What it Means for You When a Candidate Has a Criminal History

You want a saint, but sadly, we are all sinners. And some of us have been convicted of our sins.

You’re a hiring manager–and you find out that a candidate has a record. What can you do? Can you ask? Wait, how did you find out about the record in the first place?

To learn more about what to do about candidates criminal records, click here: What employers must know about hiring candidates with criminal histories

Related Posts

5 thoughts on “What it Means for You When a Candidate Has a Criminal History

  1. If you go ahead and hire a white man with a drug conviction because it was “just a youthful indiscretion” and then reject a black man with a similar conviction you’re violating the law.

    Plus you’re probably a horrible *squid-lipping* racist and you should reconsider your life choices. 😛

    1. Of course, very few squid-lippers will read that and see it as an example of bias, rather than coming up with 101 reasons why the white guy’s case is different.

  2. Aside from the implied racism concept, I believe that the reasoning behind removing the check box on application was to create an open door application process. I would assume that for initial interviews, that the company would state policy on background check information ( which method used). I would think that they would expect an explanation or comment from potential employee as to what to expect from the background check. ( you can’t hide a felon charge). Depending on what kind of felony ( there’s white collar felony, etc) certain jobs can be available, like discussed in article. Obviously you don’t want someone who committed a dangerous crime (murder, etc).
    Felony covers a large number of crimes, the person who does the interview should be looking at the skill set offered by the applicant. I am sure that there’s a whole set of properly formulated questions that can be used to address this issue.
    One thing not noted in article, a person can have a felony charge on record but was not convicted of the crime. A potential candidate with something like this should be allowed to explain and not be held in a negative manner especially if job has nothing to do with area of charge. ( They charge people in Florida,USA with a felony for not reporting an income increase of just $100/yearly if receiving benefits and then put penalties on it to make the sum higher. While on a re-payment program that felony charge stays on record. This is an explainable felony charge with no conviction).
    I think the reference to the legal department is helpful in dealing with situations like this (provided reference background checks are really done)

    1. I’d rather have someone convicted of murdering an abusive spouse than someone convicted of embezzling as a bank teller.

  3. Years ago in my early days of HR my employer had a blanket policy of no felonies for shop floor manufacturing positions. This was terrible as I had to turn away potential employees for things like bouncing checks during hard times five years prior (a felony in my state). It was only when unemployment was so low that we could not find good employees could I convince them to look at these on a case by case basis. The newer laws give people who deserve them opportunities.

Comments are closed.

Are you looking for a new HR job? Or are you trying to hire a new HR person? Either way, hop on over to Evil HR Jobs, and you'll find what you're looking for.