Source: https:\/\/hbr.org\/2020\/09\/give-job-applicants-with-criminal-records-a-fair-chance<\/a><\/p>\n <\/p>\n <\/p>\n <\/p>\nshared by: Nugroho J. Setiadi, PhD\r\n\r\nLinkedIn: https:\/\/www.linkedin.com\/in\/nugroho-j-setiadi-8b9b0116\/<\/a>\r\nGoogle citation index: https:\/\/scholar.google.com\/citations?user=7kvetHUAAAAJ#%21<\/a><\/pre>\n
| One way to make good on your company\u2019s commitment to improve its diversity, equity, and inclusion efforts is to implement a \u201cfair-chance hiring\u201d initiative. These programs grant everyone, regardless of criminal background, an opportunity to be fairly assessed for a given role: You only examine the candidate\u2019s criminal record after the person has been interviewed and is considered qualified. To start a fair-chance hiring program at your company, coordinate with your leadership team, human resources, and legal department to make sure everyone is on the same page about the mission, and how you\u2019ll implement the initiative. Then connect with local partners to identify talent. Look for community-based organizations that focus on workforce development for reentry. Conduct skills-based interviews with candidates, and focus on their transferable skills, potential, and willingness to learn rather than their work experience (or lack of it). Finally, when the time comes, assess candidates\u2019 records by considering what they were convicted for, how long it\u2019s been since the offense, and the nature of the job that they\u2019re applying for. Giving everyone a fair shake is an important step in building a more equitable workplace \u2014 and society.<\/td>\n<\/tr>\n |
| This tip is adapted from\u00a0\u201cGive Job Applicants with Criminal Records a Fair Chance<\/a>,\u201d\u00a0by Margie Lee-Johnson<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n <\/p>\n |