{"id":{"repo_id":"utc","oai_identifier":"oai:scholar.utc.edu:theses-1583"},"canonical_url":"https://search.dev.ndltd.org/etd/utc/oai:scholar.utc.edu:theses-1583","repository":{"repo_id":"utc","name":"University of Tennessee - Chattanooga","base_url":"https://scholar.utc.edu/do/oai/"},"display":{"title":"The use of criminal background checks: does type of offense influence likelihood to interview, likelihood to hire, and salary?","abstract":"To protect organizations from liabilities and litigation, background checks are becoming increasingly common during the hiring process. Correspondingly, many individuals have committed criminal offenses which often excludes them from being selected for a job. This study examines the effects of criminal offenses, such as those often identified through background checks, on selection decisions such as interviewing, hiring, and starting salary. For this study, a résumé with an accompanying background check similar to what is used in many organizations were provided to professionals and to undergraduate psychology and business students at a midsized university located in the southeastern United States. As hypothesized, criminal offenses were found to negatively impact job applicants on selection decisions except salary.","abstract_html":"To protect organizations from liabilities and litigation, background checks are becoming increasingly common during the hiring process. Correspondingly, many individuals have committed criminal offenses which often excludes them from being selected for a job. This study examines the effects of criminal offenses, such as those often identified through background checks, on selection decisions such as interviewing, hiring, and starting salary. For this study, a résumé with an accompanying background check similar to what is used in many organizations were provided to professionals and to undergraduate psychology and business students at a midsized university located in the southeastern United States. As hypothesized, criminal offenses were found to negatively impact job applicants on selection decisions except salary.","abstract_has_math":false,"creators":["Sentell, Brittany"],"institution":"University of Tennessee at Chattanooga","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Weathington, Bart L.","Biderman, Michael D.; O'Leary, Brian J.","College of Arts and Sciences"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":null,"date_issued":"","date_published":null,"updated_at":"2026-07-24T05:46:28Z","subjects":["Employee screening","Discrimination in employment -- United States","Criminals -- Employment -- United States"],"languages":["English","eng"],"rights":[],"rights_urls":["https://rightsstatements.org/page/InC/1.0/?language=en"],"identifier_entries":[]},"links":{"outbound_url":"https://scholar.utc.edu/theses/441","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Weathington, Bart L.","Biderman, Michael D.; O'Leary, Brian J.","College of Arts and Sciences"]},{"key":"dc:creator","label":"Author","values":["Sentell, Brittany"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2016-05-01T07:00:00Z"]},{"key":"dc:publisher","label":"Institution","values":["University of Tennessee at Chattanooga","Chattanooga (Tenn.)"]},{"key":"dc:relation","label":"Dc Relation","values":["Masters Theses and Doctoral Dissertations"]},{"key":"dc:type","label":"Dc Type","values":["Masters theses","Text"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Employee screening","Discrimination in employment -- United States","Criminals -- Employment -- United States"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English","eng"]},{"key":"dc:rights","label":"Dc Rights","values":["https://rightsstatements.org/page/InC/1.0/?language=en"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholar.utc.edu/theses/441"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Dept. of Psychology","M. 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As hypothesized, criminal offenses were found to negatively impact job applicants on selection decisions except salary."]},{"key":"dc:title","label":"Title","values":["The use of criminal background checks: does type of offense influence likelihood to interview, likelihood to hire, and salary?"]}]}],"canonical_facts":{"dc:contributor":["Weathington, Bart L.","Biderman, Michael D.; O'Leary, Brian J.","College of Arts and Sciences"],"dc:creator":["Sentell, Brittany"],"dc:date":["2016-05-01T07:00:00Z"],"dc:description":["Dept. of Psychology","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."],"dc:description.abstract":["To protect organizations from liabilities and litigation, background checks are becoming increasingly common during the hiring process. Correspondingly, many individuals have committed criminal offenses which often excludes them from being selected for a job. This study examines the effects of criminal offenses, such as those often identified through background checks, on selection decisions such as interviewing, hiring, and starting salary. For this study, a résumé with an accompanying background check similar to what is used in many organizations were provided to professionals and to undergraduate psychology and business students at a midsized university located in the southeastern United States. 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