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背调中犯罪记录检查能查到什么

犯罪记录检查 仍然是当今许多组织招聘流程的一部分。根据人力资源管理协会 (SHRM) 的数据,48% 的进行就业前筛查的公司仍然会在就业申请中询问求职者的犯罪记录。

但是,犯罪记录检查可以告诉雇主关于给定候选人的什么信息?这是一个列表。

  1. 犯罪类型:是针对个人、国家还是财产的犯罪?

  2. 犯罪的严重程度:是轻罪还是重罪?

  3. 犯罪发生时间:是几十年前还是最近?

  4. 犯罪与当时从事的任何工作的相关性。

  5. 犯罪与所申请工作的相关性。

  6. 是否有重犯同一罪行。

  7. 是否存在重犯的风险。

疏忽招聘和犯罪记录检查

除了收集有关候选人的所有这些信息之外,犯罪背景调查的主要好处是降低与不当聘用或疏忽聘用相关的风险。

招聘疏忽通常是由于没有进行彻底的背景筛选程序(可能包括也可能不包括犯罪记录检查)的结果。结果可能是对组织提起诉讼,理由是雇主知道或应该知道雇主雇用了“危险或不可信的人” 。

通常,进行犯罪背景调查所需的求职者信息包括求职者的书面许可及其全名和出生日期。拥有候选人的社会安全号码也很有帮助,有时不需要,但可用于验证其他相关信息。


 

人力资源最佳实践

作为最佳做法,在提供有条件的工作机会之后,通常是询问背景筛选信息的好时机,让申请人有机会在考虑其合法过去之前对其优点进行评估。

此外,为了公平对待有犯罪前科的候选人,人力资源部还有责任考虑以下几点。

  1. 与犯罪有关或围绕犯罪的事实和情况。

  2. 犯罪时候选人的年龄。

  3. 候选人在获释时的年龄(如果相关)。

  4. 求职者是否在定罪后从事相同的工作。

  5. 候选人在犯罪前后的工作经历。

  6. 候选人是否参与并成功进行了相关的康复治疗。

  7. 如果有性格推荐或其他相关信息可以支持候选人的职位资格。

求职者应该知道什么

对于有犯罪记录的求职者来说,好消息是只有略多于一半的公司实际上会因犯罪记录而取消求职者的资格,所以今天,泄露犯罪记录并不一定会将求职者排除在候选人之外水池。

此外,提前招聘员工比试图隐瞒你的过去要好,因为诚实让 HR 有机会根据上面列出的最佳实践评估你的历史,并更公平地确定你是否有资格胜任你申请的职位。

观火 为希望在就业前筛选过程中使用这些历史记录的雇主提供优质的犯罪记录检查服务。立即了解有关我们服务的更多信息。

Despite the “ban the box movement,” the criminal record check is still a part of many organizations’ hiring processes today. According to the Society of Human Resource Management (SHRM), 48 percent of companies that perform pre-employment screenings still inquire about applicants’ criminal histories on employment applications.

But what does a criminal record check tell an employer about a given candidate? Here’s a list.

  1. The type of crime: Was it a crime against a person, state, or property?

  2. The severity of the crime: Was it a misdemeanor or felony?

  3. When the crime took place: Was it decades ago or more recently?

  4. The relevance of the crime to any job held at the time.

  5. The relevance of the crime to the job being applied for.

  6. Whether there were any repeat offenses of the same crime.

  7. Whether there may be any risk of repeat offense.

Negligent Hiring and Criminal Record Checks

In addition to gathering all this information about a candidate, the major benefit of a criminal background check is to reduce the risks related to a bad hire or negligent hiring.

Negligent hiring is often the result of not having a thorough background screening process that may or may not include criminal record checks. The result can be a lawsuit made against an organization based on a claim that the employer either was aware of or should have been aware of that the employer hired a “dangerous or untrustworthy character.”

Typically, the information you’ll need from a job candidate to run a criminal background check includes the candidate’s written permission and their full name and date of birth. It is also helpful to have the candidate’s Social Security Number, which is sometimes not needed but can be used to verify other related information.


 

Best Practices for HR

As a best practice, after a conditional job offer has been made is normally a good time to ask for background screening information, giving the applicant an opportunity to be evaluated on their merits before considering their legal past.

Additionally, in order to be fair to candidates who have a criminal past, it is Human Resource’s responsibility to also consider the following points.

  1. The facts and situation related to or surrounding the crime.

  2. The candidate’s age at the time of the crime.

  3. The candidate’s age at the time of their release, if relevant.

  4. Whether the job candidate performed the same work post-conviction.

  5. The candidate’s employment history before and after the crime was committed.

  6. Whether the candidate participated in and was successful with relevant rehabilitation.

  7. If there are character references or other relevant information that would support the candidate’s qualification for the position.

What Job Candidates Should Know

The good news for job candidates with criminal records is just slightly more than half of companies that perform checks actually disqualify job candidates as a result of a criminal record, so today, divulging a criminal history is not necessarily going to eliminate an applicant from the candidate pool.

Also, being upfront with hiring staff is better than attempting to conceal your past, as honesty gives HR an opportunity to evaluate your history based on the best practices listed above and more fairly determine whether you are qualified for the position to which you applied.

Triton Verify offers quality, criminal record check services to employers who want to use those histories in their pre-employment screening processes. Learn more about our services now.

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