Creating Inclusive Job Posts to Attract Justice-Involved Applicants

At Honest Jobs, we regularly hear from job seekers who reach out frustrated and discouraged when they see job postings on our site that state "must pass a background check." In many cases, these posts come from well-intentioned background-friendly employers who have successfully hired many justice-involved individuals. However, the wording alone is enough to deter job seekers from applying, even when they would otherwise be strong candidates.

Hiring justice-involved individuals is not just about providing "second chances," it’s about expanding access to skilled, dedicated talent while fostering a fair and inclusive hiring process. However, many employers unintentionally discourage justice-involved job seekers from applying due to the language used in their job postings. Small changes in wording can make a significant difference in encouraging qualified applicants to take that first step.

The Impact of Exclusionary Language

The psychology of rejection plays a significant role in the job search process, especially for justice-involved individuals. Many have faced repeated rejection from employers due to their background, which can lead to feelings of discouragement, self-doubt, and ultimately, withdrawal from the job market. When employers use exclusionary language in job postings, it reinforces the belief that opportunities are closed off to them, causing many qualified candidates to not even apply. Creating more inclusive job descriptions helps break this cycle and encourages justice-involved individuals to see themselves as valuable contributors to the workforce.

One of the most common phrases found in job descriptions is "Must successfully pass a criminal background check." While this might seem like a standard hiring requirement, it can have a chilling effect on justice-involved individuals. Many applicants with records see this phrase and assume they will be automatically disqualified, even if their conviction is old or unrelated to the role, or if it does not present a barrier to employment.

Instead of encouraging skilled candidates to apply, language like this reinforces stigma and discourages qualified individuals from even attempting to enter the hiring process, limiting the talent pool for employers.

How to Use Inclusive Wording in Job Postings

Employers can foster a fair chance hiring environment by adjusting the language in their job postings to be more inclusive and transparent about background check policies. Here are some effective ways to reframe job descriptions:

1. Remove Blanket Background Check Language

Unless a job legally or practically requires a completely clean record, such as law enforcement roles or federal government security clearances, employers should consider evaluating applicants on a case-by-case basis rather than applying blanket policies.

Instead of: "Must successfully pass a criminal background check."

Use: "A background check may be required, but a record does not automatically disqualify candidates."

This lets applicants know that background checks are considered on a case-by-case basis rather than being a strict barrier to employment.

2. Highlight Fair Chance Hiring Commitments

If your company is open to hiring justice-involved individuals, make it clear in the job post.

Example: "We are a fair chance employer. We consider all applicants based on their skills and qualifications and evaluate background information on a case-by-case basis. We strongly encourage justice-involved individuals to apply."

This reassures applicants that they will be judged on their abilities first, rather than being automatically excluded because of a past conviction.

3. Be Transparent About the Hiring Process

If a background check is conducted, provide clarity on what factors will be considered.

Example: "We conduct background checks as part of our standard hiring process and consider the nature of any background information in relation to the job role."

This signals to applicants that they will be given a fair chance rather than being automatically excluded.

Final Thoughts

Small changes in wording can have a massive impact on attracting justice-involved applicants. Employers committed to fair chance hiring should review their job descriptions carefully, remove discouraging language, and clearly communicate their openness to hiring individuals with records.

At Honest Jobs, we work with employers who are committed to expanding opportunities for justice-involved job seekers. If your company wants to attract more talent while promoting a fair and equitable hiring process, start by making your job posts more inclusive today!