Criminal history and the workplace: a pathway forward

2019 ◽  
Vol 38 (5) ◽  
pp. 494-504 ◽  
Author(s):  
Nicole C. Jones Young ◽  
Ann Marie Ryan
Keyword(s):  
Design Methodology ◽  
Selection Process ◽  
Employee Selection ◽  
Criminal History ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Relevant Topic ◽  
Conducting Research ◽  
Specific Barriers

Purpose The purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face. Design/methodology/approach This paper is a general review and introduction to the special issue on criminal history and employment. Findings The authors suggest that understanding the “what,” “how,” “why” and “who” may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process. Research limitations/implications The authors encourage researchers to explore the management constructs and theories to understand how they may operate and affect this population upon entry into the workplace. Additionally, the authors discuss some of the methodological challenges and considerations related to conducting research on this population. Originality/value While researchers continue to seek and better understand the experiences of job seekers with criminal records and specific barriers to fulfilling work, there are many aspects of the pre- and post-employment experience that are not yet well examined. This paper provides a pathway forward for management researchers within the area of criminal history and employment, an understudied yet relevant topic.

Hiring ex-offenders? The case of Ban the Box

2017 ◽  
Vol 36 (6) ◽  
pp. 501-518 ◽  
Author(s):  
Jakari N. Griffith ◽  
Nicole C. Jones Young
Keyword(s):  
Design Methodology ◽  
Criminal History ◽  
Systematic Evaluation ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Hiring Managers ◽  
Hr Management ◽  
Narrative Interview ◽  
Cost Characteristics

Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

Researchers offer framework researchers to study effects of criminal history on workplace outcomes

2020 ◽  
Vol 28 (4) ◽  
pp. 7-9
Keyword(s):  
Selection Process ◽  
Criminal History ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Population Means ◽  
Criminal Convictions ◽  
Workplace Experiences ◽  
Unique Nature ◽  
Workplace Outcomes

Purpose The authors wanted to advise researchers about the questions that remain to be answered about workplace experiences of people with criminal convictions. Design/methodology/approach They reviewed the existing literature, but then put forward advice in three categories and pointed out the gaps that need filling. This is an area that has not been researched much. Findings The co-authors believe the unique nature of this population means special solutions must be found. They recommended focusing on the questions of “what”, “how”, “why” and “who” in an attempt to clarify the relevance of criminal records to the selection process. They also encourage researchers to consider the perspectives of the job seekers themselves as well as the employers. Because of the difficulties in obtaining large samples, they advise researchers to focus more on their objectives rather than size. Originality/value There has been so little research about this population, but it is an important area because it affects millions of people's lives.

“With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection

2014 ◽  
Vol 43 (4) ◽  
pp. 606-627 ◽  
Author(s):  
Andrew Miles ◽  
Eugene Sadler-Smith
Keyword(s):  
Design Methodology ◽  
Resource Constraints ◽  
Selection Process ◽  
Employee Selection ◽  
Small Scale ◽  
Content Type ◽  
Person Environment Fit ◽  
Recruitment And Selection ◽  
Depth Interviews

Purpose – This qualitative study of managers’ use of intuition in the selection process aimed to understand if and how managers use intuition in employee hiring decisions and suggest ways in which the use of intuition might be improved. The paper aims to discuss these issues. Design/methodology/approach – Semi-structured, in-depth interviews were conducted with managers from a range of backgrounds, and with varying experience of recruitment and selection. Findings – Findings revealed that reasons for the use of intuition included personal preferences, resource constraints and recognition of the limitations of more structured approaches. Intuition was used an indicator for performance, personality and person-environment fit. Intuition tended to be used with requisite caution; participants were aware of its limits, the potential for bias and the difficulties in justifying its use; several participants used their intuitions in concert with more structured, non-intuition based approaches. Research limitations/implications – The small-scale investigative study has limited generalisability. The paper concludes with five specific recommendations on how to improve managers’ understanding and use of intuition in employee selection. Originality/value – Despite increased interest in intuition in management there is a paucity of qualitative studies of intuition-in-use in management in general and in personnel in particular. This research helps to fill this gap.

