I agree - inappropriate blog posting for this venue for HR professionals - it should never have been in the site's email that was sent out. I have to agree with most of the others here who commented. Besides, it is absolutely true that there is *always* a large percentage of voters who are not going to be swayed to vote for the other "team" no matter what they do or don't do. Romney was right in that respect.
I disagree with the article regarding criminal history checks. Employers need to know if the candidates they are considering have a history of, for instance, violent behavior, sex offenses, alcohol or drug abuse charges, etc. Any of these convictions could show a candidate to be high risk for a specific position they are interviewing for. It is perfectly legal to obtain a criminal background check but if using a 3rd party be sure you have the proper authorization/disclosure forms signed up front. Employers could be held liable for negligent hiring practices if their new employee, with a history of violent convictions or sex offenses for example, harms another employee or customer while on the job (just an example).