To Hire Or Not to Hire: 5 Steps to Compliance When Your Candidate Has a Criminal Record
March 20, 2014
To hire, or not to hire…that is indeed the question. Employers review qualifications, skills, and typically, the results of an employment background check to determine if a candidate is not only eligible for a position, but if they would be a good fit for the company.
For most companies, it goes without saying that you should conduct employment background checks to verify education and employment, confirm credentials, and search criminal history. However, when the background check results come in and a criminal record is found on your candidate’s background check—what steps should you take?
Our new guide, Keep It Legal: 5 Steps to Compliance When Your Candidate Has a Criminal Record, will help you to develop a policy designed to improve your hiring practices and keep legal peril at bay.
Download the article to learn more about:
- EEOC and FCRA regulations and other legal considerations
- Developing a hiring matrix with consistent guidelines
- Navigating the ins and outs of individualized assessments
- The two-step adverse action process
- Handling candidates who dispute background check results