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Screening Unemployed Job Applicants: Pros And Cons To Consider

Webinar: ID# 1041682
Recorded On-Demand
About This Course:
Many job applicants find themselves at a disadvantage if they are currently unemployed or have significant gaps in their employment history. Employers may be concerned that unemployment reflects poorly on an applicant's ability or fitness for the job or may reflect poor past job performance.

However, such an approach can also adversely impact workers who are unemployed through no fault of their own or left the workforce for legitimate reasons such as caring for children or family members or dealing with medical issues. In addition, ex-offenders with prior criminal records may run into barriers as well. At the same time, with record-low unemployment, businesses may find the need to look for new sources of labor, and overlooking unemployed applicants could mean they are missing an opportunity to locate additional talent.

Learn how to better deal with the legal and practical issues involved with using employment history as a barometer for evaluating applicants and examining if they are artificially limiting the potential applicant pool.

Employers need to consider if using employment history can be discriminatory by adversely impacting applicants based on gender, age, or medical condition.

This material will focus on the employment of ex-offenders who may have significant employment gaps caused by incarceration and will include a discussion of the EEOC Guidance on criminal records, Ban the Box and Fair Chance hiring laws, as well as studies showing that hiring ex-offenders has been a successful strategy for numerous employers.

This webinar will also cover laws that prohibit hiring based on unemployment or advertising that current employment is a job requirement. This material also reviews if a long absence from the workforce results in a derogation of skills and solutions to that problem.What You'll Learn:What Is Unemployment Discrimination?
  • Unemployment and Gaps in Employment
  • Why Do Employers Care?
Have Unexplained Employment Gaps Become More Important Given the Increasing Restrictions on Using Criminal Records?
  • What Is the Scope of the Problem?
Legal and Practical Reasons for Employers to Consider Hiring Unemployed Individuals
  • Discrimination Against Unemployed Workers Can Form the Basis of a Discrimination Lawsuit
  • Discrimination Specifically Banned in a Few Jurisdictions
  • Given the Current Economy, Employers Need to Look at Labor Sources They May Have Previously Avoided
Do Workers Really Lose Skills or Knowledge Due to Absence From the Workforce?
Specific Discrimination Issue
  • Does It Create Gender Discrimination or Age Discrimination?
  • If Employment Lapses Caused by Medical Issues, Does That Violate Rights
Dealing With Questions About Past Unemployment History in Interviews, Reference Checks, and Job Announcements
Specific Issue - Hiring Ex-Offenders
  • How Criminal Records Have Become the New Scarlet Letter for Ex-Offenders
  • Why Employment Opportunities Are the Best Way to Combat the High Societal Costs of Recidivism
  • Why Ex-Offenders Represent a New Source of Labor for Some Employers and Industries
  • Issues Associated With Criminal Records, Including Ban the Box, Fair Chance Hiring, and the EEOC Guidance of 2012
  • Special Issue With Obtaining, Understanding, Evaluating, and Legally Using Criminal Records
Screening Unemployed Job Applicants: Pros And Cons To Consider
or via On-Demand
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