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recruiting with a criminal conviction


How would you train someone to interview and recruit a candidate with a conviction for a low level crime (for example, fraud)?

What's the best way of bringing them into the workforce and making sure they don't reoffend?

What are your top tips?

Thanks everyone, I'd love to hear what you think.
Kind regards,
Sarah Fletcher, TrainingZONE and HR Zone Staff Writer
sarah fletcher

One Response

  1. If I was going to …
    I’m reminded of the couple who were lost in the depths of the countryside and stop to ask directions to the local market town from an elderly chap leaning over a gate.

    “Well now”, said the yokel, “if’n I was goin’ to Mummersford, I wouldn’t start from ‘ere!”

    With respect, if this person is being taken into the company with a view to keeping him or her from re-offending then I honestly think that for your sake and theirs’s you would be better off not employing them in the first place.

    In a nutshell, the fact that someone has offended before does NOT mean they are more likely to offend again. And the fact that, as far as you know, none of your current workforce have not offended so far, does NOT mean that none of them will in the future. After all, every criminal record starts somewhere.

    Having said that, your expectations that this person MIGHT re-offend is actually likely to increase the chance that they will, since many human beings have a tendency to confirm what they perceive to be other people’s expectations of them.

    In other words, your best bet is to treat this person like any other new employee.
    After all, if your security policy isn’t already sufficient to detect fraud – by ANY employee – then that’s a problem the company should be dealing with as a number one priority.

    Be well

    Andy Bradbury


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