With the recent advancements in the information technology coupled with the growing concern about employer liability there has been an increased demand for criminal background checks in the U.S. According to a survey conducted by SHRM, “In 2012, 86% of employers conducted criminal history checks for at least some jobs and 69% conducted criminal history checks on all of their job applicants.” The effect of the use of criminal background checks can be widespread as an estimated 65 million people in the United States have an arrest or conviction record that can show up on a routine criminal background check.
Even though criminal background checks should be done for all candidates, there is a general bias against racial minorities. In order to combat this situation, certain laws have been established that restrict the use of criminal background checks during the selection and evaluation process to ensure unbiased hiring of candidates in the US. Some of them include: Ban-the-Box legislation, Title VII of the Civil Rights Act of 1964 and EEOC.
This guide has been prepared for employers with the objective of providing comprehensive information about criminal background checks in the US. It deals with different laws governing criminal background checks and the different ways to deal with them as an employer – the criterion for evaluating candidate’s criminal history, how far is a criminal records check reportable as per FCRA compliance, the process to make your criminal background checks EEOC complaint and much more.
This guide covers the following topics:
- What is a Criminal Background Check?
- Why Conduct Criminal Background Checks?
- What Are The Different Types of Criminal Record Checks
- The Role Played By Criminal History in the Hiring Process
- Steps to Conduct EEOC Compliant Criminal Background Checks
- How to evaluate a Candidate’s Criminal History?
- How Far is a Criminal Records Check Reportable as Per FCRA Compliance?