While criminal history is the primary focus of most background checks, a driving record can also be used to determine whether or not an applicant is responsible enough for their job.

A driving record can reveal a person’s habits and behaviors that aren’t always seen in criminal records searches. It can indicate if an applicant is responsible for their work or if they have other issues that may need to be addressed.

Driver’s License Information

A driver’s license check is an essential part of any pre-employment screening. It enables employers to verify an applicant’s driving record and determine their eligibility for a particular job position, including whether they have the appropriate class of license and the necessary endorsements, such as chauffeur licenses.

A pre-employment driving record can reveal many things, from accidents to traffic violations, DUIs, convictions, and previous fines and suspensions. This is a significant consideration for jobs that involve a lot of driving.

New York businesses and insurance providers can order New York driver’s records online at MVR Online. This service offers an automated way to request and track reports for business risk management, insurance underwriting, and more.

Traffic Violations

When a job involves driving, the company conducting the background check will most likely pull the driver’s MVR (motor vehicle report). This includes both civil and criminal traffic violations.

The severity of the violation will impact its importance to an employer’s evaluation. More severe violations will appear on the criminal record, while more minor ones will not.

Most minor violations, such as speeding five miles over the limit or a speeding ticket for leaving the scene of an accident, will not show up on a criminal background check. However, a felony speeding or other criminal citation would be considered an employment disqualifier.

Accidents

A person’s driving record can indicate how responsible a potential employee is. A clean driving history can show that a person has been reliable in all areas of life, from their responsibilities to team projects.

A driver’s record can include information about accidents, DUIs, and other vehicle-related offenses. An employer can use this information to determine how trustworthy a candidate is as a driver and what risks they might present.

Accidents can be a red flag for an employer that a potential driver isn’t careful on the road and may drive unsafely. A driver’s driving history can also raise questions about a candidate’s reliability and decision-making abilities.

Accidents on a candidate’s driving record can significantly impact their car insurance rates. Depending on your state’s requirements, an accident can stay on a person’s driving record for three to five years.

Convictions

Generally speaking, several types of convictions could surface as part of an employer’s pre-employment background check. These include traffic violations, DUIs and arrests for drug possession, and other minor offenses such as shoplifting or trespassing. Reckless driving is an excellent example of a crime that should have a high probability of showing up on an employer’s criminal background check, mainly if the company owns or operates a fleet of company vehicles.

The best way to determine if you have a bad rap is to ask your potential employer what type of records will be reviewed to see how your history will affect your future employment. Some states and municipalities operate under “Ban the Box” laws which prohibit employers from asking about prior convictions on job applications until you have a conditional offer. There are also various measures an employer can take to mitigate the risk posed by a bad criminal record, including hiring only qualified candidates and ensuring that any blemishes on your criminal history do not interfere with your ability to do the job you have been offered.

Jane