The Benefits of Fair Chance Hiring in the Workplace

Hiring qualified employees is a significant priority for organizations. Regardless of the scale of hiring, finding the right talent is crucial. As HR professionals, the quest for identifying top talent becomes paramount. Fair chance hiring emerges as a valuable source for talent acquisition.

Understanding Fair Chance Employment

Fair chance employment entails the practice of hiring individuals with a history of criminal records, also known as second chance employment. The challenges associated with a criminal record, even in the absence of a conviction, can present significant barriers to securing employment opportunities. However, individuals with such records often possess valuable skills that can contribute to workplace excellence. Employers have the unique prospect of recruiting skilled candidates who are committed to their work and display loyalty to the organization.

Addressing Common Objections to Fair Chance Employment

1. “It will cost more.” The misconception surrounding higher costs often deters organizations from considering fair chance hiring. Research from the Society for Human Resource Management (SHRM) indicates that the cost-per-hire (CPH) remains comparable or lower within a fair chance hiring program. Moreover, the Work Opportunity Tax Credit (WOTC) offers financial incentives for hiring individuals with criminal records, potentially covering up to 25% of their initial wages.
2. “No one else is doing it so why should we?” Contrary to popular belief, various organizations advocate for fair chance employment. The Second Chance Business Coalition (SCBC) boasts industry diversity in promoting the benefits of hiring individuals with criminal records, thereby serving as a valuable resource for information and support.
3. “Other employees will quit because our workplace won’t be safe.” Dispelling misconceptions around safety concerns is essential. The opportunity to hire individuals with non-violent criminal histories can enhance the talent pool within an organization, reduce turnover rates, and foster a safer work environment.
4. “Organizational performance will suffer.” Employing individuals with criminal records does not equate to subpar performance. Research substantiates that such employees exhibit comparable job performance and reliability levels as their counterparts without criminal records, emphasizing their value and contribution to organizational success.
5. “Customers won’t like it.” Contrary to expectations, customers prioritize quality products and services, along with community engagement. Brands like Dave’s Killer Bread have thrived by authentically sharing stories of second chances, resonating positively with their customer base.

By addressing common objections upfront, organizations pave the way for constructive discussions surrounding fair chance employment policies. Collaborating with legal counsel and external partners can provide valuable insights and success stories, enhancing the adoption of fair chance hiring practices.

The Value of Fair Chance Employment

Irrespective of prevailing unemployment rates, organizations continually seek skilled and dedicated employees. Fair chance employment offers a pool of talented and committed workers, enriching the workforce and fostering a culture of inclusivity and opportunity.

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