Bookmark This! Giving Job Candidates Second Chances
Estimated reading time: 3 minutes
The United States is the global leader in incarceration, according to The Sentencing Project, a non-profit organization that promotes effective responses to crime that minimize imprisonment. As many as one in three Americans have some type of criminal record. Communities of color, LGBTQ+ individuals, and people with histories of mental illness are disproportionately represented.
The Society for Human Resource Management (SHRM) and the SHRM Foundation have taken an active role in promoting the value of giving ex-offenders second chances. If you haven’t had a chance to check out their “Getting Talent Back to Work” initiative, it’s worth taking a look.
I realize that there are certain industries and positions where a criminal background screening is required for licensing, certifications, and security clearances. But it’s not for every job. And the benefits of second chance hiring are huge.
The Second Chance Business Coalition found that individuals with criminal records perform the same or better than employees without criminal records. They also noted that second chance hires are highly loyal and productive employees who often have lower turnover rates.
If you’re looking for high performing employees who will stay with your organization, this is an opportunity. But figuring out where to start can be a challenge. In addition to SHRM’s Getting Talent Back to Work initiative and the Second Chance Business Coalition, here are a few other articles and resources:
Putting Humanity into HR Compliance: Try Second Chance Employment
Organizational risk aversion is understandable but regrettable. Employees with criminal pasts are no more likely to misbehave, perform poorly or create a liability risk than other workers. And in a tight labor market, employers can’t afford to automatically eliminate from consideration the thousands of men and women who are released from prison each year.
Why companies are turning to ex-cons to fill slots for workers
A study on employers’ attitudes toward hiring ex-felons suggests that many are ready for change. Only 14% of HR managers won’t consider hiring ex-offenders. The biggest reason is simple: 82% of executives say their ex-offender hires have been at least as successful as their average hire. Other common motivations were to help build communities and give ex-offenders a second chance.
Eight social enterprises giving ex-offenders a second chance
When it comes to people with criminal convictions, we know that the dignity of work is an important part of rehabilitation. Having a job is an important factor in keeping re-offending rates low. Businesses can play an important role in bringing about attitude change and in building healthy, cohesive societies. It’s a huge, untapped source of skill and passion.
Organizations want to hire productive people who are looking to stay with a company. Individuals are looking for an organization to give them a chance. Consider building into your recruiting strategy opportunities for individuals with criminal histories. It really is good for everyone.
Image captured by Sharlyn Lauby while exploring Disneyland in Pasadina, CA
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