Why Your Company Should Increase "Second-Chance" Hiring

According to the Sentencing Project, about 1 in 3 Americans have a previous criminal conviction on their record. Despite how many people in our country this actually includes (between 70-100 million people), it hardly comes as a surprise that candidates with any notable criminal history often face steep discrimination when interviewing for new positions.

One easy data point to see this is in is the difference between the national unemployment rate (3.8%) compared to the unemployment rate of those with a criminal history (27%). This disparity says much more about hiring policies and available opportunities than it does about work ethic or willpower. In many cases, candidates who have a criminal history are algorithmically disqualified in an application process before their resume even lands in front of a hiring manager's eyes.

As a committed second-chance employer, The Willow Center has had the pleasure of working with some of the most talented, most creative, and most hard-working individuals who have previous criminal histories, particularly in areas related to or influenced by substance use. To put it plainly, if your company is ignoring (or deliberately disqualifying) candidates with a criminal history from applying, you are missing out.

There are three main reasons your company should consider making its hiring policies more equitable for people with criminal histories.

1. People change. The fact of the matter is that all of us have a history, criminal or not, and all of us have made serious mistakes in our past. Likely, you have learned from those mistakes and improved because of it. People with a criminal history are not "criminals", which is just another derogatory label we have created to separate human from human. They are people just like us, who are trying to survive and thrive, just like us.
2. Perspective. Candidates who have been affected by the justice system have a unique and valuable perspective they can share with you and your team based upon their lived experience. This is particularly true if your company provides direct care services of any sort, because statistically, 33% of your clients have a similar story to a candidate with a criminal history. This shared experience can help build trust and increase quality of services.
3. Societal Impact. Not only does hiring a candidate with a criminal history offer that person the chance to build a stable, productive livelihood, but also it lessens the societal burden that all of us bare as tax payers -- less people in the prison system. Good jobs with livable wages are a direct influence on decreasing criminal recidivism.

What is there to lose by offering a chance on your company's team? It's arguable that there is much more to lose if you don't offer these chances. Consider taking a look at your hiring and human resources policies today, or having a discussion with your company's HR department about this important topic.