Justice-impacted individuals are often overlooked for job opportunities due to the history found on their record. This challenge can be exacerbated if a company has adjudication practices that dismiss candidates because of bias, rather than role-critical criteria. Additionally, because “adjudication” is not a role in itself but one of the many tasks for which recruiters, HR coordinators, or hiring managers are responsible, it can be a delicate operation. That’s why it’s so important to review and optimize your adjudication process.
Adjudication is the process in which a company reviews background checks against the company’s hiring policies to make an assessment on whether to hire a candidate.
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For example, a candidate applies for a stockroom role at a clothing store. A marijuana possession charge is shown on the background check. As part of the adjudication process, the recruiter reviews the charge and sees that it’s from over 3 years ago, which according to their company policy, the candidate remains eligible and the hiring process continues.
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This may seem straightforward, but each adjudication action can significantly delay the hiring process, and talent acquisition teams who depend entirely on manual adjudication run a greater risk of not aligning with company protocols as they need to seek out guidelines for each case. Systems that surface a company’s adjudication rules within the platform generally help keep adjudication more consistent. At Checkr, our suite of adjudication tools help your team make informed decisions with speed without sacrificing safety and compliance.
In terms of adjudication, adverse action is the process employers must follow when an individual may be disqualified from consideration for a position based on the results of a background check. This includes hiring a candidate or denying a promotion or transfer to a current employee. If your team chooses to initiate adverse action, you are required by the federal Fair Credit Reporting Act (FCRA) to provide the candidate with written pre- and post-adverse action notices and allow an opportunity for the candidate to dispute any incorrect or outdated information.
Adjudication steps like adverse action are a potential risk area in manual adjudication, if busy adjudicators don’t properly initiate the adverse action process. Checkr’s built-in adverse action workflow improves efficiency and supports compliance by generating candidate notifications and managing mandatory waiting periods automatically.
To create a fair adjudication process you may consider the following best practices:
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Adjudication is a key part of the hiring process, but it doesn’t have to be a burden. When executed properly, it can actually improve the recruitment process for both your talent acquisitions team and candidates.
Adjudication best practices boost your hiring process through:
Checkr helps companies hire faster with less risk with modern adjudication tools to streamline the hiring process. In fact, you can spend as little as one hour per week on adjudication, while getting more consistent, compliant results across more candidates. Our tools support responsible reporting to reduce bias and human error, take the guesswork out of the adverse action process, and help manage the adjudication process for efficient hiring. Get started.
Nothing in Checkr’s Blog should be construed as legal advice, guidance, or counsel. Companies should consult their own legal counsel about their compliance responsibilities under the FCRA and applicable state and local laws. Checkr expressly disclaims any warranties or responsibility or damages associated with or arising out of information provided.
Source: https://t-tees.com
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