By: Raymond A. Alvarado
In recent years, there has been a growing trend towards redacting dates of birth (DOB) from public records, including criminal records. This shift is largely driven by privacy concerns and a desire to protect individuals from identity theft and other forms of misuse of personal information. While this move is intended to safeguard privacy, it has inadvertently created new challenges for employers and background screening companies.
The Impact on Employers and Background Checks
The redaction of DOBs presents several difficulties for employers and background screening companies:
- Matching Records: Without the DOB, it becomes significantly more challenging to definitively match a criminal record to the correct individual, especially when dealing with common names.
- Increased Costs: Background screening companies may need to invest in additional resources and technology to verify records accurately. This can lead to increased costs for employers.
- Delayed Hiring: The extra verification process can slow down the hiring process, potentially delaying the start date for new employees.
- Potential Liability: Employers may face legal risks if they make hiring decisions based on incomplete or inaccurate background information.
Navigating the Challenges
To address these challenges, CRCA has various solutions that are being implemented:
- Enhanced Verification Methods: CRCA has developed new methods to verify records without relying solely on DOB, such as using additional identifying information like physical address, social security number, and reaching out to candidates when needed.
- Collaboration with Courts: CRCA is working with courts to obtain necessary information for accurate record matching.
- Legislative Changes: Some states are considering legislation to address the challenges posed by DOB redaction and find a balance between privacy and public safety.
Balancing Privacy and Practicality
While the redaction of DOBs is a step towards greater privacy, it’s essential to find a way to balance this with the practical needs of employers when running background checks. Striking the right balance will require careful consideration of both privacy interests and the need for accurate and reliable background checks.
