We sometimes call it “tailoring” a background check to fit the requirements of the job. What it amounts to is doing the kind of checks that make sense in terms of the requirements of the job.
For example, it probably isn’t necessary to do driving record check on a candidate who isn’t going to be using any type of company vehicle. Nor is it necessary to do a credit check on a candidate who won’t be involved with any aspect of the company’s money or finances.
On the other hand, if the position to be filled involves having accesses to the company cash drawer, then doing a credit check obviously makes sense. A driving record check makes sense for anyone who’s going to be driving a company-owned vehicle. Neither of the preceding checks would be appropriate for a teacher’s aide position, but a Sex Offender Registry check would be essential.
The point is it’s not necessary to check everything possible on every candidate. The more sensible approach is to tailor the background check to fit the requirements of the job.