Why Does a Background Check Take So Long? 

If you’re asking, “why is my background check taking so long?”, the most common answer is that the provider is still verifying information. Background check delays often come from incomplete candidate details, slow employer or school responses, court backlogs, international records, manual checks, or additional employer-requested screenings. 

Common causes include: 

• inaccurate or incomplete candidate details 
• delays from employers, schools, courts, or references 
• international or manual record checks 
• legal or regulatory requirements 
• additional employer-requested screenings 

How Long Does a Background Check Typically Take? 

A standard background check typically takes 1–3 business days, but a delayed background check can take anywhere from 5 to 20+ business days depending on the type of check, jurisdictions involved, and the responsiveness of third parties. 

So, how long does a delayed background check take? In most cases, the delay depends on whether the provider is waiting on courts, employers, schools, international records, or manual verification. 

These timelines are general estimates, not guarantees. A report may take longer if the provider needs to verify information manually, wait for a court or employer response, or coordinate records across countries. For global screening, see AIS’s guide on how long international background checks take. 

Top 10 Reasons Your Background Check Is Taking So Long 

Background check delays can happen for several reasons, and many are outside the control of the employer, candidate, or screening provider. The key is understanding what caused the delay, what can be corrected quickly, and when the process simply requires more time. 

If you are wondering, “why would my background check be delayed?” or “why would a background check be delayed?”, the answer usually falls into one of the categories below. 

#1: Incomplete or Inaccurate Candidate Information & Cooperation 

Candidate Accuracy and Cooperation: If the candidate provides incomplete or inaccurate information, it can lead to delays as the background check provider may need to verify or clarify the details. Also, if the candidate does not promptly respond to requests for additional information or documentation, it can cause delays in the background check process. 

Common issues include: 

• misspelled names 
• incorrect dates of birth 
• missing address history 
• incomplete employment dates 
• delayed responses to provider requests 

Applicants can help reduce delays by reviewing their information carefully and responding quickly to documentation requests. 

#2: Employment & Education Verification Process Lag 

Verification Process: Certain checks, like employment and education verification, may require contacting past employers or educational institutions. Delays can occur if these entities are slow to respond or if the information is not readily available. 

This type of background check delay often happens because the provider is waiting on a third party, not because something is wrong with the candidate. Employers can help by asking candidates for current employer, school, registrar, or HR contact details upfront. This helps reduce avoidable back-and-forth when the provider needs to confirm employment dates, degrees, job titles, or attendance records. 

#3: Discrepancies or Red Flags Requiring Investigation 

Discrepancies or Red Flags: When discrepancies or potential issues are identified in a background check, additional time may be required to investigate and resolve these discrepancies. 

Examples may include: 

• mismatched employment dates 
• a different name on a record 
• an address that does not match the application 
• a possible criminal record that needs confirmation 

This extra review helps reduce reporting errors and supports accurate screening. Employers should also follow background check compliance requirements, including FTC guidance on disclosure, authorization, and adverse action when employment background checks are used for hiring decisions. Applicants can help by providing clarifying documents quickly instead of waiting for the discrepancy to resolve on its own. 

This extra review helps reduce reporting errors and supports accurate screening. Employers should also follow background check compliance requirements. Applicants can help by providing clarifying documents quickly instead of waiting for the discrepancy to resolve on its own. 

#4: Legal & Regulatory Requirements by State 

Legal or Regulatory Requirements: Some background checks, especially those involving criminal history, may be subject to legal or regulatory requirements that vary by jurisdiction. These requirements can add time to the process, especially if there are delays in obtaining records. 

Rules can differ by state, county, or local jurisdiction. Some areas have specific reporting limits, access restrictions, or review procedures. These jurisdiction-specific rules are one reason background check delays can vary even when two candidates are applying for similar roles. Employers should build these jurisdictional differences into their hiring timelines instead of treating every background check as the same process. 

#5: Background Check Provider Capacity 

Provider-related Issues: During peak hiring seasons, background check providers may experience high volumes of requests, leading to longer processing times. Also, providers often operate during regular business hours, so weekends and holidays can cause delays in processing. 

Provider-related delays are often tied to: 

• high hiring volume 
• weekends or holidays 
• limited business-hour operations 
• checks requiring human review 
• delays from courts, employers, or schools 

A strong provider should set expectations early, monitor pending items, and communicate clearly when delays happen. Clear provider communication helps employers set realistic expectations with candidates instead of leaving them wondering why the background check is delayed. 

