To Hire or Not To Hire, That Is the Question
A large undertaking that is affecting employers today is locating sufficient applicants that are qualified. Many employers are faced with the lack of growth in qualified job applicants to meet with the demands of available jobs. Conducting a background check on a potential employee has become an increasingly common procedure to conduct during the hiring process. Unfortunately, it has created a situation where a potential barrier has been erected that can prevent the hiring of qualified candidates. However, it has been increasingly common for many qualified candidates to have a criminal record. In some cases, some may have committed a serious ...view middle of the document...
It is necessary to keep in mind that when conducting a background check it is necessary to understand the “difference between arrest records and conviction records, because the fact that an individual was arrested is not proof that he engaged in criminal conduct” (Pre-Employment Inquiries and Arrest & Conviction). Additionally, the employer also has to keep in mind the nature of the crime in regards to if it was a misdemeanor or a felony as well as what type of crime that has been committed, before discounting the candidate.
While it is important to not completely rule out those with a criminal record, it also just as important to perform a thorough background check. It can result an employer time and money should a claim of negligent goes forth. For example, in the case of” Reagan v. Dunaway Timber Co., Dunaway Timber Co.’s was allegedly negligent in hiring an employee who was neglectful and irresponsible for driving fatigued. Additionally It was also discovered after some further research that the employee had had his license revoked twice in the pass for driving under the influence, thereby disqualifying him from operating a commercial vehicle” (Reagan v. Dunaway Timber Co., Dunaway Timber Co.). Due to the employer’s lack of due diligence, in which they did not exercise reasonable care for the safety of others. This situation could have been easily avoided.
Did they know or should they have known?
Negligence in Supervision