Don’t Select until You Check: Expected Background Checking Practices

Levashina, Julia; Peck, Jessica A.; Ficht, Linda S.

doi:10.1007/s10672-017-9294-4

Cited by 15 publications

(9 citation statements)

References 12 publications

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“…Equal Employment Opportunity Commission (EEOC) guidelines instruct employers to consider the nature of the offense, time passed since the offense or completion of sentence, the nature of the job sought and to perform individual assessments that consider additional circumstances. But in a recent survey of over 200 organizations’ background check policies, fewer than 1 percent of informants indicated that their organization followed these guidelines (Levashina et al , 2017). In total, 16 percent reported that their organization would not hire someone with any kind of conviction (Levashina et al , 2017).…”

Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

“…But in a recent survey of over 200 organizations’ background check policies, fewer than 1 percent of informants indicated that their organization followed these guidelines (Levashina et al , 2017). In total, 16 percent reported that their organization would not hire someone with any kind of conviction (Levashina et al , 2017).…”

Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

“…As noted above, federal guidelines encourage employers to consider time lapsed since an offense or completion of a prison sentence, and many managers say they do so (Lageson et al , 2015; Levashina et al , 2017). This is because the probability of recidivism decreases with time “clean.” Some analyses find the risk of re-arrest becomes comparable to that of a non-offender after six to seven years (Kurlychek et al , 2006), although depending on the age of the offender and the nature of the offense an even earlier judgment of rehabilitation may be appropriate (Blumstein and Nakamura, 2009).…”

Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

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Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Kuhn

2019

EDI

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Purpose The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses. Design/methodology/approach This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report. Findings In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records. Originality/value This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.

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Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

Section: The Practice and Impact Of Criminal History Checks In Personnel Selectionmentioning

confidence: 99%

See 1 more Smart Citation

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Kuhn

2019

EDI

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“…Second, the use of Facebook in selection might increase legal liabilities for companies. Protected information, including applicants’ age, ethnicity, and disability, may be more visible and readily available on Facebook than LinkedIn (e.g., Levashina, Peck, & Ficht, ). The use of such information in selection may be illegal (Brandenburg, ; Brown & Vaughn, ; Davison, Maraist, Hamilton, & Bing, ; Slovensky & Ross, ) and resulting in biased decisions and discrimination (Van Iddekinge, Lanivich, Roth, & Junco, ).…”

mentioning

confidence: 99%

LinkedIn as a new selection method: Psychometric properties and assessment approach

Roulin

Levashina

2018

Personnel Psychology

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105

132

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Various surveys suggest LinkedIn is used as a screening and selection tool by many hiring managers. Despite this widespread use, fairly little is known about whether LinkedIn meets established selection criteria, such as reliability, validity, and legality (i.e., no adverse impact). We examine the properties of LinkedIn‐based assessments in two studies. Study 1 shows that raters reach acceptable levels of consistency in their assessments of applicant skills, personality, and cognitive ability. Initial ratings also correlate with subsequent ratings done 1‐year later (i.e., demonstrating temporal stability), with slightly higher correlations when profile updates are taken into account. Initial LinkedIn‐based ratings correlate with self‐reports for more visible skills (leadership, communication, and planning) and personality traits (Extraversion), and for cognitive ability. LinkedIn‐based hiring recommendations are positively associated with indicators of career success. Potential adverse impact is also limited. Profiles that are longer, include a picture, and have more connections are rated more positively. Some of those features are valid cues to applicants’ characteristics (e.g., applicants high on Conscientiousness have longer profiles). In Study 2, we show that an itemized LinkedIn assessment is more effective than a global assessment. Implications of these findings for selection and future research are discussed.

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“…Overall, much of the research from an employer perspective has centered on the role of stigma in hiring decisions, including considerations for background checks (e.g. Levashina et al, 2017). Although this research is insightful, we encourage further research relevant to addressing barriers from the employer perspective and improving employment outcomes for people with a criminal record.…”

Section: Managerial and Organizational Implicationsmentioning

confidence: 89%

Criminal history and employment: an interdisciplinary literature synthesis

Griffith

Rade²,

Anazodo

2019

Equal Div and Incl: An Int J

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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.

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Don’t Select until You Check: Expected Background Checking Practices

Cited by 15 publications

References 12 publications

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

LinkedIn as a new selection method: Psychometric properties and assessment approach

Criminal history and employment: an interdisciplinary literature synthesis

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