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How to Conduct Individualized Assessments in Background Checks

In 2012, the Equal Employment Opportunity Commission (EEOC) published guidance for employers that aimed to help people in demographic groups with higher incarceration rates get jobs and not be automatically excluded from the candidate pool due to a criminal history. The individualized assessment process caused some confusion for employers, however. In fact, a 2015 survey from First Advantage showed that about half of the 1,337 employers polled were not satisfied with how they conduct individualized assessments, many concerned with how the process is communicated both to hiring managers and applicants. It is important for employers to create a written policy that sets the base line for how its individualized assessment process will take place, in addition to utilizing a position-specific matrix.

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Posted Under: Legal Issues

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