Of course you’re concerned about hiring the right person for the job. We all are. You’ve done your homework and polished your recruiting skills. You put the right incentives in place to attract the kind of people you’re looking for. You’ve developed a sound program for interviewing and testing and pre-screening applicants in an effort to limit potential liability for negligent hiring. You are the model employer of Due Diligence.

Then it happens. Your favored applicant – the one with the right skills, the right employment history, and the right personality - has a criminal record that appears on his background check. What do you do now?