Criminal History?
Answers:
Wow! That comes up all the time. And there are states where they can't hold your criminal background against you unless it specifically relates to the job at hand. Hospitals, child care, schools and nursing homes are more stringent (and need to be) than most. So if it is an issue that would make you unemployable at any of those (crimes against children or seniors, murder, theft, etc.) I wouldn't waste my time or the employers.
Whatever you do, don't lie. Because even if you get by and get hired, when it comes out that you lied, you will be fired for falsification of an employment record even if the event itself would not have precluded you from employment.
I'm not a big fan of "will explain at interview" -- very rarely does the form only allow a yes or no. It usually gives you space to explain. You could give a brief rundown and say, "will discuss further at interview" -- goes over much better because you are holding yourself accountable for the sins of the past, owning up and giving the employer a chance to give you a chance.
"Will explain at interview" usually means I'm going to get a story and if I wanted fiction, I'd go to the library. Tell me up front and I will think better of you.
We've all done things we don't want published on the front page of the newspaper.
Good luck!
I like to give people a second chance, thats what I would want. It all depends on what the situation was, and when it happened. It bothers me when a stupid little mistake that is made when your 16 gets held against someone until there 40 and can not find work.
I have been advised that it is perfectly acceptable to answer that question with "will discuss in interview." That will give you an opportunity to explain your situation rather than have the employer simply write you off as a criminal.
Let's break this down first, then I'll give you my reasons for each.
1. A felon for a non violent crime: a crime that involved an accounting crime or violating SEC rules, then No if the prospectiveposition involved handling money or the "books"; if the position didn't involve money, then perhaps if he/she had the credentials for the job, he/she would be a candidate for it.
2. State felon for a violent crime: Did the violent crime involve a weapon other than one's hand or feet? If so, then I would prefer to not hire him/her based on history of violent behavior. If the crime involved only their hands or feet, then if he/she had the credentials for the job, he/she would be a candidate for it.
3. Someone with misdemenor drug possessions: a misdemeanor in California is 27.9 grams or less of pot. So, being an advocate of maryjane, provided the person had the credentials for the job, he/she would be a candidate for it. Other drugs would need to be reviewed because we don't want someone swiping 'scripted meds to work here (petty theft would go up).
4. Driving while license suspended: unless the position required driving as part of the normal job tasks, it's not a factor. However, the actual punishment for this crime would need to be evaluated to see if it contributed to other things that may preclude working for me. For example, was the license suspended for DUI/DWI? If so, then I don't want a drunk working for me because of potential on-the-job liability issues.
5. Any other minor crimes such as many many traffic tickets: were the tickets paid? At what age was the applicant when he/she received said tickets? A 16/17 year old getting tickets and a 38 year old military veteran is a huge difference with respect to this crime. Provided the person had the credentials for the job, he/she could be a candidate for it.
6. If you would or wouldn't hire them explain why: each situation deserves special attention with respect to the type of job one's applying for in this scenario. Granted, some questions are illegal during an interview but, the firm also has a legal right and moral sense to protect itself and it's employees from potential harm. So, a secondary interview would be necessary to clarify any issues that may hinder the candidate. Hiring a person for a job is not black and white.
7. How long would they have to stay out of trouble before being considered: See #6 above. Time is very subjective. King George Bush has a DUI in his past and he became King of the United States.
8. If you would hire them, how much would you trust em: If the candidate is hired, the trust is earned and not given just because he/she joined the team. Trust will take time to build but initial trust will be afforded to the hiree after he/she accepts the job.
The question is very delicate and would take a seasoned HR interviewer to ask the right, legal questions to properly interview folks with this type of history.
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