Background Checks for Ex-offenders

Most employers do background checks on job candidates. But a less-than-perfect past is not the kiss of death. The key is to know when to divulge details about your background and to understand why employers need to know certain information.

All background checks and pre-screenings help employers find candidates who are a good fit for the job. Employers want to know as much as possible about a person before making a job offer. This helps to ensure that they are hiring a person who will represent their company well and has the right skills and qualifications for the job.

Employers want to know if a candidate:

• Worked at the jobs listed on their resume and job application. Do you really have the experience and skills needed to do the job?
• Attended and graduated from the schools and job training programs listed on their resume and job application. Do you really know what you claim to know about the job? Are you an honest person?
• Is positively viewed by their references. What is it like to work with you? How do you handle difficult projects and everyday duties?

Employers also have a legal duty to exercise "due diligence" when hiring. This means that they are responsible for finding out if potential employees might be dangerous or unfit for a job.

A background check usually includes:

• Social Security number trace (to verify legal name and past addresses)
• County and federal criminal record search (convictions, not arrests)
• Educational verification (highest level of school attended and if a diploma was earned)
• Employment verification (dates of employment, job title, and rehire status only)
• Driving records
• Drug test (person's system needs to be clean for seven days prior to test)
• Personal references (find out about personality and work ethic)

Some employers also look up applicants' names online. They review profiles and information posted on social networking websites.

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1. Reality Check

   A blemish in one or more areas of a background check will not necessarily keep you from getting a job offer. For example:

   • Some areas of social services prefer to hire people with criminal records since they are able to relate to clients.
   • Some sales companies look for candidates with a lot of credit activity. It shows that the candidate is a risk taker and eager to make money in sales.

   No company can refuse to hire a person based only on their criminal records unless it can provide a business justification. If a company makes a tentative job offer and then rescinds the offer based on the background check, the applicant must be notified in writing.

   Employers can view arrest records in the State of Minnesota. It is against federal law to use arrest records as the only basis for not hiring someone.

   Expect a background check to be done. Be truthful on job applications and in interviews. When asked, many employers said they didn't hire a good job candidate because the candidate lied or purposely left out information about their past — not because they had a criminal record.

   Whether they run a background or not, most employers have all candidates sign a release of information form as part of the application process. Refusing to sign the release form is a warning sign to employers that a job seeker is trying to hide something. This will result in the job seeker being dropped from consideration for the position. Other warnings signs include:

   • Incomplete or skipped answers on a job application
   • Unexplained gaps in employment
   • Reluctance to allow past employers to be contacted
   • Discrepancies between job titles or dates on application and resume
   • Interview answers that differ from information given on application
   • Failure to sign application or release of information

   Work with a career advisor to learn how to fill out job applications and present yourself on your resume. They can also help you figure out the best ways to tell an employer about your criminal history. They may be able to provide you details about types of background checks and why they are done.




2. Employment History Checks

   There are several ways employers can verify past employment. The most common way is to use databases that are updated directly from past employer payroll records. Or they might contact a past employer directly to verify employment.

   In most cases, a past employer is only allowed to reveal the dates of employment, job titles held, and if the employee is eligible for rehire. Any other details, including your job performance, come from your personal reference list.




3. Credit Checks

   Checking a candidate's credit report has become more common. However, an employer should have a sound business reason for this and have policies and procedures so that the use of credit information is both relevant and fair.

   Unless the credit information is directly related to a job, its use can be considered discriminatory. Job seekers and human resource staff should refer to the federal Fair Credit Reporting Act (FERC) and any applicable state regulations.




4. Internet Searches and Social Networking Checks

   Many college recruiters and employers check candidates' profiles on social networking sites, such as Facebook and Twitter. Many say that they will not consider someone who has posted inappropriate content or photos.

   Employers may also use search engines, such as Google or Bing, to check if there is questionable information on job candidates on the Internet. Not all of the information found might be used to disqualify a candidate. Make sure you know what information employers can find.




5. Drug Testing

   An employer may require a drug test. This is used to determine if an applicant had recently consumed alcohol, prescription drugs, or illegal drugs.

   According to the National Clearinghouse for Drug & Alcohol Information, employers test for drugs for several reasons:

   • Pre-employment tests. Except for prescribed medications, an employer can decide to not make a job offer based on the results of the drug test.
   • Reasonable suspicion and for cause tests. When an employee shows signs of not being fit for duty or has a documented pattern of unsafe work behavior, the employer can issue a drug test.
   • Random tests. Employers might issue drug tests to all employees at unscheduled times. This discourages employees from using illegal drugs at any time.
   • Post-accident tests. An employer may test employees who are involved in an accident or unsafe practice incident to find out if alcohol or other drug use was a factor.

   Each employer has its own policies regarding drug testing, which they share with their employees.




6. Pre-employment Screenings

   Other types of common pre-employment screenings include:

   • General knowledge. This measures an applicant's basic knowledge of what is required to perform the job. If required, it is usually done at the beginning of the application process.
   • Aptitude screening. This measures an applicant's skills and the ability of the applicant to learn skills in the future. It can be a written test or a hands-on test or task related to the job.
   • Psychological screening. This measures an applicant's ability to handle the situations and environments that might be encountered on the job.

Some of these screenings and checks might seem intrusive, but they allow an employer to determine if an applicant will be a "good fit" for the company.

Being asked to undergo these screenings can be a positive sign. Some take a lot of time and cost the employer money so they are only given to people who are being seriously considered for hire.

Remember that you are more than just what your background check says about you. Show the employer that your skills, experience, and professional attitude make you worthy of a chance.