5 Myths About Hiring People with Criminal Records

Myth 1: Every Criminal Record Is the Same

One common misconception is that all these records indicate a uniform level of risk, which is far from the truth. They vary widely — from minor infractions like traffic violations to serious felonies and data breaches. 

Understanding the specific nature of the record is crucial. For instance, a decade-old misdemeanor may have little relevance to the individual’s ability to perform job duties today.

However, many jurisdictions differentiate between arrests and convictions during a criminal record check. It is a critical distinction for employers. 

It’s also important to note that an arrest without a conviction does not imply guilt. Treating it as such during the hiring process can lead to unfair and discriminatory practices, which can have legal implications. 

Legislation such as the FCRA in the United States mandates that employers consider the offense’s nature and gravity. It also tells them to check the time elapsed and the nature of the job in question.

Employers should align their assessment of the records with the job responsibilities. It ensures a balanced and fair approach. 

Assessing each criminal history record can help employers make more informed decisions. It also opens up opportunities where there is no reasonable risk to the business.

Myth 2: Individuals with Bad Records Are Unreliable

Have you ever heard the saying, “Once a troublemaker, always a troublemaker”? It’s a common belief that if someone has messed up in the past, they’re doomed to be unreliable forever. But let’s pump the brakes on that assumption because it’s not as black and white as it seems.

First, just because someone has a criminal background check record doesn’t mean they’re unreliable. People can change, learn from their slip-ups, and become solid citizens. 

Moreover, reliability isn’t solely determined by a person’s past. It’s about integrity, keeping one’s promises, and demonstrating commitment when it matters. 

Someone who has had a brush with the law could still be an exceptional employee or a loyal friend. It’s crucial to look past initial judgments and delve deeper to discover an individual’s true character.

Let’s also consider the harm that can result from labeling individuals based on their past criminal record. It’s like affixing a “do not trust” label on someone’s forehead. And then, you question why they’re struggling to find employment or build relationships. 

In the spirit of fairness, everyone must have an equal chance to prove themselves, regardless of their past actions.

Myth 3: Hiring People with These Records Poses Safety Risks

Concerns about workplace safety often arise, so why hire individuals with these records? While safety is a legitimate concern, employers can reduce the perceived risk. There should be no issue as long as they hire professionals who do background checks on criminal records.

Firstly, employers must consider the nature of the offense. Not all offenses directly impact a person’s ability to perform various roles. Additionally, many individuals with these records are involved in non-violent and minor crimes.

Implementing risk assessment strategies that evaluate the relevance of someone’s criminal history to their job role is a crucial step.

For instance, someone convicted of financial fraud might not be suitable for a finance-related position. However, this person could be an ideal candidate for other roles.

Companies can also establish safety protocols that help ensure all employees contribute to a safe environment regardless of background.

Regular reviews and adjustments to these protocols can responsibly integrate employees with a criminal history record into their workforce. 

Myth 4: Customers Will React Negatively

Many employers worry about adverse customer reactions when hiring individuals with these records. However, many base this concern on assumptions rather than evidence. 

By welcoming everyone and offering second chances, companies can improve their reputation and get more customers.

In addition, the growing public support for rehabilitative and inclusive practices indicates that customers may favor such hiring policies. Many people nowadays support businesses that hire individuals with criminal records, seeing these practices positively contribute to society. 

Companies can also gain customers’ trust by being clear about how they hire and maintain quality and safety. They should explain why they hire certain people and how it fits with their values and support for the community.

Myth 5: Background Checks Are Sufficient

While background checks are a critical tool in hiring, relying solely on them can lead to missed opportunities and discrimination. Employers need to perform a criminal history records check as part of a broader, more holistic approach to hiring.

Employers must complement background checks with interviews, reference checks, and assessments of skills and competencies. They should also consider the context of these records, including the nature of the offense.

Additionally, employers need to follow the law. The Equal Employment Opportunity Commission suggests not banning hiring people with these records. They advise considering if a criminal history is relevant to the job.