Hiring ex-offenders: A theoretical model

• We consider hiring decisions of ex-offenders, a highly stigmatized population.
• We discuss why a unique model for highly stigmatized populations is needed.
• We propose a model of ex-offender hiring based on perceptions of warmth and competence.
• We explore the impact of various factors related to hiring manager perceptions of ex-offenders.

We propose a theoretical model of the linkages between the stigma of having a criminal history and perceptions of warmth and competence as related to hiring decisions about ex-offenders. Our model suggests that characteristics related to the criminal offense and the ex-offender may influence hiring managers' perceptions of ex-offender job applicants, which in turn may either limit or enhance ex-offenders' ability to secure employment. Furthermore, it suggests that factors pertaining to the hiring manager, job, organization, and government incentives moderate the relationships between hiring manager perceptions of the warmth and competence of ex-offender job applicants and their hiring decisions about these applicants. Lastly, we acknowledge larger societal and organizational issues related to the lack of ex-offender hiring and discuss implications for research and practice.