Having successfully hired prison leavers and ex-offenders through The Recruitment Junction, for several years, it was a great pleasure to speak about my experiences recently at an event organised by Beverley Brooks, presenting my thoughts to other business owners, considering doing the same.
Some people have questioned ‘why?’ and my response is always the same, ‘why not?’
At APM our core values lead everything we do and being able to recognise that ‘helping those less fortunate than ourselves’, goes way beyond saying the words.
People find themselves in situations due to all sorts of reasons and who’s to say that you and I won’t be there one day and hope that someone will give us too, that opportunity to prove that second chances are just that and can be more than rewarding to both parties concerned.
As an equal opportunities employer, we believe in offering positions to people who live by another of our core values; ‘we are hardworking’ and they can come in multiple different forms, across all nationalities, religions, physical and mental capabilities, so we adapt to give people a chance at work and forming a successful and rewarding career.
Recognising personalities and those who want to contribute to society, whilst earning an honest wage is a skill we have learned, and those people sometimes come in the form of ex-offenders.
Perceived risks are always justified, but, as a Business, it is possible to address and mitigate those risks, accessing an untapped workforce that is, in our experience, more driven and loyal than perhaps other recruitment funnels.
In working with The Recruitment Junction, we are in control of the process: we set the parameters of the people we interview with respect to their convictions and are fully briefed on back stories and the ex-offenders planned support post release, so we can work alongside their support network and be flexible with regards working conditions.
It is important to us that we are dealing with people with aligned core values, but it is most important to us that our clients and colleagues are never at risk; so, mitigation and open, frank discussions are required with full support from The Recruitment Junction team in identifying suitable candidates for each position.
During the onboarding process, I personally check in with the new members every couple of days initially, then dropping to weekly, then to infrequently. Their managers check in as part of the standard process also and only myself and my Operations Manager are aware of employee’s histories. As with any other team member, once past the trial/training period, they are a member of staff, treated the same as every other team member.
Remember however, that ex-offenders have been through a lot already and we are not here to judge. They have paid the price for what they have done and should be protected, as with all staff, in the work environment.
