"A record creates a serious barrier to employment for millions of workers, especially in communities of color hardest hit by decades of over-criminalization. Fair-chance hiring policies are intended to help dismantle this employment barrier by ensuring that job applicants with records are assessed on their merits, rather than on negative stereotypes associated with having a record" (p. 1). This publication explains how delaying the inquiry of criminal conviction after providing a conditional job offer is good for the employer. Sections of this document include: introduction; snapshot of key fair-chance hiring best practices; the benefits of delaying conviction inquiries until a conditional job offer—cost-effectiveness for employers, maintaining public safety, minimizing the influence of negative stereotypes in hiring, increasing clarity in decision-making, effective enforcement, and consistent with federal hiring best practices; and conclusion.
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A Key Fair-Chance Hiring Best Practice: Delaying Conviction Inquiries Until the Conditional Job Offer
Accession Number: 031333