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For applicants to have a blemish (Criminal record, poor driving record etc) in their background. I was always taught to keep my criminal and driving record clean because that could be the difference in employment, but interviewing over the last year I would say approximately 60% of the applicants have some type of criminal record (usually alcohol related). It has never changed my opinion of them and I always recommended the best interviewee (HR makes the final determination on whether backgrounds are acceptable), but has it become accepted that most applicants will have some sort of skeleton in their background?
We do not hire people who have criminal backgrounds, minus traffic infractions. Heck, I'd never been able to work if speeding tickets were a problem! Driving records do not come into play unless they are doing some driving for the business...deliveries, etc.
First of all let me be the first to say Thank God someone still has good hiring practices.
But ummm.....
I don't know if it's the norm to have criminal history, then again some groups would argue it's easier for some than others to acquire one.
I guess overall with the way too many laws passing for frivolous things, it's only a matter of time before all of us has something on us.
Quote:
Originally Posted by ogplife
For applicants to have a blemish (Criminal record, poor driving record etc) in their background. I was always taught to keep my criminal and driving record clean because that could be the difference in employment, but interviewing over the last year I would say approximately 60% of the applicants have some type of criminal record (usually alcohol related). It has never changed my opinion of them and I always recommended the best interviewee (HR makes the final determination on whether backgrounds are acceptable), but has it become accepted that most applicants will have some sort of skeleton in their background?
For applicants to have a blemish (Criminal record, poor driving record etc) in their background. I was always taught to keep my criminal and driving record clean because that could be the difference in employment, but interviewing over the last year I would say approximately 60% of the applicants have some type of criminal record (usually alcohol related). It has never changed my opinion of them and I always recommended the best interviewee (HR makes the final determination on whether backgrounds are acceptable), but has it become accepted that most applicants will have some sort of skeleton in their background?
Oh heck...I wasn't going to say anything, but I've got to ask.
How far BACK are you going with these criminal background checks? Let's say I did something STUPID in high school...but that was over 20 years ago. Are you, my employer today, going to care about the stupid things I did when I was a kid--considering I've been a "straight arrow" ever since? That maybe I'd "learned my lesson"?
We are tough on the driving records. Our insurance company is even tougher than we are. HATE hiring someone and they don't disclose a lengthy record on their driving and the insurance kicks it back saying, "NO!". We also are tough somewhat on the criminal record because of the nature of the job and how many government agencies we are licensed thru. BUT, it has happened TWICE now that before someones "full and complete" record came back within the first few days while they were riding w/ someone learning the ropes they got stopped (we tend to just based solely on the fact there are "hazardous materials" placards on the trucks) and get arrested.
Oh heck...I wasn't going to say anything, but I've got to ask.
How far BACK are you going with these criminal background checks? Let's say I did something STUPID in high school...but that was over 20 years ago. Are you, my employer today, going to care about the stupid things I did when I was a kid--considering I've been a "straight arrow" ever since? That maybe I'd "learned my lesson"?
Your question and my question is really apples and oranges, but in relation to my question posed, I am not really considering circumstances (severity of crime, date of crime). I am simply concerned about the blemish.
On a personal level I don't really judge others on their crimes as HR makes the final suitability determination anyway so the crime from 20 years back is no different from a crime last year in my book. I just want the best interviewee.
Oh heck...I wasn't going to say anything, but I've got to ask.
How far BACK are you going with these criminal background checks? Let's say I did something STUPID in high school...but that was over 20 years ago. Are you, my employer today, going to care about the stupid things I did when I was a kid--considering I've been a "straight arrow" ever since? That maybe I'd "learned my lesson"?
It depends on the company. I know a few big companies who only check as far back as 7 years.
If you give someone with a criminal record a chance - even a heavyduty record - you may be rewarded with a very, very grateful and loyal employee ...
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Driving records do not come into play unless they are doing some driving for the business...deliveries, etc.
We also are tough somewhat on the criminal record because of the nature of the job and how many government agencies we are licensed thru. BUT, it has happened TWICE now that before someones "full and complete" record came back within the first few days while they were riding w/ someone learning the ropes they got stopped (we tend to just based solely on the fact there are "hazardous materials" placards on the trucks) and get arrested.
