BY JEFFREY D. KORZENIK | HARPERCOLLINS LEADERSHIP, 2021
By Roger Chapman FIEP, Head of Service Delivery at the matrix Standard
Timely Call to Action In Untapped Talent, Jeffrey D. Korzenik delivers a compelling and evidence-based case for second chance hiring, demonstrating how employing individuals with criminal records can benefit businesses and communities alike.
It’s a transformative approach, and he sets out why second chance hiring is best for both businesses and communities alike.
Written by the Chief Investment Strategist of one of the United States’ largest banks, the book is both pragmatic and visionary, offering a blueprint for inclusive employment that resonates far beyond American borders.
For Employability professionals, Korzenik’s insights offer a rich seam of reflection and practical application, especially in light of ongoing efforts to reduce reoffending, promote social mobility, and address labour market shortages.
Key Themes for Employability Professionals
Reframing the Narrative Around Criminal Records
Korzenik challenges the stigma surrounding individuals with criminal histories, arguing that many are highly talented, reliable, and eager to work. He urges employers to look beyond the label and assess the individual’s potential, not their past. For Employability professionals, this means advocating for a shift in mindset, both within organisations and among clients, towards rehabilitation and reintegration.
This goes further than initiatives such as Ban the Box (to remove criminal record question from initial applications) and the UK Ministry of Justice’s efforts to support ex-offenders into employment. He advocates employers should be actively seeking to hire from this group!
The Business Case for Second Chance Hiring
Korzenik is unapologetically commercial in his approach. He presents second chance hiring not as charity, but as a strategic advantage. In the Chapter ‘Success is not Random’ he presents complex data in easy-to-understand charts that demonstrate how second chance hires outperform traditional hires providing lower turnover, higher employee loyalty, and improved productivity. Case studies, from manufacturing firms to service industries, illustrate how second chance employees can become some of the most engaged and productive team members.
For Employability professionals working with employers, this is a crucial takeaway: second chance hiring is not just socially responsible – it’s economically smart. Framing it this way can help overcome resistance and open doors to new partnerships.
Infrastructure and Support Systems
Korzenik emphasises that successful second chance hiring requires robust internal support and collaboration with external agencies. This includes onboarding strategies, coaching, and access to mental health and addiction services. He is realistic about the challenges, noting that not every candidate with a criminal record is ready for employment, and some may need additional support to succeed.
Employability professionals should reflect on how well their programmes support sustained employment, not just job placement. Are all the necessary wraparound services in place? Is there ongoing mentoring? These questions are central to the book’s ethos.
Understanding the Criminal Justice Context
Korzenik provides a primer on the US criminal justice system to help employers understand the barriers faced by second chance candidates. While the specifics differ, the principle holds true in the UK and elsewhere that Employability professionals must advocate for ex-offenders understanding the psychological impact of imprisonment, release, and the surrounding conditions.
Incorporating justice literacy into staff training and client engagement can empower Employability professionals to navigate complex cases with confidence and compassion.
Ethical Leadership and Social Impact
Perhaps most powerfully, Korzenik positions second chance hiring as a moral imperative. He argues that businesses have a role to play in addressing systemic injustice, reducing reoffending, and breaking cycles of poverty. This is not just about giving someone a job; it’s about restoring dignity and opportunity.
For Employability professionals, this theme invites deeper reflection. How does our work contribute to a fairer society? Are we challenging inequality or perpetuating it? Korzenik’s book is a reminder that Employability is not just a technical field, it’s a profoundly ethical one.
Conclusion: A Must-Read for Those That Want to Change Business and Society
Untapped Talent is a persuasive, practical, and deeply human book. It offers a path for second chance hiring that is as relevant to Manchester as it is to Milwaukee.
I haven’t come across any direct criticism of Korzenik’s work, which will reassure many, including me. The book is clearly aimed at influencing business leaders and embraces an unapologetically optimistic, glass-half-full perspective, which means readers seeking a more adversarial or sceptical take on second chance hiring may find somewhat one-sided.
That said, when you focus on the breadth of evidence presented, you may find yourself like me compelled to embrace this optimistic viewpoint.
So, for Institute for Employability Professionals, I advocate Korzenik’s work as required reading, not only for its insights, but for its challenge to do better.
Employability professionals are uniquely positioned to bridge the gap between identifying talent and employment opportunities, embracing the principles outlined in this book, you can help build a labour market that is inclusive, more resilient, innovative, and just!