Why You Should Consider Hiring Ex-Inmates (And How to Do It)

There are companies that shy away from hiring ex-inmates. They worry it will negatively impact their business or that ex-inmates may be unreliable. But those who do hire ex-inmates often find it extremely rewarding. Ex-inmates tend to be loyal employees who appreciate the second chance and opportunity.

Most ex-inmates have valuable skills and experiences that can benefit employers. Hiring ex-inmates also provides them a chance to reintegrate into society and build a better life. This article explores the benefits of hiring ex-inmates, dispels common myths, and provides practical tips for how to go about it successfully. There are gripping reasons employers must consider hiring ex-inmates if they have the right attitude and abilities for the job.

The Benefits of Hiring Ex-Inmates

• Tax Incentives and Government Support

Companies that hire ex-inmates can benefit from multiple federal and state tax incentive programs, grants, and bonding programs. The federal Work Opportunity Tax Credit (WOTC) offers tax credits of up to $2,400 for hiring an ex-inmate. Some states offer additional tax credits and hiring bonuses.

• Reduced Turnover and Increased Loyalty

Ex-inmates often see a job as a second chance to change their lives. They tend to be loyal and hardworking employees. Studies show that ex-inmates have lower turnover rates. They also have higher tenure than employees without criminal records.

• An Untapped Talent Pool

The US government releases over 600,000 inmates annually. This shows an enormous untapped talent pool. Ex-inmates have a wide range of skills, education, and experience that can benefit employers in many fields.

• Promotes Rehabilitation and Safer Communities

Providing job prospects for ex-inmates helps facilitate their rehabilitation and reintegration into society. Gainful employment is one of the most effective ways to lower re-offense. When ex-inmates find stable jobs, it makes communities safer by disrupting the cycle of reincarceration.

Employers who give ex-inmates a second chance often find it rewarding. Hiring ex-inmates does require an extra commitment to training and support. But the benefits to both the company and society can be well worth the effort. Ex-inmates deserve a chance to move on from their past mistakes and build new lives.

How to Find and Recruit Qualified Ex-Inmate Candidates

Connecting with ex-inmate candidates takes effort and an open mind. Many have skills and experience that would benefit companies if given the chance. Where can businesses start their search?

• Tap Into Non-Profit Organizations

Groups that help ex-inmates re-enter society are plugged into talent. Reach out to local nonprofits about job openings and skills they need. They can connect companies with the most suitable candidates. Some even offer job training and placement programs.

• Advertise Jobs on Relevant Platforms

Websites like Exoffenders.net and JobsForFelonsHub.com help those with criminal records find work. Post openings there to get in front of the right candidates.

• Be Open to Unconventional Experience

Ex-inmates often pick up useful skills that translate to jobs. Kitchen work, cleaning, and manual labor are common in prisons and jails. Consider how that experience could apply to positions, even if unusual. An open mind and readiness to train the right person go a long way.

• In-Person Networking

Participate in local job fairs, mainly those focused on second chance employment. Speak with candidates in person. This allows companies to get a better sense of fit and passion for the work. It also shows ex-inmates the human side of businesses that are open to hiring them.

With patience and the right approach, companies can find loyal, hardworking candidates even with criminal records. Companies must tap into the networks that support them and advertise in the right places. They must also assess unusual experiences and make personal connections, which are all keys to success. The rewards of an inclusive hiring process and a diversified workforce make the effort worthwhile.

Best Practices for Onboarding and Supporting Ex-Inmate Employees

Providing a supportive environment for ex-inmate employees requires empathy, flexibility, and resources. Companies must apply specialized onboarding and training programs tailored to this group’s unique needs.

• Customized Onboarding

On an ex-inmate’s first day, have a mentor walk them through company policies and procedures. Go over expectations and address any concerns about their background. Let them know that the company culture values second chances. Consider easing them into tasks to minimize stress as they transition into the workplace.

• Ongoing Mentorship and Support

Assign mentors, or “workplace buddies,” to provide guidance and support. Mentors can help ex-inmates navigate challenges, answer questions, and connect them to resources. They also help build connections and combat feelings of isolation. Regular check-ins with managers and HR provide more support.

• Access to Resources

Ex-inmates often face barriers like a lack of transportation, healthcare, housing, or clothing suitable for work. Companies must connect employees to organizations that offer these resources. Some companies offer added resources like bus passes, healthcare stipends, or work attire allowances.

• Flexible Policies

Zero-tolerance policies around lateness, absences, or behavior issues may overly impact ex-inmate employees facing personal struggles. Companies must take circumstances into account when dealing with issues. They must also focus on resolution and improvement over punishment. Flexibility and willingness to provide second chances help set ex-inmates up for success.

With the right support, ex-inmate employees can thrive and become valuable, long-term team members. Specialized onboarding, mentorship, resources, and flexible policies are key to their successful reentry and integration into the workplace.

Conclusion

At the end of the day, it is vital to remember that ex-inmates are human beings who have made mistakes, served their time, and are now seeking a second chance. Companies must be open-minded, willing to listen, and focused on finding the right fit for a role. In this way, companies can tap into an overlooked and motivated talent pool. Plus, they will also help people rebuild their lives after incarceration.

There will always be challenges and risks to weigh, but a thoughtful hiring process and smart onboarding can set returning citizens up for success. With an open heart and an open mind, businesses have a chance to make a real difference in their community.