Under the RADAR

By Marty Nemko 

Pre-Employment Screening: What job seekers and employers should know

 From the February 9, 2003 SF Chronicle  

If Les Rosen had his way, here's how most employers would hire:

Chester the Molester is looking through the Chronicle’s employment ads.  He finds an ad that sounds good—assistant manager of Pooh’s Corner children bookstore.. Then, however, on the bottom of the ad, he reads, “We conduct background checks.”  He thinks, “Whoops, better look elsewhere.”

But Chester figures, “Ah what the heck: they probably don’t really do the background checks.” So he applies, sending that resume and cover letter he so cleverly concocted. For example, “2000-2002: state-sponsored education program.” Translation: Two years in San Quentin. “I mean, I did learn a lot there!,” he rationalizes.  His cover letter and resume make Chester sound like a cross between T. Berry Brazelton and Maria from The Sound of Music.

The ruse works and Chester gets a call from Happy Chappy: they want him to come in for an interview! In his Mr. Rogers get-up, Chester saunters in, but he’s in for a surprise. The receptionist says, “Before your interview, would you complete this application form, and sign at the bottom authorizing the background screening?”  He replies, “Sure, no problem,” but he’s thinking, “Uh-oh.”

Chester pads into the interview, handing the application to the interviewer, Sally Savvy.  Most of the questions are those standard simulations Chester is so slick at BS’ing, such as, “What would you do if a child throws a tantrum But then Sally asks, “Before offering you the position, we would do a background check. Any objection to that?” Chester’s heart starts to race, but he forces himself look calm.  “Not at all,” he lies.

Sally continues: “As part of that check, we look to see if you have a criminal record. I notice on the application form, you didn’t answer the question, ‘In the past seven years, have you been convicted of a crime?’” Chester responds, “Oh, I forgot. I’ll answer it now.” He writes, “No.” His heart pounds through his chest wall.

Sally is relentless: “Oh, and of course, we contact your previous employers. Is there anything negative they’re likely to say about you?” Beads of sweat form above his upper lip, like Richard Nixon in the 1960 presidential debate. “Well, uh, no.” Chester manages to keep his voice sounding calm but he can’t control his eyes and forehead. The perceptive Sally knows he’s nervous.

 “Oh, and one more question: Because this job will require you to handle customers’ money, we will be conducting a credit check. Do you have any objections?” This is the last straw—Chester’s debts greatly exceed the job’s salary.  Now he can’t even control his voice. “Be my guest,” he squeaks.

The interview ends and Chester thinks, “I don’t want this stupid job anyway.” Sally thinks, “There’s something wrong with this guy.” Even if she had planned to offer him the position, she would have first done a background check using a firm such as Rosen’s Employment Screening Resources, Inc., (www.esrcheck.com). That would likely have revealed Chester’s criminal record and that his previous employer fired him for inappropriately touching children

Rosen believes that both employees and employers gain from pre-employment background screening. Working for an employer that does that helps ensure, for example, that your co-worker doesn’t commit the latest in his string of assaults and batteries on you—there is a surprising amount of violence in the workplace.  It also helps ensure that your co-workers have the credentials they claim. From the employer’s standpoint, background-checking the first-choice candidate costs an average of $100 and can save the employer an enormous headache. How frequently does such a screening uncover a serious problem? According to Rosen, 9-11% of the time

What if you did get convicted of landscaping your backyard with rows of marijuana plants? Is your career permanently doomed? Here are some options:

 Check with a lawyer to see if the conviction can be expunged. If so, you needn’t report it.

Your probation officer may know of government programs that pay employers to hire ex-offenders.

Ask everyone that likes you if they know someone who might be willing to hire you—Yes, mention your felony conviction, but stress your strengths and how much you learned from your indiscretion. (Do not ask them if they’d like to score some weed.) Someone who knows you personally is more likely than a stranger to give you a chance.

If all else fails, start at the bottom. A few months of good work in an entry-level position will yield a good reference, which can start your career back upward.

Dr. Marty Nemko is co-author of Cool Careers for Dummies and an Oakland career and small business counselor in private practice. His radio show is Sundays 11 am to noon on KALW, 91.7 FM.  200+ of his writings are at martynemko.com