Fair Chance Hiring: How Can It Help Your Business Grow?
Landing an ideal job offers a source of stable income, the chance to develop different skills, and even meaning to life. Unfortunately, many job applicants, particularly previously incarcerated people, are not given a fair shot at job opportunities even if they have already been rehabilitated and paid their debt to society.
Every job applicant has to be judged mainly on their qualifications and capabilities of completing assigned tasks. This is why implementing a Fair Chance Hiring policy can be suitable for your business.
What Is Fair Chance Hiring?
Fair Chance Hiring emphasizes that everyone, regardless of background, has the right to be fairly assessed for a job they are applying for and qualified for. It is intended to help job seekers with criminal backgrounds by prohibiting employers from asking about their criminal history until a conditional offer of employment has been made.
At present, some of the largest employers in the country have signed the Fair Chance Pledge. These include Google, Facebook, Coca-Cola, and American Airlines. In addition, the tech company Slack also launched Next Chapter, a pilot program that helps convicted criminals find successful work in the tech industry.
Why Should I Consider a Fair Chance Hiring Policy?
A Fair Chance Hiring policy can help you meet your business goals. Here are some reasons why it’s worth considering implementing it in your organization:
Create a more diverse employee base
Millions of highly qualified job seekers fail to land the job due to a prior criminal record. It means you might be missing a huge portion of the candidate pool if your company doesn’t give a chance to candidates with a criminal history. By considering workers with criminal records, you can create a team of highly diverse qualified workers from various backgrounds, socioeconomic statuses, and education levels.
Receive a greater return on investment
Employee turnover can be costly. However, by implementing a Fair Chance policy, your company can offer a high return on investment on employee development programs and increase retention. This is proven by a study from Johns Hopkins University. Around 500 people with records have a lower turnover during the first 40 months than non-offenders.
Get a competitive edge
The job market can be extremely competitive. As an employer, you cannot afford to ignore qualified applicants, which is why excluding people with criminal histories can be a costly mistake. With Fair Chance hiring, you can cast a wider net, attract stronger applicants, and keep your business competitive.
How Do I Create a Fair Chance Policy?
If you are now convinced that your business needs to implement Fair Chance Hiring and understand how it can help you with your goals, now is the time to draft a policy. Here are some tips:
- Avoid using stigmatizing language: Businesses shouldn’t use stigmatizing terms like “jobs for former criminals” or “work for convicted murderers” on their job postings. Instead, they should use more inclusive terms, like “ex-felons”, ex-felon job opportunities”, or “What kind of jobs can an ex-felon get?”
- Include an equal opportunity statement: Add a phrase on your job application forms that say candidates will not be automatically disqualified due to their criminal history.
- Adhere to Ban the Box laws: Never ask about applicants’ criminal history until you make a conditional offer of employment.
Everyone deserves a second chance at life. As an employer, you can help applicants with criminal records land their dream jobs while pursuing your business goals with Fair Chance Hiring. By building a more diverse, loyal, and engaged workforce, you nurture a stronger and more successful workplace.
If you are willing and ready to provide career opportunities for people with a criminal history, reach out to Fallen Valor. We will add you to our directory of quality employers who give a second chance to qualified applicants. Contact us to join over 3,500 Oklahoma employers we work with!