Guide to Georgia Background Checks

In this guide, we’ll take an in-depth look at what a background check in Georgia may include, how much it costs, how long it takes, and how employers can stay compliant with applicable local, state, and federal laws.

A Georgia background check may be used by employers to verify candidate qualifications and eligibility during the hiring process. By searching public information and other data sources, you can confirm the details that candidates provide about themselves or review information beyond an application or resume. A comprehensive pre-employment screening can help Georgia employers provide a safe work environment and minimize organizational risk. 

The law requires some Georgia employers, including those that hire for childcare and long-term care settings to conduct background checks before a candidate’s first day of employment. Even if the law doesn’t require it, employers may opt to conduct pre-employment screenings to verify candidate details and identify candidates who are a good fit for their organization. 

Georgia employers can choose from many different types of screenings and may complete background checks manually or partner with a trusted consumer reporting agency (CRA), like Checkr.

The cost of a Georgia background check for employment depends on the screenings you include, how many you order, and who conducts them—your HR team or a qualified background check provider. 

For example, when ordered through the Georgia Bureau of Investigation (GBI), a Georgia criminal background check costs $30 or $38.25 if the candidate is fingerprinted through the Georgia Applicant Processing Service (GAPS). A state and FBI criminal background check costs $43.25 or $51.50 if GAPS processes the candidate’s fingerprints. Additionally, employers can order a three-year driver history report from the Georgia Department of Driver Services (DDS) for $6.00 and a seven-year or lifetime driver history report for $8.00.

Although compiling records on your own is an option, many employers choose to partner with a background check service for cost and time savings. Checkr offers customizable background check packages, so you only pay for the screenings you need.

When partnering with a CRA, like Checkr, companies of all sizes can benefit from access to a wide range of searches and different pricing packages and add-on options that can help employers customize their background checks and only pay for the reports they need. At Checkr, a basic background check package starts at $29.99.

Checkr’s background check packages start at $29.99 and employers can customize them with additional screenings, such as more comprehensive criminal records searches or credit report checks, based on the industry and role for which you’re hiring. Volume discounts are also available.

Checkr also offers personal background checks to enable candidates to see what employers may see when they conduct a pre-employment screening. This background check includes an SSN trace, sex offender registry search, global watchlist search, and national criminal records search. Candidates can easily order and view their results in the secure Candidate Portal.

How long a background check takes in Georgia varies based on the scope of the screening, availability of records, and who is conducting the search. Your HR team may be able to complete some screenings quickly. For example, Georgia criminal background checks conducted by the GBI generally take one to two days. Accessing Georgia motor vehicle records through the Georgia DDS generally takes a few days, but could take weeks if a certified copy of a document needs to be mailed. Additionally, while some records are available online, others may require submitting a request by mail or visiting the courthouse.

Partnering with a background check provider, like Checkr, to conduct Georgia background checks can speed the process while providing accurate, comprehensive results. In fact, we complete 89% of all criminal checks, including county searches, complete in one hour. Checkr’s modern technology helps reduce time, human error, and bias from manual reviews. Plus, our easy-to-use, mobile-optimized candidate portal shows estimated turnaround times to provide transparency for employers and  candidates alike.

See how Rock Point Church has gained speed and efficiency with background check turnaround times by partnering with Checkr, while supporting fair chance hiring.

Georgia has several statewide laws that apply to background checks as well as local Ban the Box and fair hiring laws that may apply to Georgia employers depending on their location and positions they are hiring for. You may wish to adhere to the most stringent laws or consult legal counsel if you have questions about compliance with Georgia background check laws.

A statewide Ban the Box law applies to all public sector employers. Employers regulated by the law cannot inquire about a candidate’s criminal history on job applications. In addition, a candidate cannot be automatically disqualified from a role because of their criminal background, with certain exceptions for sensitive positions. Once the employer can legally ask about a candidate’s criminal history, employers must give an applicant the opportunity to discuss their records, correct inaccuracies, and provide proof of rehabilitation. See law.

Summary: Under this Georgia state law, employers that choose to deny employment based on information found in a Georgia criminal background check from the Georgia Crime Information Center (GCIC) are required to follow certain guidelines. These include informing the applicant that the record came from the GCIC, advising what information was revealed in the report, and explaining how the record affected the employer’s hiring decision. See law.

Summary: Known as the First Offender Act, this law allows records from exonerated first offenders to be disclosed for employment purposes. They can also be used to disqualify someone from employment if the individual was prosecuted for a major sex crime, such as incest or sexual battery, and the role is in a school or long term care facility or other types of positions that work with children, the elderly or those with mental disabilities. A person can also be disqualified for employment if they violated Georgia Code 16-5-8 by exploiting or intimidating seniors or those with disabilities. See law.

Summary: Under the Georgia Long-Term Care Background Check Program, certain individuals are required by law to undergo a fingerprint-based criminal background check through both the GBI and FBI. This includes people that have direct access to patients or patient financial information who work or volunteer at adult day care centers, assisted living communities, home health agencies, hospice, intermediate care facilities, nursing homes, personal care homes, and private home care facilities licensed by the Georgia Department of Community Health (DCH). See law.

Summary: Georgia employers that choose to work with a CRA for background checks must comply with federal FCRA requirements. Under the FCRA, employers must provide a candidate with proper disclosure of their intent to conduct a pre-employment background check, receive written consent from the applicant, and follow the adverse action process should they decide not to hire the candidate based on the results of a background check. See law.

Local Ban the Box laws apply to public sector hiring in several Georgia counties and cities, as follows:

Georgia state background checks can help employers find qualified candidates while minimizing organizational risk and maintaining workplace safety. Working with a background check provider, like Checkr, can speed the process. Checkr’s modern technology provides fast, fair background checks for companies of all sizes with multiple screening options to meet your business needs. Get started with a Georgia background check today.

About the author

Jennifer writes about a variety of topics, including background checks, employee benefits, small business insurance, risk management, workplace culture, and more. Her work includes educational articles, blogs, e-books, white papers, and case studies.