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The main thing that makes me uncomfortable is that they will raise all sorts of unrelated things that can bias you or others in your company against a candidate
by ryanbrunner 4y ago
The main thing that makes me uncomfortable is that they will raise all sorts of unrelated things that can bias you or others in your company against a candidate, or even if you choose to ignore them, be brought up against you if it turns out you hired someone with a drug conviction or something unrelated to their work at your company.
I don't really give a shit if someone was arrested for a drug offense (or many other offenses), and knowing that information brings up all sorts of complications, to the degree that it outweighs the value of knowing relevant stuff (largely because genuinely relevant things from a background check are rare).
- NovemberWhiskey 4y agoWhat you do is decide what you care about from a conviction perspective (say, crimes of dishonesty, serious violence etc). Then you write up a policy that says these are exclusionary. Then you only let HR run background checks immediately pre-contract, and you don't let anyone outside of the immediate background check team see any of that stuff. They're empowered to give you a yes/no to hire, but that is all. Hiring managers should not be looking at BGC material.