Western Verify

In today’s dynamic job market, companies are increasingly recognizing the value of diverse and inclusive hiring practices. This includes considering candidates with criminal records who are seeking a fresh start and an opportunity to contribute positively to the workforce. As a company collaborating with Western Verify, a background screening startup in Salt Lake City, you have a unique opportunity to implement best practices when evaluating candidates with criminal records. This article delves into strategies that promote fairness, inclusivity, and responsible decision-making throughout the hiring process.

Understanding the Landscape

Before delving into the best practices, it’s important to acknowledge the evolving landscape surrounding candidates with criminal records:


Second Chances: Many candidates with criminal records are actively working towards rehabilitation and a second chance. By giving them opportunities, you contribute to their successful reintegration into society.


Legal Considerations: The Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) provide guidelines to ensure that candidates with criminal records are not unfairly discriminated against during the hiring process.


Job Relevance: Assessing the relevance of the criminal record to the job responsibilities is key. Some convictions may have little bearing on a candidate’s ability to perform the job effectively.


Best Practices for Considering Candidates with Criminal Records


Review Relevant Information: Collaborate with Western Verify to obtain accurate and comprehensive information about a candidate’s criminal history. Ensure that the information provided is up-to-date and relevant to the position.


Individualized Assessment: Conduct an individualized assessment of each candidate’s criminal record. Consider factors such as the nature and severity of the offense, its relation to the job role, and the time that has passed since the conviction.


Job Descriptions and Qualifications: Craft job descriptions and qualifications that focus on the skills and abilities required for the position rather than excluding candidates based on criminal history. This encourages a more inclusive candidate pool.


Informed Consent: Obtain candidates’ consent to conduct a background check through Western Verify. This establishes transparency and ensures compliance with the FCRA.


Transparent Communication: If negative information is found, engage in open and honest communication with the candidate. Provide them with an opportunity to explain the circumstances and any steps taken towards rehabilitation.


Non-Discrimination: Avoid blanket policies that automatically exclude candidates with criminal records. Such policies may disproportionately affect certain demographics and potentially lead to discrimination claims.


Fair Chance Initiatives: Embrace “Ban the Box” initiatives, which delay inquiries about criminal history until later in the hiring process. This allows candidates to showcase their qualifications before their criminal record is considered.


Rehabilitation Evidence: Consider evidence of rehabilitation, such as completed programs, certifications, and letters of recommendation. Candidates who have taken steps towards self-improvement demonstrate their commitment to change.


Equal Treatment: Apply consistent standards to all candidates, regardless of their criminal history. Treat candidates fairly and equitably based on their qualifications and potential to succeed in the role.




By adhering to these best practices, companies partnering with Western Verify can establish a fair, transparent, and inclusive hiring process that welcomes candidates with criminal records. Embracing diversity in the workforce not only benefits individual candidates but also enriches the company culture and fosters a more vibrant and productive work environment. Together, with Western Verify’s accurate background screening services and these best practices, you can contribute to a more just and inclusive job market.