7-Year Criminal History

7-Year Criminal History

A 7-Year Criminal History is a comprehensive background screening process that searches for criminal records in every jurisdiction where a candidate has lived, worked, or attended school within the past seven years. These locations are identified using information from a Social Security Trace and address history report. This approach ensures complete and compliant coverage across all relevant county and state court systems.

Compliance note

  • The 7-year criminal history search aligns with industry standards and PBSA best practices for identifying all jurisdictions tied to a candidate’s address history.
  • Jurisdiction selection must be guided by verified address data from a Social Security Trace, ensuring fair and consistent screening scope.
  • Employers must follow the Fair Credit Reporting Act (FCRA) for disclosure, authorization, and adverse action procedures when using results for hiring decisions.
  • Criminal search data must be current, accurate, and obtained from primary sources (typically county or state courts).

Frequently Asked Questions

Q: What does a 7-Year Criminal History search include?
A: It covers criminal record searches in all counties, states, and jurisdictions where a candidate has lived, worked, or studied within the past seven years.
Q: How are jurisdictions determined for a 7-year search?
A: Jurisdictions are identified using address history data derived from a Social Security Trace, which maps all known addresses tied to the candidate’s SSN.
Q: Is a 7-Year Criminal History the same as a 7-year reporting limit?
A: No. The 7-year search defines the scope of jurisdictions reviewed, not the age of records reported. Reporting limits are governed separately by the FCRA and state law.

DISCLAIMER: The information provided in this glossary is for general informational purposes only and should not be construed as legal advice. While we strive for accuracy, EDIFY Background Screening does not guarantee that the definitions or explanations are complete, up to date, or error-free. Employers should always consult with competent legal counsel to ensure compliance with applicable laws and regulations.


Stay Updated with EDIFY Insights Newsletter

Get compliance tips, background screening updates, and HR best practices delivered straight to your inbox.

Return to Glossary Index