Do you conduct background checks? Most of you do... how can you not these days? But, are your background checks legal? How about when it comes to arrests and or convictions - do you factor this in to your decision making? If so, which way do you tend to fall? Do you have a blanket 'no hire' policy for applicants with an arrest or conviction record? Or do you look at things on a case-by-case basis and make an individualized assessment? Hear what the Equal Employment Opportunity Commission (EEOC) has to say about this issue.
