“In the summer of 2017, the [authors] conducted a series of survey-based experiments with large and small employers in a variety of industries across the country. The aim was to better understand the relative attractiveness of policies that could incentivize employers to hire people with nonviolent felony criminal records. The policy features that were considered included verifying performance and rules of conduct with previous employers, increasing the federal tax credit, reducing the minimum hour requirement of the federal tax credit, reducing the burden of filling out tax credit paperwork, guaranteeing replacement of a new hire, and discounting staffing agency costs” (p.28).
The authors conducted a modified “discrete choice experiment…, a quantitative method in which people are asked to state their preferences regarding hypothetical goods or services—or, in this case, policies. [The authors] emailed employers a survey that began with a narrative describing a situation in which the employer is hiring for an entry-level position and has two job candidates, both of whom have the technical skills for the entry-level job and one nonviolent felony conviction, but who are each supported by different policy features. [The authors] linked one set of policy features to a tax credit and a second set to a staffing agency discount. Each employer was asked to rank the candidates based on the employer’s likelihood of advancing the candidate to the next stage of recruitment for the entry-level job….Through empirical analysis of their responses…[they] identified how much more likely employers would be to consider hiring an ex-offender with a particular policy feature than without….[They] also asked follow-up questions to directly assess employers’ considerations when hiring workers with criminal records” (p.2).
“[The authors’] findings are based on 107 employers who responded to [the] survey. [The authors] obtained a response rate of 3.4 percent, which is a key limitation of this study. Employers from 34 states are included, and nearly all were from private sector firms (97 percent). The majority of respondents were from firms with fewer than 100 employees and were largely managers or owners (58 percent) and human resource professionals (21 percent)” (p.1).
(Abstractor: Author and Website Staff)Full publication title: Breaking Down Barriers: Experiments into Policies That Might Incentivize Employers to Hire Ex-Offenders