We are in the midst of an unprecedented learning opportunity in the state of Oregon. Unemployment rates are at historically low levels — down to 4 percent in the Eugene-Springfield area as of September. With job creation on the rise across most sectors, employers are getting creative and strategic in their recruiting and hiring, particularly for hard-to-fill positions in industries such as construction, manufacturing and retail.

With more need for strategic hiring, more employers are turning to second chance hiring — hiring qualified candidates who have criminal records. Despite the public stigma associated with criminal records and employer concerns about risks to their reputations, more are hiring directly or partnering with employment reentry organizations in Oregon, such as All-Star Staffing, Central City Concern and SE Works to fill open positions.

One organization helping individuals with a criminal history find work is the Jobs for Felons Hub, which provides listings for more than one hundred organizations willing to hire felons in Eugene. The passage of Ban the Box legislation in Oregon is also creating more opportunities for second-chance hires by prohibiting employers from automatically excluding those with a criminal record from consideration before determining they are otherwise qualified for the position.

Today, it's likely we are seeing the largest number of second-chance hires in history. With this increase, have employers’ and the public’s worst fears been realized? Have instances of workplace theft, property damage and violence sharply increased? Are employers seeing greater unreliability among these hires?

I’ve not seen any research or media reports that suggest employer risks have increased with second-chance hiring — in Oregon or elsewhere in the country. In fact, when I speak with employment reentry organizations and employers, I’m hearing that employers are finding these hires to be some of the most loyal, hard-working and dedicated employees they have. Employers who have hired second-chance candidates praise their willingness to take on tough jobs and work hard, often as a way to express their gratitude for the second chance and to demonstrate their value.

And as more employers turn to second-chance hiring to keep up with employment demands, they are making important contributions to their local communities.

Not only does second-chance hiring fill open positions — it is also a form of corporate social responsibility. Numerous studies show that stable employment for second-chance citizens reduces the likelihood they will commit additional crimes, which ultimately contributes to safer and stronger communities.

Take into consideration the growing homelessness crisis in Lane County. Part of that population includes former inmates who are having difficulty reintegrating back into society due to surrounding stigmas. Second-chance hiring can be an innovative way for businesses in the Eugene-Springfield area to address the social issues in their communities.

At some point the demand for employees will weaken and employers will have to revisit their hiring strategies. When they do, I hope employers will draw on what they have learned and make second-chance hiring an ongoing practice.

With an open mind and some creativity, hiring second-chance citizens could represent a unique business and social opportunity. From meeting the growing demand for hard-to-fill positions to giving these individuals a chance to rebuild their lives and contribute to their communities, screening in these candidates is not only good for business, it’s good for society and good for Oregon.

Jerry Goodstein, Ph.D., (jgoodstein@wsu.edu) is a professor at Washington State University’s Carson College of Business. Recently, he has pursued research on a series of topics related to business ethics, including the practice of hiring second-chance citizens.