Criminal record need not prohibit employment
Johnny C. Taylor Jr., a human-resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society. (Questions submitted by readers and Taylor’s answers have been edited for length and clarity.)
As I’ve responded to readers’ questions these past months, I’ve noticed many of you are dealing with difficult issues related to today’s hot job market.
These issues are top of mind for those of you looking to land a new job or move to a better position, as well as those of you trying to find, hire and retain the best people.
I’ve offered advice to job seekers. Now, I’d like to look at the other side of the coin – business owners who are having difficulty finding talented workers.
Restaurants, construction firms, landscapers, freight transportation companies and many other employers are bumping up against the challenges of record-low unemployment.
My advice to them is to think beyond the normal pool of candidates. For some jobs, an often-untapped labor source – people with criminal backgrounds – might be an answer.
I’m an adviser to a nonprofit group that’s working on issues around the employment of people with criminal backgrounds. I’ve also thought a lot about the issue since my own organization, the Society for Human Resource Management, published research showing the value workers with criminal backgrounds bring to a company is as high as or higher than that of workers without records. In addition, we found the cost of hiring these individuals to be the same as or lower than the cost of hiring those without criminal backgrounds.
As a result, I truly believe that having a criminal record should not automatically disqualify people from employment.
I’m willing to bet that if people understood what it means for formerly incarcerated men and women to be given a chance at gainful employment, more hiring managers would consider the idea and more workers would be willing to stand side by side with them in the workplace.
Finding the right employment opportunity helps reduce the chances an individual will return to prison. If unemployed, people who were formerly incarcerated are twice as likely to violate their parole than if they have a job.
Think about this: Almost one-third of working-age adults in the United States have a criminal record. At the same time, there are more job openings than there are people to fill them.
It only makes sense for employers to tap into groups underrepresented in this country’s workforce, including exoffenders.
If your company is considering hiring those who have served their time and now need a job, you don’t have to figure it all out by yourself.
There are successful re-entry programs in most states. Such programs can provide a helpful bridge between those who need a job and those who have jobs to offer. The programs can provide screening, training and support.
Still, I understand the reluctance of some employers to hire people with criminal records. But consider that many of those seeking employment were in prison for nonviolent offenses. They want to make an honest living and, in return, offer loyalty for the opportunity to do so.
Many went to prison as a consequence of their own bad decisions. But making a bad decision doesn’t necessarily make you a bad person, and it doesn’t mean you’ll continue to make bad decisions.
Hiring someone who has served time and is ready to re-enter the working world can be a win-win. Ex-offenders gain work experience and earn a paycheck, while businesses benefit by having access to a largely untapped talent pool.