Final answer:
Employers typically conduct job reference checks and education checks before extending a conditional offer of employment, while credit checks and police record checks are conducted after the offer.
Step-by-step explanation:
When it comes to employment screening, employers often conduct various types of background checks after making a conditional offer of employment. Job reference checks and education checks can generally be done before a conditional offer has been made. However, credit checks and police record checks often require the candidate's consent and are more sensitive in nature. Therefore, as a best practice, these should be conducted after a conditional offer of employment has been extended, to ensure compliance with employment laws and the Fair Credit Reporting Act, which aims to protect the privacy of job applicants. It's essential for employers to be aware of the legal constraints around when and how they can conduct different background checks.