What is it?
The EEOC explains that an arrest is not proof of criminal conduct and recommends considering the accuracy and job relevance of records. Other federal, state, and local rules may also apply.
Why would I need this?
Learn which questions need a qualified policy review before making a hiring decision.
Show me.
- Identify the actual duties and requirements of the position.
- Check the applicable current hiring and background-check rules with qualified help.
- Distinguish arrest information from conviction information and check accuracy.
- Use a consistent review process and provide appropriate opportunities to address information.
Try it.
In an invented policy review, list what you need to check before treating an old record as a reason to exclude everyone from every role.
Watch out for this.
This lesson does not approve a hiring policy or decide an applicant’s eligibility. Use current jurisdiction-specific guidance.
Explain this another way
Focus on one small task: distinguish a record from a job requirement. You can practice aloud, on paper, or with someone you trust.
Show me an example
HAB practice example: A reviewer separates the job’s requirements, what a record actually says, and questions that need legal review.
What does that word mean?
Open the full glossaryYou did it.
You have practiced a useful next step. Repeat it if you want, or continue at your own pace.