Do you know what to do when you’re re-considering a candidate due to the unfavorable results of a background check?
Adverse actions routinely occur at all levels of the organization. When a candidate or employee gives you a reason to change your mind about their job prospects you need to be able to guide the applicant through the adverse action process. This applies whether as a result of a prior criminal record, an incident on a driving record, or even a misstatement or lie on a resume.
This practical guide is designed to help you avoid unintentional discrimination and promote fairness in your hiring process.
In this guide, you'll learn:
- The rationale behind the employment laws governing adverse action, beyond the letter of the law.
- What the law says about adverse action: An easy-to-follow summary of adverse action rules, when they apply, and how they can help avoid unintentional discrimination and promote fairness in your hiring process.
- A simple workflow for a FCRA-required adverse action process and EEOC-required individualized assessment.
Complete the form on this page for a free copy of “A Practical Guide to Adverse Action in Hiring.”