Getting Talent Back to Work

Digital Toolkit

Resources to confidently hire and develop employees with a criminal background. 

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 deserving of second chances and have a direct positive impact on their communities – strengthening them and keeping them safe.

This toolkit provides no-cost, high-quality resources along each step of an employee journey to support an employer’s 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.

Free, high-quality resources, all in one place

Join business leaders & pledge to consider all qualified candidates.

I pledge to give opportunities to qualified people with a criminal record, deserving of a second chance.

If you have any questions or would like to inquire about further partnership with SHRM’s Getting Talent Back to Work, contact gettingtalentbacktowork@shrm.org.

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