A Criminal Record Does Not Automatically Equal Dangerous

Let’s clear the air. It’s crucial not to assume the worst in someone simply because they hold a criminal record, but rather to keep well away from any discrimination and give them a second chance. A criminal record doesn’t automatically mean someone has a murder or theft conviction. They may have been charged with possession of marijuana, which is now legalized. They may have been part of a protest and ended up on the wrong side of the law.

There’s a strong wave of opinion promoting upping our efforts in second-chance hiring. We should be open to employing those with criminal records who find it tough to obtain gainful employment due to their criminal record status. However, the issue bothering many employers is the stigma associated with employing someone with a criminal record. Are we putting our current staff in danger? Are they trustworthy and reliable? Of course, much of this sentiment is a narrative playing out in the employer’s mind rather than the actual reality of the situation.

Why Pursue a Second-Chance Hiring Strategy?

Let’s divide this into two thought directions. One direction is more altruistically concerned, while the other deals with the positives of the second-chance workforce.

The Altruistic Mindset

Altruism is defined as a selfless concern for the well-being of others, even at risk or cost to ourselves. With the stigma around hiring those with a criminal record so prevalent, it does seem like there are risks to second-chance hiring. As humans, we do, however, like to give people a second chance and provide opportunities for those who find it challenging to find employment due to their circumstances.

It is important to point out that much research and gathered statistics point to the fact that most US citizens who are the not-so-proud owners of a rap sheet have yet to actually be convicted of a serious crime. They are perpetrators of misdemeanors, possibly even once-off moments many of us without criminal records have been through often but have managed to get away with.

Offering candidates a second chance because they deserve it is good enough. Of course, rigorous interview processes and screening, as you would for any potential employee, are essential.

A Potentially Motivated Workforce

Obtaining gainful employment is not easy for those with a criminal record. They have to work far harder to gain employment, and often, the job they get is below their skill level.

When you employ someone in this situation, they are more likely to be more motivated to keep their job, making sure they are an asset to the company. Previously incarcerated citizens or those with a bad track record tend to want to alienate themselves from their past. They are eager to build their careers and write a new, more positive chapter in their lives. As the employer, you will have an employee who is highly motivated and eager to learn and develop.

Just a quick online search, and you’ll find many success stories of second-chance employment candidates who have thrived and moved up through the ranks in a company. Let’s not be naive, though. There are, of course, many for who it has yet to work out, but isn’t this the case with any other potential employee?

Industries that Could Benefit from Second-Chance Hiring

It’s important that don’t see second-chance hiring as only trade and labor based. As recruiters, we should screen potential candidates based on their expertise, skills, and motivation. Many candidates with a criminal record have incredible intellectual knowledge and skills to add to the workplace.

However, there is still a deficit and many opportunities available in the labor sector. According to Federal Reserve Chairman Jerome Powell, about 3.5 million workers are “missing” from the workforce, nearly three years after the pandemic took hold of the world. There are opportunities aplenty, and embarking on a second-chance employment strategy could help alleviate the huge labor force deficit.

You know, the typical movie scenario. We’ve all seen it; the notorious hacker turns good and helps the government unearth the devious plots of the enemy with a few swift clicks of the computer keyboard. While this is part of the cinematic world, it could be a reality for many, taking skills used for ill gain and turning them into positives, adding value to businesses and, yes, governments too. Data capturing, research and many remote work opportunities could be an excellent fit for those who might not fair so well in a person-to-person office environment.

Second-Chance Hiring, Looking Ahead

The positives far outweigh any perceived negatives around second-chance hiring. With rigorous screening systems and interview processes in place and stigmas about criminal record holders put aside, there is an untapped workforce of just over 77 million eager to fill positions and grow in their careers. Second-chance hiring should be given the chance it deserves.

The post The Benefits of Second-Chance Hiring appeared first on RecruitingDaily.

You’ve weathered a few intense storms recently, and so have your clients, time to look for a few places of calm and safety, a storm bunker for your career. With talk of a possible recession, which we’ve endured before and have a few suggestions for here, it’s good to have a few other options you can turn to if you fall foul of the imminent layoff switch.

Here are industries that are sure to continue hiring this year despite the economic uncertainty, either as a recruitment professional in the industry or for a career shift.

Education

As long as we continue producing mini humans, educators will be in high demand even with the lowering birth rate. However, many schools face the reality that teachers are resigning and moving away from the education industry. This creates opportunities for those wanting to move towards a more stable career.

A positive for those looking for teaching jobs is that due to the high numbers of resignations, schools find themselves in a position where wage negotiations favor the candidate, as there is a desperate need to fill empty positions with quality candidates.

It’s safe to say that the potential tidal wave of layoffs won’t reach the safe harbors of education, especially in the younger grades.

Health Care

The medical field has grown in leaps and bounds over the last few decades, and with considerable improvements in treatments and medications, you would think that doctors and pharmaceuticals would be doing themselves out of a job.

The reality is that we are still hugely dependent on the health system to keep us fit and flourishing. The doctors, nurses, specialist assistants, and the many people who make up the health system are under massive pressure to provide health care to the growing population. This industry will see substantial recruitment growth over the coming years and can be seen as recession-proof. Opportunities for team leaders, assistants, and administration staff, not just doctors, are in high demand despite economic uncertainty.

