SlideShare una empresa de Scribd logo
1 de 15
January 22, 2010 Background Checking: Conducting Criminal  Background Checks
  Conducting Criminal Background Checks 2
Does your organization, or an agency hired by your organization, conduct criminal background checksfor any job candidates by reviewing the candidates’ consumer reports? 3 Note: n = 347. Not sure” responses were excluded from this analysis.
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.
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.
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.
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.
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.
Demographics: Organization Industry 9 Note: n=312. Percentages may not total 100% due to rounding.
Demographics: Organization Industry (continued) 10 Note: n=312. Percentages may not total 100% due to rounding.
Demographics: Organization Sector 11 Note: n = 319. Percentages may not total 100% due to rounding
Demographics: Organization Staff Size 12 Note: n = 312. Percentages may not total 100% due to rounding
Demographics: Organization Region 13 Note: n = 312. Percentages may not total 100% due to rounding
Demographics: Organization Operations Location 14 Note: n = 315. Percentages may not total 100% due to rounding
Background Checking Methodology 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, 2009 15

Más contenido relacionado

La actualidad más candente

Matching People & Jobs
Matching People & JobsMatching People & Jobs
Matching People & JobsEd Pacson
 
Continuous Quality Improvement ( CQI)- 2018.pptx
Continuous Quality Improvement ( CQI)- 2018.pptxContinuous Quality Improvement ( CQI)- 2018.pptx
Continuous Quality Improvement ( CQI)- 2018.pptxKabirShrivastav
 
Nidhiya.s organiations study at puspagiri hospital
Nidhiya.s organiations study at puspagiri hospitalNidhiya.s organiations study at puspagiri hospital
Nidhiya.s organiations study at puspagiri hospitalLibu Thomas
 
ISO 14001 EMS Awarness Training
ISO 14001 EMS Awarness TrainingISO 14001 EMS Awarness Training
ISO 14001 EMS Awarness TrainingMahendra K SHUKLA
 
Vision, mission and values statements
Vision, mission and values statementsVision, mission and values statements
Vision, mission and values statementsNathan Loynes
 

La actualidad más candente (9)

Discipline policy
Discipline policyDiscipline policy
Discipline policy
 
Career Scholarship
Career ScholarshipCareer Scholarship
Career Scholarship
 
Basic Recruitment Process
Basic Recruitment ProcessBasic Recruitment Process
Basic Recruitment Process
 
Matching People & Jobs
Matching People & JobsMatching People & Jobs
Matching People & Jobs
 
Continuous Quality Improvement ( CQI)- 2018.pptx
Continuous Quality Improvement ( CQI)- 2018.pptxContinuous Quality Improvement ( CQI)- 2018.pptx
Continuous Quality Improvement ( CQI)- 2018.pptx
 
Nidhiya.s organiations study at puspagiri hospital
Nidhiya.s organiations study at puspagiri hospitalNidhiya.s organiations study at puspagiri hospital
Nidhiya.s organiations study at puspagiri hospital
 
Employee Induction[1]
Employee Induction[1]Employee Induction[1]
Employee Induction[1]
 
ISO 14001 EMS Awarness Training
ISO 14001 EMS Awarness TrainingISO 14001 EMS Awarness Training
ISO 14001 EMS Awarness Training
 
Vision, mission and values statements
Vision, mission and values statementsVision, mission and values statements
Vision, mission and values statements
 

Similar a Background check criminal

Background check criminal
Background check criminalBackground check criminal
Background check criminalshrm
 
Background check post hire
Background check post hireBackground check post hire
Background check post hireshrm
 
Importance of Background Screening
Importance of Background ScreeningImportance of Background Screening
Importance of Background ScreeningGlobal HR Research
 
Background check reference
Background check referenceBackground check reference
Background check referenceshrm
 
Background check drug testing
Background check drug testingBackground check drug testing
Background check drug testingshrm
 
Background check general
Background check generalBackground check general
Background check generalshrm
 
Background check providing references
Background check providing referencesBackground check providing references
Background check providing referencesshrm
 
Background Check Credit Final
Background Check Credit FinalBackground Check Credit Final
Background Check Credit Finalshrm
 
Background check credit final
Background check credit finalBackground check credit final
Background check credit finalshrm
 
Onboarding practices final
Onboarding practices finalOnboarding practices final
Onboarding practices finalshrm
 
Virtual Office Presentation Final
Virtual Office Presentation FinalVirtual Office Presentation Final
Virtual Office Presentation Finalshrm
 
Shrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_finalShrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_finalshrm
 
