About that “new” EEOC policy about candidate’s criminal record in pre-employment screening. In a sentence, it means:
File a charge of discrimination if a candidate isn’t hired (or is fired) for having committed some non-job-related crime.
If you’re doing contingency-fee search, your existing policy in a sentence is:
Race to place.
- If it’s not job-related, don’t consider it.
- If it has no bearing on the job duties (like a conviction for embezzlement of a bank veep candidate), don’t disclose it.
- No third-party criminal background checks.
But how about a new policy for you too? How about one to help criminally-challenged candidates resume productive, placement-fee-generating careers?