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2. Recruitment procedures and policy development

Training on designing inclusive policies and recruitment processes for people with convictions

Providing training on designing inclusive policies and recruitment processes for people with convictions can be an effective way for HR and CSR managers to ensure that their organisation's recruitment processes and policies are inclusive, safe and fair for all applicants, including those with convictions. It can provide HR managers and other relevant staff members with the necessary knowledge, tools, and best practices to support the recruitment of people with convictions.

What does success look like?

  1. Improved recruitment processes and policies that are inclusive, safe and fair for people with convictions

  2. Enhanced understanding of legal requirements for hiring people with convictions and compliance with equal opportunity and diversity laws and regulations

  3. Increased confidence and knowledge among HR managers, hiring managers, recruiters, and other relevant staff members in hiring people with convictions

  4. Increased diversity in your workforce, resulting in a broader range of perspectives and ideas.

  5. Positive impact on your organisation's reputation as a socially responsible employer.

How would Offploy do it?

  • Determine who in your organisation would benefit from training on designing inclusive policies and recruitment processes for people with convictions, such as HR managers, hiring managers, recruiters, and other key staff members.

  • Research training options for inclusive recruitment and policy design that align with your organisation's values, budget and needs. There are many organisations offering training but this would be likely to be most effective if delivered by a third party expert in the field of hiring ex-offenders, particularly where it includes some trainers with lived experience of the criminal justice system.

  • Work with the training provider to develop a tailored training plan that meets the specific needs and goals of your organisation. You know your company and colleagues best and will understand what needs to be delivered to achieve the outcomes you are aiming for.

  • Implement the training by applying the learnings and recommendations to your organisation's recruitment processes and policies. This is important for HR, hiring managers and possibly line managers and may be overseen by your Inclusion Champion.

  • Monitor and evaluate the impact of the training on your organisation's recruitment processes and policies. An annual perceptions survey may enable you to quantify this effectively. See: Conduct independent research on the experiences of people with convictions at your organisation

  • Continuously improve your recruitment processes and policies to ensure they are inclusive, safe and fair for all applicants. Keeping all of your processes and policies under review is important as your experience of hiring and employing ex-offenders develops.

Examples in Practice

The CIPD has an excellent guide to inclusive recruitment here:

Inclusive recruitment: Guide for employers | CIPD

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