In a perfect world, there would be no need for criminal background checks

Let’s not kid one another, there’s good people and then, there’s bad people. We all watch the news reports about all kinds of violence happening in places of employment, education, childcare and houses of worship. We also hear about sexual predators on the loose. The particular terrifying thing is that you simply typically never know who these individuals are until after the fact, which by then — it’s too late.

Workplace violenceHave you ever seen or heard a person who was convicted of a violent crime, before their criminal conviction was made public? Most deceive you into thinking they are the most gentle and caring person in the world. Their convoluted and charming explanation leads you to believe that they could not be the same person accused of a felonious crime. As a matter of fact and oftentimes at a more sophisticated level, you may find them associating within a circle of “good” people, so to earn your immediate trust and confidence. They are referred to as “con” man, because they prey on your confidence. If you take a closer look into their documented past, there are more likely than not, warning signs of future behavior.

Investing in a criminal background check that also includes a county courthouse domestic violence search will greatly increase your chances of not hiring or better yet, trusting the “wrong” person.

In today’s politically correct society, many people get offended by the term “Profiling” which in true reality, does not refer to any particular race, faith or group of people from anywhere in the world. It merely refers to relevant traits of character behavior for various types of criminals. This is one particular are where you develop a “nose” or sense for connecting-the-dots. It’s been used by law enforcement investigators since the beginning of time. Even insurance companies gauge their risk exposure using a complex algorithm derived from some of those “traits”.

EEOC Update: Using Criminal Background Checks when Employing Ex-Convicts

By today’s standards, most employers have implemented criminal background checks into their hiring practices. Businesses have realized and become more educated about the safety responsibility they owe their own workers and clients. The rise in negligent hiring lawsuits have also played a part in employers being more careful about who they hire by means of properly conducting employment background screening.

But now, a wrench has been thrown into the equation. The Equal Employment Opportunity Commission (EEOC) new guidelines enacted have completely changed the rules as we have finally come to know them. The innate basis for this draconian change is based on discrimination. Yes, racial discrimination of criminals. The EEOC took into account studies that show that 33% of all black americans and 17% of hispanic males have been under the supervision of the criminal justice system at any given time in their life. Thus, making them “unhirable” based on the results of their criminal background check. While reading this may seem shocking and on the opposite end of what we were taught to believe was right, let’s further look into the revised EEOC background checks guidelines and formulate an intelligent opinion.

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