Title VII of the Civil Rights Act of 1964

Title VII prohibits discrimination in employment decisions based on race, sex, color, religion, or national origin.

The Equal Employment Opportunity Commission (EEOC) enforces this law and offers guidance on how employers should handle criminal conviction information on background checks.

When considering whether to deny employment based on a criminal record, employers must weigh the nature of the offense, how long ago it occurred, and how it relates to the job in question.

They are encouraged to evaluate whether the conviction is directly relevant to the job duties and whether it could impact workplace safety before making a final decision.

State Laws

Alabama Redeemer Act

On April 23, 2021, Alabama Governor Kay Ivey signed the Alabama Redeemer Act into law, with the legislation taking effect on July 1, 2021.

This law significantly revised the state’s expungement process. It allows individuals with certain misdemeanor or felony convictions to petition the court to have those records expunged.

Once a record is expunged, it cannot be used in employment decisions and may not be reported by consumer reporting agencies (CRAs). Applicants with expunged records are legally allowed to deny that the conviction ever occurred.

Expunged Record Disclosure Rules

Under Alabama Code § 15-27-6(b), individuals whose criminal records have been expunged are generally not required to disclose those records on applications for employment, credit, or other purposes.

However, disclosure is mandatory when applying to:

• Government regulatory or licensing agencies
• Utilities and their agents or affiliates
• Banks or other financial institutions​

In these cases, the applicant must disclose the expunged record, and the respective agency or institution has the right to inspect the expunged records after filing notice with the court.​

Additionally, applicants for positions in law enforcement or corrections must disclose and provide any expunged records to the Alabama Peace Officers’ Standards and Training Commission, as stipulated in Alabama Code § 15-27-18.​

These provisions ensure that while expungement offers individuals a fresh start, transparency is maintained in sectors where public trust and safety are paramount.

Mandatory E-Verify Law

Under Ala. Code § 31-13-15, employers are prohibited from knowingly hiring or continuing to employ immigrants lacking legal authorization to work in the US. This law mandates employers to enroll in and use E-Verify to confirm their applicants’ authorization to work.

How to Conduct Employment Background Checks in Mobile, Alabama

1. Develop a Clear Background Check Policy

Before initiating any screenings, create a background check policy that complies with federal, Alabama, and local regulations.

Your policy should define which positions require screening, the types of checks you’ll run, and how each stage will be handled by your HR team.

2. Train Your HR Staff

Make sure your HR team knows how to properly conduct background checks.

Offer training that explains your internal policy and covers the legal guidelines, including timing and compliance procedures.

3. Provide Disclosure and Obtain Consent

Always give applicants a standalone disclosure form that explains the screening process.

Then, secure written permission from the applicant before running the check, as required by the FCRA.

4. Partner with a Reputable Screening Provider

Choose a reliable background check company like iprospectcheck to get accurate results that comply with all applicable laws.

5. Time Your Screenings Appropriately

Alabama doesn’t have a statewide ban-the-box law, but it’s still a good practice to wait until after an interview or a conditional job offer before asking about an applicant’s criminal history.

Requesting this information later in the hiring process can help you stay compliant with federal guidelines and avoid potential legal risks from early background checks.

6. Match the Screening to the Job Role

Different positions call for different levels of screening. Tailor each background check to match the responsibilities of the role to ensure efficiency and control costs.

7. Communicate Results and Next Steps Clearly

Keep candidates informed throughout the process. Once results are available, review them carefully and let applicants know the next steps—whether it’s moving forward with onboarding or discussing concerns.

8. Consider the Context of Convictions

If the report reveals a conviction, assess whether it’s job-related or raises safety concerns.

Employers are encouraged to consider each case individually rather than rejecting candidates automatically based on their record.

9. Follow the FCRA’s Adverse Action Procedure

If you choose not to hire a candidate based on their background check, follow the required FCRA adverse action process:

• Send a Pre-Adverse Action Notice: Include the report and explain what was found.
• Give the Applicant Time to Respond: Allow them to dispute or clarify the information.
• Send a Final Adverse Action Notice: If you uphold the decision, send a final notice along with a summary of their FCRA rights.

Get a Background Check with iprospectcheck

Mobile, Alabama is home to diverse industries—from shipping and aerospace to healthcare, education, and government—each with unique hiring standards and compliance obligations.

At iprospectcheck, we deliver reliable, fully compliant background screening solutions tailored to your business’s specific needs.

Our skilled team produces detailed, legally sound reports so you can hire with confidence and peace of mind.

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.