Case Analysis : Conservation Warden Robin Barnhardt

In Mexican recruitment culture, employers seek to collect detailed personal and professional information such as age, family background, marital

and less personable than whites to do this. Pager set up a study where there would be four types of candidates for jobs, white and black men with no criminal record, and white and black men with a criminal record. By doing this, Pager attempted to find an answer as to if criminal backgrounds have an effect on employers decision making in hiring for jobs, as well as if race has an effect by itself. The only differences in the resumes of the applying "testers" would be their record, and all other factors would

The practice of not hiring those with criminal records has become widespread and almost the norm in today’s economic times. “Many employers use outside companies that specialize in background checks—a fast-growing industry—to help screen out applicants with criminal records. A 2009 investigation by the state of New York found that RadioShack, working with the background check firm ChoicePoint, created a system that asked applicants "Have you been convicted of a felony in the past 7 years?" and

This process can be viewed as a double edged sword as the applicant if given the opportunity to explain his plight, may be able to convince the employer that they are the person for the job in spite of the past record. Or, the delay in the disclosure may cost the employer in time and resources upon disclosure to seek other applicants if the applicant is disqualified for the charges. As Doleac and Hansen state regarding the inability of employers to determine up front if the applicant has a criminal history, the employer defaults to statistics which “eliminate groups that they think, on average, are more likely to have a recent conviction” (How Ban The Box Backfires,

One thing that is important is to check that past employers were given a two weeks notice. Another thing that is important is to ask if the company would hire him or her again. This will set up a dependability model for the applicant. The criminal background check is also important because if the person is trying to hide convictions then they most likely be moving states and it is important to have a list of all states that person has lived. Credit checks are also a good way of checking someones background although the company must not single out a candidate and only check their credit score. According to Brody (2015) there are flaws with background checks and also limitations. A better approach is to implement "integrety" test which measure the potential employees honesty and integrety while also being able to moniter fraudulent answers(Brody,Perri,Van Buren,2015). There is no most important thing when conducting a background check because each person's situation is completely different. For instance one applicant may have tremendous job aps while the other applicant has an unusual amount of early exits from jobs. Many times a prospective employee will also not volunteer information such as a current issue where they are being prosecuted for a crime. If the applicant is yet to be convicted then it would be discrimination if you took employment action based solely on allegations. However, many times there will be a lot of flags for an employer to see and further information can be gathered based on these flags. A reference check can be very beneficial especially if the employer volunteers information. As an employer you are limited on the types of questions you can ask,

According to Advance Staffing Solutions, “to be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. Therefore, the purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal” (2011, para. 1).

This was an adequate and suitable approach because the interviewers did not know that an experiment was being done, which means they would not have acted in ways to make themselves seem less racist. Rather, how they truly felt about each applicant would have been made evident. This was also appropriate because it further researched previous data from surveys that had shown the correlation/association between incarceration, race, and job call-back. One problem that could be seen is that the researchers only had the “criminal” applicants say that they had been convicted for a crime of possession of drugs with intent to sell, as it is a highly prevalent crime in today’s world. However, call-back rates could change depending on the crime, so that is one short-coming of this research. Overall, the experimental audit method yielded useful data that corresponded to previous survey data, further enhancing the notion that employers do discriminate based on not only the color of the applicant’s skin, but also on the presence of a criminal record.

How do the results of the background check influence your decision to hire the applicant? Do you still hire the applicant, despite the

Having a criminal history, presently eliminates ex-offenders from employment opportunities when applying for a position. Therefore, organizations must refrain from asking applicants about criminal records on an employment application.The prohibition on requests for criminal history information covers only the "initial employment application process," which includes both the job application and the first interview of the job applicant. A Law that was put into place is called the Ban the

It’s is important that when conducting a background check that we follow the guidelines set forth by EEOC and the Fair Credit Reporting Act. For instance, EEOC filed charges against Dollar General after a candidate was given a conditional employment offer and later revoked after the company had discovered that she had a six-year-old conviction for possession of drugs. The company’s policy stated that any applicant that had been charged with possession, would be disqualified for a period of 10 years. EEOC found the company actions resulted in disparate treatment. Especially since the applicant had listed her convictions on the application. Not to mention, she had been performing the same duties at another employer for the last four years.

A background check will turn up a lot of information about someone and will typically include things such as a criminal background record, credit report, address history, marriage history along with other information. It's easy to discover someone's full "story" with one of these searches.

I noticed that there were some job openings for game warden in the Jefferson National Forest. I am very interested in this position since the forest is practically in my back yard. I think I would be an excellent candidate for this position because I meet the educational standards for this job. I also am an avid hunter and fisherman. I am also interested in protecting our beautiful wildlife and forest. It is for these reasons that I think I would make an excellent game warden.

It is no secret that many hiring businesses choose to perform background checks on their employees. For some this may be a bad thing but for the employer this could really reveal what type of people are working for them. For employer, there is often a lot of pressure in being able to hire a good employee who not only represents the company well, but also assist the company in performing better. There are too many instances in which a company will hire someone who ends up hurting the company and their process more than helping this. This is a common mistake. While performing a background check cannot completely reveal how the person will behave in the workplace, it is often very helpful.

The summer and winter were the busy times of the year at my previous job to the point where we would hire seasonal and temporary workers. As the Assistant Manager, I was a part of the recruiting and hiring process. During these times, my Manager and I would create time to collect applications and have a brief discussion with the applicants before we would move forward with an interview. After having this conversation with the candidates, my manager would throw away their applications and talk badly about them based on their appearance or where their residency was (“good”, rich suburban versus “bad”, poor urban).

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.