Hiring Employees with Criminal Records: Is it a Rewarding or Risky Move?

ImageAccording to a recent study by the US Department of Justice, it is believed that more than 40% of job applicants today have a criminal record. Whereas some of the applicants were convicted for serious felonies, there are those who were found guilty of misdemeanors. On the other hand, there are persons who do not have criminal records, yet they were charged with a criminal offense but were not found guilty of the crime. Still, there is a group of people who are bearing the brunt of modern age crimes such as identity theft.

Since the FBI (Federal Bureau of Investigation) approximates that 50% plus of its criminal database contains mistakes, it is important to hire an experienced criminal defense attorney like Christopher J McCann if you reside and work in Los Angeles or Orange County to help you clear your criminal record thereby ensuring that errors do not appear whenever a prospective employer does a criminal background check on you.

Is it Wise for Employers to Reject Job Applicants with Criminal Records?

According to most HR (Human Resource) consulting firms, a majority of employers do not want to recruit persons with criminal records, especially if they have DUI convictions. Persons convicted of child abuse or molestation is the other group of job applicants that are also less likely to find a job since employers consider them as high-risk individuals. Nonetheless, disqualifying a job applicant based on his/her criminal record is not a wise move for employers.

For example, if a 17 year old boy were to punch another person in a heated argument while at a local gaming store, odds are that he would be arrested and charged with assault and battery. If convicted of the felony, he would have to bear the consequences of the conviction for as long as he will live. If the study conducted by the US Department of Justice is anything to go by, then there are millions of people in the US who have a criminal record currently in the job market. However, this is not an indication that they are not the best candidates for various positions in the job market.

The Consequences of Refusing to Hire Employees with Criminal Records

Declining to consider persons with criminal records for various posts in the job market means that employers are only left with a handful of job applicants to consider for different positions. Since 30% of the American adult population has a criminal record and a further 40% of the working age have a criminal record, employers have no other option but to consider hiring employees with criminal records. Failure to do so will lead to less qualified people being considered for high paying jobs that require a lot of responsibility. The only reason why an employer needs to consider disqualifying a job applicant with a criminal record is if they feel they are a security threat to their business.

Relegating the responsibility of hiring new employees to human resource personnel is not fair. Unlike a criminologist, HR personnel is not trained and experienced in determining if a particular job applicant with a criminal record poses certain risks to an employer.

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