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?

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.

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.