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January 22, 2010 Background Checking: Conducting Criminal Background Checks.

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Presentation on theme: "January 22, 2010 Background Checking: Conducting Criminal Background Checks."— Presentation transcript:

1 January 22, 2010 Background Checking: Conducting Criminal Background Checks

2 Background Checking | ©SHRM 2010 Conducting Criminal Background Checks 2

3 Background Checking | ©SHRM 2010 Does your organization, or an agency hired by your organization, conduct criminal background checks for any job candidates? 3 Note: n = 347. Not sure” responses were excluded from this analysis.

4 Background Checking | ©SHRM 2010 On which categories of job candidates does your organization conduct criminal background checks? 4 Note: n = 60.The data in this figure represent organizations that conduct criminal background checks on select job candidates. Percentages do not total to 100% as respondents were allowed multiple choices.

5 Background Checking | ©SHRM 2010 When conducting criminal background check on job candidates, how influential is/would be the discovery of each of the following in your decision to NOT extend a job offer? 5 Note: n=312.

6 Background Checking | ©SHRM 2010 When conducting criminal background check on job candidates, how influential are/would be the following factors in relation to the criminal activity (regardless of whether it resulted in conviction or not) in your decision to NOT extend a job offer? 6 Note: n=309. Other information that influences decision not to extend job offer is non disclosure of criminal activity prior to background check.

7 Background Checking | ©SHRM 2010 What are the primary reasons that your organization conducts criminal background checks on job candidates? 7 Note: n = 310. Percentages do not total to 100% as respondents were allowed multiple choices. Respondents were asked to select top two options.

8 Background Checking | ©SHRM 2010 Does your organization allow job candidates, in certain circumstances, the opportunity to explain the results of their criminal background check that might have an adverse effect on an employment decision? 8 Note: n = 308.

9 Background Checking | ©SHRM 2010 Demographics: Organization Industry Industry Health care, social assistance (e.g., nursing homes, EAP providers)18% Services—professional, scientific, technical, legal, engineering12% Manufacturing—other11% Educational services/education8% Government/public administration—federal, state/local, tribal5% Financial services (e.g., banking)5% Transportation, warehousing (e.g., distribution)5% Insurance5% Retail/wholesale trade4% Construction, mining, oil and gas3% Other services (e.g., nonprofit, church/religious organizations)3% High-tech3% 9 Note: n=312. Percentages may not total 100% due to rounding.

10 Background Checking | ©SHRM 2010 Demographics: Organization Industry (continued) Industry Telecommunications3% Utilities3% Services—accommodation, food and drinking places2% Publishing, broadcasting, other media2% Arts, entertainment, recreation2% Consulting1% Manufacturing—auto/auto-related1% Real estate, rental, leasing1% Association—professional/trade1% Pharmaceutical1% Other1% 10 Note: n=312. Percentages may not total 100% due to rounding.

11 Background Checking | ©SHRM 2010 Demographics: Organization Sector 11 Note: n = 319. Percentages may not total 100% due to rounding

12 Background Checking | ©SHRM 2010 Demographics: Organization Staff Size 12 Note: n = 312. Percentages may not total 100% due to rounding

13 Background Checking | ©SHRM 2010 Demographics: Organization Region 13 Note: n = 312. Percentages may not total 100% due to rounding

14 Background Checking | ©SHRM 2010 Demographics: Organization Operations Location 14 Note: n = 315. Percentages may not total 100% due to rounding

15 Background Checking | ©SHRM 2010 Background Checking Response rate = 19% Sample comprised of 433 randomly selected HR professionals from SHRM’s membership Margin of error is +/- 5 Survey fielded November 18 – December 4, Methodology


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