Do you have a criminal record? Have you ever been convicted of a criminal offence?
You may have been asked these questions in an application form or job interview. Employers ask questions like these. They may also conduct police information checks or security screenings.
If you have a criminal record, learn how to answer questions without hurting your chances of getting the job offer. Follow these suggestions.
First things first
Questions about criminal charges or convictions on job applications and in interviews can be asked. In Alberta, most employers are legally entitled to ask these questions.
The exception is employers in federally regulated organizations, such as chartered banks and airlines. These employers are governed by the Canadian Human Rights Act. It protects you from discrimination if you’ve been granted a pardon or a record suspension. For a list of federally regulated employers visit the Employment and Social Development Canada website.
Your criminal record can affect your ability to land a job. It may also affect your ability to cross the border as part of your job or study abroad. But your record might not be the only barrier between you and employment. A career and employment counsellor can help you with these challenges. Start by calling the Alberta Career Information Hotline at 1-800-661-3753 toll-free or 780-422-4266 in Edmonton.
Will a criminal record stand in your way?
Some employers may look at the nature of your offence and how long ago it happened. They may decide your record isn’t an issue. Different employers require different levels or types of screening in their hiring procedures.
In some industries, such as counselling, social work, or health care, a criminal record may close some doors. Depending on your offence, you may have to wait until you’ve completed your sentence. You will then be eligible to apply and obtain a record suspension (previously known as a pardon). You can apply to receive a record suspension 5 years after you have completed your sentence. This includes your probation. You may only apply for a records destruction if you were charged, but not convicted or found guilty of a charge.
The truth is the best answer
Don’t lie about a criminal record and hope no one finds out. Honesty is a trait that is valued highly. Your employer will eventually discover the truth. You might then lose your job because you lied about your criminal record when you applied. Your employer may learn about your background in the following ways:
- Your references may mention it.
- Your parole or probation officer may visit or call you at work.
- You may need time off to attend mandatory programs or court dates.
If you’re not required to provide or consent to a criminal record check you don’t have to disclose or mention it. This is also true of you are not asked about your criminal record. You’ll likely clear a criminal records check if you were:
- charged or arrested but not convicted
- referred to alternative measures (for example, an anger management course or community service) and have completed all the requirements
- granted a record suspension or were pardoned.
You may be asked if you’re bondable. This means an employer can take out insurance against the possibility that you might steal. Depending on the nature of your conviction, this insurance may be expensive or hard to get. But having a record does not necessarily mean you aren’t bondable. Check with your local police department to find out how your record may affect your ability to be bonded.
When the question appears on an application form
Your goal in filling out the application is to gain an interview. The best time to talk about your record is face-to-face with a potential employer. When questions about a criminal record appear on an application form, you have three options:
- Fill in only your name and contact information and attach your resumé to the form.
- Complete the form but leave the criminal record question blank. Plan to talk about the issue in the interview.
- Answer, “Yes. Let’s talk about it in an interview.”
Your record and your resumé
Don’t mention your record on your resumé.
Most employers prefer chronological or combination resumés. They may screen out candidates who don’t include detailed employment histories and dates on their resumés. A carefully designed combination resumé focusing on both skills and employment history may be your best choice.
However, you may think that a chronological or combination resumé draws too much attention to any gaps in your employment history. You could use a functional resumé, which allows you to focus on your skills.
Disclosing during the interview
You may not be asked a question about your record or required to complete the criminal record check process. It’s then up to you whether or not you mention it at the interview.
You may be asked directly or you may decide to disclose your record. If so, you need to be able to show the employer you’ve taken responsibility for and learned from your past mistakes. Show that you’re ready to move on:
- Say enough to be truthful. The employer doesn’t need to know all the details.
- Tell the interviewer what you’ve learned from your experience. Highlight the steps you’ve taken to change your life and move on. Present your future in a positive light.
- Bring a list of at least three names and their contact information as references. Choose references who recognize and support the positive changes you’re making in your life. They could be previous employers, a religious leader, an Elder, an instructor, a former teacher, or a probation or parole officer.
- If you’re disclosing without being asked, do so in the middle of the interview. At the beginning of an interview, it could make a bad first impression. At the end, it may be a negative last impression.
Keep a positive attitude as you move forward
When you’re dealing with a challenge, a positive outlook is important. You may be moving beyond a difficult past. You’re also asking potential employers to make a commitment to your future.