Booming Economy Helps "Ban-the-Box"
For the last several years the economy in the United States has continued its expansion and, subsequently, the unemployment rate continues to drop.
The effects of low unemployment have been felt across the country.
In Colorado the labor shortage has had wide-ranging affects on business and business owners.
From the Coloradoan (Aug 11, 2018):
A decade ago, L&L Acoustical averaged about 60 jobs a month.
Today, the drywall company completes 35 to 40 jobs, not because the work is shriveling up — quite the opposite. There's enough work to do 60 to 70 jobs in Fort Collins' robust housing climate, co-owner Gery Lockman said.
While work is plentiful, the workers are not. (1)
Another phenomenon related to plentiful employment is something called "ghosting."
From Jacksonville Florida's NBC affiliate, News4Jax (Jul 26, 18):
You’ve probably heard of ghosting -- where people go out on a date and never hear from that person again. Well, it’s something that’s become more common in the professional world.
People are landing an interview or a job and then turn into a no-show.
Business owners and staffing agencies say they are dealing with “employee ghosting” now more than ever before. (2)
But what does it all mean in regards to employment background screening and Ban-the-Box?
Adam Almeida, President and CEO of CriminalBackgroundRecords.com, states: "With plentiful employment opportunities employers are scrambling to find enough employees to fill open positions. In some cases employers are willing to take just about any qualified candidate, regardless of past, and are willing to review or change their employment criteria as it relates to pre-employment background screening."
From City-Journal.org (Aug 08, 18):
Progressives ... have pushed for regulations such as “ban the box,” which would prohibit employers from asking about criminal history records on an initial job application. But it’s the economy, not federal mandates, that is forcing employers to give ex-offenders a second chance, so critical to reducing recidivism and helping them rebuild their lives. (3)
Almeida states: "It is certainly the case that some employers have altered pre-employment background screening policies in order to fill open positions but employers should remain diligent in hiring policy. A best practice remains to work with a well-qualified third party pre-employment background screening agency."
Ban-the-box efforts are not decreasing despite the robust economy.
Kansas Governor Jeff Colyer "Banned-the-box" via legislation that took effect in June 2018.
From a www.KansasCity.com opinion piece (May 15, 18):
With an executive order signed May 2, Kansas Gov. Jeff Colyer “banned the box” for people who apply for executive branch jobs with the state. Ban-the-box rulings forbid employers from asking a prospective employee about prior criminal conviction records on the initial job application. These laws are aimed at delaying the point in the hiring process when an employer can ask about criminal history. Proponents believe this practice helps balance the inequities convicted felons face when they attempt to re-enter the workforce.
Thirty-one states have passed similar laws. For private employers in Kansas City, ban the box takes effect June 9, following an ordinance the City Council passed in February. (4)
Almeida concludes: "Low unemployment is always a good thing, but employers should remain diligent in hiring practices. Working with a background screening agency remains a best practice."
CriminalBackgroundRecords.com is a third-party background screening company that can provide compliant solutions for all screening requirements. From pre-employment to post-hire screening, as well as volunteer, caregiver and nanny checks, CriminalBackgroundRecords.com provides background screening services across a broad array of industries. From the smallest organization to the largest corporation, CriminalBackgroundRecords.com can fulfill every background screening requirement.
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