FREQUENTLY ASKED QUESTIONS ABOUT BACKGROUND SCREENING

Q: What’s included in a professional services background check?
A: Most firms start with identity and criminal history screening, then add what matters most in professional services: employment verification, education verification, license/credential verification, and (when appropriate) credit history. Pro Tip: the higher the access to money, client data, or regulated work, the tighter your package should be.

Q: Why do professional services firms need more than a “standard” background check?
A: Because your risk isn’t just operational, it’s reputational. One bad hire can create client trust issues, confidentiality problems, and compliance headaches. Pro Tip: screen for the job you’re actually hiring for, not the cheapest bundle available.

Q: Do you verify licenses and credentials for roles like CPA, PE, attorney, or counselor?
A: Yes. Credential verification is a core part of professional services screening, especially where licensing is required or client trust is tied to qualifications. Pro Tip: verify credentials before you put someone in front of clients, not after.

Q: Can you help us screen for roles that handle sensitive financial or client data?
A: Absolutely. If an employee will access financial accounts, client records, case files, or proprietary IP, screening should be designed around that level of access. Pro Tip: align your screening package to the “worst-case” access the role could have on day one.

Q: How fast do professional services background checks come back?
A: It depends on what you order. Some checks return quickly, while employment, education, and license verifications can take longer based on third-party response times. Pro Tip: build screening into your offer timeline so you’re not rushing decisions at the finish line.

Q: Do we need written permission from the candidate?
A: Yes. If you’re using a third-party screening provider for employment purposes, you need proper disclosure and written authorization before ordering a report. Pro Tip: standardize your process so every applicant gets the same steps.

Q: Should we run credit checks for professional services hires?
A: Only when it’s legally permitted and relevant to the role, like positions with significant financial responsibility. Pro Tip: use credit screening selectively, and document why it’s job-related.

Q: What if the report shows something concerning?
A: You should evaluate it based on job relevance, your written policy, and consistency across candidates. Pro Tip: avoid “gut calls.” A consistent policy is easier to defend and easier to train your team on.

Q: Can you support ongoing screening or periodic rechecks?
A: Yes. If your firm does annual re-screening, credential monitoring, or rechecks tied to client contracts, we can help you set up a repeatable workflow. Pro Tip: ongoing screening is easiest when it’s scheduled, not reactive.

Q: How do you help protect our firm’s reputation during hiring?
A: We focus on verified information and a consistent workflow, so you’re not making high-stakes decisions based on incomplete data. Pro Tip: your screening process should be as professional as your client work.

Q: Can EDIFY scale for boutique firms and multi-location practices?
A: Yes. Whether you’re a five-person firm or a growing multi-office practice, you can standardize screening while still customizing by role. Pro Tip: create 2–3 role-based packages and stick to them. It keeps hiring fast and consistent.