Although criminal histories can be among the most important for identifying potentially problematic employees, recent EEOC Guidelines elaborate on the use of criminal histories in hiring practices, and should not be ignored. These guidelines have made it incumbent upon employers to consider the nature of the job, how long ago the arrest was made, and whether it resulted in a conviction before denying a candidate a job. That means that it is necessary to have complete and accurate information, or the employer may be served with an EEOC complaint. An article which appeared in Forbes magazine in 2013 is a good summary of this issue. Review it here.