Microsoft rescinded a job offer after a background check
In the 2009 edition of the New Jersey eAuthority, news about Schley v. Microsoft Corp. case. Microsoft apparently revoked his job offer in writing to a candidate after failing the background check. According to the story, Microsoft sent a letter to the plaintiff telling him that they were offering him a job for the company. However, he mentioned in the letter that the offer is only effective if approved after the background check. You probably missed that part despite all the excitement, because you ended up, not only without a job, but also without a home. It appears he went to speak to the hiring manager who, perhaps just trying to be friendly, suggested that he quit his job, sell his house, and move from New Jersey to Washington, to be prepared for the position, which he did. instantly. But he was later told that he failed admission for work after discovering he had a history of felony convictions.
This incident is a serious example of not only what drawing conclusions might entail, but what the result of a criminal background check could cause. Although the story might have sounded so negative due to the job deprivation for said applicant, it must be remembered that the letter was written in a sense with good intentions. It even included the conditions on the job offered. Almost all establishments throughout the state, especially large ones, require not only a criminal background check for their employees and applicants, but a comprehensive background search as well. These background checks cover everything from previous employment history, to important license and credit records, and many more. These prerequisites are necessary for the company to assess the ability, attitude, assets, and behavior of an applicant or employee.
In most cases, the above incident could have taken a different route if at some point the plaintiff had revealed the felony conviction prior to the job offer. This information could be helpful in finding ways to contradict a company’s withdrawal because if they had known about it earlier, say during an interview or something like that, they would have no reason to be surprised after the conviction appeared during the background check. However, if such information was not disclosed, then the applicant is really at fault. Basically because he should have known the effects of a felony charge on an individual’s background. This type of information is a terrible case-sensitive problem that should be immediately passed on to the hiring committee for clarification if it would influence the process of your application. When you’ve done all of this, you’re at least guaranteed that when they request a background check from you, they’ll already know at some point what to expect from it. And that the information that you shared with them, after they have heard it, will not bother them or hinder their application. If and only if, they would still consider the process after you’ve informed them of the condition of your record.