During the Great Resignation in 2021, approximately 47 million American workers quit their jobs. This left companies struggling to find labor, and this still hasn’t stopped. Many companies have offered bigger bonuses, better benefits, and more pay in an effort to retain employees and find new ones. However, one demographic many employers have overlooked that remains mostly untapped are individuals with criminal records.

Most HR professionals are likely aware that those with criminal records have a difficult time finding employment. A study from the Society for Human Resource Management found that a measly 5% of managers and 3% of HR personnel attempt to recruit those with a criminal history in their past. However, given the struggle so many employers are having filling their job openings, now could be the time to reconsider that stance.

According to research from the National Conference of State Legislatures, 77 million Americans have criminal records equating to roughly one in every three adults. Learn More

This means an enormous talent base for employers as well as the opportunity to give those in need a second chance.

Certain businesses have already adopted this strategy and are reaping significant benefits. Research published in the Journal of Labor Policy has indicated that these employees create no more issues than their peers in most positions and will remain in their roles longer. This offers employers more benefits than ever as employees continue to resign at significantly higher than average rates.

This not only benefits the employer but the employee as well. Employment has been widely shown to reduce recidivism. Additionally, hiring those with criminal records can help support racial equity by hiring those disproportionately affected by the criminal justice system. This includes black workers who have historically faced a much harder time finding employment after criminal convictions.

So, while businesses work to become more inclusive in their hiring practices, particularly during the current hyper-competitive labor market, they should not overlook those with criminal records. In order to support these populations, employers can provide opportunities not only for employment but for continuing education and skill training as well, which, according to a study by the RAND Corporation, can significantly reduce the likelihood of reincarceration.

This movement to improve employment outlooks for those with criminal records has not been overlooked by state and local governments which in many cases have introduced “Ban-the-Box” laws in order to combat discrimination against these populations. These general laws create additional restrictions for employers when requesting information concerning criminal history during the hiring process. 

Regardless of legal restrictions, however, employing those with criminal histories can offer many benefits for employers, which should not be overlooked during this labor shortage. Companies should attempt to overcome any biases they hold and listen to their employees while building a safe and inclusive workplace for all.

Interested in learning more about Pre-employ’s background checks? Talk to Sales today.

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