If you have a felony conviction on your record, you may wonder if that automatically shuts the door on job opportunities at major corporations like Verizon. Verizon is one of the largest telecommunications companies and employers in the United States, with a workforce of over 130,000 spanning retail stores, call centers, technical roles, and corporate positions. With such a large and varied employee base, Verizon undoubtedly receives many applications from individuals with felony records.
So what are Verizon‘s policies and practices when it comes to hiring job seekers with felony backgrounds? Can you get a job at Verizon with a felony, or is it a nonstarter? As with many aspects of the job search, the answer is not black and white, but rather depends on a number of factors. In this comprehensive guide, we‘ll take a deep dive into Verizon‘s approach to hiring felons, along with data, advice, and real-world examples to help you navigate the process.
Understanding Verizon‘s Background Check Process
First, it‘s essential to understand Verizon‘s background check process and how it handles felony convictions. Like most employers, Verizon conducts criminal background checks on job candidates, typically after a conditional offer of employment has been made. These checks are usually conducted by a third-party consumer reporting agency and are subject to the Fair Credit Reporting Act (FCRA).
Under the FCRA, criminal background checks for employment purposes are limited to convictions from the past seven years, although some states have even shorter reporting windows. The FCRA also requires employers to obtain the applicant‘s consent before conducting a background check and to provide a copy of the report and a summary of rights if the information is used to make an adverse hiring decision.
In 2015, President Obama signed an executive order called the Fair Chance Act, which required federal agencies and contractors to delay criminal history inquiries until later in the hiring process. While Verizon is not a federal contractor subject to this rule, the order helped spur a broader "ban the box" movement aimed at giving applicants with records a fairer chance at employment.
According to a 2019 survey by the Society for Human Resource Management (SHRM), 8 percent of employers have fully implemented ban the box policies, removing criminal history questions from job applications. 36% percent have adopted more narrowly tailored policies that exempt certain positions. Verizon does not ask about criminal history on its initial job application, which is a positive sign for felons seeking employment there.
However, Verizon does still conduct background checks and considers criminal history in its hiring decisions. According to a Verizon spokesperson quoted in a 2021 Digiday article, "A criminal conviction does not automatically disqualify a candidate unless it poses an unreasonable risk to the company, customers or employees. We evaluate each case individually, taking into account the requirements of the position, the amount of time that has passed, and any evidence of rehabilitation."
Factors That Impact Verizon‘s Hiring Decisions for Felons
So what factors does Verizon weigh when assessing job applicants with felony records? While the company doesn‘t disclose detailed criteria, based on research and anecdotal evidence, here are some key considerations:
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Nature and severity of the offense: Certain felonies are more likely to be disqualifying than others, especially for specific roles. For example, a recent conviction for theft, embezzlement, fraud or other crimes of dishonesty will likely be hard to overcome for a retail sales or cash handling position, where there is a clear connection between the offense and the job duties. Similarly, a felony conviction for a violent crime may be disqualifying for roles that involve direct customer contact or entering customers‘ homes, like field technician positions. However, a single drug possession felony from several years ago may not be as much of a concern for an office-based IT or engineering role.
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Time elapsed since conviction: Generally, the more time that has passed since the felony conviction, the less heavily it will be weighed. A crime committed a decade ago will likely be viewed more favorably than one from last year, assuming no repeat offenses. That‘s why the FCRA and many state laws limit the reporting of convictions to seven years. With the passage of time, the conviction becomes less relevant to your current character and employability.
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Age at time of offense: Youthful indiscretions are often viewed more charitably than crimes committed as a mature adult. If you were convicted of a felony as a teenager or young adult but have maintained a clean record since, employers may be more willing to chalk it up to immaturity and poor judgment.
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Circumstances of the offense: The specifics of what led to the felony conviction and your role in the crime can impact how it is perceived. For example, if you were an accessory to a crime committed by someone else, or if there were compelling mitigating circumstances, an employer may be more understanding than if you were the main perpetrator. Be prepared to explain the context of the offense without minimizing your accountability.
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Evidence of rehabilitation: When considering applicants with felony backgrounds, employers want to see evidence that you have taken steps to turn your life around and are not a risk for reoffending. This can include completing your sentence, probation or parole, undergoing substance abuse treatment or counseling, making restitution, obtaining education or vocational training, and maintaining a stable work history and community ties since the conviction. The more you can demonstrate concrete, positive changes since the offense, the more likely an employer will be to give you a chance.
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Relevance to job duties: Employers are allowed to consider criminal history if it relates to the specific responsibilities and qualifications of the position. For example, a felony DUI conviction is more likely to disqualify you from a job that involves driving a company vehicle than one that doesn‘t. Employers should conduct an individualized assessment of each applicant‘s record, rather than imposing a blanket ban on all felons.
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Other qualifications: Even with a felony on your record, you may be able to counterbalance it with strong qualifications like relevant skills, experience, education, and glowing references. The more you can demonstrate your value and potential as an employee, the more likely an employer will be to overlook a past mistake.
What the Numbers Say About Felons in the Workforce
To put the issue of felon hiring in context, it‘s helpful to look at the broader statistics on individuals with criminal records in the workforce. According to a 2022 report by the Bureau of Labor Statistics (BLS), approximately 1 in 3 working-age adults in the United States has a criminal record, including felony and misdemeanor convictions, as well as arrests that did not lead to conviction.
The BLS data also shows that people with criminal records face significant barriers to employment. In 2022, the unemployment rate for working-age adults with a criminal record was 10.5%, compared to just 4.9% for those without a record. And even when they are employed, workers with records tend to earn less and have less stable employment than their counterparts without records.
