4. Marketing your vacancies appropriately and strategically
Create content on what to expect when applying for and working at your organisation for someone with a conviction
Produce informative content (blog, video, etc.) that outlines the application and interview process for candidates with convictions, focusing on disclosure, interview questions, decision-making, and confidentiality within the organisation.
What does success look like?
Informed candidates with convictions who understand the application process
A positive onboarding experience
Reinforcement of your commitment to being a ‘Ban-the-Box’ employer.
How would Offploy do it?
Ensure that your content reflects a realistic picture of your organisation. You may wish to seek advice and input from people within your organisation who have gone through the process to ensure that your material is honest and up to date.
Involve your Inclusion Champion. Much of the work of supporting people with convictions falls on their shoulders, so their input should be valuable.
Don't forget to celebrate your successes. If you have case studies and the permissions to use them, consider using them in your promotional material.
Ensure that your key staff see the material. It is important that they understand what is being said about your organisation and understand the standards which are expected of them.
Consider including a question in your survey questions about whether ex-offender colleagues experiences match the images you have portrayed.
Examples in Practice
Case Study
In discussion with Catch22 we decided to create a flow chart of the ideal application and onboarding process for someone with a conviction. Catch22 then used this to map against their existing processes and identify the areas that needed improvement — Catch22