This study explored the attitudes, experiences, and perceptions of human resource (HR) hiring managers towards employing nonviolent ex-offenders that have obtained higher education. The study aimed to examine the possibility of hiring nonviolent ex-offenders and three variables (race, type of crime committed, and method of obtaining higher education) that may impact HR hiring managers’ decision to hire these individuals. The problem of this study was despite the large margin of high unemployment in the current economy and employers having the privilege of choosing candidates they deem qualified, most of whom are without criminal records, certain industries are experiencing difficulty filling positions. Ten HR hiring managers were interviewed using a qualitative exploratory research method to gain insight into HR hiring managers’ attitudes. The data were collected, transcribed, and analyzed using an online meeting tool and NVivo 10 qualitative software. The findings suggest that nonviolent ex-offenders have a fair chance of gaining employment after incarceration depending on the job being advertised or job description. According to HR hiring managers, the most important factors were how much time had elapsed since the ex-offenders’ last offense, and the type of crime committed and its relation to the job duties being advertised. Recommendations for further study include determining if the age of an ex-offender at the time that the crime is committed influences HR hiring managers’ decision to hire that individual, if HR hiring managers are more likely to hire a female nonviolent ex-offender versus a male nonviolent ex-offender, and what HR hiring managers’ attitudes and perceptions are about employing violent ex-offenders.
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