“Are you crewed up with that bird from the uni?” the complexities of conducting ethnographic research in policing

2020 ◽  
Vol 9 (3) ◽  
pp. 365-377
Author(s):  
Claudia Emeline Cox
Keyword(s):  
Police Officers ◽  
Design Methodology ◽  
Moral Dilemmas ◽  
Young Female ◽  
Original Research ◽  
Ethnographic Research ◽  
Content Type ◽  
Conducting Research ◽  
Researcher Identity ◽  
Female Researcher

PurposeThe purpose of this paper is to provide some initial reflections on the complexities and challenges faced when conducting observations with police officers working in response and neighbourhood policing roles from the perspective of a young, female, researcher.Design/methodology/approachThe research consisted of 200 hours spent with operational police officers in a medium sized UK police force, predominantly in 3 cities, to explore the realities of frontline policing and policy implementation. This paper offers a reflexive account of conducting the research, as opposed to a discussion of the findings which align to the original research aim.FindingsConducting this fieldwork highlighted a number of complexities arising as a result of conducting ethnographic research in policing. This paper is concerned with the constructing of a researcher identity and navigating moral dilemmas based on the culture and use of language observed.Originality/valueWhilst this will be of interest to those engaged with similar policing research, such findings are also likely to apply to those conducting ethnography where there is conflict between their insider/outsider status, the potential for internalised moral debates and women conducting research in male-dominated settings.

Recruiting passionate job seekers for better performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jannifer Gregory David
Keyword(s):  
Information Technology ◽  
Design Methodology ◽  
Development Process ◽  
Human Resource Professionals ◽  
Job Seekers ◽  
Linear Modeling ◽  
Content Type ◽  
Job Searches ◽  
Practical Implications ◽  
Work Passion

PurposeThis research examines how job seekers' levels of harmonious work passion (HWP) and obsessive work passion (OWP) affect the importance job seekers place upon job and organizational elements in recruiting messages.Design/methodology/approachEmployees who had recently completed job searches read multiple recruiting messages and ranked the importance of different elements in the messages.FindingsGeneral linear modeling found statistical differences between the importance of recruiting message elements for participants with varying levels of HWP and OWP.Research limitations/implicationsThe participants were information technology, engineering and human resource professionals limiting the generalizability of these results to other professions.Practical implicationsRecruiters should vary the information in their recruiting messages depending on the levels of HWP and OWP they want to attract to their applicant pools.Originality/valueThis research adds harmonious and obsessive work passion to the constructs considered in the recruiting message development process.

scholarly journals Men procuring sexual services from women: everyman or peculiar man?

2015 ◽  
Vol 17 (1) ◽  
pp. 13-20 ◽  
Author(s):  
Philip Birch ◽  
Jane Ireland
Keyword(s):  
Design Methodology ◽  
New South ◽  
Criminal History ◽  
Content Type ◽  
Sex Worker ◽  
South Wales ◽  
Thrill Seeking ◽  
Sexual Services ◽  
Practical Implications ◽  
Do So

Purpose – The purpose of this paper is to explore characteristics of men procuring sexual services from women. Design/methodology/approach – This is a quantitative study using questionnaires and purposive sampling. The sample was from New South Wales, Australia, and included brothels and outreach organisations where sex work is decriminalised. The participants were 309 men who reported procuring sexual services with women. Findings – Primary motivations for procurement included thrill/excitement and attractiveness of the sex worker. Cluster analysis identified five groups, the most frequent being those with a drive for exciting, thrill-seeking sex with an attractive partner and those with the same drive but not wanting investment. High proportions of men were married, in professional employment and did not present with a criminal history. Sexual experiences procured were conventional. Procurement presented as an enduring behaviour maintained across decades, commencing at a young age. Involvement in procurement preceded decriminalisation. Practical implications – The results do not support men's procurement as primarily “deviant”. Professionals may need to explicitly enquire about such behaviour where relevant to do so (e.g. in discussing sexual health) and in doing so ensure procurement is discussed as normative and not as unusual behaviour. Originality/value – Challenges any conceptualisation of procurement as deviant, extending the research base further by capturing users of such services as opposed to attitudes towards procurement.

Modelling the supplier selection process enablers using ISM and fuzzy MICMAC approach

2015 ◽  
Vol 30 (5) ◽  
pp. 536-551 ◽  
Author(s):  
Sudarshan Kumar ◽  
Shrikant Gorane ◽  
Ravi Kant
Keyword(s):  
Questionnaire Survey ◽  
Supplier Selection ◽  
Design Methodology ◽  
Selection Process ◽  
Model Development ◽  
Top Management ◽  
Content Type ◽  
Micmac Analysis ◽  
Fuzzy Micmac ◽  
Practical Implications

