Hire a Felon? Say it ain’t so

I hire those who have stumbled… but there are two
fundamental conditions.

Before pointing fingers and saying not fair one
group has conditions while another does not, stop and think about it for a
moment while we side-step at the positives and risks when hiring an ex-convict.

The justice-involved

• Appreciate the opportunity and (more often than
  not) do not take the opportunity for granted
• Develop loyalty quicker than those who have yet
  to be humbled
• Have more to gain through employment; enhances
  self-esteem while keeping their PO off their back
• Want freedom and know the consequences of
  slipping, on and off the job
• Work harder and with enthusiasm (in general)
  than those who can find employment without the banning box

A few risks worthy of consideration

• Monthly morning or afternoon probation officer
  meeting
• Additional training may be required
• Worrying about what others may think or say
• Confronting personal fears and prejudices on a
  daily basis… If I need to explain, denial is real
• Is it safe or will I get robbed, raped, or
  killed… (while on this bullet, statistically speaking the chances of you
  getting any of the three is more likely to happen by those who have no arrests
  or convictions… in other words, it may be safer to hire an ex-convict over a
  slacker without a stumble

So easy to point fingers… we’ve all pointed so don’t get
atop that high horse. Come to think of it, we’ve all done (or said) things
which the justice system could have altered life as we know it… all of us. For
those who claim otherwise, stop lying to yourself as no one believes you
anyway.

Back to my initial line regarding two fundamental conditions… candidates must:

• Make the choice to believe in their
  knowledge, skills, and abilities
• Not play games… if you have to ask, don’t

As a hiring executive and business owner, hiring an
ex-felon has always been a matter of choice.

In many companies there resides inherent prejudices against
those who have stumbled (recall the box). Still, within the machine the
inherent prejudices reside within the hiring manager.

Truth is, few care; few are willing to offer hope a
chance. Honestly, do you give hope a chance or do you fake it?

I believe in hope, I believe in people, and I believe in second chances.

2^nd Chance University partners with
organizations/institutions dedicated to those who have stumbled. Our material
and empowering workshops are about real people, real life, and real issues.

I welcome your stories to be added into our series. If
you chose to share or support, email me directly. For those wishing to
introduce 2CU and our programs into an organization, institution, or facility,
please step forward; together we can make a difference.

Danny Huffman
407-878-0474
2^nd Chance University
dhuffman@2ndChanceUniversity.org