Hiring with Criminal Records; a Potential New Reality in a…

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It’s important to understand when a criminal history can be used and a best practice remains to work with a well-qualified third-party pre-employment background screening agency.

The importance of reviewing criminal history as part of pre-employment background screening may be significantly reduced as the country moves into a post-pandemic return to work hiring cadence. Adam Almeida, President and CEO of CriminalBackgroundRecords.com opines: “The importance of criminal history records has become less significant over the years and the trend continues as companies are challenged with finding qualified employees post-pandemic.”

Prior to the Covid 19 pandemic employees were placing less importance on criminal background records and as the country moves into a return-to-work cadence, the importance of criminal history continues to lose its grip as a perceived key indicator of employability.

Adam Almeida, President and CEO of CriminalBackgroundRecords.com states: “The perception of a criminal history’s importance may suggest these reports are somehow less important. While they may not be a key indicator of employers as they once were, their value continues. When a criminal record can be used has changed in some areas and that is a significant change, but as employers struggle to fill their staffs those individuals with criminal records are being considered for positions, in greater numbers.”

Ban-the-box laws across the country have greatly changed when and if a criminal record can be included within the hiring decision, but as the country moves past the Covid 19 pandemic employment patterns have changed. Employees in certain industries have become more difficult to attract.

From KSBY.com on May 27, 2021:

With both the need for workers right now and emphasis on diversity, equity and inclusion, there's new attention on hiring people with criminal records.

As many as one in three or around 70 million Americans have some type of criminal record.
Human Resource professionals and business leaders are more on board with hiring them now.
According to new research from the Society for Human Resource Management (SHRM), the majority say they do their jobs just as well or better than others. This also includes promotion potential, dependability and retention. (1)

Almeida adds: “Another factor employers are facing are wages. Many individuals that left certain industries, such as hospitality, are seeking higher pay.”

From MyNews13.com on May 31, 2021:

While the changing job market is putting pressure on employers to pay more and offer additional incentives and benefits, some companies say they simply can’t afford to pay more.

The changing dynamics — with both employers and employees finding their own challenges in the new market …(2)

Ultimately, the post-pandemic job market is poised to remain a challenge. Hiring more individuals with a criminal history has the potential of reducing the pressure in staffing for many employers.

Almeida adds: “It’s important to understand when a criminal history can be used and a best practice remains to work with a well-qualified third-party pre-employment background screening agency in order to remain compliant with law.”

From WestfairOnLine.com from June 4, 2021, discussing a recent survey verifying the challenges companies face as they return to full staff services post-pandemic.

A new survey published by The Conference Board found 80% of companies primarily seeking industry and manual services workers have found it challenging to hire qualified workers, with 25% reporting it has been very difficult. In comparison, during the pre-pandemic period 74% of companies had the same problem, with only 4% claiming it was very difficult.

While finding workers has been rough, retaining them is another problem: 49% of companies with mostly industry and manual services workers reported it is also somewhat or very difficult to retain workers, up from 30% before the pandemic. Among those employing professional and office workers, 28% acknowledged employee retention problems, up from 23% before the pandemic. (3)

Almeida concludes: “Post-pandemic, employers will have to face a new reality in hiring and equalize their hiring policy by including those with criminal histories. Considering everyone on an equal footing may prove to reduce some of the challenges in staffing. However, going forward, the use of criminal records will remain complicated and a best practice remains to work with a third-party background screening agency, such as CriminalBackgroundRecords.com to remain complaint with law.”

CriminalBackgroundRecords.com is a third-party employment screening company, an advocate of SHRM, a member in good standing with the PBSA (Professional Background Screening Association) and for over 18 years has maintained an A+ Rating with the BBB (Better Business Bureau). The company has highly trained operators well versed in the needs and requirements of companies and organizations large and small utilizing public records, such as criminal background records, as part of a hiring process. Assisting companies in maintaining full compliance under the law is a central tenet of all client relationships with CriminalBackgroundRecords.com.

Notes:
(1)    ksby.com/news/national/theres-new-attention-on-hiring-people-with-criminal-records
(2)    mynews13.com/fl/orlando/news/2021/05/31/job-seekers-and-hiring-managers-face-challenges-in-new-job-market-reality
(3)    westfaironline.com/137016/survey-companies-report-difficulties-in-hiring-and-retaining-qualified-workers/

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