Employers

Why Choose Us and Who We Are?

Employers, are you looking to strengthen your team with seasoned experts?

Here is why partnering with First Global Recruitments Ltd is the right choice.

We are focused on the ex-offenders. We are different to traditional candidate-search platforms.

We deliver the most relevant, experienced, evaluated, qualified candidates on demand through our smart AI-powered recruiting software solutions.

Our business is built on long-term relationships with clients and candidates. We are passionate about finding the right people to help your business grow and develop.

It’s mostly down to us, but only once we’ve got all the information.

Finding the right people for your organisation can make the difference between success and failure. But we’re often asked to find the right people with only half the picture.

We are sent a ‘job spec’ and a ‘person spec’ and asked to send CVs. The problem here is that CVs don’t turn up and do the work, a person does!

Once we’ve met you and had a proper conversation we’re much better placed to understand who you’re looking for and why you need them.

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Employer FAQs: Providing Employment Opportunities to Ex-Offenders

Well, firstly, it is more cost-effective.

Ask us about our discounted rates for exclusive instructions.

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Are you…

A prison education or resettlement officer?
A local employer seeking skilled, reliable workers?
A funder or social impact investor?
A voluntary organisation working towards a fairer, equitable criminal justice sector
A volunteer or mentor?

There’s a place for you in this mission.

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Why should we consider hiring ex-offenders?

Hiring ex-offenders supports rehabilitation, reduces reoffending, and contributes to safer communities. Many bring valuable skills, loyalty, and motivation. Offering second chances aligns with Corporate Social Responsibility and Diversity, Equity, and Inclusion (DEI) goals.

Are there any legal risks involved?

Employers must comply with the Rehabilitation of Offenders Act 1974, which protects individuals with spent convictions from discrimination. You should assess candidates based on skills, suitability, and risk, not just their record. For roles requiring enhanced checks (e.g., working with vulnerable groups), you may consider unspent and spent convictions disclosed under DBS filtering rules.

How can we assess whether an ex-offender is suitable for a role?

Use a case-by-case approach:

Consider the nature and relevance of the offence. Assess how much time has passed since the conviction.
Review rehabilitation evidence (training, employment history, references).
Ensure the risk is manageable within the job context.

What support is available to help us employ ex-offenders?

Several organisations can assist with recruitment, training, and workplace support, such as:

Unlock and Nacro (employer guidance)
Prisoner Education Trust
DWP and local jobcentres
Ban the Box campaign by Business in the Community

Do we have to disclose to other employees that someone has a conviction?

No. This is confidential information. Employers must handle disclosures sensitively and in line with data protection and employment laws. You should create a safe, inclusive environment for all staff without singling anyone out.

How can we prepare our workplace to welcome ex-offenders?

Review hiring policies for fairness and inclusivity.
Train managers on bias and safeguarding.
Provide mentoring, supervision, and structured onboarding.
Emphasise skills and performance in team integration, not criminal history.

Will hiring ex-offenders impact our reputation?

Many businesses find it enhances their brand as socially responsible employers. Transparent commitment to inclusive hiring, coupled with successful outcomes, often builds public trust.

Are there financial incentives for hiring ex-offenders?

Some local authorities and government schemes offer: