One of the ways employers can help avoid making poor hiring decisions is to conduct background checks on candidates they are considering for hire. Employers must be cautious, however, since relying on background check information, particularly criminal history information, can result in a disproportionate screening out of minorities and other protected groups. As a general rule, a record of arrest (which is not by itself evidence of criminal guilt) should not be the sole reason for rejecting a candidate. Other factors to be considered when reviewing an applicant’s (or employee’s) criminal history record include:   

• The length of time since a conviction
• The nature of the crime
• The relationship between the job to be performed and the crime committed
• The number of convictions
• Rehabilitation efforts
• Subsequent employment history

Employers often do not have the time or the resources to properly analyze background check information. Employers can, however, rely on Management 2000, a Professional Employer Organization, for guidance in this area. The professionals in Management 2000’s HR Department are experienced in reviewing and analyzing background check information to help ensure appropriate and legal hiring decisions.