如果一个包罗万象的数据库包含雇主做出明智的招聘决定所需的每一条相关信息，背景调查就会更简单。但是，不幸的是，该资源不存在。

也没有组织可以遵循的标准化清单来确保其搜索返回全面评估给定候选人所需的所有信息。在每种情况下，有太多因素在起作用，这种类型的清单是有效的。

但是，在组织考虑进行包括犯罪记录和其他公共记录的背景调查时，有一些一般性考虑可以提供急需的指导：

1. 范围和深度应反映职位的性质。很明显，高管可能比邮件文员更值得进行更广泛的搜索，但如果这种区别不那么明显呢？

   为了更好地确定背景调查期间的内容、地点和回溯时间，组织应仔细考虑以下标准：

• 职位的级别和简介

• 该职位对资产、客户和数据的访问权限有多少

• 对安全和安保的潜在影响

• 财务/信托责任

2. 定时。某些来源（例如县法院）返回搜索结果所需的时间可能存在很大差异，这是您身边有经验丰富的就业筛选提供者可以提供帮助的一种方式。这样的合作伙伴可以帮助您决定应该进行哪些搜索要求尽量减少背景调查所需的时间。在某些情况下，可能有其他数据源可以提供更快的结果。

3. 跨工作级别的一致性。要记住的另一个关键问题是，相似职位的背景调查应该保持一致。例如，如果您同时招聘多个同一级别的客户服务代表，那么搜索的范围和深度应该对所有人都相同申请人。这使您可以全面考虑相同的信息，并有助于防止歧视索赔和可能的法律诉讼。

4. 法律和监管合规。您应该记住，许多法律、法规甚至指导可能会影响如何将犯罪记录和其他公共记录用作就业背景调查的一部分。例如，2012 年，美国平等就业机会委员会 (EEOC) 发布了有关以下方面的指导：它认为雇主应该如何使用犯罪记录信息来做出招聘决定。根据该指南，雇主在决定不聘用求职者之前，应考虑犯罪的性质、严重程度和最近发生的时间——以及其与空缺职位的相关性。

   这就是为什么您最好与您的法律顾问合作，以更好地确保您的背景筛查计划符合适用的法律和法规。

5. resource does not exist.

6. Nor is there a standardized checklist an organization can follow to ensure its searches return all the information necessary to fully evaluate a given candidate. Too many factors are at play in each situation for that type of list to be effective.

7. However, there are some general considerations that can offer much-needed guidance as an organization contemplates a background check that includes criminal and other public records:

8. Scope and depth should reflect nature of position. It’s fairly obvious that an executive would likely merit a more extensive search than a mail clerk, but what if such distinctions weren’t as clear?

   To better determine what, where, and how far back to look during a background check, organizations should carefully consider criteria like:

1. The level and profile of the position

2. How much access the position has to assets, customers and data

3. Potential effect on safety and security

4. Financial/fiduciary responsibilities

9. Timing. There can be a wide variance in how long it takes some sources, like county courts, to return search results, which is one way having an experienced employment screening provider by your side can help.Such a partner can help you decide what searches you should request to minimize the time required for a background check. In some instances, there may be alternate sources of data that provide faster results.

10. Consistency across job levels. Another critical issue to keep in mind is that a background check should be consistent across similar positions.If you’re simultaneously recruiting multiple customer service representatives at the same level, for example, the scope and depth of the search should be the same for all applicants. This allows you to consider the same information across the board and helps protect against claims of discrimination and possible legal action.

11. Legal and regulatory compliance. You should remember that a number of laws, regulations, and even guidance can affect how criminal and other public records are used as part of an employment background check.In 2012, for instance, the U.S. Equal Employment Opportunity Commission (EEOC) issued guidance regarding how it believes employers should use criminal record information to make hiring decisions. According to this guidance, employers should consider the nature, severity and how recently a crime was committed – as well as its relevance to the open position – before deciding not to hire an applicant.

    This is why you’d be well-advised to engage with your legal counsel to better ensure your background screening program is compliant with applicable laws and regulations.

13.