Jeff Korzenik on Unlocking Talent Through Second Chance Hiring
The United States faces a shortfall of millions of workers in the current and coming decades, and while there isn’t a singular solution to the trend, companies and communities have a largely untapped opportunity. According to economist and author Jeffrey Korzenik, one common sense remedy is to hire people with criminal records.
Korzenik authored “Untapped Talent: How Second Chance Hiring Works for Your Business and the Community,” to articulate the economic case for second chance hiring. With a repertoire of data, graphs and anecdotes, he held the audience at rapt attention as keynote of the “Building Consensus: Aligning Prison Education, Employment and Economic Growth in Virginia” conference this July. He addressed a ballroom filled with leaders in business, education, corrections, nonprofits, faith organizations and justice-impacted individuals.
The inaugural conference organized by Virginia Consensus convened decision makers to explore the benefits and best practices of hiring formerly incarcerated individuals to address long-term projected and chronic workforce shortages – in the US and globally.
Twelve thousand people enter the Commonwealth’s workforce every year following a period of incarceration in the Virginia Department of Corrections. That infusion of workers is greater than the largest graduating class of any Virginia university.
Korzenik’s presentation highlighted the “value multiplier” to employers created by college programs for incarcerated Virginians --producing more highly educated candidates, potentially in fields needed to fuel economic competitiveness. All at no cost to future employers.
Here are four takeaways from Korzenik’s presentation.
U.S. Workforce Growth is Slowing
The size of the labor force and its productivity rates are two measures signaling overall workforce health. Falling birth rates since the 1990s have led to lower labor participation today, explained Korzenik. National estimates highlight how declining birth rates and lower levels of immigration mean this trend will continue. Foreign born workers– a labor category some businesses and industries came to rely on – began to decline in 2024.
Citing both fertility and immigration changes, “This is a real challenge for growth,” asserted Korzenik. “And it’s a real challenge for the business community that needs workers. “AI can’t replace everyone.”
Korzenik pointed out, “We can’t do anything about the fertility rates 30 years ago. But we can do something about our hiring practices and where we seek our talent, and that can make a difference.”
Broadening the Labor Pool: Engaging People with a Criminal Record
“We have to look to those we’ve overlooked,” Korzenick explained.
He said that approximately 19 million Americans have a felony conviction, but the majority of these cases involved such a minor threat to public safety that they didn’t even require a prison term. Nonetheless, even these felony convictions can prevent a person from accessing quality job opportunities, largely because of outdated and irrational hiring practices.
“This is one of the biggest drivers of intergenerational poverty, in my opinion,” said Korzenik.
For too many people, a criminal record is a lifelong roadblock to life-sustaining employment. Korzenik stressed that the business community can and should break this barrier.
Research from SHRM showed that 85% of human resources managers and 81% of business leaders report employees with criminal records perform the same as or better than their peers without records.
“Second chance hires will walk through walls for their employer,” Korzenik said. “In general, second chance hires stay with you longer and care deeply about doing a good job.”
Jeffrey Korzenik speaks to the Building Consensus audience about U.S. workforce growth.
Best Practices for Setting Up a Program
Plans to hire formerly incarcerated individuals need executive buy-in to make the practice an organizational priority. Leadership also should hold teams accountable while developing clear business objectives.
Korzenik highlighted how some companies designate a senior executive to assess a candidate’s fit, while other organizations create a committee to review second chance applicants. Creating a safe and inclusive space for HR professionals to make good decisions about second chance hires is key --another nod to the importance of executive endorsement of a program.
Once a second chance hire is in a role, companies and managers can make minor investments to help the person succeed. Communication is key, as is learning about any particular conditions of release.
For example, if a person is on community supervision post-release, have a conversation about the exact terms of their parole or probation. Korzenik shared a story about an exceptional employee working at a construction firm in Indianapolis who was assigned to a temporary, out-of-state project by his supervisor. Having a strong motivation to please his boss, the employee went. But leaving the state violated his parole terms, and once discovered, the individual lost his freedom and was sent back to prison.
One might think of flexibility for second chance hires the same way one would think of workplace adjustments for new parents, for example.
“The more you put into it, the more you get out of it,” Korzenik remarked.
He recommended building relationships with local community partners like nonprofits and probation officers for feedback on programs and for connections to great candidates.
For a quick overview, businesses can access a free e-learning module from SHRM for second chance employment best practices.
Higher Education a Valuable “Prequel” to Employment
Higher education in prison is an important piece of the puzzle—a strategic value multiplier. College degree programs behind bars can help prepare people for in-demand roles after release. Business input on which degrees and skillsets to offer is exceptionally important, and the Virginia Consensus for Higher Education in Prison can help facilitate connections with higher ed and corrections, as well as with agencies like Virginia Works, or regional chambers and industry associations.
According to research, for every dollar spent on prison education programs, communities save $3-$4 in correctional costs every three years, in addition to the workforce development benefits to companies and regional and state economic development interests.
“This is a really powerful return on investment,” said Korzenik.
For more insights, Jeff Korzenik’s book Untapped Talent provides research, case studies and best practices for engaging in second chance hiring.
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