Professor Peter Capelli of the Wharton School on "Why HR Needs to Stop Passing Over the Long-Term Unemployed"
"What we do know about job candidates who are long-term unemployed, which is related to job success, is that they are persistent. Millions of other unemployed facing this job market gave up looking and dropped out of the labor force. We also know that they will likely be very grateful to have a job, and gratitude is associated with many aspects of good job performance. They are also likely to be cheaper and easier to hire because you don't have to woo them away from their current employer.
"The way to get hiring of the long-term unemployed started is to recognize that there is no objective case in this economy for not considering a candidate who has been out of work for a while. Therefore, excluding them out of hand is a form of prejudice. The people at the top of organizations need to point out that excluding such candidates is likely costing us money because we are ignoring potential good hires, just as it costs us money to exclude women, minorities, older individuals, and anyone else who has the potential to do the job.
"It's the right thing to do in terms of our social impact, it's the right thing to do to make our organization inclusive and looking like our society, and it's also the financially sensible thing to do."