CLEVELAND / October 20, 2010 — Many employers turn to adjudication modules for guidance when they discover an applicant has a criminal conviction or poor credit. A new white paper from EmployeeScreenIQ reveals the challenges of these modules and offers ways for hiring professionals to avoid a legal slippery slope.
“Adjudication Modules and the EEOC: When Consistency Becomes a Liability” is now available from the global employment screening company. The paper covers the following:
– The Equal Employment Opportunity Commission’s recent scrutiny of hiring practices, including recent lawsuits
– New laws such as Illinois’ “Employee Credit Privacy Act” that restrict the use of credit history and criminal records in employment decisions
– The dangers of allowing third-party providers to develop modules and judge applicants
– “Do’s and don’ts” tips for managers that use adjudication modules
“Adjudication modules are designed to provide hiring mangers with a simple guide for making complicated decisions,” said Nick Fishman, chief marketing officer for EmployeeScreenIQ. “However, organizations that blindly follow them could be exposed to significant liability as the government cracks down on discriminatory hiring practices.”
For example, most companies tend to be nuanced when they look at credit reports, weeding out applicants with bad credit only if they seek senior positions or jobs dealing with money. But if the screening process weeds out more minority applicants than whites, the EEOC mandates that employers must show how that credit information is related to the job. If criminal histories are taken into account, the EEOC says employers must also consider the nature of the job, the seriousness of the offense and how long ago it occurred.
If used incorrectly, adjudication modules can preclude the detailed case-by-case analysis often required to overcome the disparate impact on minority groups that results from criminal background screening. As a result, employers who wish to apply consistency and objectivity in hiring may experience the opposite effect.
To download a complimentary copy of the new article, visit http://www.employeescreen.com/adjudication.asp.
“The key is to review everything about an applicant and be careful in making every hiring decision,” said Fishman. “Every organization is unique in their hiring needs and practices.”
About EmployeeScreenIQ
Founded in 1999, EmployeeScreenIQ is a Cleveland, Ohio-based employment screening company offering a variety of employment screening services to mid- and large-cap organizations throughout the world, including those in North and South America, Europe and East Asia. For more information, visit www.EmployeeScreen.com.
Media Contacts:
Nick Fishman, EmployeeScreenIQ
(847) 564-5410
nfishman(a)employeescreen.com
Elrond Lawrence
Fisher Vista for EmployeeScreenIQ
831-632-2183
elawrence(a)fishervista.com
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This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.