Second-Chance Hiring: The Business Case for Fair-Chance Employment

The Untapped Talent Pool

Approximately 77 million Americans — nearly 1 in 3 — have some form of criminal record. Blanket exclusion policies remove a massive portion of the potential workforce during a period of widespread talent shortages.

The Business Case

Companies with fair-chance hiring programs report:

• 82% of managers say fair-chance hires perform equal to or better than peers
• Lower turnover : Fair-chance hires stay 12-18% longer than average
• Higher loyalty : 85% report strong organizational commitment
• Tax benefits : Work Opportunity Tax Credit (WOTC) of $2,400-$9,600 per eligible hire

Best Practices for Implementation

1. Adopt Ban-the-Box Policies

Remove criminal history questions from initial applications. Evaluate qualifications first.

2. Individualized Assessment

When a criminal record surfaces:

Have questions about your hiring strategy?

Book a free 30-minute consultation with our team. No commitment, just practical advice.

• Nature and gravity of the offense
• Time elapsed since the offense
• Nature of the job and its relevance
• Evidence of rehabilitation

3. Partner with Support Organizations

Work with reentry organizations that:

• Pre-screen and prepare candidates
• Provide ongoing support services
• Help with housing, transportation, and other barriers

4. Train Hiring Managers

Address concerns proactively:

• Share data on fair-chance hire performance
• Provide decision-making frameworks
• Create escalation paths for concerns

5. Supportive Onboarding

Fair-chance hires may need additional support:

• Assigned mentors
• Financial literacy resources
• Flexible scheduling for parole/probation requirements
• Clear communication of expectations

Industries Leading the Way

Major employers embracing fair-chance hiring:

• Manufacturing (60% of employers open to fair-chance)
• Construction (55%)
• Food service (50%)
• Technology (growing trend)

Getting Started

• Review current policies for blanket exclusions
• Train HR and hiring managers
• Partner with one reentry organization
• Pilot with 3-5 positions
• Measure outcomes at 90 days and 1 year

Fair-chance hiring expands your talent pool significantly. Combined with subscription sourcing , it creates a diverse pipeline that traditional approaches miss.

Learn about our inclusive sourcing approach or contact us .