Know what your background screening covers.
Hiring, reviewing a rental application or bringing volunteers into a program? CBEOF helps Florida organizations choose relevant background checks. Tell us about the role and the information you need; identity, criminal record, credential, driving and sanctions checks answer different questions.
We’ll explain the checks in your package, the records they cover, any extra source charges and how you’ll receive the results before you order. Your organization reviews the findings and makes the decision. Screening provides information; it cannot predict future conduct.
How businesses use this service.
Background screening for staffing agencies
Temporary and direct-hire placements can call for different checks. Bring the client’s written requirements, role responsibilities and locations so the screening request matches the assignment.
Background checks for property teams and applicants
Separate a maintenance or leasing employee review from an individual rental application. Identify the purpose before comparing employee and tenant screening components.
Volunteer screening for nonprofits
Describe the volunteer’s duties, access and program setting. Agree on the checks your organization wants reviewed rather than assuming every volunteer needs the same package.
Is this the service you need?
When this fits
- You need selected checks for a new hire, rental applicant or youth-program role.
- You want to combine record searches and verification around a stated purpose.
Other services that may help
- Fingerprinting
A receiving agency has asked for fingerprints or a specific submission route.
- Business Verification
The subject is a company’s registration or stated business details.
The agreed checks provide information for your review. Your organization owns the hiring, rental or participation decision.
What’s included.
Start with the screening purpose
Choose the screening purpose first. Employment, housing, and youth-program requests remain distinct even when they use some of the same record sources.
Choose the checks you need
Choose a package or individual checks around the role. Criminal-search locations, credentials and driving records should match the information your team needs.
Identity checks and traces differ
Keep identity verification separate from an SSN and address trace. A trace helps plan searches; documentary identity checks use a different verification process.
Check what is already included
Check which searches are already in the package before adding more. Extra checks should add useful coverage without duplicating a search you already selected.
Applicant notices and permission
Employment reports carry applicant notice, permission, and decision-process obligations. Establish those steps before ordering and consult the FTC guidance linked below.
What you’ll receive
- A written list of package components, additional checks and source coverage.
- Selected findings organized by the check ordered.
- Completion status for each component, including pending or unavailable items.
- Identified discrepancies and the information needed for clarification.
- The agreed report-delivery method and contact route for questions.
How it works.
Tell us what you need to check
Describe the role, decision and checks your organization already requires. Hiring, rental and youth-program needs are considered separately.
Choose the checks and coverage
Confirm the package, extra checks, locations, applicant steps and source charges. We’ll explain how pending or incomplete checks will appear.
Review findings and questions
Read the findings for each check, including any discrepancy or missing information. Ask for clarification before deciding whether more checks are needed.
Know what to expect.
We’ll confirm the work, the updates you’ll receive and who to contact along the way.
- The selected checks, jurisdictions and source coverage, including anything excluded from the package.
- How completed, pending, unavailable and disputed items will be distinguished in the report.
- Who may receive the report and how applicant or employer clarification questions will be routed.
What helps us help you.
- The screening purpose, role responsibilities and locations involved.
- Approximate applicant volume and any checks already required by your organization or client.
- The package you currently use and any specific coverage gap you want to address.
- The authorized report recipient and the person responsible for applicant questions and decisions.
What shapes your quote.
- Package and additional components.
- Jurisdictions, names, and historical coverage.
- Court, school, employer, and other source charges.
- Volume, reporting requirements, and any contracted recurring checks.
Tell us what you need help with. We’ll explain which records are needed and how to provide them. Personal reports, ID images and account files can wait until then.