not a week goes by that some candidate represented by our firm reveals one of the above just about the time they are going to get a job offer from one of our clients..
most of the time, these issues stop the offer..sometimes they can be worked around by the hiring authority and the company…but they are always problems
unfortuantely felonies are almost always insurmountable…in professional positions, only once in 36 years have i had a company hire a candidate with a felony in their recent past..
the empathetic part of me realizes how sad this might be…but the business side of me realizes why companies can’t run that risk..
now there are some jobs that a felony may not make a difference…our firm doesn’t know where they might be..
DWI’s and misdemanors can often be explained and overlooked by some firms…but it is hard…i suggest people get an attorney to find out how, if enough time has elapsed, these records might be removed from a persons public background..
if you aren’t sure of what is on your record, run a background check on yourself…for around $40, you can see what most employeers will find..identity confusion other odd things do happen…you need to know..
if there are some of these issues in your background, i’d recommend discussing them with the hiring authority if you think you are going to be a finalist for the job opportunity..
don’t be angry or try to justify how you were “wronged”… it won’t work…be remorseful, appolgetic and have an “how can we work this out” attitude..
if a company simply can’t work around the issue, be graceful and understanding…
banckruptcies are a bit different…some companies don’t care..others might…we had a banking client that refused to hire one of our candidates because of a previous bankruptcy… they really wanted to hire the candidate but they had just fired an officer for embezzlement…they couldn’t take the chance
as with the other issues..if you think it will have an impact on your getting an offer, bring it up toward the end of the interview cycle..