Ex-offenders released from incarceration experience difficulties securing accommodation, finding stable work, and connecting with families. Although ex-offenders have numerous noteworthy problems, ensuring gainful employment has always been inferred as the most difficult challenge. Many offenders who attempt to acclimate themselves to the society demonstrated gaps in their work history, limited skill sets, and incomplete education. This study deploys the Theory of Planned Behaviour and literature reviews to conceptualise the factors that impact employers' intention to hire ex-offenders. Specifically paying attention to employers who are hiring and have hired ex-offenders to work in their companies or organisations, the study proposes a hiring intention research model.

PurposeUsing the theory of Planned Behaviour as the basis, the study investigates the impact of attitude, subjective norm and perceived behavioural control on rehiring intention. The predictors of attitude (i.e. organisational culture, risk and government incentives) and perceived behavioural control (i.e. skills and supporting documents) were examined by expanding the TPB model.Design/methodology/approachA self-administered survey was used to gather data from Malaysian firms hiring ex-offenders. Partial Least Squares (PLS) structural equation modelling (SEM) was used to verify the study's proposed research model's hypothesis.FindingsThe SEM analysis showed attitude and subjective norm as solid predictors of rehiring intention. For attitude, organisational culture and government incentives were proven to have an impact. Besides perceived behavioural control, the skill set was a significant predictor.Practical implicationsThis study suggests that active involvement of the government to engage employers with ex-offenders through incentives (tax deductions and wage and training subsidies) and prison job fairs can increase their employment opportunities. There is also a need for formal guidelines and practices on hiring ex-offenders in organisations to promote a positive hiring culture. Establishing an employment-based re-entry unit that provides ex-offenders with various transition skill programs, such as technical skills, job search skills and life skills, is crucial for their employment prospects.Originality/valueThis study is among the pioneers in investigating ex-offenders’ rehiring agenda, specifically examining factors that influence employers' decision making. The results are relevant to managers, regulators, institutions and NGOs to structure the right interventions to ensure ex-offenders are successfully hired. It is found that Interventions aiming to increase job opportunities for ex-offenders require activities that expand community and ex-offender engagement since it reduces the social stigma and promotes more ex-offenders accepting behaviour.