Fair chance hiring policies often discourage applicants without criminal histories from applying, according to a study published in the Journal of Management. Researchers at Michigan State University, Louisiana State University, and Texas Christian University analyzed job postings and found that 88% used language focused on compliance, which led candidates without records to assign negative stereotypes to such employers. The study indicates that how an organization presents these policies matters significantly.
The framing matters
Employers frequently delay questions about a candidate’s criminal history until later in the hiring process, but the initial job description can shape perceptions. When postings described fair chance hiring as simply following rules or meeting legal requirements, applicants without criminal records tended to view those companies more negatively. This reaction suggests that applicants may view fair chance policies as a sign of weakness or an admission of past failures rather than a genuine effort to expand opportunities.
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However, the research shows that the outcome changes when companies make a moral case for the practice. According to a July 9 press release from Michigan State University, organizations that framed fair chance hiring as part of an effort to promote fairness and ethics consistently reduced the negative stereotypes assigned by applicants. Francesco Moreno, an assistant professor of management at MSU, noted that this approach could alleviate reputational risk for employers adopting such policies.
For a candidate without a criminal record, seeing a job description that frames hiring people with criminal histories as a moral imperative can change how they view a company’s culture. If the policy is presented as an ethical choice rather than a legal necessity, it signals to the applicant that the organization values justice and second chances, which can mitigate the initial skepticism that comes with the policy itself. This shift in perception is vital because the negative stereotypes can directly impact the applicant’s decision to apply.
Employment implications
Applicants without criminal records in the study showed reduced interest in jobs with organizations that advertised fair chance hiring policies. The framing of the policies reduced these negative reactions, according to the researchers, suggesting that communication strategy is as important as the policy itself. The study notes that this approach could extend beyond criminal history hiring to other groups that face stigma in the workplace, such as those with disabilities or specific health conditions.
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Organizations have experimented with various methods to improve hiring for formerly incarcerated people. Some delay background checks until after an employment offer has been made, while others, like Greyston Bakery, use an “open hiring” model that features no background checks. The federal government has also implemented the Fair Chance Act, which limits agency requests for federal job applicants’ criminal history records prior to a conditional employment offer. [1]
While some companies choose to implement these policies, the specific language used in job descriptions can alter the outcome. A neutral tone might signal a legal obligation, but a moral tone signals a commitment to values. Candidates are likely to respond more favorably to the latter. To ensure a resume stands out in this competitive market, job seekers might consider using AI tools to refine their applications. [2]
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