SHRM, the Society for Human Resource Management, has created the Getting Talent Back to Work Self-Assessment. This free assessment can help guide your company if it is thinking about launching a second chance hiring program.
The assessment includes 10 multiple-choice questions that take less than 10 minutes to complete. Immediately after answering the questions, you will receive a customized report with information related to the answers you provided.
Custom-tailored report will guide your company
The report might include:
- Reasons why your hiring strategy should include job seekers who have criminal records.
- How to understand and mitigate possible risk arising from negligent hiring.
- The importance of addressing concerns that employees might have.
- A list of questions that staff and managers are likely to ask about the initiative.
- Methods to improve the screening and interview process for second chance job candidates.
- Creating support mechanisms for people once they’re hired.
- How to access talent from this population.
- Establishing a means of career development and reexamining your promotion processes.
- The importance of providing training to managers, so they can effectively deal with new hires.
- A list of resources that highlight best practices in second chance hiring.
This self-assessment tool is the latest offering in SHRM’s Getting Talent Back to Work initiative.
Getting Talent Back to Work includes a variety of resources
As part of this initiative, the organization has created a digital toolkit with a variety of resources related to every aspect of the second chance hiring process – from workplace readiness and talent acquisition to onboarding and talent development. The resources, in addition to those of SHRM itself, include Dave’s Killer Bread Foundation, CareerOneStop, the U.S. Equal Employment Opportunity Commission and the Annie E. Casey Foundation.
SHRM has also created the Getting Talent Back to Work certificate program. Those who complete the 10-hour program, which consists of 10 learning modules and a final exam and survey, will learn how to, among other things, “create organizational strategies and processes to recruit, hire, retain and advance people with criminal records.” They’ll also receive a certificate. And those who are SHRM-CP or SHRM-SCP certified can earn 10 professional development credits (PDCs).
So if your company has any interest at all in starting or improving a second chance hiring initiative, the SHRM website may be a good place to begin the effort. You might also want to check out an article we published on the subject, “How to begin a second chance hiring program and find dedicated employees.”