These disparities have major implications not just for individuals and families, but for society as a whole. A 2021 study by the Center for Economic and Policy Research estimated that the unemployment and underemployment of people with felony records cost the U.S. economy between $78 and $87 billion in lost GDP each year.
Recognizing the economic and social costs of excluding people with records from the workforce, a growing number of states and localities have adopted fair chance hiring policies aimed at reducing barriers to employment. As of 2023, 37 states and over 150 cities and counties have passed ban the box laws that require employers to delay criminal history inquiries until later in the hiring process. Some jurisdictions also mandate individualized assessments of criminal records and limit the use of background checks for certain positions.
While Verizon is not legally required to follow all of these policies, as a major employer and corporate citizen, it has a stake in promoting fair and inclusive hiring practices. By carefully considering applicants with criminal records and giving them a fair shot at employment, Verizon can tap into a large and underutilized talent pool while also helping to reduce recidivism and strengthen communities.
Tips for Applying to Verizon with a Felony Record
If you are a former felon interested in working at Verizon, here are some tips to improve your chances of getting hired:
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Be honest and upfront: While Verizon doesn‘t ask about criminal history on the initial application, if you receive a conditional job offer, you will be asked to consent to a background check. At this point, it‘s critical to disclose your felony conviction and be prepared to discuss the circumstances in an interview. Failing to do so could result in the offer being rescinded and could damage your future prospects with the company.
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Highlight your qualifications: Your goal in applying and interviewing is to shift the focus from your past to your potential value as an employee. Highlight any relevant skills, experience, training, or education that make you a strong fit for the role. Customize your resume and cover letter to the specific job posting, using keywords and examples that demonstrate your qualifications.
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Provide strong references: Verizon conducts professional reference checks in addition to background checks, so it‘s important to have a list of supervisors, colleagues, teachers, or mentors who can vouch for your work ethic, skills, and character. Avoid using friends or family members as references, and make sure to ask your references for permission before listing them.
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Explain your conviction and rehabilitation: Be prepared to have an honest, direct conversation about your felony conviction, including the circumstances that led to it, what you learned from the experience, and the steps you have taken since to rebuild your life and demonstrate rehabilitation. This could include completing your sentence, undergoing treatment or counseling, obtaining education or training, and staying crime-free. Emphasize how you have grown and changed since the conviction, and how you plan to be a responsible and reliable employee.
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Consider expungement or sealing: Some states allow eligible felony convictions to be expunged (removed) or sealed from public records after a certain period of time. Requirements vary by jurisdiction, but generally involve completing your sentence, remaining crime-free for a set number of years, and petitioning the court. If your record is expunged or sealed, it will not appear on most background checks, including those conducted by employers. Consult with a local legal aid clinic or attorney to see if you qualify.
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Be patient and persistent: Job searching with a felony record can be a long and frustrating process, and you may face rejections along the way. The key is to stay focused on your goals, keep applying and networking, and don‘t get discouraged. With time and effort, you can find an employer who is willing to give you a second chance. Consider working with a job placement agency or nonprofit that specializes in helping people with records find employment.
Real Stories of Felons Hired by Verizon
To get a sense of what the hiring process is really like for felons at Verizon, it can be helpful to hear from those who have gone through it themselves. Here are a few anecdotes from online forums and job sites:
"I have a felony drug conviction from 2015. I was upfront about it in the interview and provided court documents showing the charge and that all requirements were completed. I started in a retail role and have since been promoted to a manager position. Verizon was willing to look past my mistake and give me a chance based on my qualifications and how I presented myself." – Current Verizon employee on Indeed
"I had a job offer rescinded after a background check uncovered a felony burglary charge from 6 years ago. It was frustrating because I had disclosed it and thought the hiring manager was okay with it, but then HR overrode the decision. I wish Verizon was more consistent and transparent about their hiring policies for felons." – Former Verizon applicant on Reddit
"I was hired at Verizon with a felony theft charge from 8 years prior. I had strong experience in sales and customer service and solid references. I think it helped that my conviction was a long time ago and not directly related to the job. I‘ve been with the company for 3 years now and am an assistant manager." – Current Verizon employee on Glassdoor
These experiences underscore that while having a felony record can make getting hired at Verizon more challenging, it‘s not impossible if you have the right qualifications and approach. Being transparent, focusing on your strengths, providing context for your conviction, and demonstrating a commitment to rehabilitation can go a long way in overcoming employer concerns.
Conclusion
In conclusion, while Verizon does not have an outright ban on hiring felons, the company does require criminal background checks that will reveal convictions from the past seven years. Certain felonies, especially recent ones related to the specific job duties, will likely be harder to overcome than older, unrelated offenses.
However, Verizon does assess applicants with criminal records on an individualized basis, taking into account factors like the time elapsed since the conviction, the circumstances of the offense, evidence of rehabilitation, and the applicant‘s other qualifications. Some current and former Verizon employees report being hired despite felony convictions, usually for older offenses unrelated to the job.
If you are a job seeker with a felony record hoping to work at Verizon, the keys to success are being honest and upfront about your conviction, highlighting your relevant skills and experience, providing strong references and evidence of rehabilitation, and being persistent in your job search. While landing a job with a major corporation like Verizon with a felony isn‘t easy, it‘s possible with the right qualifications, strategy, and mindset.
By carefully considering applicants with criminal histories and providing fair opportunities for employment, Verizon can benefit from a wider, more diverse talent pool while also helping to build stronger, more inclusive communities. With continued progress in fair chance hiring policies and practices, more individuals with felony records will be able to find stable careers and contribute their skills to the workforce.