Building a Strong Business Case for Another Chance Hiring

After reading about the numerous benefits of another chance hiring, you know it could transform your social value delivery, but how do you convince your CEO, HR director, and procurement team? 

You've likely seen the potential, the opportunity to generate measurable impact while filling critical roles and strengthening your competitive position. But turning that potential into organisational buy-in requires more than good intentions.

You need a compelling business case backed by hard data and a strategic communication plan that addresses every stakeholder's concerns. We’ve put together this step-by-step guide to building an irrefutable case, drawn from our experience helping over 100 employers successfully make this transition.

Start with the Numbers That Matter to Leadership

When presenting to leadership, lead with concrete ROI figures that speak their language. The £24,527 social value generated over 12 months per hire under the TOMs framework provides a quantifiable impact that procurement teams love and CFOs can understand. This isn't theoretical - it's backed by government measurement standards and represents real value creation.

The competitive advantage angle resonates strongly with executive teams. Research shows that 92% of employers embracing inclusive hiring report winning more contracts.

For recruitment-focused discussions, emphasise access to the one in four adults of working age who have convictions, a massive, often overlooked talent pool that can help fill persistent skills gaps in construction, transport, and logistics sectors.

Procurement teams need to understand that employment-based social value scores highest in government frameworks, with social value weightings now mandatory at 10% minimum and trending upward. Unlike vague CSR activities, employment provides concrete evidence for tender submissions that evaluators can easily quantify.

Address the Elephant in the Room: Risk Concerns

Rather than avoiding risk concerns, tackle them head-on with empathy and facts. Acknowledge that everyone's thinking about potential issues, but may not feel comfortable voicing them directly. This honest approach builds trust and shows you've considered all angles.

The reality is that most roles don't require enhanced DBS checks, and starting with a few suitable low risk positions allows organisations to build confidence gradually.

Insurance concerns typically stem from outdated perceptions rather than actual risk data. When insurers understand the robust risk assessment processes involved, they're usually supportive and often find that enhanced due diligence reduces overall recruitment risk.

Frame the conversation around "enhanced due diligence" rather than "hiring ex-offenders." This positions the approach as strengthening overall recruitment quality rather than taking on additional risk.

Read our guide on how to successfully integrate people with convictions for a comprehensive breakdown, from laying the foundations to supporting long-term success.

The Right Conversation with the Right People

Getting everyone on board isn't about one big presentation to the whole company; it's about having the right conversations with the right people at the right time. Here's how to approach each key group with messages that resonate with what they actually care about:

Leadership presentations should lead with business benefits like contract wins, competitive advantage, and talent pool access. The £24,527 per hire figure speaks their language of measurable ROI. Rather than asking for full commitment, request approval for a pilot programme. This reduces perceived risk while allowing you to prove the concept.

HR teams respond best when you position another chance hiring as a recruitment solution rather than an additional burden. Emphasise how this approach helps fill difficult roles whilst simultaneously hitting social value targets. Address integration concerns by explaining that these processes work with existing systems and that comprehensive training and support are available.

Procurement conversations should focus heavily on tender scoring advantages and compliance benefits. Show concrete examples of how social value scoring appears in recent tenders, and demonstrate the measurement ease compared to subjective initiatives. Position this as competitive intelligence, what other successful bidders are already doing.

Overcoming Common Objections

When insurance and liability concerns arise, explain that most insurers are supportive once they understand the robust processes involved. Enhanced risk assessment often reduces overall recruitment-related claims rather than increasing them.

For those worried about suitable roles, suggest starting with administrative, customer service, or trade positions where enhanced background checks aren't typically required.

The "extra work" objection is common but misplaced. These processes integrate with existing recruitment systems and often improve overall hiring quality. Offploy provides templates, training materials, and ongoing support to ensure smooth implementation.

When stakeholders worry about effectiveness, share the success stories that arise from proper implementation and suggest starting small with one or two strategic hires to prove the concept.

Your Action Plan for Success

Transform this knowledge into action by taking concrete steps towards implementation. Start by gathering supporting materials - business case templates, implementation guides, and success stories that resonate with your specific industry sector.

Identify two or three roles within your organisation that would be suitable for a pilot programme, focusing on positions where skills and motivation matter more than having a pristine record.

Schedule separate conversations with your key stakeholders using the tailored messaging approaches outlined above. Remember that this process takes time - you're changing mindsets and addressing deeply held assumptions about risk and recruitment.

Joining a Growing Movement

The journey feels less daunting when you realise you're joining a proven movement rather than pioneering uncharted territory. Over 100 organisations have successfully made this transition with us, generating millions in social value while strengthening their teams and competitive positions.

The easiest way to get started (and pick up on facts and figures to impress your leadership) is to join our next 45-minute webinar, which is completely free and packed with useful information. With the right preparation and support, you can turn another chance hiring from an interesting idea into a cornerstone of your social value strategy.