Access Profiles, Inc.

Here is our answer to that question:
"Do a Background Check! While it is important to first wait until a conditional offer of employment has been made, the employment background check is the perfect cross-reference between what a candidate told you during the interview and stated on their resume and the truth. Honest candidates will be as exact as possible in their dates and title of employment, their degree and certifications, and any other information they list. You can also check with past supervisors concerning any job duties or projects mentioned by your candidate. Verifying this information can go a long way towards checking on the integrity and honesty of anyone who applies for employment with your company!".

You can check out more answers to this question here!

As often comes with hindsight, after posting we realize that our answer to that question should have included so much more!

While it is certainly possible to gauge things like eye contact, consistency, and general demeanor, relying on the interview to determine your applicant’s honesty simply doesn’t make sense.


Employers want honest employees. They want to hire people they can trust, who will act with integrity, and who are true to their word.

And if an applicant is willing to lie on their resume or during the interview, it certainly doesn’t bode well for how they will conduct themselves when they are hired!

While asking salary history has been common practice, that may soon become a thing of the past.


In New York City, for example, a new law has been enacted that prohibits both public and private companies from questioning an applicant about their salary history. This law also precludes employers from taking an “end run” around the prohibition and contacting former employers or even searching for salary information in public records. In addition if, during a background check, salary information is found, it cannot be used to determine the the applicant’s salary.   

Under the New York City law, there are a few exceptions to using salary history to determine salary offered:

• If the applicant themselves discloses their salary history.
• If the salary is determined through collective bargaining agreements.
• If an existing federal, state, county, or local law authorizes salary history disclosure or verification.
• If the individual is a current employee being considered for a promotion or transfer.

New York City isn’t the only one taking a look at the salary history question. Many states have either already enacted or are considering passing laws that address asking about salary history. 


They believe that by enacting laws to stop this practice, employers cannot use past salary as a way to continue to  “lowball” the salaries of women and minorities.

Because of these trends, confusion about whether employers can or should ask for salary history abounds.

A recent question on quora.com got me thinking about where I stand on the practice.

The question is:
“If you were given an offer but had to go through background checks and complete an employment history verification and it asks for salary history, is it okay to leave that field blank?”.

Our Answer:
“It is your right to leave the salary history field blank, especially if it is not marked as a required field. However, there are some online application systems that will not allow you to “send” the application in without all required fields being completed.  

It is also important to note, that there are currently some cities and states that prohibit potential employers from asking about salary history. It is the belief that this practice perpetuates the underpayment of minority / women employees. In my opinion, employers already have a salary range in mind for the position (with final salary dependent upon an applicant’s experience and skills). Asking for salary history is unnecessary and irrelevant.”


As an employer, you should already have a salary range in mind for the position. What an applicant was paid before simply shouldn’t matter. What matters now is what you are willing to pay to fill the job, and what an applicant is willing to accept.

While the salary offered can vary depending on what the applicants themselves bring to the table, what they made at a previous job should not!


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“While API ‘sells’ services (employment background checks and business mentoring), (we) find it essential to completely believe in what (we) do and why. And since our clients essentially get US when they sign on, it definitely helps that we believe in ourselves and that what we do is valuable. We would find it very difficult to promote what we do if we didn't believe in its quality and value!”.


Getting the word out and landing clients is essential to making a go of any business. So we had no choice but to get ourselves out there, push that uncomfortable feeling aside, and sell what we do.

While it continued to be difficult, we found that the more we began to truly recognize the quality of what we offered the easier it got. We also discovered that when it became clear that our services could really help our clients succeed in their own businesses, our initial problems with “selling” what we do were no longer an issue.

Some of the other answers to “Why Do You Believe in what You Sell” also resonated with us:

• “If you sell yourself, and believe in yourself, it is easy”.
• I have “pride in what I do and believe in its quality”.
• I receive “continued positive customer/client feedback”.
• “I know it works”. 
• “I know it helps people”.
• “We love what we do, and that love translates to making a truly quality product” (or service).
• “We have seen it improve people’s lives”.
• We “get more customers by word of mouth” (which means happy clients).

