Consistent with previous studies, findings show employers were reluctant to hire ex-offenders. Only 20 percent of employers indicated they would "definitely" or "probably" consider a job application from an ex-offender. Approximately 20 percent of employers reported they had hired at least one ex-offender over the past year. Despite the employment boom of the 1990s, employers' willingness to hire ex-offenders has not increased significantly over time. The aversion to hiring ex-offenders varied according to offense characteristics. Employers were less averse to hiring those convicted of drug or property offenses, and they were more averse to hiring those convicted of a violent crime. They were also less willing to hire those recently released from prison and those without work experience. Findings also show that employers have increased the use of criminal background checks over the 1990s, particularly in retail trade, manufacturing, and suburban firms and large firms. This increase in criminal background checking is driven at least partly by legal requirements to do so. Employers in specific occupations and industries are also prevented from hiring ex-offenders. This report recommends that employers be provided more and accurate information on ex-offenders so they may have a clearer picture of their offenses, recent behaviors, rehabilitative progress, occupational/vocational training, and employment history. Publicly provided "transitional jobs" for those just released from prison may help to establish a recent work history for consideration by employers who can offer higher paying skilled jobs. Survey data were collected by means of 20-minute telephone surveys conducted with 619 employers in Los Angeles between May 2001 and November 2001. 9 figures, 2 tables, and 14 references