An employer often conducts a background check on a potential candidate to ascertain the latter’s ability to do the job given and to analyze his/her moral character. According to the Society for Human Resource Management, 90 percent of the employers conduct a background check on candidates. This is usually done to observe if a person has any criminal record or not.
Although securing employment is quite troublesome with a criminal history, but it is not entirely impossible. Background checks are conducted to ensure that the category of crime committed is not related to the job profile. Using a simple example – no confectionery would hire a person convicted of stealing sweets and chocolates. However petty the crime may sound, if it doesn’t fit properly in the job profile then the chances of getting hired reduce drastically.
Hiring and other relevant procedures
A résumé or curriculum vitae is a crucial attribute of the hiring and applying processes. A criminal record should not be mentioned in the résumé for its prime purpose is to aid in qualifying the application process. The interview or further processes are meant for the criminal history to be discussed and sorted out. Nevertheless, any form of educational or professional training, internship or work undergone while serving a sentence in prison can be embodied in the résumé.
Once the application round has been cleared and the interview is scheduled, jot down positive aspects of the training or work done while in the prison. During the interview, try to be optimistic about the points stated and how is it going to aid as an employee for the concerned job.
The employer may ask for police record check post consent of the candidate. A candidate has the right to provide consent or deny as per his/her own discretion. Affirmation often increases the chances of getting hired. A candidate can also request the police to transfer the records to the former instead of the employer. This ensures some preparations prior to facing the interview such as formulating a suitable explanation for the criminal record. The records can be sent directly to the employer, but the candidate may ask for a copy of the records to prepare the points necessary in order to tackle the questions pertaining to the conviction.
What about the Criminal Record itself?
A later disclosure of hidden criminal records may lead to banishment from the employer’s guild, thereby reducing the chances of getting hired. Distrust may arise in the mind of the employer regarding the intentions of the candidate, which is fatal from a professional perspective.
A candidate with a criminal record may apply for a record suspension or a pardon in seal the visibility of his/her criminal records. Although it is a tedious process, but a record suspension once granted allows a convict’s professional rehabilitation. Any employer wishing to go through one’s criminal record needs the written permission of either the Public Safety Minister or of the concerned person. For more info on Record Suspension and other relevant details, check out nationalpardon.org.
