The amount of information included on a background check depends to a large degree on the sensitivity of the reason for which it is conducted—e.g., somebody seeking employment at a minimum wage job would be subject to far fewer background check requirements then somebody applying to work for the FBI.

• Criminal and incarceration records.
• Litigation records. Employers are always terrified of employees who routinely file discrimination lawsuits even if the firing was clearly for cause. Also, in the U.S., employers that do work for the government do not like to hire whistleblowers who have a history of filing qui tam suits.
• Driving and vehicle records. Employers in the transportation sector keep insurance premiums down by hiring those with a clean driving record--eg, those without a history of accidents or traffic tickets.
• Drug tests are used for a variety of reasons--corporate ethics, measuring potential employee performance, and keeping workers' compensation premiums down.
• Education records. These are used primarily to see if the potential employee had in fact received a college degree. There are reports of SAT scores being requested by employers as well.
• Employment records. These usually range from simple verbal confirmations of past employment and timeframe to deeper
• Financial information: Individuals with poor credit scores, liens, civil judgments, or those who have filed for bankruptcy may be at an additional risk of stealing from the company.
• Licensing records. A government authority that has some oversight over professional conduct of its licensees will also maintain records regarding the licensee, such as personal information, education, complaints, investigations, and disciplinary actions.
• Military records. Although not as common today as it was in the past fifty years, employers frequently requested the specifics of one's military discharge.
• Social Security Number (or equivalent outside the US). A fraudulent SSN may be indicative of identity theft, insufficient citizenship, or concealment of a "past life".
• Other interpersonal interviews. Employers will usually wish to speak with potential employees' references to gauge employability. More intensive background checks can involve interviews with anybody that knew or previously knew the applicant--such as teachers, friends, coworkers, and family members.