Embracing Opportunity: Don’t Lock Out 1-in-4 Applicants from your Workforce 

In an evolving world of work, businesses that embrace inclusivity and diversity often gain a competitive edge. In this article, Jacob Hill, Founder, Offploy looks at the considerations and steps employers need to take if they want to access this valuable workforce.

There are over 12.3 million people in the UK with a criminal conviction of some sort, so being open to recruit them can bring unique benefits to organisations and positively transform lives.

However, it requires thoughtful advertising and recruitment practices to achieve the best outcomes. He we explore the positives of hiring people with convictions and outline some key considerations for HR professionals in the recruitment process.

If you are curious to find out more about employing people with convictions, or have questions about this, please join us on 19 November at 11am for a FREE 45-minute webinar with key employers and experts: Webinar – Employing Ex-Offenders: Don’t lock out 1 in 4 applicants.

You can also make the most of Offploy’s free and confidential advice line for employers.

The Benefits of Hiring People with Convictions

1. Access 25% of the working age population
   Many employers are currently facing skills shortages. By tapping into a wider talent pool, including individuals with convictions, organisations can access diverse skills, enthusiasm, and fresh perspectives that may be harder to find through conventional recruitment channels.
2. Achieve over 70% retention in your roles
   Research shows that people with convictions are often highly motivated and committed to their employers, valuing the chance to rebuild their lives through meaningful work. Retention rates are often higher among this group, leading to reduced recruitment and training costs. Timpson’s, who have trailblazed recruiting people with convictions report a retention rate of around 74%.
3. Win customers and communities with proven Social Impact
   Hiring people with convictions demonstrates a commitment to social responsibility. By providing opportunities for rehabilitation, businesses can play an active role in reducing reoffending rates and making a positive contribution to society. At the same time businesses can help their chances of success in bidding for government contracts which normally now require a demonstration of the social impact to be achieved.

How to safely and fairly attract talent

There are also considerations HR professionals should be aware of during advertising and recruitment to ensure a fair, inclusive, and legally compliant approach.

1. Inclusive Job Advertising
   Job advertisements should use positive and inclusive language and be open to applicants with convictions unless there is a genuine occupational requirement (e.g., roles requiring enhanced security clearances or working with children and vulnerable adults). Highlighting that your organisation welcomes applications from all backgrounds can encourage individuals with convictions to apply.
2. Clarity on Disclosure and Barring Service (DBS) Checks
   Be transparent about the level of vetting or DBS checks required for a role. Clearly outlining the process and its relevance to the role helps manage expectations and ensures that applicants know what to expect.
3. Understanding Rehabilitation of Offenders Act 1974
   HR professionals should familiarise themselves with the Rehabilitation of Offenders Act 1974 and understand when convictions become ‘spent’ in law. This knowledge helps in determining what information can be considered during recruitment and ensures you are not asking for or retaining information you have no right to hold.
4. Tailored Risk Assessments
   Risk Assess the role first to determine what checks and restrictions might be required and then, where necessary, conduct risk assessments based on the individual’s specific circumstances against the role they are applying for. This approach balances organisational security needs with a commitment to fair treatment.
5. Providing a Fair Opportunity
   Give applicants the opportunity to explain their background in confidence. Consider how their experiences can contribute positively to your workplace. An open-minded, case-by-case assessment will create a more inclusive recruitment process.

Start your inclusive journey today

We know the law is complex and it can be daunting to take the first steps on this process. Book in to speak to Offploy’s experts by using this free advice link