HR Query: Overcoming Biases in Hiring Reentry Candidates

A staggering 60% of formerly incarcerated individuals struggle to find employment upon reentering society. Yet, research consistently shows that those who do secure jobs often become exceptionally dedicated and loyal employees.

Why is this happening? According to Jeffrey Abramowitz, CEO of The Petey Greene Program, outdated biases are preventing HR teams from tapping into a rich pool of talent. In this week’s HR Query, Abramowitz debunks common misconceptions about reentry candidates and offers practical advice on how HR can create more inclusive hiring practices.

How do you define system-impacted candidates? Could you give us some background on system-impacted candidates and any employment trends you’re seeing in this population?

JA: System-impacted candidates, or candidates impacted by our criminal legal system, all have one thing in common. These are individuals who, because of some contact with law enforcement, irrespective of the nature or any criminal guilt or innocence, have a criminal history. This background could expose them to over 44,000 barriers to success in our society (70% of which are related to securing employment).

As the need in our workforce for employees grows, employers are looking at the untapped talent of people with a criminal past who have frequently been denied an employment opportunity, based upon one simple question: “Do you have a criminal history?” There now is a strong movement to understand and implement the best practices for hiring and retaining some of the 70-100 million people in our country who have some mark on their criminal record. This talented and often overlooked population is passionate, motivated, skilled and determined to find their career pathway to success with the right opportunity.

What are some of the barriers that system-impacted job seekers face? How should HR professionals address/alleviate them?

JA: There are so many barriers facing individuals with a criminal history. Many of these barriers, however, involve things that employers and human resource specialists frequently overlook. For example, the most important documents required by law to be hired in the United States are having two pieces of identification. Often, securing a state-issued identification or driver’s license takes time and is a process filled with frustration. Additionally, even obtaining a social security card can put a delay in the candidate’s hiring process. 

Upon release from a prison or jail, people often must deal with meeting a plethora of basic needs like housing, food, transportation, clothing, opening a bank account, family reunification and healthcare concerns. HR specialists and employers should not assume that a talented candidate has the money to get to work on the first day, that they have access to a computer or the digital literacy skills to use one, that they have appropriate clothing for the job, that women have feminine products that may be needed or that they have a cell phone or the knowledge to text or use a relevant work-related application. All these barriers do not make any candidate less talented, or less worthy in the hiring process – they just require a little bit of understanding and compassion. Human resource professionals need to be curious, and not judgmental.

What are the most common misconceptions HR teams have about system-impacted job seekers? 

JA: The most common misconceptions are:

1. Hiring someone with a criminal past increases risk for the company. There is no evidence to suggest hiring formerly incarcerated people poses a greater security risk.
2. People with criminal records are less reliable and tend to stay for shorter periods of time. Research indicates the opposite is true. In one study, human resources managers found that annual turnover was on average 12.2% lower for employees with criminal records. And at Electronic Recyclers International, adopting a program to recruit employees with criminal histories reduced turnover from 25% to 11%.
3. There are no financial benefits to hiring someone who has been system-impacted. The reality is that higher retention among system-impacted employees can reduce the employer’s recruiting and onboarding costs. Additionally, there is a Federal tax credit, The Work Opportunity Tax Credit (WOTC), available to employers for hiring and employing individuals from certain groups who have faced significant barriers to employment.
4. Background checks tell the whole story about a person. Background checks are often inaccurate – in fact, a recent study found more than half of the participants had private-sector background checks come back with at least one false-positive error.
5. People with backgrounds are more likely to commit crimes again, and again. Research dispels this stereotype: about 75% of people with a first conviction do not get a second conviction within ten years, and criminal activity becomes increasingly rare as people age.

How does “Second Chance” hiring benefit employers? Why do system-impacted people make such strong employees? 

JA: Hiring system-impacted individuals helps employers in several meaningful ways. First, it helps meet many of our labor market needs with valuable, talented and dedicated employees who can help make any company stronger. Secondly, it gives employment opportunities to many individuals who will be denied gainful employment in the labor market simply because of something that occurred in their past. Additionally, hiring people who have been in the criminal justice system is the first step towards ending mass incarceration and ending generational poverty.

Individuals with a criminal history are often the very best employees because they are frequently driven to succeed, eager to learn and are motivated to work hard. Regaining freedom following any period of incarceration, or the threat of incarceration, is something that no individual takes for granted. It serves to keep people focused on their next chapter in life and one filled with purpose and meaning.

How can HR professionals be more inclusive of system-impacted candidates in their hiring practices? 

JA: HR professionals can be more inclusive in hiring system-impacted candidates by simply selecting candidates who have the skills and talent to do the job and be successful. The reality is that employees succeed in the workplace when they enjoy what they are doing. HR professionals should be targeting candidates who love and enjoy the task and see future opportunities for growth and development in their employment. Be honest with candidates if a job is something that the candidate cannot do because of an existing occupational licensing law. Focus on the lessons learned when a candidate divulges that a criminal history exists, and not the event itself. Most of all, be compassionate and show a bit of empathy as a candidate shares what often is their most embarrassing and impactful life experience during the interview process.

What advice do you have for HR teams to support and retain employees who are returning citizens?

JA: Be curious, and not judgmental. Help candidates find a career, and not just a job. Ask questions that help find employees who have an aptitude to do the job and a passion to better themselves and the company. Most importantly, educate your HR team members about the challenges facing those navigating the barriers of a criminal history, and be prepared and willing to assist candidates through the transition to their future in the workforce.

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