SHRM CEO discusses how to approach hiring candidates with past convictions

Key Takeaways :

  • It is important to evaluate all candidates with past convictions on a case-by-case basis

  • “Ban the box” laws can help lead organizations to focus on qualifications before evaluating a potential candidate on their past convictions

  • An overwhelming majority of people are willing to work alongside those that possess a criminal record

 

As a part of an ongoing series organized by The Society for Human Resource Management (SHRM), President and CEO, Johnny C. Taylor, Jr., sat down with other HR experts to discuss his experience and perspective on Fair Chance hiring. One thing that Taylor emphasized was the importance of case-by-case reviews. Considering the uniqueness of everyone’s situation, it is imperative that hiring managers examine situations individually since every person still deserves a fair chance at securing employment. Taylor also discussed how different state laws can impact an individual company’s approaches to hiring a candidate with a past conviction.

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