Background Screening White Paper Reveals Risks of Adjudication Modules
October 20, 2010
Many employers turn to adjudication modules for guidance when they discover an applicant has a criminal conviction or poor credit. Such modules are designed to provide hiring mangers with a simple guide for making complicated decisions; however, organizations that blindly follow them could be exposed to significant liability as the government cracks down on discriminatory hiring practices.
A new white paper from EmployeeScreenIQ reveals the challenges of these modules and offers ways for hiring professionals to avoid a legal slippery slope. “Adjudication Modules and the EEOC: When Consistency Becomes a Liability” is written by employment background screening authority Nick Fishman and covers the following:
- The EEOC’s recent scrutiny of hiring practices, including recent lawsuits
- New laws such as Illinois’ “Employee Credit Privacy Act” that restrict the use of credit history and criminal records in employment decisions
- The dangers of allowing third-party providers to develop modules and judge applicants
- “Do’s and don’ts” tips for managers that use adjudication modules