The results of a new study may provide a different perspective on hiring applicants with a criminal record.
In the study, researchers from the University of South Florida asked 591 managers to make hypothetical hiring decisions between two applicants. One had a criminal conviction, the other did not. The researchers randomly changed the education, references, wage history or experience of the applicant with the criminal record to pinpoint which switches might affect a candidate’s chance of being chosen.
The study showed that applicants with a criminal record weren’t as likely to be hired when stacked up against applicants without a record. However, certain credentials made applicants with a criminal record more likely to be hired than similar applicants without a criminal record who lacked those credentials. These credentials included at least one year of relevant experience, a GED or college degree, or a recommendation from a former employer or college professor.
The researchers said their findings “confirm that a criminal record carries a high employability cost but also indicate that this cost can be superseded by specific credentials that signal an applicant’s reliability, which can be provided by existing programs and institutions.”
When eliminating a candidate with a criminal record, managers in the study often mentioned that they did so because they:
- Wanted to reduce risks for the business, employees or customers.
- Worried about someone with a drug conviction being in the workplace.
- Rejected the benefits of strong credentials in the context of their business.
The study was published in June by Criminology, a publication of the American Society of Criminology.
The results of a 2021 survey by SHRM and the SHRM Foundation align with the study’s findings.
In the survey, nearly 6 in 10 (58 percent) HR professionals indicated that a candidate with a criminal record was more worthy of hiring if they had a demonstrated, consistent work history. HR professionals also were more inclined to hire a candidate with a criminal record if they provided positive employment references and had received education or training while they were incarcerated.
Richard Boone, re-entry employment executive at software company Geographic Solutions, said the Criminology study reinforces the need for government agencies to continue investing in programs that offer education, skills training and other benefits that help reduce the likelihood of someone becoming a repeat offender.
“However, providing these individuals with the hard and soft skills needed for success oftentimes doesn’t help break the stigma employers have toward individuals with criminal records,” Boone said.
Indeed, a 2023 survey by the nonprofit Alliance for Safety and Justice found that 55 percent of Americans with a criminal record struggled to find a job, hold down a job or make a living.
“While companies have expressed increased interest in hiring from a myriad of marginalized communities, putting strategy into practice is the critical work,” said Genevieve Martin, senior director of fair chance employer initiatives at the nonprofit Jobs for the Future.
“Our communities are filled with talented individuals and available jobs; what’s lacking are the clear and aligned opportunities to connect the two. We have found that employers require support to understand the benefits, practices and implementation strategies needed to truly embrace and onboard [these workers].”
One person who grasps the challenges faced by job seekers with a criminal record is Trent Griffin-Braaf.
Griffin-Braaf served time in a New York prison for selling cocaine, followed by a stint on parole. Today, he is the founder and CEO of Tech Valley Shuttle. The company, which he launched in 2016, provides a shuttle service in the Albany, N.Y., area.
Many of Tech Valley Shuttle’s employees are formerly incarcerated people. Although these people might come from similar backgrounds, Griffin-Braaf said he doesn’t take a “cookie cutter” approach to his workers’ education and training needs. Each employee follows a customized learning and development plan that’s tied to their goals and the company’s values.
Griffin-Braaf urges employers to become knowledgeable about the justice system so they’re not misled by stereotypes about people who have been incarcerated, on probation or on parole.
“All in all, returning citizens are one of the most underrepresented groups in the workforce, but given the opportunity and placed in the right cultures, they can thrive like any other group,” he said.
John Egan is a freelance writer based in Austin, Texas.