Purpose – The purpose of this paper is to present an approach to successful supplier selection process (SSP) by understanding the dynamics between SSP enablers (SSPEs), using interpretive structure modelling (ISM) methodology and find out driving and the dependence power of enablers, using fuzzy MICMAC (Matriced’ Impacts Croisés Appliquée á un Classement) analysis. Design/methodology/approach – The group of experts from industries and the academics were consulted and ISM is used to develop the contextual relationship among various SSPEs for each dimension of supplier selection. The results of the ISM are used as an input to the fuzzy MICMAC analysis to identify the driving and the dependence power of SSPEs. Findings – The research presents a hierarchy-based model and mutual relationships among SSPEs. The research shows that there is a group of SSPEs having a high driving power and low dependence, which requires maximum attention and is of strategic importance, while another group consists of those SSPEs that have high dependence and low driving power, which requires the resultant actions. Research limitations/implications – The weightage obtained for the ISM model development and fuzzy MICMAC are obtained through the judgment of academician and few industry experts. It is the only subjective judgment and any biasing by the person who is judging the SSPEs might influence the final result. A questionnaire survey can be conducted to catch the insight on these SSPEs from more organizations. Practical implications – This category provides a useful tool for top management to differentiate between independent and dependent SSPEs and their mutual relationships which would help them to focus on those key SSPEs that are most significant for effective supplier selection. Originality/value – Arrangement of SSPEs in a hierarchy, the categorization into the driver and dependent categories, and fuzzy MICMAC are an exclusive effort in the area of supplier selection.

Seeking out talent on social media

2016 ◽  
Vol 24 (1) ◽  
pp. 30-31
Keyword(s):  
College Students ◽  
Social Media ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Cutting Edge ◽  
Job Seekers ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – A three-step guide is offered to help prospective employers attract graduate job seekers by means of social media, particularly Facebook. Social media recruiting can pay off in several ways: First, employers have the advantage of speed. Second, they have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and, finally, employers can enhance their overall employment branding through the use of Facebook. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

A framework for Interlibrary-loan implementation (in one semester)

2015 ◽  
Vol 43 (1) ◽  
pp. 18-21 ◽  
Author(s):  
John Irwin ◽  
Sharon Favaro
Keyword(s):  
User Experience ◽  
Staff Training ◽  
Design Methodology ◽  
Selection Process ◽  
Interlibrary Loan ◽  
Content Type ◽  
Document Delivery ◽  
The University ◽  
Loan System ◽  
New System

Purpose – The purpose of this paper is to provide a framework for implementing and “going live” with a new interlibrary loan system (ILL), ILLiad Document delivery system and RAPID ILL, in one semester. Design/methodology/approach – This paper provides a framework for implementing ILLiad and RAPID ILL through conducting a needs assessment, review of the existing practices and selection process of hardware/software, collaboration with stakeholders within the library and university for implementation, training and “going live”. Findings – This paper demonstrates how to implement a new interlibrary system in one semester. There are many benefits to implementing and “going live” in one semester. Staff training coupled with “going live” is essential to retain the new skill set and put it into practice. Finally, the most immediate and important impact of the new system was giving the university community (students and faculty) expanded access to collections and providing an overall better user experience. Originality/value – This article provides a framework for other libraries to use as a model when considering implementing a new ILL system, such as ILLiad and RAPID ILL, in the course of one semester.

scholarly journals Self-efficacy and job search success for new graduates

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gerardo Petruzziello ◽  
Marco Giovanni Mariani ◽  
Rita Chiesa ◽  
Dina Guglielmi
Keyword(s):  
Job Search ◽  
Personnel Selection ◽  
Self Efficacy ◽  
Selection Process ◽  
Job Seekers ◽  
Content Type ◽  
New Graduates ◽  
Success Criterion ◽  
New Entrants ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new entrants in the labour market. It is hypothesised that JSSE acts as a mediator between GSE and job search success. Evaluation of the hireability – made by expert interviewers – of new entrants involved in a job interview simulation is proposed as a job search success criterion. Moreover, the moderating role of extraversion on the relationship between JSSE and job search success is explored.Design/methodology/approachData were collected on 177 graduates from an Italian university. Participants were involved in a simulation of an interview conducted by experts of the personnel selection process, who gave an evaluation. Macro PROCESS for SPSS was used to test the hypotheses.FindingsGSE has an indirect effect on job search success via JSSE. Moreover, extraversion has a moderating effect on the JSSE–job search success relationship for more extraverted job seekers.Practical implicationsJob search and counselling practitioners should consider extraversion and personal differences to improve the effectiveness of interventions aimed at fostering new entrants' self-regulatory resources and behaviours during the job search.Originality/valueThis study contributes to the existing research about the job search process by testing a new and important job search success criterion, showing that GSE could help new graduates in establishing a specific self-efficacy, such as JSSE, and demonstrating that extraversion interacts with JSSE.

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