2015 Corporate general counsel survey results
2015 Corporate general counsel survey results2015 Corporate general counsel survey results
2015 Corporate general counsel survey resultsGrant Thornton LLP
 
ESIQ_2015_survey_final042415
ESIQ_2015_survey_final042415ESIQ_2015_survey_final042415
ESIQ_2015_survey_final042415Nick Fishman
 
Human Resources and Personnel In the 1970s and 1980s, loya.docx
Human Resources and Personnel In the 1970s and 1980s, loya.docxHuman Resources and Personnel In the 1970s and 1980s, loya.docx
Human Resources and Personnel In the 1970s and 1980s, loya.docxadampcarr67227
 
Predictive Hiring: Find Candidates Who Will Succeed in Your Organization
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationPredictive Hiring: Find Candidates Who Will Succeed in Your Organization
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
 
Shrm poll whistleblowing_final
Shrm poll whistleblowing_finalShrm poll whistleblowing_final
Shrm poll whistleblowing_finalshrm
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalshrm
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalshrm
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalshrm
 

Similar a Background check criminal (20)

Background check criminal
Background check criminalBackground check criminal
Background check criminal
 
Background check post hire
Background check post hireBackground check post hire
Background check post hire
 
Importance of Background Screening
Importance of Background ScreeningImportance of Background Screening
Importance of Background Screening
 
Background check reference
Background check referenceBackground check reference
Background check reference
 
Background check drug testing
Background check drug testingBackground check drug testing
Background check drug testing
 
Background check general
Background check generalBackground check general
Background check general
 
Background check providing references
Background check providing referencesBackground check providing references
Background check providing references
 
Background Check Credit Final
Background Check Credit FinalBackground Check Credit Final
Background Check Credit Final
 
Background check credit final
Background check credit finalBackground check credit final
Background check credit final
 
Onboarding practices final
Onboarding practices finalOnboarding practices final
Onboarding practices final
 
Virtual Office Presentation Final
Virtual Office Presentation FinalVirtual Office Presentation Final
Virtual Office Presentation Final
 
Shrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_finalShrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_final
 
2015 Corporate general counsel survey results
2015 Corporate general counsel survey results2015 Corporate general counsel survey results
2015 Corporate general counsel survey results
 
ESIQ_2015_survey_final042415
ESIQ_2015_survey_final042415ESIQ_2015_survey_final042415
ESIQ_2015_survey_final042415
 
Human Resources and Personnel In the 1970s and 1980s, loya.docx
Human Resources and Personnel In the 1970s and 1980s, loya.docxHuman Resources and Personnel In the 1970s and 1980s, loya.docx
Human Resources and Personnel In the 1970s and 1980s, loya.docx
 
Predictive Hiring: Find Candidates Who Will Succeed in Your Organization
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationPredictive Hiring: Find Candidates Who Will Succeed in Your Organization
Predictive Hiring: Find Candidates Who Will Succeed in Your Organization
 
Shrm poll whistleblowing_final
Shrm poll whistleblowing_finalShrm poll whistleblowing_final
Shrm poll whistleblowing_final
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates final
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates final
 
Part 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates finalPart 2 social networking and online searches for screening job candidates final
Part 2 social networking and online searches for screening job candidates final
 

Más de shrm

Policies on Politics in the Workplace
Policies on Politics in the WorkplacePolicies on Politics in the Workplace
Policies on Politics in the Workplaceshrm
 
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of EmployeesSHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employeesshrm
 
2013 Office Pool Survey
2013 Office Pool Survey2013 Office Pool Survey
2013 Office Pool Surveyshrm
 
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the WorkplaceSHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplaceshrm
 
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success finalShrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success finalshrm
 
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
 
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the WorkplacePolicies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplaceshrm
 
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday ActivitiesSHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activitiesshrm
 
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday SchedulesSHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedulesshrm
 
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptionsshrm
 
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employeesshrm
 
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Careshrm
 
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefitsshrm
 
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragementsshrm
 
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employeesshrm
 
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiativesshrm
 
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
 
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_finalShrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_finalshrm
 
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015shrm
 
The Hiring of 2015 College Graduates
The Hiring of 2015 College GraduatesThe Hiring of 2015 College Graduates
The Hiring of 2015 College Graduatesshrm
 

Más de shrm (20)

Policies on Politics in the Workplace
Policies on Politics in the WorkplacePolicies on Politics in the Workplace
Policies on Politics in the Workplace
 
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of EmployeesSHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
 
2013 Office Pool Survey
2013 Office Pool Survey2013 Office Pool Survey
2013 Office Pool Survey
 
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the WorkplaceSHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
 
