|Recently I read some information about the EEOC and the use of using criminal background checks and hiring practices. I was shocked to hear that the use of screening with criminal background checks could be discriminatory. It only sounds like a sound practice when hiring people that will be working in your office with your staff and or your customers that anyone would have reason enough to check on any new hires background to ensure that there are not things in the individuals past that would cause a red flag when it comes to putting that individual with a criminal history in front of your customers.
EEOC’s guidelines sounded like they were comparing criminal background checks to discrimination of race or ethnicity. When a company is using employment background screening to review a candidate, often pictures and other information that would show the ethnicity of the individual are available but those same factors are available during the interview process. So my concern is why the EEOC would consider the possibility of a criminal background screening process to be something that employers should beware of when they will most likely meet face to face with the individual.
A good practice in any company evaluates all factors of a candidate when it comes to hiring. Criminal background checks in my opinion are critical as I said earlier. It should be pretty simple for a anyone that has been hiring people in an interview process to not be discriminatory. If discrimination is a problem, it would most likely be a problem regardless of using a criminal background screen.
Sex offender registries, terrorist watch lists, and all of the information included in most instant background check screens in my opinion should always be utilized.
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