What to Do If an Applicant Has a Criminal History?

01:00 PM ET | 10:00 AM PT | 12:00 PM CT Duration 60 Minutes

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

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A better understanding of labor market trends


Today’s competitive labor market means a war for talent in various industries, professions, and trades. Even with advancements in technology, automation, and flexible work arrangements, employers find it harder to expand their labor pools. For many industries, this means now considering hiring or increasing existing hiring efforts of workers with criminal histories. This seems to make sense given that there are about 70 million in the United States who are purported to have a criminal history, effectively representing a sizeable untapped workforce pool. Adding to this already complex landscape is the fact that in several states and localities, there are now regulations that spell out what can and cannot be done during the recruiting process to ensure adherence to fair chance hiring practices.

This course is designed to give you practical guidance for hiring employees who have criminal histories, whether you’ve already started to incorporate fair chance hiring practices or not in your company. You’ll gain a better understanding of labor market trends, including governmental regulations, affecting your processes and decisions for hiring workers with criminal histories.

Areas Covered

•      Understand the current labor market trends affecting employers’ decision to hire workers with criminal histories
•      Why employers need to ensure solid due diligence practices in making hiring decisions
•      Understand the new “ban the box” requirements in certain municipalities and review best practices to                         ensure compliance
•      Review the EEOC’s position on using criminal background checks in hiring decisions
•      Explore key factors to build a balanced and strategic approach to grow and develop talent in line with “fair                  chance” practices

Who will Benefit

•      Human resources professionals
•      Business owners
•      Senior leaders of companies
•      Recruiters (external and internal)

Industries who can attend

This 60-minute online course is intended for professionals in the All industries and companies

Speaker Profile

Melveen Stevenson

Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. By using an encompassing business approach, she helps to strengthen the infrastructure of organizations from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.

Over the last 17 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.

Melveen began her career in accounting and international banking. With an inspired desire to support and drive organizational success through human capital, she redirected her career and obtained her MBA at Michigan State University’s Eli Broad Graduate School of Management.

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