State and Federal Government

“It was very intentional that we decided to make strengthening and empowering the federal workforce the first of our PMA (Presidents Management Agenda) priority areas,” Office of Management and Budget Deputy Director of Management, Jason Miller.

Positive changes are coming to state and federal government employment, and a renewed effort is going into the recruitment processes and job satisfaction of government employees. Switching industries from your current and potentially non-recession-proof sector to government employment is a worthwhile venture.

The option of hybrid and remote work is becoming more commonplace. With the stability a government job offers, especially in times of inflation and recession, it might be worth considering.

Embrace the Side Hustle

Being subject to a sudden layoff doesn’t necessarily have to lead to an in-depth search for a replacement full-time employment role.

Why not Juggle the side hustles? Remote work and the side hustle are becoming commonplace. While possibly re-establishing your recruitment work freelance, add a side hustle or two or three and own your work-life flexibility.

There are many opportunities that don’t require full-time commitment but allow you to earn an income while re-building your primary career. The side hustle could be related to recruiting or devoid. It’s your choice.

Look to New Opportunities

Applying your recruitment and sourcing skills in more recession-proof industries is possible. It can be exciting to turn the disappointment of losing or potentially losing your job into an opportunity for positive change and upskilling.

The post Despite Inflation and Layoffs, These Industries Will Continue Hiring appeared first on RecruitingDaily.

While a temp-to-perm hiring strategy may have previously been aimed at filling gaps for companies needing a quick recruitment fix, it may be time to adjust our mindsets. Using this strategy to dig deeper into the talent pool and source genuine, quality candidates to which the company could confidently offer full-time contracts if needed.

How Do Candidates Feel About Temp-to-Perm?

The job market is competitive and challenging, and job security should be a high priority for most. When you start digging deeper and trying to understand the mindset of the post-pandemic job market, you realize things are different from what they were.

Australian recruitment services company Aquent reports, “64% of people in permanent jobs within the digital, creative and marketing space would consider leaving for a contract role.” Why would so many consider contract work outside the more traditionally secure permanent position?

The time during the pandemic allowed us all to press pause, re-evaluate and adjust our priorities. Companies have also adjusted their expectations of their employees, understanding their need for more flexibility but also requiring their workforce to maintain and increase the high level of work.

The temp-to-perm hiring strategy, therefore, gives the recruiter a powerful tool. On the one hand, you can give potential candidates trial runs in a position, this we know well. On the other hand, it offers flexibility, career exploration and discovery, which many candidates are after.

Building on Your Temp-to-Perm strategy 

Building a talent pool of potential candidates who can temporarily fit required roles in a company is vital for a sourcer. Your company may require high-volume hiring during an expansion period where hiring temp-to-perm is best suited.

It may find itself in a time of growth, requiring sourcing candidates with specialized skill sets who are unable or unwilling to commit to a full-time position at that stage.

The candidate’s ability to interact with the current team and customers is also essential. Before offering a permanent contract, a temporary employment scenario might be the best strategy.

A temp-to-perm strategy is one that, if used well, really seeks to benefit a motivated and forward-thinking workforce while also giving the employer the ability to get the work done with less financial risk. However, as mentioned earlier, there is more to this strategy.

Candidates are more willing to take risks and find roles that offer more lifestyle-positive opportunities. They are eager to try out new roles and not just sit back in the comfortable armchair of job security.

The Benefits of Hiring Temp-to-Perm Employees

As an essential aspect of your recruiting strategy, there are a few important benefits to highlight. It is well known that hiring on a temp basis allows the company time to assess whether the candidate is a great fit for the company and if permanent employment may be offered in the future, but what about the candidate’s perspective?

Is the Company the Right Fit for the Candidate? 

As a sourcer and recruiter, you need to allow space for the candidate to decide if the company is the best fit for them. Giving the candidate the opportunity for a temporary position could give them the time they need to decide. The recruiter, the company and the candidate can reach the most suitable agreement for continued permanent employment. Alignment is crucial here. After all, permanent is pretty hard set. Don’t cha think?!

Specialized Candidates for Temporary Specialized Roles

Some roles require a specialized skill set for a fixed amount of time. Some companies may be in a time of growth and require someone for a specific time-sensitive role. A freelance candidate may be excellent in this role as they don’t need full-time employment but have the flexibility to offer their skills in the required context over a shorter period.

In this scenario, the company may see tremendous potential and value in the candidate and may want to entice the candidate into a more full-time role.

Cost Benefits of Temp-to-Perm

Moving straight to permanent employment can be a costly exercise for a company if things don’t work out. Hiring temp-to-perm could reduce the risk of unwanted contract termination costs and re-advertising the same role.

From the company’s perspective, employing candidates in temporary roles negates the need for negotiating big employee benefits packages and leads to a more cost-effective way of fulfilling required short-term roles.

Hiring Temp-to-Perm is an Increasingly Popular Strategy

While giving the company more options, hiring flexibility and cost benefits, the temp-to-perm strategy also greatly benefits the candidates. This strategy is steadily gaining traction in the recruiting world while the workforce adjusts and shifts to a more self-assured and adventurous mindset.

Flexibility is the new permanent.

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