Hiring has always been one of the most vital elements of a leader’s role. Finding the right person to do a job is tough and likely the single biggest decision most managers make because of how it impacts the team’s success or failure. Add to it the complexities of hiring remotely, without really meeting someone in-person, and you’ve got yourself a unique challenge. As a hiring manager, you’ll likely agree that most of us prefer to make a hiring decision only after having sufficient time interacting with potential new hires, mostly in-person. We don’t just want to know if the candidates have the needed knowledge, skills, and experience, we want to be able to understand if we can work well with them. And we assume that means getting to know them in-person.
New research from the Society for Human Resource Management (SHRM), the SHRM Foundation and the Charles Koch Institute shows that a majority of HR professionals and business leaders are willing to hire and work with people with criminal records.
People with criminal records—especially those who were incarcerated—face significant barriers to employment. Based on surveys of over 3,400 HR professionals, managers, executives, and individual contributors conducted in February and March, the new research found that most believe people with criminal records perform the same as or better than other hires in terms of job performance, dependability, retention, and overall quality of hire.
The DeSoto City Council in North Texas voted 6-1 to approve a Ban-the-Box policy joining the City of Austin, 36 states, and over 150 cities and counties in implementing hiring policies that aim to give everyone a fair chance at employment. “Ban the Box” refers to the policy of removing the conviction history checkbox from job applications. If employers must ask about convictions, they can ask later in the hiring process. “Ban-the-Box is a commonsense policy that aims to remove job barriers for people with records,” said DeSoto City Council Member Candice Quarles.
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