The impact of employment on reducing the chances of criminal recidivism is well established, yet the existence of a criminal record poses a formidable hindrance to securing employment. Individuals with such records face higher probabilities of unemployment, underemployment, or occupation mismatch.

In a recent study from the University of Southern Florida, researchers sought to discern the influence of various applicant characteristics on the hiring decisions of business managers in relation to males with criminal convictions.

Reluctant to hire

The study revealed a notable reluctance among managers to hire applicants with criminal records when compared to those without such records. However, certain attributes—such as enhanced educational attainment, specific references, and increased professional experience—were found to have a discernible effect on managers’ decisions.

Remarkably, particular credentials, including recommendations from college professors, possession of a General Education Development (GED) certificate, or holding a college degree, actually increased the likelihood of hiring an applicant with a criminal record in comparison to a similarly qualified candidate lacking a criminal history.

“Having a criminal record is very costly in the labor market, but this cost can be superseded by specific credentials that likely signal an applicant’s reliability, which can be provided by existing programs and institutions,” the researchers explain.

Put to the test

Drawing from a nationwide sample encompassing close to 600 hiring managers in 2021, researchers meticulously examined responses pertaining to hypothetical hiring scenarios involving two male candidates vying for entry-level positions.

The primary disparity between the applicants lay in one individual’s prior conviction for drug possession with intent to distribute. To ascertain the factors capable of mitigating the impact of a criminal record on employability, the researchers randomly manipulated the education, references, wages, and experience of the applicant with a criminal history.

Consistently, when all credentials were equal, the applicant carrying a criminal record faced significantly diminished prospects of being hired. Nevertheless, the likelihood of employment for this candidate increased when accompanied by at least one year of relevant experience, possession of a General Education Development (GED) certificate or a college degree, or references from a former employer or university professor.

However, incomplete degrees, references from criminal justice professionals (such as supervisors from prison reentry programs or probation/parole officers), or discounted wages failed to confer an advantage to the applicant with the criminal record over a similar candidate devoid of such a history.

Mixed picture

Regarding experience, the study uncovered no discernible disparity in employability impact between experiences acquired within or outside of correctional facilities. This suggests that there is a scant necessity to conceal or embellish positions held within prisons when the prospective employer is already cognizant of the applicant’s criminal record.

Additionally, while a candidate’s employability benefited significantly from an increase in experience from none to one year, subsequent increments beyond the initial year offered negligible advantages in securing entry-level positions.

Furthermore, the study unveiled that managers possessing criminal records themselves displayed a greater inclination to hire applicants sharing similar histories, potentially reflecting a sense of empathy within the hiring process.

Sensitive positions

Moreover, managers operating in public-facing sectors, particularly those serving vulnerable populations (such as education and healthcare), demonstrated a reduced likelihood of selecting candidates with criminal records, unlike their counterparts in fields like manufacturing and transportation.

Lastly, the study delved into managers’ justifications for their hiring decisions, encompassing motives such as their desire to assist individuals with criminal records, belief in the capacity for redemption, the anticipated benefits associated with candidates boasting superior credentials, and the positive connotations conveyed by certain qualifications, signifying heightened commitment or proficiency.

When opting against a candidate with a criminal record, managers frequently cited intentions to minimize risk to their businesses, employers, or clients, concerns surrounding the presence of an individual with a drug conviction in the workplace, or a dismissal of the advantages afforded by enhanced credentials specific to their particular enterprises.

“In mitigating the cost of a criminal record for employment, hiring managers identified several ways to boost employability, most of which take advantage of interventions already available at many correctional institutions and re-entry programs,” the authors conclude. “Not only can these factors be addressed individually, but they can be combined in single programs to increase the likelihood of employability for formerly incarcerated individuals.”

Practical implications

According to the authors, the study’s findings carry significant practical implications. Collaboration between correctional institutions and universities, providing incarcerated individuals with avenues to attain college credits, is on the rise. To maximize the effectiveness of such initiatives, emphasis should be placed on facilitating degree completion, as it serves as a more robust indicator of employability.

Professors contemplating involvement in prison education and re-entry programs should carefully consider the value they can contribute to enhancing the employability of individuals with criminal records. This pertains not only to imparting skills but also leveraging their credibility by providing recommendations.

Correctional institutions and re-entry programs ought to ensure that opportunities for employment are extended to incarcerated individuals prior to their reintegration into the labor market. Additionally, re-entering individuals should be advised that engaging in employment while incarcerated holds intrinsic value as work experience. Furthermore, discussions should be initiated on how to effectively showcase this experience on job applications.

“Putting our findings into practice can help justice-involved individuals in search of opportunities, as well as their communities, and the employers who are willing to hire them,” the authors conclude.