From Cell Block to C-Suite: The Ins and Outs of Hiring Formerly Incarcerated Individuals

Formerly incarcerated individuals represent a talent pool that is frequently misunderstood, and as a result, those who need jobs the most are often ignored. But knowing how to engage candidates with criminal records presents a great opportunity to elevate recruiting at your organization and tap into an overlooked group of job-seekers — particularly in today’s challenging labor market.

But how do you get started? How should you develop your strategies and practices to create an inclusive hiring process that leverages the skills, abilities, and experiences of formerly incarcerated people? Join Michelle Cirocco, chief responsibility officer at Televerde, as she speaks candidly from her experience as both an avid second-chance employer and a formerly incarcerated individual, about the power of second chances and the ins and outs of working with the formerly incarcerated. Discover how to:

• Source and attract people from this talent pool
• Create a fair application process that also mitigates candidate dropouts (including a discussion of “ban-the-box” initiatives)
• Interview in ways that help ensure respect, inclusion, and quality of hire
• Provide a candidate experience that recognizes unique backgrounds without defining people by them
• Deploy key facts — and dispel fictions — to get greater buy-in for hiring people with criminal records

Numerous sensitivities can sometimes make this topic challenging to discuss candidly — but we encourage you to come with your views and questions. Nothing will be off-limits during a webinar geared to help you address your hiring challenges by tapping into an all-too-often overlooked talent pool.