Many factors should be taken into account when considering the use of criminal history in hiring decisions, such as the type of offense, relevance to a particular role, length of time since the offense, and evidence of rehabilitation. An employer's decision should be based on a fair, transparent, and unbiased process that gives applicants the opportunity to provide context and demonstrate their qualifications, abilities and character. Policy would differ according to job type and functions. For example, in roles involving handling sensitive data or working with children and vulnerable individuals, criminal history checks may be more critical and carry a greater weight in the hiring decision.
I would recommend that employers adopt a policy of fairness and transparency when using criminal history data in the hiring process. This means that decisions should be made on a case-by-case basis, with careful consideration given to the nature and severity of the conviction, its relevance to the job position, and how long it has been since the offense took place. Additionally, decisions should be made in accordance with applicable law and should be subject to review by appropriate authorities. The application of criminal history data in hiring decisions should be consistent across job types and functions, with the exception of roles involving significant responsibility or work with children, the elderly, or vulnerable individuals.