Who Is Hiring Felons? What Companies Are Ex-offender Friendly?

I have been “Putting Chicago To Work” for over 15 years. A blended strategy of one-on-one career counseling, self-help tools to write resumes and strengthen interview skills, career advancement support and providing employment opportunities that is hiring has been successful and impactful for many people around the Chicagoland area.

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Due to the aforementioned, I am often engaged by community members seeking employment (or “better” employment”). A question I am often asked is “Who is hiring felons?” and “What companies are ex-offender friendly?”.

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The questions are very misguided, and the premise is why people with backgrounds have unnecessary disappointment and hardships in their employment search. Absolutely no employer has listed possession of a criminal record as being preferred or required. Employers put a lot of thought into job descriptions, including main responsibilities and qualifications. Qualifications, preferred and required, always focus on knowledge, skills and abilities (KSAs). KSAs are what makes a candidate most likely to be successful and retain employment.

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Most importantly, employers hire “who they like.” A positive personality and good communication skills demonstrated during the interview is typically why candidates are hired. Reviewing an application or resume lets an employer know if a candidate is “qualified” for a position. If a candidate is contacted for an interview, then the candidate meets the most minimum qualifications to be considered as determined by the employer. From there, it comes down to the interview process, which is why the “most qualified candidate” may be “passed over” for a candidate with weaker qualifications. All candidates must meet minimum qualifications to be considered but the selected candidate is based on varying subjective criteria.

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Candidates with a criminal background work at the same companies as candidates without a criminal background. There are not any “set aside employment opportunities” for candidates with a criminal background. If you are qualified for the opportunity, criminal background or not, apply to the opportunity and complete the interview process (if invited). When asked (if asked), list your criminal background. If you are extended a conditional offer of employment that is “rescinded or stalled” after the results of a criminal background check, and an adverse action letter is sent, respond to the adverse action letter with a strong mitigation letter (adverse action and mitigation letters are another topic).

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Some candidates will be excluded from certain employment opportunities based solely on their criminal backgrounds. A candidate with a conviction for Driving Under The Influence (DUI) or Vehicular Battery will have difficulties obtaining employment in transportation. A candidate with a conviction for Position of a Controlled Substance or Product Tampering will have difficulties obtaining employment at a pharmacy or certain manufacturers that produce chemical-based products. A candidate with a conviction for Domestic Violence or Sexual Assault will have difficulties obtaining employment at a school, park district and in some roles with direct, unsupervised contact with people. The reason is because customers may feel uncomfortable continuing business with companies that hire candidates with certain criminal backgrounds in that specified role. Additionally, companies may have issues insuring certain employees if the conviction is closely related to the position.

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Candidates with a criminal background should apply to all opportunities of interest if they possess the listed qualifications and be prepared to competitively interview, including providing information about a criminal background. If a candidate does not have strong qualifications, consider volunteering and completing a training program that leads to an industry sought and recognized credential (Class A Commercial Drivers License, Forklift Operator License, ServSafe Food Handler Certificate, Permanent Employee Registration Card, etc).