#6: International Background Checks 

International Checks: Conducting background checks on candidates with international backgrounds often take longer due to the need to coordinate with foreign entities and access international databases. 

International checks can take longer because every country has different record systems, privacy rules, response times, and document requirements. For example, the U.S. Department of State maintains country-specific civil document guidance, including information on police certificates, which shows how record availability and document procedures can vary significantly by country. A delayed background check is especially common when records must be obtained manually, translated, or authenticated. 

Employers should build extra time into hiring timelines when a candidate has lived, worked, or studied outside the United States. This is why international screening should be built into the hiring timeline early, especially for roles with firm start dates. 

#7: Court Record Access & Jurisdiction Backlogs 

Court Records: Accessing court records for criminal background checks in specific jurisdictions may be delayed by court staffing or other issues. 

Some courts provide digital access quickly. Others require clerks to search records manually or process requests in the order received. The National Center for State Courts has also identified staffing shortages, rising caseloads, and court delays as ongoing challenges for state courts, which helps explain why some jurisdiction-based record searches take longer than others. 

Common causes include: 

• court staffing shortages 
• system limitations 
• record backlogs 
• manual retrieval processes 
• county-level record confirmation 

A court-related delay often reflects record-access limitations, not necessarily a candidate issue. This is why court-based background check delays can vary significantly from one county or jurisdiction to another. 

#8: Manual Verification Processes 

Manual Checks: Some checks, especially in regions (like in developing countries) where comprehensive databases are not readily available, may involve manual verification processes, such as contacting individuals or institutions by phone or email. These checks can be time-consuming. 

Manual review may also be needed for older employment records, closed schools, archived court documents, incomplete public data, or records in jurisdictions without reliable digital access. 

While manual verification can slow the timeline, it helps confirm information that automated systems may not capture accurately. 

#9: Multiple or Specialized Check Types 

Additional Checks: Some employers may require additional information, such as credit checks, reference verifications, or social media screening, which can add to the overall timeline. 

Specialized checks may include: 

• driving records 
• professional license verification 
• drug testing 
• role-specific screening 
• additional reference checks 

Each added check may involve different data sources, response times, and compliance requirements. This is why the benefits of background checks should be balanced with a clear screening policy. A clear screening policy helps employers decide which checks are necessary and which may create avoidable delays. 

#10: Custom Employer Requirements 

Custom Requirements: If an employer has unique requirements for a background check, it may take longer to complete the check based on these custom criteria. 

Custom requirements may include expanded address history, extra reference checks, industry-specific searches, or specialized review rules. These requirements may be appropriate for higher-risk roles, regulated industries, or positions involving finances, vulnerable populations, or sensitive information. 

However, custom criteria can create a delayed background check if they are broader than necessary. Reviewing requirements regularly helps keep screening role-specific, consistent, and aligned with actual job risk. 

What Should You Do When Your Background Check Is Delayed? 

When a background check is delayed, employers should confirm the applicant’s information, ask the provider for a status update, and check whether any third-party verification is still pending. Applicants should respond quickly to document requests and remember that a delay usually means more verification is underway, not that they failed. 

If you are wondering “why would a background check be delayed?”, the cause is usually tied to missing information, third-party verification, court access, international records, or extra review. 

1. For Employers 

If a background check delayed the hiring process, start by checking what is actually pending. Employers should: 

• confirm the applicant submitted accurate, complete information 
• contact the background check provider for a status update and ETA 
• review whether the screening package is appropriate for the role 
• reduce unnecessary checks for lower-risk positions 
• consider a conditional start date while the check completes, after consulting counsel on state law 
• confirm that authorization forms and notices are FCRA-compliant 
• work with AIS background checking services to improve communication and turnaround expectations 

2. For Job Applicants 

If you are waiting on a delayed background check, stay responsive and proactive. Applicants should: 

• respond promptly to provider requests for additional documentation 
• verify employment dates, addresses, education details, legal name changes, and contact information 
• remember that a delay does not mean the background check failed 
• contact the recruiter or hiring contact politely to ask whether anything else is needed 

How AIS Helps Minimize Background Check Delays 

A background check delay is not always avoidable, but a clear screening process can reduce unnecessary background check delays. Employers can prevent many avoidable slowdowns by collecting accurate candidate information upfront, choosing the right screening package for each role, and working with a provider that communicates clearly when third-party records are still pending. 

AIS helps employers manage that process with structured workflows, responsive support, and practical guidance that keeps hiring teams and candidates informed. For HR teams, the goal is not just faster screening. It is accurate, compliant, and well-communicated employment background screening that helps hiring decisions keep moving.