Discussing Objections to Fair Likelihood Hiring

Estimated reading time: 4 minutes

Considered one of the highest priorities for any organization is hiring qualified employees. Whether your organization is doing loads of hiring immediately or just a little, finding the appropriate employees is very important. As HR professionals, it becomes our goal to seek out sources for identifying the perfect talent. A superb source for talent is fair probability hiring. 

Fair probability employment is the practice of hiring individuals with a criminal record. It’s sometimes known as second probability employment. In response to The Sentencing Project, between 70M and 100M individuals have a criminal record. 

Having a criminal record, even and not using a conviction, generally is a huge barrier to employment. Individuals with a criminal record have the talents to excel within the workplace. That is a chance for employers to rent qualified candidates who’re able to work and wish to be loyal to a corporation. 

Nevertheless, sometimes implementing fair probability employment practices means overcoming internal objections. Listed below are five common objections and a few suggestions for tips on how to address them. 

1. “It should cost more.” Let’s get the cash conversation out of the best way. Often organizations don’t do things because they consider it’s expensive. In response to research from the Society for Human Resource Management (SHRM), 81% of human resources professionals said their cost-per-hire (CPH) with a good probability program was concerning the same or lower than without. Don’t forget that the Work Opportunity Tax Credit (WOTC) gives employers who hire qualified individuals with a criminal conviction as much as 25% of their first yr’s wages.    

2. “Nobody else is doing it so why should we?” This is solely not true. The Second Likelihood Business Coalition (SCBC) is a corporation that promotes the advantages of second probability employment. Its members include businesses from a wide range of industries such a producing, retail, transportation, financial services, and telecommunications. Not only does the SCBC reveal that corporations are adopting fair probability employment practices, however it’s a resource to get information.  

3. “Other employees will quit because our workplace won’t be secure.” It could be tempting to leap to the conclusion that an individual with a criminal history has been incarcerated and / or presents a risk. Again, this isn’t true. Of the 70M to 100M individuals with a criminal record, only 10M (or roughly 15%) have been incarcerated. For instance, Kelly partnered with a Toyota manufacturing facility to position non-violent criminals into jobs and located it increased their talent pool by 20%. Oh, and it decreased turnover by 70%.

4. “Organizational performance will suffer.” Giving someone a second probability doesn’t mean they’re second rate. In the identical research from SHRM, 85% of human resources professionals found that employees with a criminal record performed their jobs at the identical level or higher than those employees without. And 75% said staff with criminal records were just as dependable. The SCBC backs this data – their research says that 82% of managers report employees hired through a second probability initiative bring just as much if no more value that employees without. 

5. “Customers won’t prefer it.” Ultimately, customers want good products, good services, and good prices. Customers will support organizations that deliver on those things. And much more when the organization demonstrates they’ve a way of community. Dave’s Killer Bread grew their brand greater than 50% by sharing stories of second possibilities and redemption. The important thing was being authentic and honest with customers. 

Identifying common objections and discussing them upfront will position the organization to have a productive conversation about fair probability employment. 

Along with doing all of your research, organizations should consider having discussions with their legal counsel and outdoors partners. They may have success stories that they’ll share. They may offer different perspectives to think about. 

Whatever the unemployment rate, organizations are all the time in search of expert employees. Fair probability employment is a source for expert, loyal staff. 

Image captured by Sharlyn Lauby while exploring the streets of London, England

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