Whether you are a serial entrepreneur building out your latest business idea, the owner of a small business ramping up production or the hiring manager for a larger firm, the recruitment process can be difficult, painful and lengthy. Once you have found the perfect person for the job, it is tempting to just go ahead, but there is one more step you need to consider.
The growing Ban the Box movement believes that the incredible difficulty that people with a criminal record have in finding employment are bad for our society. Research into the problem shows that by blocking these people from working is holding our economy back, missing out on tax revenues, punishing innocent children, and worsening a host of social problems.
But, it’s not just society that is hurting. Employers who do not even consider people with criminal records run the risk of missing out on talent that could give them a competitive edge.
The Ban the Box movement is about getting employers to stop asking about criminal convictions on initial employment applications. The idea is to stop using convictions as an automatic filter to screen out job applicants. Instead, the movement hopes to get employers to consider the relevance of criminal convictions to the job further down the hiring process, after considering their work qualifications.
DHR Webinar: From Ban the Box to EEOC: Latest Regulation and Employer Trends & Best Practices to Avoid Lawsuits
Do you skip workforce screening for new employees?
Are you taking a do-it-yourself approach to background checks?