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Posted to #hiring
Harley Blakeman ⚖️
about 1 month ago

Business leaders are looking to HR for strategies and innovations to address pressing talent-related challenges. Fair-chance hiring is a strategic, innovative solution to improve talent acquisition, retention, engagement, and DEI efforts.

What is fair-chance hiring?

It is the practice of assessing job candidates with criminal records on a case-by-case basis. It typically involves the Nature-Time-Nature test, which considers the nature of the offense, how long ago it occurred, and the nature of the specific role.

Why should HR champion fair-chance hiring?

By championing fair-chance hiring for your organization, you are bringing a strategic, innovative solution that enables your HR/Talent and business teams to:

Access a massive talent pool: About 1 in 3 Americans has something on their background check, including 19 million have a felony conviction. Boost retention and engagement: Fair-chance hires tend to stay longer, while being just as (if not more) productive than other hires. Move the needle on diversity and equity: The criminal legal system disproportionately impacts groups underrepresented in many organizations, including people of color and people with disabilities. How can you mitigate risk?

Using Nature-Time-Nature, your organization avoids negligent hiring by thoughtfully assessing potential conflicts. Especially for larger organizations, it can be helpful to create a formal rubric (sometimes referred to as a Background Screen Matrix) for consistency. It would include role types, conviction types, and timeframe for consideration. Within the matrix, you would provide guidance for how to proceed for any given combination of Nature-Time-Nature.

How can you start making the case?

Despite the benefits, fair-chance hiring may not be an easy sell. For ‘social proof’, you can reference the Second Chance Business Coalition, which includes some of the country’s biggest employers. Seeing that companies like American Airlines, JP Morgan Chase, PayPal, and Procter & Gamble have publicly committed to fair-chance hiring shows that it’s good for business.

Final thought

Frankly, fair-chance hiring will not work unless HR is on board and driving the necessary changes. Within your organization, you and your teams are the key to making fair-chance hiring a reality and a success. #hiring #jobsearch #fairchance #secondchance

Posted to #fairchance
Harley Blakeman ⚖️
about 2 months ago

If you were recently released from jail or prison, it would be wise to review this survival check list before jumping into the job market.

You may have already taken care of some, if not all, of these - or you may have to spend the next month or two working them out. Below is a list of things that are critical to finding and maintaining most types of employment:

  • Social security card
  • State ID or driver's license
  • Email address
  • Phone number
  • Mailing address
  • Access to a computer and internet (Home, Library, etc.)
  • Reliable transportation (Bus Pass, Bicycle, Car, etc.)
  • Clothes to wear for job interviews and work
  • Checking account for direct deposit of paychecks
  • Identified support system (Family, A.A., Church, etc.)

Some of the above will be harder to obtain than others, such as a social security card or cell phone, so it is important that you ask for help where you need it. Show this check list to someone from your identified support system and let them know where you could use some help.

You should not postpone your job search until you have checked off the entire list, but rather work towards completing the list while looking for employment. It can be helpful to start with used clothes, public transportation, and prepaid cell phones to hold you over for 6-12 months.

Think of what you need to do to check off each item on the list. Make a to do list with names of people you need to talk to and places you need to visit. This can be a stressful and difficult process, so be patient and stay positive. If you stay focused, you will have the checklist completed sooner than you may think - and you'll be glad you got started today!

#fairchance #secondchance #advice

Marcus Jordan
over 6 months ago

The Ban-The-Box initiative to remove criminal conviction questions from applications in order to allow ex-offenders to display their qualifications for the job during the hiring process without being discriminated for having a criminal record has been adopted by 29 states.

Know your rights! See BAN THE BOX for more information.

-----> California -----> Colorado -----> Connecticut -----> Delaware -----> Georgia -----> Hawaii -----> Illinois -----> Indiana -----> Kentucky -----> Louisiana -----> Maryland -----> Massachusetts -----> Minnesota -----> Missouri -----> Nebraska -----> Nevada -----> New Jersey -----> New Mexico -----> New York -----> Ohio -----> Oklahoma -----> Oregon -----> Pennsylvania -----> Rhode Island -----> Tennessee -----> Utah -----> Vermont -----> Virginia -----> Wisconsin