Many reports and studies highlight the fact that those with criminal records make good employees, and companies should not hesitate to hire them. And the business case for such hiring becomes clearer with each new study.
One of the most recent of these reports, RESETTING the RECORD: The FACTS on Hiring People with Criminal Histories, was published last year by the RAND Corporation, a major nonprofit, nonpartisan research organization.
The purpose of the RAND research brief: to counter some of the myths concerning how often those who have faced incarceration risk reoffending. It is also designed to help hiring managers make better fact-driven hiring decisions when it comes to dealing with applicants who have previous justice system involvement. And as a result of knowing the facts, hiring managers will have confidence in turning to this population to expand their talent pool and fill an increasing number of open positions.
RAND research find that facts can overcome misperceptions
RAND says that “misperceptions can keep employers from hiring people with criminal records.” But these are misperceptions that can be overcome with the facts presented as a result of RAND’s research.
The study highlighted some surprising statistics:
- Nearly half – 46% – of 35-year-old men who were searching for employment in 2018 had a non-traffic crime conviction.
- More than one-quarter of the 2018 workforce had at least one non-traffic conviction.
- An examination of North Carolina conviction data found that about 75% of people who had a first conviction did not receive a second one within 10 years.
- Most criminal activity is carried out by young people, and research finds that it peaks between 17 and 21 years of age, then rapidly declines.
Things to consider in background checks
When conducting background checks and considering the risk of reoffending, hiring managers should consider:
- First and foremost the amount of time that has passed since the applicant’s last conviction.
- The person’s age – older people are less likely to reoffend.
- The number of convictions.
These three facts, rather than the type of crime committed, are more likely to determine whether a person will reoffend, according to the RAND research.
Other factors that help predict whether an applicant is unlikely to re-offend is if they have completed training programs and/or performed well in previous positions.
By hiring individuals with previous justice involvement, companies gain dedicated, long-serving employees who deeply appreciate the opportunity of a job. At the same time, these companies contribute to the broader societal goals of rehabilitation and reducing recidivism, thus ultimately lowering the substantial economic and social costs associated with repeated incarceration.
