well after someone enters the process, and cannot legally be done without consent. Simply applying for a position is not sufficient "implied consent" in most states, although I am not familiar with the specific laws on this in every state. In the states where I work most often, an applicant must sign a specific consent document for these checks to be conducted.
All I'm talking about is getting through the door. I'm not saying any of this is logical; it's just the way it is. I've been doing work in this field for nearly 30 years and much of it is illogical and "gut feeling" on the part of individuals who have little or no training in how to actually evaluate skill and behavior. Age has no direct correlation with any of that, and discrimination based on age (too
"old" or too "young"
is ridiculous (not to mention illegal). Good luck, however, getting a case to be heard or decided in your favor. I believe it's the most common and least "respected" form of hiring discrimination. I'm not "taken in" by anything of the sort, but I'm on the other side of the equation. I teach people to accurately evaluate skill and behavior with sets of behavioral constructs using a detailed question-based and observational analysis. However, if someone can't even get in the door, they can't get to the point of evaluation. However distasteful it may be, it's what's going on in the hiring world today.
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