Making it Past the Starting Line: Updating Your Applications for Second Chance Hiring

All new hires begin at the same place: with a job application. However, candidates with prior convictions may be dissuaded from applying based on the language, structure or requirements listed for the position, despite having ample qualifications for the role. This limits a manufacturing company’s access to a large talent pool, but there are steps you can take to remove the barriers to entry for these candidates.

1. Re-Evaluate Your Application Language

One of the biggest factors that turn candidates away from an application is its language. To solve the issue, start by re-examining the verbiage used in the document.?

Ask yourself the following questions:?

• Does it dissuade applicants from presenting their qualifications?
• Does it include questions regarding past convictions??

In fact, many manufacturers are going the extra mile and explicitly stating that they are second chance employers.

2. Run Background Checks After the Offer

The Equal Employment Opportunity Commission (EEOC) recommends that employers avoid asking about prior convictions in job applications, and only run background checks after a conditional offer has been made.?

Additionally, prior convictions should only be considered when the charge is related to the position. For example, if your company is hiring truck drivers, you might ask if your candidate has ever had a DUI arrest. Other convictions are not relevant to the role, so there is no need to inquire.

3. Structure Interview Questions for Success

Once candidates reach the interview stage of the hiring process, it helps to structure questions in a way that gives every candidate a chance to interview successfully. Questions should explore a candidate's achievements and skills, some of which they may have acquired while incarcerated.?

By setting clear expectations surrounding the second chance hiring process, especially what the role’s commitments and background check process will include, candidates and employers can complete the hiring process with confidence.

These adjustments to your company’s application and interview process will instantly enhance your talent pool and ensure that your workforce has access to the best possible candidates. Learn more by watching the MI’s full second chance hiring video series.