Now more than ever, employers are urged to define and use an employment background screening process that is fair to candidates, passes muster with the EEOC, and also mitigates employment risks. We realize this is far easier said than done, especially given the loosely-defined guidelines of the EEOC.
Our latest infographic helps to pull the pieces of a model background screening process together in one place. This model can be adapted to your HR hiring practices and will help your organization comply with the essential requirements contained in the EEOC’s guidance. As a bonus, it is also designed to help an organization comply with the growing number of “ban the box” laws that cities and states across the country are adopting.
One of the highlights of this process is individualized assessments as a way to avoid blanket policies that may discriminate. The aim is to identify the risky applicants, and then to use established criteria to evaluate each person in the “risky” pool on an individual basis. By limiting the number of applicants who receive the individualized assessments, you can manage your costs at the same time you comply (and are seen to be complying) with EEOC requirements.
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