Criminal Records Checks and a firm's recruitment policy

We are often asked as to what firms should say on the recruitment policy as it relates to criminal records checks. Below is our suggested wording:
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When reviewing the results of a criminal records check an organisation should consider:

• Whether the offence would cast doubt on the individual’s or organisation’s reputation.
• Whether the offence would affect an individual’s ability to do the job.
• Whether the conviction is relevant to the particular post.
• The length of time since the offence occurred.
• The nature and background of the offence (e.g. violent crime or a history of violence which may impact on an organisation’s duty of care to its staff).
• The seriousness of the offence.