Indiana Background Checks

Health Street's line of background checks in Indiana delivers fast, meticulously researched data on an applicant's criminal history, references, education and employment. We pride ourselves on providing what employers need to inform their decisions about the people they hire. Indiana employment background checks give companies the assurance that their new hires have been fully vetted and won't pose a risk. Verify if someone is being honest with you before you hire them – with Indiana background checks from Health Street.

Register Now

What background checks in Indiana does Health Street offer?

Health Street's criminal background check packages always start with a Social Security Number Trace. From there, you can add specific background checks, choose from one of our most popular packages, or build your own.

Court Record Package

(starting at $99)

Search the Court Record Repository at the state or county level. This background check is an investigation of court records in the counties or states that a person has used their Social Security Number.


Platinum Background Check Package

(starting at $175)

Everything in Triple Database Package plus Courthouse Repository (State and/or County level)

Ultimate Package

(starting at $250)

Everything in Platinum Package plus a 10 panel drug test.

Build Your Own Package

(prices vary)

Mix and match a variety of our background screening services to create your perfect package. This can include criminal database checks, sanctions, resume verifications, and drug testing.


Resume Verification

(starting at $39)

Check a person's job history, degrees, references, and certifications.


DOT Background Check

(starting at $39)

Ensure DOT compliance with our driver screening services.


City Background Checks

For information regarding background checks in a specific city, click the relevant link below:


Why Health Street For Indiana Background Checks?

Performing background checks in the Hoosier State involves knowing and following state rules and regulations which may stipulate what information can be taken into account when making hiring decisions. Requirements vary by state.

Performing background checks on your own is risky and can lead you into legal trouble. Hiring a background check company, known as a Credit Reporting Agency or CRA, is highly advisable. A credit reporting agency's job is to stay abreast of Indiana background check laws. Reputable CRA's help you avoid pitfalls such as:

Not uncovering criminal activity
Revealing too much information, including things that by law cannot be considered during the hiring process

The risk of uncovering too much information in a background check is significant. Laws such as the Americans with Disabilities Act (ADA) and the Federal Fair Credit Reporting Act (FCRA) mandate that certain protected information cannot be considered by employers when making hiring decisions. When hiring in Indiana, it is crucial to use a CRA that understands the complexity of background check laws in Indiana.

See All Background Checks

DOT Background Screening Services

If your business hires truck drivers, DOT regulations require that you reach out to prior employers as well as check the FMCSA Drug and Alcohol Clearinghouse for violations. You also need to run a Motor Vehicle Report (MVR) to ensure that your drivers have a clean, safe driving record.

Health Street takes this work off of your hands and stores your Indiana background checks securely in the same convenient online portal where you can manage your DOT drug testing and random pool. We contact prior employers, check the Clearinghouse on your behalf, and report it all back to you in a comprehensive background check report, that includes:

Conducting historical research of Indiana driving record.
Contacting prior employers from before the Clearinghouse began in January 2020.

See All DOT Background Checks

Resume Review and Verification Checks

When evaluating a job applicant, the first thing a hiring manager tends to look at is their resume. But what if the schools attended, degrees earned, job titles held, and other credentials were embellished, exaggerated, or outright fabricated? Before making that hire, you can rest easy knowing that Health Street can add resume verification to our Indiana background checks.

Resume fraud is unfortunately all too common in Indiana. Our resume verification services provide a definitive check on everything listed on your applicant's resume. This includes:

education verification to confirm the degrees and certifications stated.
employment history to check that they have held the jobs claimed
professional license verification to confirm they have the certifications required.

Be sure that the person you want to hire is really who they say they are by ordering resume verification services from Health Street.

Indiana Background Screening Info

Banning "Ban the Box"

Currently, 35 states have enacted a "Ban the Box" law, which prohibits employers from asking about a job applicant's criminal history prior to the initial interview. The purpose of this law is to give individuals a fair chance at employment opportunities.

However, in July of 2017, the state of Indiana took a differing stance. The current laws here do not prohibit employers from checking criminal histories at any time during the interview process, except for Executive Branch positions. Applicants for these positions may not be asked about their criminal history on the initial application. However, background checks may be ordered later in the interview process.

The law also prohibits any county, city, or town jurisdiction from passing their own "Ban the Box" laws. Presumably, this regulation was passed to create uniformity across the state, making the hiring process easier for employers.

Hiring Decisions Based on Criminal Records

While many states also prohibit employers from making adverse hiring decisions based solely on an applicant's criminal record, this is not the case in Indiana. Employers here are free to do so. They are not required to notify the applicant that the decision not to hire them was made due to their criminal record.

Applicants do have some protection, however. Employers are banned from asking applicants if they have a criminal record that has been restricted or sealed. Applicants may also answer no to the criminal conviction box blank on an application if the only records they have are restricted or sealed.

In addition, job applicants are protected under the Federal Trade Commission's Fair Credit Reporting Act (FCRA) and the United States Equal Employment Opportunity Commission. Employers need to familiarize themselves with these rules and follow them carefully as they apply regardless of state rules. This includes the requirement to disclose in writing that a background check is required as a condition of employment and obtain an applicant's written permission before running a background check.

Types of Criminal Background Checks

In Indiana, there are three different types of criminal background checks:

Limited Criminal History Search – discloses Class A misdemeanors and felonies
Expanded Criminal History Check – includes arrest record for all counties throughout Indiana and all out-of-state arrests and charges
National Full Criminal History Report – an exhaustive search that reveals charges and detailed information regarding cases on both the federal and state level

Many jobs, such as those in the financial, public transportation, childcare, medical, and security industries require a background check. However, any business can request a pre-employment background check as a matter of company policy.


Blevins, Sara R. "Indiana Bans 'Ban the Box' But with New Protections for Employers and an Executive Order on 'Fair Chance Hiring.'" Indianapolis Bar Association, 31 October 2017,
Wiebe, Jamie. "Can I Ask a Job Candidate About Their Criminal History?" Gusto, 1 November 2019,
Guerin, Lisa. "Employer Use of Arrest and Conviction Records in Indiana." Nolo,
"Indiana Employment Background Check Laws." Eskew Law, 14 June 2018,
"Fair Credit Reporting Act." Federal Trade Commission (FTC),
U.S. Equal Employment Opportunity Commission (EEOC),