Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative” background check.
Employment background screening needs to be fair to applicants while at the same time helping to deliver the best employees to the organization. These objectives can be challenging, as it can be tempting to use blanket rules to exclude applicants that have characteristics or backgrounds that you might perceive as too risky or simply would rather not deal with.
Instead, employers must create clear markers for any rejection criteria, apply those markers consistently across all applicants, and be sure your decisions meet applicable laws and guidelines. Rejection criteria must be job-related based on business necessity, and considerate of the nature and gravity of the offense or conduct, the time that has passed since the offense or completion of sentence, and the nature of the job held or sought. The Equal Employment Opportunity Commission (EEOC) also wants to see employers perform an individualized assessment when an applicant would be excluded based on the results of an initial criminal background check.
Knowing how to evaluate the results of a background check is the subject of our latest SlideShare presentation. Flip through it here: