hiring

What is Fair Chance Hiring?

Simply having a criminal record should not be enough to keep someone from being hired. Fair chance hiring refers to policies that help those with a criminal record find jobs they are qualified for. This can include removing the question about criminal convictions from job applications (also called “Ban the Box”), moving questions about criminal record to later in the hiring process and only asking about criminal record when it is relevant to the job.

Here at Pacific Reentry Career we are committed to educating employers on the benefits of hiring the reentry population. With that in mind, we have addressed some of the most common questions we have heard about fair chance hiring, and we have included links to useful fair chance hiring resources throughout this article.

How does fair chance hiring benefit employers?
One in three Americans has a criminal record. If employers automatically reject these job seekers, they are missing out on a large number of qualified applicants. Many people with criminal records are qualified and ready to work.

How does fair chance hiring benefit formerly incarcerated job seekers?
Getting a good job with a steady income is a huge step in rebuilding a life following incarceration. It can help reduce recidivism, secure housing and help to reunite families. Often checking yes to the job application question about criminal record can automatically land someone in the reject pile. By moving the question about criminal background to later in the process (or not asking it at all if it is not relevant to the job), formerly incarcerated job seekers can be evaluated based on work history, education and other job qualifications, which gives them a fair shot at landing a good job. Their criminal record no longer becomes an automatic rejection.

Does fair chance hiring mean I should never ask about criminal background?
You can still ask about criminal background if you practice fair chance hiring, but you should evaluate when in the process you look at criminal background. The simplest thing is to remove the question about criminal background from your job application and to ask about it once a conditional offer has been made if it is relevant to the job. This gives job seekers a chance to be evaluated on qualifications without having a criminal record unfairly bias a hiring manager against them. For some jobs, you may want to do away with the question all together.

What is the EEOC guidance on the use of criminal background checks in hiring?
In 2012, the EEOC issued guidance on the use of criminal background checks in hiring. The EEOC’s guidance comes from the fact that certain racial and ethnic groups experience higher rates of incarceration and may therefore face barriers to employment. This may lead to discriminatory hiring practices. The EEOC’s guidance encourages employers to only look into an applicant’s criminal background if it is relevant to the job. This is not law, but it is a good place for employers to start when figuring out how to change their hiring process so it does not create unfair biases against people with records. Click on the link at the beginning of this answer or visit the EEOC’s information page for more information on the guidance.

What if I want to use a background company to review criminal records of potential hires?
There are federal and state laws that govern the use of background check companies. Root & Rebound’s “California Employers’ Fair Chance Hiring Toolkit” offers detailed information on the requirements for California employers. If you are thinking about employing a background check company, it is best to consult with an employment attorney to make sure your process fits within the legal requirements.

Are there ways I can protect my business if I do end up making a bad hire?
Many people with criminal records go on to live productive lives following release from jail or prison. The U.S. Department of Labor established the Federal Bonding program in 1966 to provide fidelity bonds to cover at-risk, hard-to-place job seekers. This includes formerly incarcerated individuals. This program is free for employers and employees and covers the first six months of employment. For more information, visitthe Federal Bonding Program website or contact your local EDD office in California. Keep in mind that only about 1% of these bonds are ever claimed, so those covered by bonds have had a high success rate with employers.

Are there any tax benefits for hiring formerly incarcerated people?
The Work Opportunity Tax Credit (WOTC) is a federal program that provides a tax incentive to employers who hire people from difficult-to-employ groups, which includes the formerly incarcerated. You can learn more about WOTC on the Department of Labor’s website. California offers additional incentives to employers in designated geographical areas. For more information on the California incentive, visit the Franchise Tax Board’s site.

What can I do to show that my business supports fair chance hiring?
Visit the Dave's Killer Bread website to take the Second Chance Pledge to show that you are committed to removing barriers to employment for the formerly incarcerated. Train hiring managers to make fair decisions regarding candidates with criminal records, support community programs that help the formerly incarcerated find employment and spread the word about the benefits of hiring the reentry population.

This article is provided for informational purposes only and should not be construed as legal advice. It is always a good idea to check with an employment attorney before making changes to your hiring process and to ensure that your hiring practices are legal and fit within the requirements of the law for your location.

How to Overcome Interviewer Bias

By Stephanie Hammerwold

As much as we try to make the interview process fair by sticking to work-related questions and avoiding discussion of protected classes, our own biases sometimes sneak into our hiring decisions. Maybe you tend to lean toward single parents because it resonates with your own experience being raised by a single mom, or perhaps you had a bad experience hiring someone with a criminal conviction, so now you automatically throw such candidates in the reject pile. Unfortunately, making such assumptions may mean that you miss out on great candidates, and it could also mean that your hiring process is unfair and possibly discriminatory. It is, therefore, important to understand our own biases and to actively work to adjust the hiring process to overcome such biases.

What is Interviewer Bias?

One of the most common forms of bias comes in the form of stereotyping. Take, for example, a job like firefighter, which is physically demanding. If you assume a candidate is not strong enough to be a firefighter because she is a woman, you are relying on stereotypes rather than assessing if the candidate meets the physical requirements for the job. Stereotyping during the interview process can cause big problems, especially when stereotypes about protected classes result in negative hiring decisions. Such practices are discriminatory and could cause legal trouble for an employer.

We may also be tricked by our first impressions into thinking a candidate is exceptionally good or exceptionally bad. This is called the halo/horns effect. This might show up in a bias toward attractive candidates. The candidate’s charm and good looks may get in the way of an interviewer seeing potential problems. Conversely, a candidate who checked yes to the application question about criminal conviction may automatically be viewed as untrustworthy even if the rest of their application and interview are glowing. Such biases get in the way of making good hiring decisions.

We are often drawn to those similar to us, and this can be another bias pitfall. Maybe your estimation of a candidate improves once you find out they are the same religion as you or they share similar political views. Just as with stereotypes, such criteria may be discriminatory and get in the way of really understanding if someone is qualified for the job.

Recognizing Your Own Biases

Overcoming bias starts with recognizing your own prejudices and biases. Once you acknowledge such things, you can be aware of how they may influence your hiring decisions. When I first started interviewing candidates early in my HR career, I noticed that I could easily be swayed by a hard luck story. While some of these candidates were truly ready to move beyond the problems of their pasts and could end up being star employees, sometimes my bias got in the way of recognizing red flags, and I ended up with a few bad hires. Since my early days in HR, I learned to recognize when my desire to root for the underdog was clouding my judgment.

None of us is completely free of bias and prejudice. The important thing is to understand how these things may influence the employment decisions we make. Doing the work before interviewing candidates will ultimately lead to a process that is fairer and free of potentially discriminatory practices.

Structured Criteria & Selection Process

After understanding your own biases, take some time to create a structured hiring process. Start with a job description that clearly lists the qualifications. This is the foundation for establishing criteria against which you can evaluate all candidates. When you determine a reason for rejecting someone, you should be able to point to specific qualifications on the job description that they do not meet.

Have a set of interview questions that are the same for all candidates. This is a good way to ensure interviews stay on track and do not veer into areas that might allude to protected classes. It also helps to limit interview conversations to areas that are relevant to making a good hiring decision and encourages uniformity in the type of information gathered from each candidate.

Make Selection a Group Effort

It is also useful to have several people involved in the hiring process. Pay attention to what others in the hiring process are using to make their decisions, and address any bias you see in how they evaluate candidates. It can also be useful to run selection criteria by others to ensure that criteria are free of bias and are focused on qualifications, skills and experience relevant to the job.

Working with others in the hiring process can be especially beneficial for those new to interviewing who may not yet be aware of their own biases. It is a good opportunity to openly discuss how certain biases may influence decisions and for veteran interviewers to also check in with themselves in an effort to keep the interview process bias-free.

This post originally appeared on HR Hammer.

Common Myths about Hiring the Formerly Incarcerated

By Stephanie Hammerwold

In HR, we often talk about looking for red flags when screening applications and resumes. Red flags can be anything from unexplained gaps in employment, being terminated from previous jobs for questionable reasons or criminal convictions. While automatically ruling candidates out based on so-called red flags can speed up the process of going through a huge stack of applications, it often means that perfectly good candidates get tossed in the reject pile.

For those with criminal convictions in their past, this can be especially challenging. Often a job and a steady paycheck can be a gateway to securing good housing and rebuilding a life following release from jail or prison. Despite having already served time, many continue being punished for criminal convictions following release from jail or prison in the way that they are barred from certain housing, employment and other services. For this reason, it is important that we break down the myths around hiring the formerly incarcerated and give serious consideration to hiring those in the reentry population—many of whom would be excellent hires.

Myth #1: Once a Criminal, Always a Criminal

Some employers do not want to hire someone with a criminal record because they fear that there is a risk that the person will steal, act out violently or commit some other major policy violation because of their criminal past.

A recent study out of Harvard and the University of Massachusetts at Amherst looked at what happened when the military allowed those with felony records to enlist. Not only did the study find that those with a felony record were no more likely to face termination for negative reasons, but it also found that those with a record were often promoted faster than those without a record. The researchers pointed out that those accepted into the military were screened on a number of factors, and those who were more likely to get into trouble were often weeded out; however, the study does point to the fact that a criminal background is not an automatic red flag.

This study is a good reminder that a criminal background does not fully define a candidate. Instead, employers should look at the whole person—job experience, education, skills and other factors that contribute to making someone a good employee. In my HR career, I hired hundreds of people. Some of them had criminal records, and many of them turned out to be excellent employees.

Myth #2: Those with a Criminal Past are Lazy, Unreliable and Lack Discipline

This idea is in line with the above myth. Once again we can look to the military study to disprove this. The military has a high level of discipline and is no place for lazy people. In fact, many people want to do what it takes to keep a job after they have been released from jail or prison.

PastForward, an organization that helps connect formerly incarcerated job seekers with employers in Maryland, found that, “Ex-offenders are often more motivated to work and more grateful for the chance to prove themselves. Some companies find that ex-offenders tend to be committed workers whose success rate is comparable to that of the company’s overall workforce.” A steady paycheck can be the key to securing good housing and getting a life back on track. What better motivation is there for working hard?

Myth #3: They Can Get Experience Elsewhere Before Applying Here

One of my motivations for founding Pacific Reentry Career Services was to break down the myths that get in the way of the formerly incarcerated finding jobs. Early in my HR career, I had a boss tell me to automatically rule out candidates who checked yes to the question about criminal convictions. Her reasoning was, “They can get their experience elsewhere and then come back and apply when they get their life back on track.” It was hard to understand that logic when we were employing entry-level warehouse workers who were paid minimum wage. Where was this mythical elsewhere that people were going to get experience?

According to the Brennan Center for Justice, nearly one-third of the adult population in the U.S. has a criminal record. Not considering these candidates eliminates a big part of the labor pool. Those with criminal records deserve a second chance. It is not enough to assume that another employer will be the one to take the chance. Once again, it is important to look beyond the criminal record and to see the whole candidate. Failure to do so means that employers are missing out on a big segment of the population that could be really good employees.

Bonus Tip: Tax Credits for Hiring the Formerly Incarcerated

Employers who hire the formerly incarcerated may qualify for the Work Opportunity Tax Credit (WOTC) and may also be eligible to participate in the Federal Bonding Program. Some states also offer tax credits as well. Taking advantage of these benefits is good for business and good for job seekers.

For more on the military study mentioned in this post, listen to Planet Money’s recent episode on the topic.