Pathway 2

The Recruitment & Selection Process:
Using Your Job Posting and Application Processes to Highlight Second Chance Opportunities

Employers can strengthen their commitment to Second Chance hiring by making it clear in their job postings and application materials. This begins with removing any references to criminal history inquiries on applications, in compliance with Connecticut’s Ban the Box law. Later in the process, if criminal history is discussed, employers must include a clear notice that applicants aren’t required to disclose erased records. 

Beyond compliance, employers should proactively include a statement showing their support for hiring individuals with criminal records. For example, a message that explicitly welcomes “qualified applicants with prior arrest or conviction records” can signal a genuine commitment to inclusive hiring. 

Such language not only encourages candidates to apply but also reassures workforce partners and sourcing organizations that your company is open to Second Chance talent. Helping expand your applicant pool and reinforce diversity, equity, and inclusion goals.