Notice: This page is intended to provide updates regarding hiring/recruiting practices during the COVID-19 Pandemic. If you are looking for general COVID-19 REI Co-op updates, please visit this page.
COVID-19 HIRING UPDATES
REI is closely following the latest news on the Coronavirus Disease and implementing processes that promote candidate and employee safety. We have health and safety procedures in place for our store teams. We’ll also be closely following guidance from national, state and local authorities to make sure we’re operating in compliance with any restrictions in your area.
What to expect if you're selected to interview for a job at REI:
The health and safety of our employees, candidates and customers is our top priority. As a result, we are making efforts to conduct interviews virtually whenever possible. Based on the position you interview for you may be asked to record a brief video interview and/or participate in a live video or phone interview. If you're invited to record a video interview, we recommend you review tips on how to record a successful interview.
Retail Hourly Store Roles:
HireVue video submissions will remain valid for 6 months. After the 6 months, you will be able to submit another video.
We recommend you review tips on how to record a successful interview.
What to expect once you've been hired:
Frequently Asked Questions (FAQ's)
I was invited to participate in an in-person interview, but I would prefer virtual. Is that an option?
Yes. Let your recruiting contact know that you would prefer a virtual interview instead and they will assist you.
Do I need to use video for the interview or can I just dial in via phone?
We ask that you use video for your virtual interview. Let your recruiting contact know if you do not have access to a webcam or smart phone camera.
Do you treat virtual interviews the same as onsite interviews?
While the setup is different, we treat virtual interviews the same as in-person.
Please reach out to your recruiting contact if you have any other questions or email us at email@example.com
§753. Factors to be considered concerning a previous criminal conviction; presumption.
1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:
(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.
(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.
(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.
(d) The time which has elapsed since the occurrence of the criminal offense or offenses.
(e) The age of the person at the time of occurrence of the criminal offense or offenses.
(f) The seriousness of the offense or offenses.
(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.
(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.
2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.