Mastering Fair Hiring Decision Compliance with Individualized Assessments

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23 Sep

Mastering Fair Hiring Decision Compliance with Individualized Assessments

Mastering Fair Hiring Decision Compliance with Individualized Assessments

Tuesday, September 23, 2025 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Commercial Investigations LLC
Course Name: Mastering Fair Hiring Decision Compliance with Individualized Assessments

Speaker: Michelle Pyan, Alex Skaine
Program Type: Videoconferences, webcasts, audiocasts, podcasts, eBooks, self-directed E-Learning
Registration URL: https://www.cichecked.com/mastering-fair-hiring-decision-compliance

Email Details

Upon completion of this session, participants will be able to: 1. Identify Legal Vulnerabilities in Current Hiring Practices Recognize dangerous "automatic disqualification" policies that violate EEOC guidelines and create legal liability Distinguish between FCRA procedural requirements and EEOC decision-making guidelines Assess how blanket policies like "any felony conviction" or "no criminal history within 10 years" expose organizations to discrimination claims 2. Apply Legal Framework for Individualized Assessments Implement the seven-factor test from NY Article 23-A: nature/seriousness of offense, time elapsed, age at offense, rehabilitation evidence, job duties, employer interests, and public safety Navigate state-specific requirements including Clean Slate laws, Ban the Box legislation, and Fair Chance Acts Evaluate direct relationship between criminal history and specific job functions to determine relevance 3. Conduct Compliant Background Check Decision-Making Utilize CIChecked's Individualized Assessment Decision Matrix™ to document legally defensible hiring decisions Analyze conviction details, job relevance, rehabilitation factors, and consistency requirements systematically Create audit trails that demonstrate non-discriminatory practices across all candidates and positions 4. Build Organizational Consistency and Documentation Standards Establish decision precedents that ensure similar cases receive similar treatment across departments Train hiring managers to separate conviction analysis from integrity/disclosure concerns Develop centralized processes that protect against disparate treatment claims while maintaining workplace safety 5. Transform Compliance Challenges into Strategic Advantages Access qualified talent pools that competitors automatically reject through blanket policies Position individualized assessments as legal protection rather than administrative burden Balance fair hiring practices with legitimate business interests and public safety considerations These objectives address critical gaps in current hiring practices where organizations often rely on outdated, legally vulnerable policies that both limit talent acquisition and increase discrimination liability.

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This interactive webinar combines real-world case analysis with hands-on application of legal compliance frameworks to transform how organizations handle adverse background check information. Participants engage with actual hiring scenarios that demonstrate the critical gap between standard interview processes and comprehensive candidate evaluation. The session opens with an immersive case study featuring "Due," a candidate whose professional interview performance contrasted sharply with undisclosed criminal history. Attendees analyze this scenario through multiple lenses, examining how traditional "pass/fail" approaches create legal vulnerabilities while missing opportunities for defensible decision-making. The case illustrates common organizational blind spots where hiring teams rely on surface-level assessments without proper legal frameworks. Interactive polling throughout the session captures participant experiences and challenges, creating dynamic discussion around current organizational practices. Attendees identify their biggest concerns regarding adverse information evaluation, compare their existing approaches against legal requirements, and prioritize areas needing immediate attention within their hiring processes. The core learning experience centers on live demonstration of CIChecked's proprietary Individualized Assessment Decision Matrix™. Participants observe real-time completion of this comprehensive evaluation tool, following the systematic analysis of Due's conviction details, job relevance factors, rehabilitation evidence, and consistency requirements. This demonstration reveals how proper documentation creates legal protection while ensuring fair candidate treatment. Attendees learn to navigate complex regulatory intersections where Fair Credit Reporting Act procedural requirements meet Equal Employment Opportunity Commission decision-making guidelines. The session addresses state-specific considerations including New York's Article 23-A seven-factor test, Clean Slate legislation impacts, and Ban the Box compliance requirements. Participants discover how remote work arrangements complicate jurisdictional compliance and create new documentation obligations. The webinar challenges dangerous organizational policies through comparative analysis of common automatic disqualification practices. Attendees examine why blanket policies like "any felony conviction" or "no criminal history within 10 years" expose organizations to discrimination claims while limiting access to qualified talent. Interactive discussion explores how these approaches fail legal scrutiny and create competitive disadvantages in tight labor markets. Practical application exercises guide participants through decision-making scenarios involving various conviction types, time intervals, and job function correlations. These activities demonstrate how identical criminal records require different analyses based on position requirements, workplace environments, and business necessities. Participants practice separating conviction relevance from candidate integrity concerns, learning to evaluate disclosure timing as distinct from underlying criminal history. This comprehensive learning experience prepares human resources professionals, hiring managers, and compliance officers to handle adverse background check information with confidence, legal protection, and strategic advantage in competitive talent markets.