Can an Active Warrant Keep You from Getting a Job?

If you have an outstanding warrant for a misdemeanor or felony, that means you could be arrested for the crime at any time. A warrant can complicate your life in countless ways. If you are searching for a job, it may or may not cause an employer to decide not to hire you.

How an Employer Might Look at an Outstanding Warrant

Many, but not all, employers conduct pre-employment background checks. If an employer conducts a thorough background check, a warrant will most likely come to light. Depending on the nature of the charged offense, the type of job you applied for, the company’s policy, and the supervisor’s discretion, you may or may not be hired.

For many employers, the type of crime you are charged with will be key to the decision on whether to offer you a job. If the job would require driving and you have an outstanding warrant for driving under the influence of alcohol or drugs, an employer would almost certainly not hire you. If a supervisor knew about the warrant and offered you the job, and then you caused an accident that damaged one or more vehicles or injured other people, the company could face a wrongful hiring lawsuit.

If you applied for a job working with vulnerable populations, such as children, senior citizens, or disabled individuals, and you have an outstanding warrant for assault or domestic violence, an employer most likely wouldn’t feel comfortable hiring you. The company’s or organization’s primary concern would be the safety of the people in their care. If you were hired and abused someone on the job, the employer could be sued.

If you have an outstanding warrant for a minor crime, such as petty theft, and the job you are seeking would not give you access to money or credit cards, an employer might be willing to give you a chance. A supervisor might take the view that you are innocent until proven guilty or might think that you would be unable to commit such a crime in the position you applied for and would not pose a risk to the company.

How to Handle a Warrant

If you have an active warrant out for your arrest, hire a lawyer and post bail if required. When you fill out a job application or go for an interview, answer all questions honestly. An employer may be willing to hire you with an outstanding warrant, but you will automatically be rejected for a job if you get caught in a lie.

Check Applicants’ Backgrounds

If you are an employer, you need to make informed decisions to protect the safety and interests of your business and customers. Depending on the nature of the alleged crime, a warrant may or may not be a reason not to hire a job applicant.

DataCheck can conduct thorough background checks to provide you with all the relevant facts you need to make hiring decisions with confidence. Contact us today to learn more.

A Closer Look at “Ban the Box” Rules

Many businesses haven’t changed their hiring procedures much in recent years. “If it works, why mess with it?” is an oft-heard refrain. While there is a convenience in doing the old-fashioned way, new rules have come into play that may limit how companies can conduct background checks on prospective employees.

What is “Ban the Box?”

As of 2019, 35 states, the District of Columbia and over 150 cities and counties have adopted what’s called “ban the box” rules that ensure employers must consider a job candidate’s qualifications first before they can consider the candidate’s conviction or arrest record. The goal is to help people who may have criminal convictions in their past gain employment by giving them a fair chance for a job. In practice, “Ban the Box” removes the conviction history question from job applications and delays background checks until later in the hiring process.

While many of the rules are broad and in some cases apply only to federal employees or contractors, 12 states—California, Connecticut, Hawaii, Illinois, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, and Washington—have also required the removal of conviction history questions from job applications for private employers. Aside from the most local of companies who do business entirely outside of these states, this means the rules could affect a majority of companies doing business in the U.S. In fact, if you add up the population of the states and localities that have adopted “Ban the Box” policies, there are now over 258 million people in the U.S. —which represents more than three-quarters of the U.S. population— who live in a jurisdiction with some form of fair-chance hiring policy.

Updated Hiring Policies

In addition to “Ban the Box,” most of these states and municipalities are adopting the best practices created in the 2012 U.S. Equal Employment Opportunity Commission (EEOC) guidance on using arrest and conviction records in employment decisions, which can further complicate the rules of recruiting and hiring.

For this reason, if your hiring procedures haven’t been updated recently, you could be in violation of the law. Hiring is a complex process today, particularly for organizations that hire across state or county lines. To ensure you’re not violating the rights of prospective employees, it’s a good idea to rely on background checks by a professional agency.

Ensure You’re Doing Background Checks Properly

Criminal history background checks are an integral part of the hiring process and help protect companies and their employees. It’s essential, however, that employers ensure they’re following all the rules, including fair employment mandates.

Get Professional Help

With the services of a professional pre-employment background screening company like DataCheck, you can protect your workers and your business and avoid negligent hiring lawsuits while still complying with “ban the box” laws. Contact DataCheck at 949-339-2305 or visit our website.

Background Checking Employment Candidates for a Safer Workplace

It’s the job of every employer to keep their workers safe. It’s not only a responsibility toward workers, but it’s also about reducing liability, keeping productivity high and turnover low.

While no one can see into the future to predict how effective a candidate will be as an employee, background checks can go a long way toward ensuring that employers are doing their best to keep their workplaces safe.

Substance Abuse Checks

According to the National Safety Council (NSC), more than 15 percent of Americans are living with a substance abuse problem. This statistic is alarming for several reasons. For employers, it means that it’s more challenging than ever to keep a drug-free workplace. Many employers perceive the problem is worsening with the advent of legal marijuana in many states.

Drug use by employees or in the workplace can lead to an unsafe environment, a less productive environment and more employee absenteeism and turnover. You have a responsibility to keep all your employees safe, so it’s in your organization’s best interest to hire drug-free candidates.

