An Individualized Assessment Decision Matrix is a valuable tool in background investigations, as it allows for a systematic and objective evaluation of a candidate's qualifications and suitability for a role.
By breaking down the candidate's qualifications, skills, experience, and other relevant factors into an assessment, a hiring manager can weigh the pros and cons of each candidate and make a more informed hiring decision.
In addition, the assessment provides a clear and transparent record of the hiring decision-making process, which can be useful in defending against potential legal challenges.
Overall, it is best practice to utilize an Individualized Assessment Decision Matrix for every job applicant with adverse information in their background report, as it creates consistency in hiring, along with complying with NY Article 23-A and the EEOC Guidelines.
Since the assessment can look daunting at first, we’ve provided an example to go through together. Click the link to request your own copy of the Individualized Assessment Decision Matrix to follow along with.
Bad Diligence
In this example, we will be using Due Diligence as our applicant, and his Resume.
Due’s interview to be a verification specialist at CI went very well. He was dressed professionally, spoke clearly, and asked questions about the company interviewing him.
Based on Due’s resume and how smooth the interview went, there was no reason to believe there would be any major red flags. The hiring team liked him, so they decided to offer Due a conditional job offer, requiring him to pass a background investigation.
Both parties were excited until Due’s Report came back, which uncovered some significant issues. Due didn’t say anything in the interview about him being convicted of sexual abuse five years ago.
This changes the hiring team's view of Due, as it raises concerns about his lack of transparency and integrity. Without the background investigation, the hiring team would not have discovered this information themselves.
In light of Due’s criminal history, the hiring team’s completion and utilization of the assessment becomes crucial.
When viewing Dues Individualized Assessment Decision Matrix, we can see the number of convictions related to sexual abuse that were uncovered in the background investigation. In this example, the hiring team already completed their assessment.
Every Red Line item in Due’s report will result in a new row being created as you go through the assessment.
Starting Your Assessment
