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"Ban the box" continues to occupy a large portion of recruiting discussions, even in municipalities that haven't enacted these regulations.
It makes sense for employers to reconsider their hiring practices to include the largely-untapped labor market of individuals with criminal histories.
Many employers don't know if and how to expand their recruiting efforts to include this segment.
This course is designed to expand your knowledge about this topic and provide you with specific guidance to develop or modify your existing hiring processes.
After taking this course, you'll have a better understanding of the labor market and how fair chance hiring regulations affect you as an employer, even if you don't currently need to comply with these municipal regulations.
You will have key knowledge to help ensure that your hiring practices incorporate the processes and actions needed to practically deal with candidates who have criminal histories.
You will also understand why expanding your hiring practices to those with criminal histories can help you to continue to build a skilled workforce for your company's success.
Why should you Attend:
Today's competitive labor market means a war for talent in various industries, professions, and trades. Even with advancements in technology, automation, and flexible work arrangements, employers find it harder to expand their labor pools.
For many industries, this means now considering hiring or increasing existing hiring efforts of workers with criminal histories. This seems to make sense given that there are about 70 million in the United States who are purported to have a criminal history, effectively representing a sizeable untapped workforce pool.
Adding to this already complex landscape is the fact that in several states and localities, there are now regulations that spell out what can and cannot be done during the recruiting process to ensure adherence to fair chance hiring practices.
Areas Covered in the Session:
Who Will Benefit:
- Understand the current labor market trends affecting employers' decision to hire workers with criminal histories
- Why employers need to ensure solid due diligence practices in making hiring decisions
- Understand the new "ban the box" requirements in certain municipalities and review best practices to ensure compliance
- Review the EEOC's position on using criminal background checks in hiring decisions
- Explore key factors to build a balanced and strategic approach to grow and develop talent in line with "fair chance" practices
- Human Resources Professionals
- Talent Management Professionals
- Business Owners
- Senior Leaders of Companies
- Recruiters (External and Internal)
Melveen Stevenson , MBA, SPHR, SHRM-SCP, is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. By using an encompassing business approach, she helps to strengthen the infrastructure of organizations from the inside out, specifically through leadership development, operations, training, employee engagement, and career coaching.
Over the last 17 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.
Melveen began her career in accounting and international banking. With an inspired desire to support and drive organizational success through human capital, she redirected her career and obtained her MBA at Michigan State University’s Eli Broad Graduate School of Management.