Employers have a multitude of specific criteria they must pinpoint when searching for, and eventually hiring the best job candidate.  Asking questions regarding someone’s professional history and contacting pertinent references are just a few of things on the list of a recruiter or supervisor overseeing the hiring process. Certain personal details, however, such as one’s age, gender, race or nationality cannot be used as a pre-qualifier or disqualifier.  A candidate’s arrest and conviction history represent a different scenario altogether.  The Equal Employment Opportunity Commission’s (EEOC) Office of Legal Counsel, in upholding Title VII of the Civil Rights Act of 1964, recently issued an advisory opinion on the handling of arrest and conviction records for job applicants and background checks.  The opinion makes clear that inquiries to one’s arrest history are unnecessary and those detailing past convictions only relevant if they coincide with the specific duties of the position being filled.