Second Chance Hiring: How Employers Gain from Inclusive Recruitment Practices

The U.S. job market remains highly competitive, with job openings currently below pre-pandemic levels, according to the Bureau of Labor Statistics. For the 1 in 3 American adults with a justice-involved past—defined as any interaction with the criminal justice system as a defendant—their record presents an additional obstacle in an already challenging job search.

April marks Fair Chance Month, an annual initiative to spotlight reentry programs, resources, and skills-training for formerly incarcerated individuals. Despite growing awareness of second chance hiring, a criminal record can still reduce a candidate’s chances of a second interview by 50%.

Systemic Barriers and Their Consequences

Even when individuals with justice-involved pasts pursue every opportunity, exclusionary hiring practices and systemic barriers make securing and retaining employment difficult. For example:

• Returning citizens often struggle to secure safe and reliable housing and transportation.
• They are 10 times more likely to experience homelessness than the general public.

When employers systematically exclude people based on a criminal record, they deny them not only jobs but also the foundation needed to rebuild their lives.

Why Second Chance Hiring Works

Second chance hiring practices can—and should—be tailored to a company’s unique needs, yet they benefit industries across the board. Research shows:

• 85% of HR professionals report that individuals with justice-involved pasts perform the same as or better than employees without such backgrounds.
• 81% of business leaders agree with this assessment.

At Frontier Co-op, we’ve seen firsthand the tangible impact of second chance hiring. In 2018, we launched our flagship Breaking Down Barriers to Employment program, adopting second chance hiring practices and partnering with a local nonprofit to provide wraparound services. These services include:

• Subsidized childcare options.
• Transportation support.
• Apprenticeship and skills training programs.
• A savings match program to enhance long-term workforce resilience.

These efforts have expanded our workforce, with more than 25% of Frontier Co-op’s production hires in the last year being justice-involved individuals.

Employee Spotlight: Alisia Weaver’s Story

While anonymity is critical to the program’s success, employee Alisia Weaver has chosen to share her journey. She began as an apprentice and has since advanced to her current role as a machine operator. She will celebrate her sixth work anniversary this fall.

As part of our co-op’s advocacy, Alisia offers her perspective on the life-changing impact of second chance hiring:

“This experience has helped me advance in all aspects of my life. I have my own place, a vehicle, and daycare for my son. I’ve come forward to tell my story because I just want to encourage people and inspire them not to give up, no matter what setbacks they face.”