Proactive and well-informed employment practices can mitigate challenges faced by employers and employees. By embracing best practices, employers can identify a diverse pool of qualified applicants, improve opportunities for those with criminal records, and contribute to building stronger communities. This toolkit provides no-cost, high-quality resources along each step of an employee’s journey to support employers’ efforts to recruit, welcome, and develop individuals with a criminal background.
Step 1:
Workplace Readiness
Workplace readiness is the conscious and active process of helping an organization prepare for change. This step includes developing a business case, defining your corporate culture, understanding risk mitigation, and recognizing potential hiring incentives.
Step 2
Talent Acquisition
Talent acquisition includes identifying, acquiring and evaluating the best person for each job. Resources for this step include recruitment strategies, compliance, background checks and interviewing.
Step 3:
Onboarding
The right person has been identified and selected, and you are ready to welcome an individual with a criminal background to your organization. The process of onboarding helps your new staff member understand the policies, practices and culture of your organization and what is expected of them in their new role.
Step 4:
Talent Development
Strengthening the skills, abilities and competencies of your workforce, through a talent development plan, ensures that your employees are agile and able to meet your organizational goals.
Step 5:
Talent Mobility
Careers are not stagnant, and the role of talent mobility helps employees see their potential for new roles both inside your organization and at other companies.