In today’s competitive labour market can you afford to ignore applicants with a criminal record?

This is a group of potentially skilled, available and committed employees, which is too large to ignore. Employers are often reluctant to hire people with a criminal record because it is difficult to know how to deal with their application legally and fairly. Yet four out of five organisations reported difficulties hiring staff in 2003.

By not including those with a criminal record you are potentially limiting your recruitment options and are less likely to fill your vacancies.

Recruiting (ex)-offenders can improve your choice of skilled and
experienced staff.

• how to deal with the initial application from people with a criminal record

• employer’s responsibilities under the Rehabilitation of Offenders Act 1974

• best practice in recruiting and employing those with a criminal record

• insurance implications

• types of crimes and their relevance to employment

• the Criminal Records Bureau

• how to access the skills of the job-seekers we currently work with

… and much more – we will tailor our support to your specific need

We also have staff who work with (ex)-offenders assisting them to improve their skills, employability and to gain employment. We actively encourage our job-seeking clients to disclose their Criminal Record as part of securing sustainable employment.

It is probable you already employ people with a criminal conviction without knowing, the more businesses who recruit both safely and fairly, the more confident people will be to disclose honestly.