Hiring decisions directly affect not just the success of our businesses but more and more can have safety implications on our businesses. One would think that it would be increasingly common for employers to rely on background checks as a screening tool in the application process
The employment interview can be much more then just an opportunity to find candidates who are a good fit for an employer. It is also an important part of the due diligence process in which employers try to identify candidates who may prove to be dangerous, unqualified, unfit or dishonest.
A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission
When making personnel decisions - including hiring, retention, promotion, and reassignment - employers sometimes want to consider the backgrounds of applicants and employees. For example, some employers might try to find out about the person's work history, education, criminal record, financial history, medical history, or use of social media.
You’ve probably heard about the controversy surrounding employers asking job applicants for their Facebook user names and passwords as part of the background check process. It sounds shocking, but it happens – particularly among law enforcement entities – but even among private sector employers who feel they have a reason to go that extra step to weed out potentially undesirable employees.
PURPOSE AND SCOPE
- Q: What is the purpose of the Guidelines?
A: The guidelines are designed to aid in the achievement of our nation's goal of equal employment opportunity without discrimination on the grounds of race, color, sex, religion or national origin.