How do you make a decision whether to hire or not if background check uncovers unfavorable information?  Do you have an adjudication matrix or similar tool?  Are you willing to share our thoughts on when to make a decision to hire or not?  For example, would you hire someone was convicted or charged with assualt charge within the past 7 years?  What about DUI or drug possession?

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HR Manager, Self-employed
When deciding whether to hire a candidate with unfavorable background check information, it's important to follow a thoughtful approach. First, to carefully review the details of the unfavorable information and considering its relevance to the job role and responsibilities. Assess whether the issues discovered directly impact the candidate's ability to perform the tasks required for the position. Next, evaluate the candidate's overall qualifications, experience, and skills in relation to the job requirements. If the unfavorable information raises concerns about the candidate's honesty, integrity, or ability to work well with others, it's crucial to consider whether these traits are essential for success in the role. Additionally, take into account any actions the candidate has taken to address or rectify the issues highlighted in the background check. Lastly, weigh the potential risks and benefits of hiring the candidate, keeping in mind your organization's policies and legal obligations. Ultimately, the decision should be based on a balanced consideration of the candidate's suitability for the job and the potential impact of their past actions on their future performance.
Talent Acquisition Head in IT Services, 51 - 200 employees
In our Organisation,we have hired a third party vendor who does the background checks on the employees,in Indian companies this is a very common practice.The standards have been predefined by our Management team,for example if the prospective employee had a consecutive bad relationship with his team in the previous firms,then we do decide to not have hime onboard.
And compliance standards are set seperately,like if someone was convicted,or has an assault charge then we will not hire that person.
HR Business Partner in Manufacturing, 1,001 - 5,000 employees
first of all, company policies are at the forefront in recruitment. We prefer not to hire, as hiring someone who has already been convicted would be a legal challenge. If the candidate is a very talented candidate, I can present it to my senior managers for consideration.

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Interim Human Resources Director UK USA & Asia in Finance (non-banking), 1,001 - 5,000 employees
Questions are competency based for each role. I have a database with questions for each competency – happy to discuss before sharing.

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