Concepts involved in hiring ex-convicts.

Executive summary

There exists a shortage of skilled labor in the current context, and several individuals in America have reported having been incarcerated, making them have no chance to succeed in the hunt for employment. Today, some policies and laws govern the hiring of ex-convicts, thus promote fairness and equity as well as promote the culture of recruiting ex-convicts. Several reforms, including a tax credit for companies with ex- conflicts, have proved to be incentives to encourage fairness in hiring ex conflicts with enhanced criteria for hiring brought into play. This excerpt summarizes critical information regarding concepts involved in hiring ex-convicts.

Answers to questions

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Do you believe it is an excellent strategy to hire people with a criminal past? Yes, or No, and Why?

It is an excellent strategy to hire people with a criminal past. The labor market continues to get tight every passing day with a low employment rate in America. Besides, several companies and organizations continue to struggle in finding the right skilled personnel, thus creates the opportunity to hire ex-convicts.  America faces the highest incarceration rates ranging from minor to significant crimes; therefore, most people have criminal records. An organization that hires ex-convictsoften gets a competitive advantage with a wide range of benefits. First, these ex-convicts are known to work extremely hard since they know that they have limited opportunities in the job market, making them devoted to going beyond and above expectations (Shivy et al., 2017). Besides, they tend to be loyal in their workout of thankfulness and remain appreciative of their employers, recording a high degree of job retention. Second, they may be bargains as they are often more productive despite low wages owing to job experiences they hard before and during the time they serve their sentences. Third, these employees with criminal pasts may entitle a company to a tax credit of about $1200 to $9600 under work opportunity tax credit (Clark, 2013).

Additionally, hiring ex-convicts broadens a company’s talent pool considerably. The new energy they provide at the workplace, the commitment, excellent output tends to uplift the working spirit at work, especially the organizations with internal reward systems. The ex-convicts tend to be dedicated to the course with minimum distractions amongstaff or the thought of shifting to other competitive organizations with higher salary scales. Besides, these pools of individuals tend to have low turnovers compared to the non- convicted staff. The organization might earn rave reviews among the general population for promoting inclusivity and recruiting without bias.

What criteria do you feel would be appropriate for the candidate with a criminal past to meet? What criteria would automatically disqualify a candidate from being hired? Explain why you selected the criteria you selected.

            Primarily, the two-stage process was the criteria used for ex-convicts to meet, and the policy was majorly discriminatory, as it denied ex-convicts the opportunity to employment. The screening process of the two-stage process criteria would automatically disqualify any ex-convict from getting employed.Most minority groups in America experienced high incarnation rates involving petty crimes, thus would limit their chances of employment. The rate of unemployment for these groups of people decreased as police brutality escalated as the screening process criteria is touted to be a plot to strip off employment opportunities for most minority ethnic groups. Three criteria including assessment of nature and gravity of the conduct or offense, the period that has passed since the completion of sentence, and the nature of the job that the ex-convicts apply (Kethineni, & Falcone, 2017). This criterion remains viable as it ensures fairness in exclusions as it assesses the conflict holistically to determine the appropriate job for any given ex-convicts. The first criterion, nature, and gravity of the offense or conduct include factors such as the severity of murder cases when compared with minor drug offenses while considering the patterns of convictions. The second criterion assesses the time that had elapsed since the offense was committed as well as when the sentence was completed. This criterion implies that a single conviction several years ago does not have similar implications for recent convictions, which seeks to consider the patterns of convictions. The third criterion, the nature of the job, sought to assess whether the job at hand, would create an opportunity for a similar crime that an applicant seeks (Kethineni, & Falcone, 2017). For instance, it would be reasonable to exclude an ex-convict with past shoplifting conviction when considering to hire the individual at a store.

Do you feel hiring an applicant with a criminal past is a risk to an organization? Yes, or No, and Why? What are a couple of possible risks?

Hiring an ex-conflict applicant offers both benefits as well as drawbacks to an organization.Different organizations present different dynamics to risks from hiring ex-convicts. Skilled ex-convict, when hired to the manufacturing industry, offers more benefits than drawbacks. Their skills, experiences, and expertise can be used to ensure the quality of goods with low wages. A company or organization that deals with human interactions whereby clients rely on crucial information, whether through telephone or personal interactions, may prove to have adverse effects. When clients realize that some of the staff servicing them are ex-convicts may lead to withdrawal from the organizations’ services, thus tarnish the name of the organization.Once clients withdraw, the company may experience losses. Besides, hiring such personnel would spark internal conflicts, as colleagueswould attribute any lost property or item with the individual with criminal records. This may contribute to work stress, which would lower productivity.

Besides,hiring ex-convicts may be harmful to other staff, especially those with a fixed mindset of stealing from others despite undergoing counselingservices. The trend of theft may be due to insufficient wages, and such actions tend to disturb the work environment whereby employees do not feel safe, which would prompt some to leave gradually. There can be cases of discrimination whereby other employees may try to avoid the ex-convict and create another group to distance themselves from the individual. Different staff in the organization may have differing opinions concerning such groups of people, which may cause a divide in the organization. The issues may spoil an organization’s reputation and low self-esteem among the ex-convicts, which may prompt them into committing crimes at the workplace because of hate against them despite trying not to trouble them.

If you hired an applicant with a criminal past, do you feel the employee would be more dedicated and loyal to the company? Yes, or No, and Why?

Yes, an applicant with a criminal past tends to be more dedicated and loyal to any company. Ex-offenders tends to be productive and engaged with stronger work ethics compared to the non-convicted personnel. Besides, they seem loyal to a company that gives them a second chance in life after serving their terms; thus, studies indicate that their retention rates are higher. Some of the reasons for the loyalty and dedication at work is because when hired, their life changes for the better and helps them regain stability after the setback they had while serving their terms in prisons. Several reasons underlie the dedication and loyalty to the work assigned to them. These employees have the excitement of starting a new career despite all the hurdles in life that presented to them while serving their sentences. They tend to contribute full efforts to gain stability and maintain their families and earn a reputation in society.

Additionally, these employees usually inculcate work ethics to deliver results to a greater extent compared to the other employees. The urge they have of living better lives drives them to follow work ethics and act responsibly with sincerity to aid the development of their career. These people often strive to acclimatize to the organization’sculture, skills, and environment, not engaging in acts that would not tarnish their image. Since they attempt to get rid of the ex-convict tags from their present lives, these individuals would be loyal and live up to expectations. Moreover, the experience that these people have on life-threatening situations tends to motivate them to succeed at every effort in their lives and be a role model to the society at large including to the minors in the family structures. The hard experiences in prisons would motivate them to work harder and avoid recidivism since the first time convicts tend to fear the idea of engaging in criminal activities


Clark, L. D. (2013). A civil rights task: Removing barriers to employment of ex-convicts. USFL, Rev.38, 193.

Kethineni, S., & Falcone, D. N. (2017). Employment and ex-offenders in the United States: Effects of legal and extra-legal factors. Probation Journal54(1), 36-51.

Shivy, V. A., Wu, J. J., Moon, A. E., Mann, S. C., Holland, J. G., &Eacho, C. (2017). Ex-offenders are reentering the workforce — Journal of Counseling Psychology54(4), 466.

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