Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

No abstract

No abstract

The globalization of the workforce has resulted in the need to recruit talent from an increasingly diverse labor market. Understanding how ethnicity may drive individual preferences regarding two important types of job attributes is of value in knowing how to attract potential employees from different ethnic backgrounds. Using a sample of 380 college students from the Midwest and Southeastern region, the authors examined the relationship between ethnic identity, job attributes, collectivism/individualism, and psychological capital. Using structural equation modeling, they found that ethnical identity is more strongly related to the competence and growth aspect of job attribute preferences than status and independence. Next, they demonstrated that collectivism and psychological capital mediate the relationship between ethnic identity and the competence and growth aspect. These promising results suggest that organizational efforts to attract a diverse workforce may benefit from considering the aspects of work that would appeal to different ethnic groups.

Purpose -The purpose of this paper is to present a systematic review of research conducted over the past ten years (2008)(2009)(2010)(2011)(2012)(2013)(2014)(2015)(2016)(2017)(2018) that examines the relationship between criminal record and work in the USA. Furthermore, a research agenda is presented that may help to better inform future investigations of the relationships shared between these variables.