Survey Results: Is a Criminal Record an Automatic Bar to Employment?
May 20, 2015
For the sixth consecutive year, EmployeeScreenIQ surveyed U.S.-based employers regarding their use of employee background checks. As with our previous surveys, the 2015 survey was designed to provide a reliable snapshot of:
- How employers currently utilize background checks.
- How they respond to adverse findings on background checks.
- Their paramount screening-related concerns.
- And their practices concerning Fair Credit Reporting Act (FCRA) responsibilities, Equal Employment Opportunity Commission (EEOC) guidance, and evolving ban the box legislation.
Today, I’d like to share our findings as to how often candidates with criminal records are being denied employment based on the convictions found when and employment background check is conducted. Take a look at the information below:
These findings are quite similar to those of last year’s survey, with one notable exception: the percentage of respondents who chose the “>20%” category fell from 32% last year to 21% this year, the largest variation by far in any category year over year. All other categories remained within a few percentage points of last year’s responses.
These findings directly refute the theory of the Equal Opportunity Commission and advocates of those with criminal records that any conviction will cause an individual to be unemployable. The facts simply don’t support their narrative.
Obviously, employers aren’t disqualifying large numbers of job candidates simply because of criminal convictions. Employers continue to consider other factors such as the severity of the crimes, whether the crimes are related to the jobs being sought, the amount of time since the conviction, and whether the candidate is a repeat offender. Indeed, the EEOC recommends that employers use all of these criteria when making hiring decisions.
Check out all of the findings from our 2015 survey by clicking on the button below.