Employment screening for employers

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Built for hiring teams

Screening plans shaped around how your organization hires.

Different positions can call for different combinations of records, verifications, driving checks, testing, and occupational-health services.

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Industry fit

Different roles call for different screening scopes.

These examples show how available OnTime services can be combined around common hiring needs without treating every position the same.

Recruiting professionals reviewing candidate information together in an office.01
Screening by industry
Industry 01

Staffing

Flexible screening packages that can adjust to different roles and hiring needs.

Example role groups

Temporary assignmentsContract professionalsDirect-hire candidates
Planning focus

Standardize a core screening scope, then adjust it for the client, assignment, and responsibilities of each placement.

Common screening considerations

  • Configure screening scopes by assignment, client, and role.
  • Keep ordering consistent across distributed hiring teams.
  • Add employment or education verification when relevant.

Relevant services

Discuss your roles
Healthcare professionals coordinating patient-facing work in a clinical setting.02
Screening by industry
Industry 02

Healthcare

Role-aware screening that can bring criminal searches, verifications, sanctions, and health services together.

Example role groups

Clinical and allied-health rolesPatient-facing supportAdministrative operations
Planning focus

Bring role-relevant records, verifications, sanctions, and occupational-health services together in one defined plan.

Common screening considerations

  • Combine relevant criminal-record searches with work or education verification.
  • Add sanctions or exclusion checks when appropriate for the role.
  • Coordinate testing or occupational-health services when selected.

Relevant services

Discuss your roles
Transportation professionals reviewing fleet operations beside a commercial vehicle.03
Screening by industry
Industry 03

Transportation

Driving records, criminal searches, and testing options for driving and safety-sensitive roles.

Example role groups

Fleet driversDelivery teamsSafety-sensitive operators
Planning focus

Center the scope on driving duties and safety sensitivity, then add work history, testing, or other services when relevant.

Common screening considerations

  • Include motor vehicle records where driving is part of the job.
  • Pair records with work-history verification based on the position.
  • Coordinate testing or health services when applicable to the role.

Relevant services

Discuss your roles
Retail team members reviewing store operations on a tablet in a modern shop.04
Screening by industry
Industry 04

Retail

Clear, repeatable packages for customer-facing, store, and operations hiring.

Example role groups

Store associatesCash-handling and supervisorsWarehouse and delivery
Planning focus

Establish a repeatable core scope, then adjust it for access, cash handling, delivery duties, and supervisory responsibility.

Common screening considerations

  • Establish repeatable core scopes for store and operations hiring.
  • Adjust services for cash-handling, warehouse, delivery, or supervisory duties.
  • Add employment verification when it is relevant to the position.

Relevant services

Discuss your roles
Manufacturing professionals reviewing production information on a clean factory floor.05
Screening by industry
Industry 05

Manufacturing

Combine available records, verifications, and testing around workplace requirements.

Example role groups

Production and assemblyMaintenance and skilled tradesWarehouse and plant leadership
Planning focus

Distinguish production, skilled-trade, warehouse, and leadership requirements while keeping screening choices consistent across sites.

Common screening considerations

  • Shape scopes around production, maintenance, warehouse, and leadership roles.
  • Coordinate testing or occupational health when needed.
  • Keep role-specific screening choices clear across locations.

Relevant services

Discuss your roles
Professional-services colleagues reviewing hiring information in a bright office.06
Screening by industry
Industry 06

Professional Services

Employment and education verification alongside checks selected for the position.

Example role groups

Client-facing professionalsFinance and administrationManagers and team leads
Planning focus

Emphasize work-history and education verification, then choose other searches around access, responsibility, and the position.

Common screening considerations

  • Confirm employment history and education when relevant.
  • Choose criminal-record searches based on position responsibilities.
  • Use a defined, source-dependent verification workflow.

Relevant services

Discuss your roles

Planning the scope

Start with the work the person will do.

A focused conversation about responsibilities helps your team choose relevant services without treating every position the same.

  1. 01

    Define the responsibilities

    Note the duties, environment, level of access, driving, cash handling, or credentials connected to the position.

  2. 02

    Select relevant services

    Combine available records, verifications, driving checks, testing, or occupational-health services around the role.

  3. 03

    Review the screening plan

    Confirm the package with an OnTime specialist and keep the chosen scope clear for the hiring team.

Responsible screening

Designed around the role—not a one-size-fits-all promise.

OnTime can help organize available screening services, while employers remain responsible for applicable federal, state, and local requirements.

Discuss your hiring needs

Build a screening package around the position.

Choose a package or talk with an OnTime specialist about the services your organization needs.

Create employer accountTalk to a specialist