Employers
Your next superstar employee may have a less than a perfect past
It’s a huge setback when a background check reveals that a promising job candidate has a record. But too often, myths and misunderstandings about formerly-justice involved individuals interfere with a thoughtful approach to talent acquisition.
When you’ve already spent the time and money looking for talent – why not pause just for a bit and consider some facts before starting all over again or moving on to your second choice.
Research-Backed Insights To Help You Decide
Time –
The more time that has passed since an individual’s last conviction or justice-involvement, the lower their likelihood of reoffending. Individuals who have remained conviction-free for several years are typically a significantly reduced risk.
Generally, when convictions are more than 7 – 10 years in the past, and the person has not had a subsequent reconviction, the risk of offending is likely equivalent to those of the general population who don’t have convictions.
Age –
Research shows that the likelihood of reoffending decreases with age. Maturity, stability, and life circumstances tend to shift over time, increasing the likelihood of consistent, law abiding behavior with each passing year.
Prior Convictions –
Many justice-involved individuals have only a single conviction on their record—and most do not reoffend. A criminal record is often not a pattern, but a single event, especially when considered in context.
Type of Crime –
Contrary to common belief, the type of offense is not a reliable predictor of future behavior. For example, many crimes are by default classified as violent offenses even though the offender may not have engaged in actual violent behavior (i.e. burglaries or some drug offenses)
Why it Matters:
The Hidden Talent –
Nearly 27% of working-age adults in the U.S. have a non-traffic-related criminal record and an estimated 6% – 8% of working age adults have been formerly incarcerated. Overlooking this group, when you have a viable candidate in hand, could mean missing out on your next great employee.
Many employers like you have found success by being more open to hiring from nontraditional talent pools. With the right structure and approach, you can tap into this often-overlooked group and unlock real value for your organization.
We’ll soon provide low cost research backed assessments that will show you how. For more details see our approach HERE.
Our Technology Based Approach to Fair Chance Hiring
Nation-wide
Our reach is nation-wide and our soon to be launched services will be delivered to any employer and anyone with a record in their past. Access from your phone, tablet or computer. Easy.
Deeper insights for Better Hiring Success
Our highly esteemed research scientists are currently designing a statistical approach to ensure it's both effective and fair. By combining evidence-based insights with smart technology, we aim to support hiring practices that are both inclusive and risk-aware.
No Contract – Easy Engagement
Soon, employers will be able to retrieve assessments (with the job candidate's permission) by simply entering a few facts from the background check into the assessment tool that will be hosted by this site. Just setup an account and agree to the terms and conditions and employers will be on their way to potentially salvaging a talent acquisition setback.
Cost Effective
Starting over or settling for someone else is expensive and time consuming. Our fees are intentionally low because we endeavor to make this as simple and easy as possible to maximize the number of positive outcomes for you as an employer.
References:
1. Shawn Bushway / RAND (2024). *Resetting the Record – The Facts on Hiring People with Criminal Histories. RAND
2. National Institute of Justice. (2022). *Recidivism Studies*. Retrieved from [https://nij.ojp.gov/library/publications](https://nij.ojp.gov/library/publications).
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