Fair chance hiring means that employers refrain from the following, among other things:
- Including on a job application any questions about conviction history before a conditional offer has been made.
- Asking about or considering a job candidate’s criminal history before a conditional offer has been made.
- Considering information about arrests not followed by convictions, participation in pretrial or post-trial diversion programs, or convictions that have been sealed, dismissed, expunged, or statutorily eradicated.
Fair chance hiring also means that after a, conditional job offer employers can conduct a criminal history check, but employers should perform an individualized assessment about a job candidate’s history. That means that the employer won’t take back the job offer without considering the nature and gravity of the criminal history, the time that has passed since the conviction, and the nature of the job that the job candidate is seeking.
Indeed and ZipRecruiter are two employment businesses that provide Fair Chance Hiring-filtered job lists. Indeed offers their definition of fair chance hiring, along with how to find them here (basically, type “Fair Chance Employers” as a key word). ZipRecruiter’s keyword example is “fair chance in Oklahoma City”.
For temporary employment or for help with other employment issues, the websites for CEO (Center for Employment Opportunities) are also available: