Pathway 2

Interviewing & Evaluating Second Chance
Applicants

Second Chance hiring encourages employers to shift their mindset from filtering out applicants with records to identifying strengths and potential. Many justice-involved candidates may feel nervous about interviews due to past convictions or gaps in work history. Employers should train hiring managers to focus on qualifications and transferable skills, not past mistakes. 

Interviewers should avoid asking about criminal history during early stages and instead create a supportive environment that encourages candidates to confidently share their capabilities. Questions might focus on motivation, resilience, and personal growth such as what skills they’ve gained, how they define success, and why they want to join the company. 

Inclusive job posting language (welcoming applicants with records or resume gaps) can further communicate a company’s commitment to fair chance hiring. By evaluating candidates based on their readiness to contribute, rather than their past, employers tap into a loyal and often overlooked talent pool. 

How Skills-Based Hiring Might Work for You