It’s that season again when the fall colors are on display. In addition to the typical autumnal oranges and yellows, this year – being an election year – also offers plenty of red, white, and blue. At the end of the season, we are left with both raking up the leaves and removing our political opinions from our front yards.
As the news media and other organizations vet the candidates’ history and experience, we are left to decide what is important and what can be ignored. Although the type of information and the origin is different for political candidates than it is for employee candidates, what is similar is the challenge of effectively processing what you hear, see and believe. Unlike the political process, in the world of human resources HR professionals have to deal with the employment law, EEOC guidance, I-9 verification, etc. Employers should first consider the EEOC guidance when reviewing background check information that could be used to make a negative hiring decision. Here are a few things employers should keep in mind when analyzing a candidate’s background check:
1.The facts or circumstances surrounding the offense or conduct.
2.The number of offenses for which the individual was convicted.
3.Older age at the time of conviction, or release from prison.
4.Evidence that the individual performed the same type of work, post-conviction with the same or a different employer, with no known incidents of criminal conduct.
5.The length and consistency of employment history before and after the offense or conduct.
6.Rehabilitation efforts, e.g., education/training.
7.Employment or character references and any other information regarding fitness for the particular position
8.Whether the individual is bonded under a federal, state, or local bonding program
Although the EEOC guidelines can be viewed as another hurdle for the HR professional it does not need to suspend pragmatic thinking. As a matter of fact, adjudication tools to assist a company with these steps are now standard in the industry.
Now back to the political season. Wouldn’t it be great if our political polls used the same red, yellow and green process we typically see in the workplace?