How Do I Video Interview Candidates With A Criminal Record

How Do I Video Interview Candidates With A Criminal RecordHaving a criminal record has the potential to overshadow a job candidates skill set and character. And with more than 92 million Americans having a criminal record, it can be easy for hiring managers to get the wrong impression. Thats why were tackling video interview tips for different types of candidates with this how-to series.Today, well discuss how to use video interviews to connect with candidates who hold a criminal record. How do you ask questions without offending the candidate or breaking discrimination laws? And at the same time, how do you make sure youre not hiring a dangerous felon?Fortunately, it is possible to hire great candidates who have a criminal background. According to CareerBuilder, half of employers have hired someone with a criminal record. So lets get started. Find Out What Happened And WhenIt might sound easier said than done, but finding out what is on a candidates record is important. Why? Because not all crimes are going to be serious or impact the nature of a candidates work at your company. Similarly, when the crime occurred is also important. A minor misdemeanor 15 years ago might not hold as much weight as a more recent and weighty conviction.But before you ask any questions, keep the laws in mind. The EEOC does allow employers to inquire into felony convictions when looking at applicants. However, you must avoid discriminatory or biased statements. But if you do decide that this candidate isnt the right fit, most states require employers to provide a written statement when they decline to hire an applicant due to a prior criminal conviction.If youre unsure of your states law concerning requesting a criminal background or denying work based on a conviction, check before you make any decisions.Ask About Their Work History TooSo now you know what happened and when. Do you feel a little better? If you still have some red flags, ask the candidate what theyve been doing sinc e then (if its not included on their resume). Other points to consider are halfway houses, rehabilitierung programs, volunteer work, and higher education post-conviction.What your job candidate did after their conviction says a lot about their work ethic and character. Also consider how they answer your questions. Did they answer it head-on or tip-toe around the subject? This can also be telling during your interview.Dont Forget To Look For A Career FitFortunately for you, youre using video interviewing technology that allows you to see your job candidate and judge body language, facial expressions, and personality quirks. These are all important in determining if this person is a career fit for your company. Dont focus on the criminal record, focus on the person, their brand, and how they would fit in with your team. Also dont forget to weigh in their skillsIn the end, if you can look past a criminal record at the eager job candidate youre interviewing, you may find a well-qualifie d candidate who would fit well within your company. As the saying goes, dont judge a book by its cover or in this case, a candidate by their criminal record.Have you hired an employee with a criminal past?