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success finalShrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success final
 
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
 
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the WorkplacePolicies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
 
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday ActivitiesSHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
 
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday SchedulesSHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedules
 
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
 
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
 
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
 
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
 
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
 
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
 
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
 
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
 
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_finalShrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_final
 
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015
 
The Hiring of 2015 College Graduates
The Hiring of 2015 College GraduatesThe Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates
 

Último

The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13Steve Thomason
 
microwave assisted reaction. General introduction
microwave assisted reaction. General introductionmicrowave assisted reaction. General introduction
microwave assisted reaction. General introductionMaksud Ahmed
 
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104misteraugie
 
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...Sapna Thakur
 
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in DelhiRussian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhikauryashika82
 
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 -  Danh muc Sach Giao Khoa 10 . pdf1029 -  Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdfQucHHunhnh
 
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...fonyou31
 
Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3JemimahLaneBuaron
 
Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17Celine George
 
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptxUnit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptxVishalSingh1417
 
Sanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfSanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfsanyamsingh5019
 
Beyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global ImpactBeyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global ImpactPECB
 
General AI for Medical Educators April 2024
General AI for Medical Educators April 2024General AI for Medical Educators April 2024
General AI for Medical Educators April 2024Janet Corral
 
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and ModeMeasures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and ModeThiyagu K
 
Holdier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdfHoldier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdfagholdier
 
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdfBASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdfSoniaTolstoy
 
Z Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphZ Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphThiyagu K
 
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingGrant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingTechSoup
 

Último (20)

The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
 
microwave assisted reaction. General introduction
microwave assisted reaction. General introductionmicrowave assisted reaction. General introduction
microwave assisted reaction. General introduction
 
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104
 
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
 
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in DelhiRussian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi
Russian Escort Service in Delhi 11k Hotel Foreigner Russian Call Girls in Delhi
 
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 -  Danh muc Sach Giao Khoa 10 . pdf1029 -  Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
 
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...
Ecosystem Interactions Class Discussion Presentation in Blue Green Lined Styl...
 
Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3
 
Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17
 
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptxUnit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptx
 
Sanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdfSanyam Choudhary Chemistry practical.pdf
Sanyam Choudhary Chemistry practical.pdf
 
Beyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global ImpactBeyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global Impact
 
Advance Mobile Application Development class 07
Advance Mobile Application Development class 07Advance Mobile Application Development class 07
Advance Mobile Application Development class 07
 
General AI for Medical Educators April 2024
General AI for Medical Educators April 2024General AI for Medical Educators April 2024
General AI for Medical Educators April 2024
 
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and ModeMeasures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
 
Holdier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdfHoldier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdf
 
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdfBASLIQ CURRENT LOOKBOOK  LOOKBOOK(1) (1).pdf
BASLIQ CURRENT LOOKBOOK LOOKBOOK(1) (1).pdf
 
Z Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot GraphZ Score,T Score, Percential Rank and Box Plot Graph
Z Score,T Score, Percential Rank and Box Plot Graph
 
Mattingly "AI & Prompt Design: Structured Data, Assistants, & RAG"
Mattingly "AI & Prompt Design: Structured Data, Assistants, & RAG"Mattingly "AI & Prompt Design: Structured Data, Assistants, & RAG"
Mattingly "AI & Prompt Design: Structured Data, Assistants, & RAG"
 
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy ConsultingGrant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
 

Background check criminal

  • 1. January 22, 2010 Background Checking: Conducting Criminal Background Checks
  • 2.   Conducting Criminal Background Checks 2
  • 3. Does your organization, or an agency hired by your organization, conduct criminal background checksfor any job candidates by reviewing the candidates’ consumer reports? 3 Note: n = 347. Not sure” responses were excluded from this analysis.
  • 4. 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. 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. 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. 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. 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. Demographics: Organization Industry 9 Note: n=312. Percentages may not total 100% due to rounding.
  • 10. Demographics: Organization Industry (continued) 10 Note: n=312. Percentages may not total 100% due to rounding.
  • 11. Demographics: Organization Sector 11 Note: n = 319. Percentages may not total 100% due to rounding
  • 12. Demographics: Organization Staff Size 12 Note: n = 312. Percentages may not total 100% due to rounding
  • 13. Demographics: Organization Region 13 Note: n = 312. Percentages may not total 100% due to rounding
  • 14. Demographics: Organization Operations Location 14 Note: n = 315. Percentages may not total 100% due to rounding
  • 15. Background Checking Methodology 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, 2009 15