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I had a friend who applied and started a job a while back. About six weeks in he was asked to fill in a form asking about previous convictions. He had spent 5 years inside for armed robbery with a fake gun.
He mentioned it to his parole officer. Who suggested coming clean and that he would give a reference. While thinking about it, his parole officer wrote a letter to his new employee, who on receipt - fired him. So
You have to remember that HR types have miniscule brains. The simplest of tasks and decisions is a major, major project for them which of course results in such tasks being put to one side indefinitely.
And if they find an employee had a minor criminal record this miniscule HR brain cannot possibly hope to distinguish between even a minor criminal offence and a psychopathic intergalactic conqueror.
Miniscule HR brains can only comprehend applicants (in HR speak 'replicants') who are and have only ever done the exact requirements for a given vacancy. No more and no less. All genuine human beings only ever work as employees. Applicants who have not been employees before or for a long'ish time is completely alien to the miniscule HR brain. Such applicants therefore must also be psychopathic intergalactic conquerors and to be avoided at all cost.
Problem with convictions is that even after they are spent they still appear on police database. Therefore when you have a CRB check it does appear but most will accept an explaination. They only areas that rigorously enforce spent convictions are in Teaching / Police / Financial Institutions and working with children.
Check - Rehabilitation of Offenders Act 1974
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