All of these answers focused on what they and their company’s products or services did FOR their clients ~ and that is why they believe in them! 



Our background investigation services enable them to be more successful when hiring and finding the best candidates. We strive to keep up with new laws and regulations that govern employment screening. We know the quality we provide and how it can help solve our clients’ hiring problems. 

In addition, our Small Business Mentoring and Security Consulting services help them to start their own small business and keep that business safe.

We also found that once we changed our mindset to one where “selling” was not our ultimate goal, but partnering with our clients on their own road to success was, it made all the difference.

"It can seem very daunting landing a job when you have a past criminal history. However, there are things you can do to make yourself more employable. 

First, Get a job, any job. It may be fast food. It may be janitorial. It doesn’t matter. The key is to work hard, be on time, be productive, and be eager to learn. Your employers will notice. Then, when you are ready to move on, you will have demonstrated a good work ethic and reliability. This will lead to a good reference. You may have to do this multiple times before a company who is offering a “decent job” will take a chance on you. 

Another route is to find local companies who do hire those with criminal records. Believe me, they are out there. Then you need to do the same thing. Work hard and be a model employee. Each time, you will be building your resume and your reputation. This is key. 

Even then, there will be employers who are hesitant about hiring you. That is when you need to be ready to plead your case. Emphasize how you have moved beyond your criminal past. Focus on what you have done to better yourself. Have a list of references ready who are willing to stand up for you, especially past employers who know of your good work and behavior. This is the best route to changing your life and becoming employed. I wish you luck!".

You can find more answers to this question here.

Employers can be understandably leery about hiring you. They may be concerned about you re-offending or even you posing a problem for their business, their customers, or their other employees.

You have to recognize this and understand that business owners and managers have a right to be reticent about hiring someone with a criminal past.

Their very livelihood and reputation is on the line.

However, having a criminal record does not mean you are unemployable or destined to only the lowest paying jobs. 




“It is important to note that not all employers will automatically eliminate you from consideration if you have a criminal record. EEOC guidelines actually recommend that employers only take into account offenses that directly pertain to the job.

Be ready to plead your own case. Own your criminal past, share any circumstances that lead to your conviction, and show what you have done since them to turn your life around”.

Find our more advice in “Job Seekers’ Top 5 Frequently Asked Background Check Questions”.

“In this challenging job market, many ex-offenders feel like they don't stand a chance against job seekers with clean records.

It is important to keep in mind that most employers will screen for criminal history.  Existing “Ban the Box” laws and other guidelines may dictate when and how employers can use that information, but being screened is still a reality for anyone seeking employment. 

That is why it is important that you deal with your criminal record head on”!

And this can mean self-disclosing your criminal past!

Understandably, this concerns many ex-offenders.

Our advice ~ 
“Take responsibility and be ready to explain any circumstances that lead to you committing your crime(s). When you are  truthful, it is much more likely that the employer will put your past in context.  

But don’t let your conviction be the focus – stress what you’ve learned from the experience.   

Take this time to explain what you have done to reform. Share clear examples of any training programs you have completed or any certificates you have earned (even those earned while you may have been incarcerated). 

You should also include any letters of recommendation from employers, mentors, or even support group leaders. Be sure to emphasize any examples of your reliability and trustworthiness.  

What your potential employer is really looking for is anything you have done to show you have moved on and have done the work to improve yourself.

While sharing this personal information may be difficult, it can go a long way towards getting you a second chance and showing you have moved on”.

Excerpts above from “Job Seekers: Do You have a Criminal Record? Find out the Best Time for You to Tell Your New Employer!”.

It is important to work hard at any job you are given. Make sure you are always on time, or even better, early. Treat your co-workers and managers with respect. Be polite to customers. In other words, do what you can to stand out! This will go a long way towards putting you on the right path the get the kind of job you need.




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