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1. Getting the culture right

Hiring manager focussed training sessions around the needs of applicants with convictions

Conduct training sessions for hiring managers which focus on the needs of job applicants with convictions. This action will help create a more inclusive hiring process, increase the chances of successful employment outcomes for people with convictions, and ultimately benefit the employer by tapping into a more diverse talent pool.

What does success look like?

  1. Increased awareness and understanding of the challenges faced by individuals with convictions Improved recruitment processes that are consistent, safe and fair for all candidates

  2. Greater confidence and competence among hiring managers when making decisions about candidates with convictions Reduced risk of discrimination or bias in the recruitment process

  3. Enhanced reputation as a socially responsible and inclusive employer Improved staff morale and retention through the promotion of a positive workplace culture.

  4. A basic understanding of spent and unspent convictions and the changes in legislation in England & Wales resulting from the Police, Crime Sentencing & Courts Act 2022.

How would Offploy do it?

  • Understand the challenges faced by individuals with convictions. Develop a deep understanding of the challenges faced by individuals with convictions, including the barriers they face in accessing employment.

  • Develop a tailored training programme that focuses on the needs of job applicants with convictions and addresses the challenges they face.

  • Train hiring managers on inclusive recruitment practices, including how to avoid bias, discrimination, and stigmatisation when evaluating job applicants with convictions and receiving disclosures.

  • Train hiring managers on the basics of employment law, including relevant legislation that relates to individuals with convictions, such as the Rehabilitation of Offenders Act and the impact of the changes in the Police, Crime, Sentencing & Courts Act 2022.

  • Train hiring managers on the Seven Steps to safe and sustainable recruitment developed by Offploy, to ensure consistent, safe, and fair recruitment processes.

  • Develop case studies that illustrate the benefits of hiring individuals with convictions and highlight successful examples of individuals who have overcome barriers to secure employment. See Create a bank of case studies of existing colleagues with convictions

  • Conduct interactive training sessions which allow hiring managers to practice inclusive recruitment techniques and provide feedback on their performance.

  • Provide ongoing support to hiring managers through coaching, mentoring, and access to additional resources, such as toolkits and guidance documents.

  • Evaluate the effectiveness of the training programme by gathering feedback from hiring managers and successful candidates with convictions, and monitoring recruitment outcomes for individuals with convictions.

  • Continuously improve the training programme based on feedback and outcomes, to ensure that it remains relevant, effective, and aligned with the needs of job applicants with convictions.

Examples in Practice

Nothing to see here... yet.

We're still putting the finishing touches on our new Employing With Conviction Guide.

But wait, there's more!

We've got even more content designed to support your journey into hiring people with convictions, exclusively for Offploy Members.

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Downloadable templates, expert-written copy-and-pastable content and example documents

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