There’s a moment that hits hard when you’re filling out a job application and the question comes up: Have you ever been convicted of a criminal offence? It can feel like a trap, like you’re being sized up by someone who’s never walked in your shoes. For people with a record, applying for work can feel like knocking on doors that never open, and no one really explains why. The truth is, there’s a lot of confusion out there. Some say employers don’t care anymore, others say your record will follow you forever. But what do the people actually doing the hiring think? That’s what we’re digging into here. Not just guesswork or internet advice, but real-world input from recruiters and hiring managers who’ve seen all sorts of applications come across their desks.
And if you’re based in Perth and trying to make sense of your rights or how to approach a past charge, legal support from someone like Podmore Legal can really help clear the fog.
What the Law Says (And Doesn’t Say)
In Australia, there are laws in place to help stop unfair discrimination based on a criminal record. That’s the ideal anyway. Reality tends to be messier. Legally, it’s not black and white whether an employer can turn you down because of your history. Some roles, like those in childcare, security, or financial services, have mandatory background checks. In other roles, it’s up to the employer’s discretion, and that’s where things get murky. Even if you were never convicted but were arrested or released on bail https://podmorelegal.com/bail-lawyers-perth/, it can still raise questions.
One thing that does help is the concept of a spent conviction. That’s when a certain amount of time has passed since your offence and, if you’ve kept out of trouble, that conviction might no longer be required to be disclosed. Each state handles this differently, so it’s worth getting specific advice for your situation.
In WA, the Spent Convictions Act gives some people the right to leave past convictions off their job applications. But again, it depends on the role and whether you’re legally obligated to disclose it. That’s why it’s often helpful to chat with a legal expert. Podmore Legal in Perth have worked with people navigating these exact issues, including questions around bail conditions, and can give clear advice without the judgement.
What Employers Actually Care About
Now we get to the guts of it. What are hiring managers actually looking at when they see someone with a record?
A recruiter we spoke with, Sarah (not her real name), said this: “It’s not always about the record itself. We look at context. Was it years ago? Was it a one-off? Was it relevant to the job?” She explained that in warehouse, construction or hospitality roles, a minor past offence doesn’t usually raise eyebrows unless it directly relates to safety or dishonesty.
Hiring decisions are often more about the overall picture than any single part of your past. Employers want to know: Can you show up? Will you treat people with respect? Do you have the right attitude? If you’ve done something serious, that doesn’t always rule you out either. What matters is what you’ve done since.
Jobs that deal with vulnerable people or high levels of trust (like schools, aged care or cash handling) will be stricter. But outside of those, there’s more room than people think.
The Red Flags (and What Can Be Overcome)
Let’s be honest: some convictions will make a hiring manager pause. Assault, fraud, or anything involving dishonesty can be red flags, especially if they’re recent. But that’s not the same as an automatic no.
Another recruiter, Dave, shared: “I hired someone with a serious assault charge from ten years ago. But they came in, told the truth, didn’t dodge anything. I could see they’d changed.” He added that people often think employers will dig into their past like a detective. But usually, if something shows up in a check, what really matters is how you respond.
Time since the offence is a big one. If it’s clear you’ve been living a different kind of life since then — holding down jobs, doing training, avoiding trouble — most decent employers will take that seriously. It doesn’t erase what happened, but it helps rebuild trust.
One thing that’s hard to move past is dishonesty in the process. If someone lies or avoids disclosing something they’re supposed to, it’s usually game over. Owning your history matters more than people think.
How to Talk About Your Past in an Interview
This bit’s not easy. Telling someone about a mistake you’ve made, especially when it’s tied to a conviction, feels exposing. But there’s a way to do it that keeps your dignity and still shows you’ve grown.
First thing: only talk about it if you legally need to, or if it’s already come up in the process. You don’t have to open your interview with a confession. But if you’re asked, be direct, keep it short, and shift the focus to how you’ve changed.
An example might be: “I had some trouble with the law about six years ago, and it taught me a lot. Since then I’ve worked full time, done a cert in logistics, and stayed focused on building a better life.”
That’s it. You don’t need to go into painful detail or relive the worst day of your life. Keep your head up, speak plainly, and give them something that shows who you are now.
When They Say No: Handling Rejection Without Giving Up
Sometimes you’ll get turned down, and they won’t tell you why. That’s rough. It’s easy to assume it was your record, but the truth is, hiring decisions are often about timing, availability, who they know, or something totally unrelated. Still, it stings.
If you’re applying for jobs and hitting wall after wall, try mixing up your approach. Look for smaller businesses, places that value loyalty over polish. Consider temp or labour hire roles, which can be a foot in the door. One job leads to another, and often that first “yes” is the hardest.
Talk to employment services that specialise in second chances, or re-entry programs if that’s an option near you. Some of the best advice and support often comes from people who’ve been through it themselves.
Most of all, try not to carry the rejection into the next interview. That job wasn’t the one. Keep moving.
What Some Employers Are Doing Right
There are employers out there who get it. Who understand that people make mistakes and that those mistakes shouldn’t define a whole life.
We heard from a hiring manager at a landscaping company who said: “We don’t ask about criminal records in interviews. If it’s relevant, it comes up later. But we look at how someone shows up, not just what’s on paper.” They’d recently hired a man who’d done time for drug-related offences. “He’s been one of our best hires. Never late, works hard, clients love him.”
Some companies actively work with services that support people with criminal records, especially in industries like cleaning, traffic control, hospitality, or trade assistance. They’ve seen first-hand how much people can bring to a team when they’re given a fair go.
It can also help to keep an eye on employers working with community re-entry programmes or local employment networks. These are the ones more likely to see past the record and recognise the person.
You’re Not Alone in This
If you’re reading this and feeling a bit raw, that’s fair. Navigating life with a criminal record is bloody hard. But you’re not the only one, and it’s not hopeless. Plenty of people have found good work, built new careers, and earned respect again. You can too.
Understanding where the law stands, what employers really care about, and how to talk about your past can make a massive difference. It also helps to have the right support behind you.
Keep showing up. Keep applying. Someone’s going to say yes, and when they do, that might be the start of something solid.