Hiring Matrix Adjudication Services

In an effort to make consistent and fair hiring decisions, many employers have chosen to develop a hiring matrix and a process for adjudication of background screening results. The use of a hiring matrix can add consistency as well as efficiency to the hiring process. It ensures that each applicant is measured against a set of criteria specific to the position and applied appropriately.

Many organizations hire for regulated positions and have specific statutory requirements. Others deal with vulnerable populations in which certain criminal convictions may disqualify an applicant. The hiring matrix can look at a variety of elements of a background check in addition to criminal convictions—things like discrepancies in education and employment verifications, motor vehicle reports, or sex offender registries.

As an administrative service to our clients, EmployeeScreenIQ will administer the adjudication of a client’s hiring matrix to inform the client whether a candidate meets the identified requirements of the position.

If the applicant’s results do not meet your criteria, then your organization is notified and can then determine if individualized assessment and/or adverse action is required.


Benefits of Adjudication Services

  • Consistency: Our staff of trained professionals work with you to apply your criteria and establish a reliable and consistent process, taking into consideration EEO law and other relevant legal issues. We help take the guesswork out of the process and work within your hiring policies and background screening program.
  • Time Saver: Background results can be complex and confusing—even for the most seasoned HR staff. Our staff reviews and adjudicates each report, measuring the results against your identified criteria, and freeing up your time to perform other important steps in the hiring process.
  • Risk Management: Adjudication by your screening provider creates a defensible, well documented practice that can reduce claims of discrimination or hiring bias.