Why should I employ a candidate that has disclosed a criminal record?

A huge number of great candidates are being overlooked

Across the UK, millions of people are living with a criminal record — people who still need jobs, still have families to support, and still have skills to offer.

• Over 10.5 million people have a criminal record.
• 1 in 3 men and 1 in 9 women will have one by their mid-50s.
• Most convictions don’t lead to prison — only 8% do.
• More than 1.2 million people receive a conviction each year, and thousands more receive cautions.

Behind every one of these numbers is a person who wants to move forward.

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People with criminal records often become some of the best employees

Employers who give someone a second chance usually say the same thing: "We'd do it again!"

• 87% say employees with convictions are just as productive as anyone else.
• Many stay longer too — 47% stay for more than three years.

Why? Because the opportunity means something. When you give someone a chance that others won’t, they bring loyalty, effort and gratitude to the job. That’s why companies like Timpson and Greggs actively look for applicants with convictions — they’ve seen the benefits first-hand.

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Avoid missing out on great candidates

Removing early-stage disclosure requirements widens your talent pool and ensures you don't lose strong candidates before assessing their skills

More than half of people with a criminal record choose not to apply for roles that require early disclosure — that discourages capable applicants before they even reach interview.

• 71% believe ticking “yes” to a criminal record question damages their chances.
• Blanket bans and unnecessary filtering policies can eliminate candidates who are fully qualified and present no risk.

The 'Ban The Box' campaign supports the removal of the tick box on initial application forms and the feedback from employers who have signed up is fantastic.

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Your focus should be on finding the right person for the job

Hire based on merit — and make better decisions

Recruitment is about identifying the best person for the job.
Considering someone’s criminal record later in the process — after you’ve evaluated their abilities — leads to:

• More informed decision-making
• Fairer, more consistent hiring
• Better matches between candidates and roles

This approach benefits both employers and applicants — you get the right person, and they get a fair chance to demonstrate their suitability.

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It shows your commitment to corporate social responsibility

Of those employers who promote the fact that they employ people with convictions, around two-thirds (65%) say it’s had a positive impact on their corporate reputation.

Source:Unlock.org