P019. Cognitive Biases in Hiring Decisions for Formerly Incarcerated Individuals: Implications for Reintegration and Recidivism Prevention

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Abstract

The rehabilitation of incarcerated individuals is a core principle of the Italian penal system, as established by Article 27 of the Italian Constitution, which emphasizes re-education and social reintegration. In this context, employment is a key factor in reducing recidivism, particularly during the critical post-release period when the risk of reoffending is highest (Stammati, 2019). However, the stigma associated with a criminal record remains one of the main barriers to reintegration (Doyle et al., 2021), often leading employers to exclude formerly incarcerated candidates (Holzer et al., 2004). Decision-making is frequently influenced by heuristics and cognitive biases (Kahneman & Tversky, 1972), shaping recruitment outcomes in ways that may not reflect applicants’ actual qualifications (Paucar-Espinoza et al., 2022; Derous et al., 2016). Despite this, the role of cognitive biases in hiring decisions for candidates with a criminal history remains largely unexplored.
This study examined the impact of four cognitive biases—Jump to Conclusions, Belief Inflexibility, Attention for Threat, and External Attribution—on hiring decisions regarding formerly incarcerated individuals, as well as their influence on underlying motivations, including perceptions of candidates’ competencies, personal qualities, and employer concerns. To account for additional influences, we also controlled for attitudes toward prisoners and rehabilitation. Using an experimental, scenario-based design, we analyzed evaluations from two samples recruited from the general population: human resources professionals and individuals without hiring responsibilities. Participants assessed job applicants with and without a criminal history, varying in sentence lengths (2 and 7 years).
Findings showed that cognitive biases significantly contribute to hiring discrimination, with stronger effects observed in cases of more severe convictions. Differences also emerged between hiring professionals and non-recruiters, indicating variability in decision-making processes. These results underscore the need for targeted interventions, such as debiasing strategies, to foster fairer hiring practices, enhance social reintegration, and ultimately reduce recidivism risk.

Authors

• Cricenti Clarissa, Department of Psychology, “Sapienza” University of Rome.

• Giulia Lausi, Faculty of Law, Vilnius University

• Benedetta Barchielli, Department of Human Neuroscience, “Sapienza” University of Rome.

• Ginevra Tagliaferri, Department of Psychology, “Sapienza” University of Rome

• Alessandro Quaglieri, Universitas Mercatorum

• Pierluigi Cordellieri, Sapienza, University of Rome