Delegated Examining Unit (DEU) Certification Practice Exam

What should not be included in applicant background inquiries?

1. Criminal history checks

2. Verification of employment history

3. Adverse credit inquiries

4. Educational background confirmation

The correct answer is: Criminal history checks

Focusing on the guidelines for applicant background inquiries, it's essential to consider the privacy and relevance of the information being requested. While verifying an applicant's qualifications and history is vital, certain types of inquiries can raise ethical and legal concerns. Criminal history checks can be a sensitive area when conducting background inquiries. Many organizations have policies limiting the use of criminal history in hiring decisions, particularly in cases where the conviction may not be relevant to the job's responsibilities or where the applicants may have been rehabilitated. In certain jurisdictions, laws dictate how long ago a conviction can be considered in employment decisions, which adds complexity to utilizing this information appropriately. This stems from an increasing awareness around the potential for discrimination and the right to privacy. On the other hand, verifying employment history, confirming educational background, and conducting adverse credit inquiries are generally accepted practices in ensuring that applicants meet job qualifications and standards. These actions help employers make informed decisions while complying with relevant regulations and standards. Thus, the sensitivity and potential legal ramifications associated with criminal history checks make it a type of inquiry that should be approached with caution, emphasizing the need for careful consideration before inclusion in background checks.