Pathway 2

How to Use Background Checks for More Effective Hiring

Research shows that applicants with a criminal record are 50 percent less likely to be called back for a second interview when the application process requires that they undergo a background check.

Although there are virtually no legal mandates that companies must conduct applicant background checks, it is estimated that more than 90% of employers do so to some degree. It may involve checking if an applicant has a criminal record, assessing their credit history, confirming an applicant’s past employment, education or certifications/licensures, or inquiring about highly subjective aspects of their personal life such as reputation among friends, professional acquaintances or coworkers.

To create fairer hiring outcomes and comply with laws like Ban the Box, Clean Slate, the Fair Credit Reporting Act (FCRA), and anti-discrimination statutes, employers should:

• • Conduct background checks later in the hiring process, ideally after a conditional offer.
• • Ensure they do not automatically disqualify candidates based solely on a record.
• • Evaluate whether any conviction is directly relevant to the role in question.

This strategic, legally compliant use of background checks helps companies avoid missing out on qualified, motivated candidates and supports inclusive hiring efforts.

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