Reducing Initial Recruitment and Job Advertising Costs

The CIPD has calculated that filling the average non-managerial vacancy costs around £2,000. Opening recruitment up to prisoners and ex-offenders can help reduce overheads such as advertising as prisons can offer interview access to candidates. The time and cost of recruiting can be overcome by tapping into this readily available talent pool.      

Diversity, inclusion and Social Responsibility   

Over two fifths of employers say that hiring ex-offenders has increased the diversity of their employees. It has also been a factor in helping businesses become more socially responsible. Actively hiring former prisoners is proven to help reduce reoffending. Most offenders want the opportunity to turn their backs on crime and having a job helps them get their lives back on track.    

Resolving Skills Shortages

A third of organisations state that they are unable to address skills gaps, which is likely to have a knock-on productivity and performance. Many prisons teach a variety of skills, with prisoners achieving professional qualifications. Employers can tap into this talent pool to resolve skills shortages, as well as helping prisoners and ex-offenders get their lives back on track.        

Reducing Staff Absence

A big concern of employers around hiring ex-offenders is a fear that they may not be trustworthy. However, over 80% of employers of ex-offenders have positively rated their reliability, motivation, attendance and performance.         

Increasing Staff Retention    

Evidence from employers has shown that ex-offenders place a higher value on having a job because of their desire to stay out of prison. Therefore, they often have a higher level of loyalty and retention, which keeps institutional knowledge within your business.