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To help employers find qualified applicants, HR giants like SHRM encourage hiring managers to consider people with criminal histories.

A “Human Capital” Crisis

The online publication HR Technologist suggests “Human Capital Crisis” has become a common term to describe a shortage of job seekers in the United States. They published an article about hiring applicants who have criminal records. It stated that unemployment has been consistently low and this trend is expected to continue. While this is positive news, it also indicates employers are having trouble finding people to fill crucial roles.

Their article mentioned that artificial intelligence is a commonly used HR tool. Software programs can identify applicants who have sizable gaps in their employment history, potentially due to a period of incarceration. The author encouraged employers to consider qualified candidates who have employment gaps due to time in prison if they have not incurred additional convictions.

Getting Talent Back To Work

The Society for Human Resources Management (SHRM) launched an initiative called Getting Talent Back to Work (GTBW) in 2019. Their website states that around 700,000 people are released from prison each year, only to be “re-sentenced” by their inability to find jobs. GTBW asks employers to take a pledge that confirms they will consider people who have criminal records.

This Pledge provides statistics such as:
- One in three adults have a criminal record.
- 95% of the people in prison now will be released, meaning they will eventually need employment.
- Nearly 7.8 million jobs need to be filled in the U.S.
- 82% of hiring managers agree that workers who have a criminal history are often among their most productive employees.

Employers that take the Pledge are vowing to consider people who have criminal histories. SHRM says organizations that do this join a “coalition of diverse businesses that represent a major portion of the American workforce.” They also say hiring former convicts provides three primary benefits:
1. Employers gain a more diverse pool of potentially qualified workers.
2. There is an intrinsic value to providing second chances to people.
3. When former convicts land jobs, they can improve their lives and the community.

See the Pledge.

Numerous Laws Encourage Employers To Consider Former Convicts

Lawmakers across the country have shown they agree with organizations like SHRM. Numerous bills prohibit employers from inquiring about criminal records until after conducting an interview and considering the applicant’s qualifications.

Other bills have also been passed to help people find employment despite having criminal histories. They include laws that make it easy for people to expunge minor convictions after a certain period of time or require employers to individually assess a person’s offenses and determine if they warrant an adverse action. The GTBW Pledge is voluntary, but every employer must follow Second Chance laws that are active where they operate.

Running Background Checks

Second Chance laws and initiatives like the one created by SHRM all acknowledge the need for employers to run comprehensive background checks. It is the responsibility of every employer to perform due diligence and take steps to create safe workplaces.

When you’re ready to bring on employees, contractors or volunteers, please contact us. Our highly trained team can help you customize background checks based on industry requirements and the needs of each position. We’re available to assist you Monday through Friday from 5am to 6pm PT.