Recently, counties across the country have begun rallying around a new initiative called “Banning the Box.” But what could this mean for your company or you as a job seeker? Let’s start with what does “Banning the Box” actually mean? Simply put, “Banning the Box” means removing the check box on an employment application that asks whether or not a candidate has been previously arrested or convicted of a crime.

In addition to a number of municipalities authorizing this change across the country, the EEOC is strongly encouraging private employers to move towards a “Banning the Box” system. But again, what benefit would this bring to your company? Advocates for the change believe that by reducing the number of obstacles for potentially qualified candidates, Employers will be able to locate candidates that would have been initially overlooked or crossed off the list. With that said, keep in mind that this does not mean that the EEOC and local municipalities are encouraging you or forcing your company to hire individuals with a criminal record. However, they are encouraging companies to not make that information a primary consideration.

According to the EEOC, employers should look at all candidates on a case by case basis when it comes to considering a potential candidate with a criminal background. For example, keep the followed in mind.

• What will be required of the potential candidate within the desired role? Will the candidate have access or be responsible for the exchange of money or have little supervision? Will the candidate have access to young children, the elderly or the disabled?
• Discuss the severity of the criminal infraction. Does the previous infraction have any relation to the requirements of the position?
• Only focus on previous convictions. Make sure your team is only focusing on previous convictions. If a potential candidate has been arrested previously but never convicted, this offense should not be taken into account.
• How recent was the conviction? Did you the conviction occur within the last 7 years?
• Take into account all surrounding circumstances in regard to the conviction. Look at all details involved in the criminal act and use that information to come to an educated determination of whether the candidate would be an ideal fit.

For example: A company should not hire someone who has had a recent conviction of larceny to work with little supervision in a retail environment. It is recommended to perform a criminal background check through a reputable organization for any and all positions that your company’s sees fit. Due to the tight labor market, having this information can help a company locate talent that may have originally been overlooked.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information, please visit www.trilliumstaffing.com.