Criminal Background Checks

When you’re making hiring decisions, it’s critical you have all the information relevant to the position you’re trying to fill. Quality background screening can identify criminal histories that applicants may not be revealing. These screenings help companies to hire the right candidates for their organization and ensure that the candidate won’t put other employees or the company’s assets in jeopardy.

Consider Drug Testing and Background Checks for a Safer Workplace

Drug testing has shown to improve workplace safety and productivity and reduce employer liability. Criminal background checks yield similar results, helping companies ensure that new employees haven’t been convicted of crimes that may be relevant to their job description.

Be Sure to Stay within the Law

Job candidates do have rights, and they may vary from state to state. When you conduct background and drug tests, ensure they’re properly structured and that you’re staying within the boundaries of both federal law and any laws your state may have to prevent you from using certain data against candidates. A professional background check organization can help you with this.

Seek Professional Services

DataCheck, a provider of pre-employment background checks, drug tests and screening services, offers a comprehensive search of the major social media platforms to gain insight into a candidate’s online behavior and appropriateness based on your company’s basic code of conduct and values. The service can help uncover evidence of criminal behavior, unprofessional conduct or lies, and misrepresentation about experience and education. The goal is to prevent the hiring of candidates who aren’t a good fit or who could even be a danger to the company’s existing employees and reputation.

Contact us for more information on the ways DataCheck can help with screening candidates via social media and other means

70% of Employers Are Using Social Media to Screen Candidates

Employers today have a wide variety of screening tools at their disposal. It helps that potential employees, like most Americans, regularly publish information about themselves. More and more companies are using this information – most of it accessible by social media – to pre-check candidates before they put out a job offer.

According to a study conducted by CareerBuilder last year, 70 percent of employers say they are now using social media to screen candidates during the hiring process, and about 43 percent of employers use social media to check on current employees. The goal, companies say, is to ensure that the individual is a good “fit” for the company, and to ferret out any reasons NOT to hire someone.

Employers who responded to the CareerBuilder survey listed the following reasons for pre-screening candidates on social media:

  • Information that supports their qualifications for the job (61 percent)
  • If the candidate has a professional online persona at all (50 percent)
  • What other people are posting about the candidates (37 percent)
  • For any reason at all not to hire a candidate (24 percent)

Professional Screening Services

Checking social media can be a tedious process, however, which is why there is an increasing number of tools and services that can help you use available information – not just social media, but search engines too – to build a better picture of a job candidate and ensure you’ve got the right person.

At DataCheck, we provide pre-employment background checks, drug tests and screening services that include a comprehensive search of the major social media platforms to gain insight into a candidate’s online behavior and appropriateness based on your company’s basic code of conduct and values.

Using our services you can uncover evidence of criminal behavior, unprofessional conduct or lies, and misrepresentation about experience and education. The goal is to prevent you from hiring candidates who aren’t a good fit or who could even be a danger to the company’s existing employees and reputation.

For more information about how DataCheck can help with screening candidates via social media and other means, visit our web site or call 800-253-3394.

What Do Employers Check for on Your Social Media?

When sifting through applications and deciding which people to interview, most employers look at applicants’ social media profiles. It’s become a key element in our everyday lives today. What they find can work for or against a candidate.

Here are some things to think about when it comes to employer social media checks.

How Social Media Can Help You Get the Job

Many employers will look for applicants with a professional online presence, including information about their education and current and past employment that supports statements made in their resume.

Other things they may confirm on social sites is if you belong to a professional association, if you have published articles that are relevant to the position for which you applied, or if you have been praised or quoted by others. Those things could work in your favor. A prospective employer may also use search engines to look for articles about you and your accomplishments, references to volunteer work, and other indications of good character.

How Social Media Can Work Against You

Employers also check social media for any reason not to hire a candidate. Pictures or videos behaving in an immature, reckless or offensive way can work against an employee. Limit use of profanity or discriminatory language, or any comments referring to these types of behavior or to any type of criminal activity as they can get your application rejected. Any comments that indicate that the information included in your resume is false or misleading can also ruin your chance of securing a job.

Using social to reveal confidential information about a current or past employer could also be grounds for rejection of your candidacy.

Things that seem funny or trivial to you could even make an employer question your professionalism. For example, a silly, offensive, or immature screen name could cause an employer to think twice. A large number of posts during normal business hours could make a hiring manager conclude that you don’t take your current job seriously and would not be a reliable employee. Tread carefully.

How to Use Social Media

With all of these reasons that social media could cause you to miss out on a job opportunity, you might be tempted to delete your profiles altogether, but you shouldn’t. Many employers are reluctant to hire someone who isn’t active online at all.

Use your social media accounts to your advantage. Cultivate a professional image by including information about your work, accomplishments, and goals. Before you post any comments, pictures, or videos, ask yourself what a prospective employer might think. If you would be embarrassed to have your parents see something, it probably wouldn’t sit well with a hiring manager either.

Importance of Background Checks

In a competitive labor market, employers need to carefully screen candidates. In addition to checking social media, conducting thorough background checks can help companies identify applicants with criminal records and verify that all information included in a candidate’s resume is accurate.

If you are interested in hiring new employees and want to be assured you’re making a solid choice in an employee, contact DataCheck today. We can help you make informed decisions you’re confident in.