Today’s labor shortages and competitive hiring landscape have made filling new positions hard. In fact, Glassdoor reports that it costs $4,000 and takes 52 days for the average company in the U.S to hire a new employee.
To widen candidate pools and keep up with changing worker expectations, companies are evolving their hiring processes to reduce bias and build more representative workforces. More and more, hiring teams are welcoming candidates who have criminal records. Integrating fair chance hiring into your company can seem intimidating, but it doesn’t have to be. When a candidate has a criminal record on his or her background check, there is a process to escalate and adjudicate the record efficiently while remaining fair and unbiased. This process is called an individualized assessment.
In this video, Checkr shares actionable ways to conduct individualized assessments to benefit your organization and your candidates - as well as widen your talent pool and discover these key takeaways:
- How today’s labor market trends are impacting the candidate pool
- Ways to incorporate Fair Chance Hiring into your talent strategies
- Ideas on understanding a candidate’s individual story with context
- How to adjudicate background checks in a more fair manner
