It's due to a tighter job market, less indulgent employers, tougher public attitudes to crime and — very likely — also the pervasiveness of corporate culture and values.
The Department of Corrections Reducing Reoffending Programme — which includes literacy, numeracy and vocational training — is having a major positive impact on numbers of ex-prisoners getting jobs, say NGOs who are assisting those with criminal records to find work.
A boost in the employment prospects of those with less serious convictions came 10 years ago, in the shape of so-called Clean Slate Legislation.
This removes minor convictions from your record after seven crime-free years. After that, job applicants need not admit to such convictions and they're not supposed to show up on a Ministry of Justice check either.
NGOs including PARS, the Howard League, Prison Fellowship and the Pathway Trust, take a pragmatic approach to recently released prisoners, admitting employers have the right to know of a criminal history.
They're also clear that some jobs must remain off limits for some former inmates. But if we wish to save on the cost of incarcerating prisoners ($90,000-a-year each), plus reduce victims of crime, we'll need to get more people working following prison, they say.
"There is an extremely extensive body of research that shows an association between employment and a reduced rate of re-offending," says Corrections Minister Anne Tolley.
"Research shows that an offender who is employed is 30 per cent less likely to re-offend. Whilst it must be acknowledged that people desist from crime for a very wide range of reasons, gaining rewarding and meaningful employment is often found to be one such reason."
Kim Workman, the national director of Prison Fellowship New Zealand agrees, but with a slightly different take.
Workman points to Norwegian research indicating that when prisoners and ex-offenders actively seek work, they have usually made up their mind that they want to change their lives, and that employment is an important part of that.
Workman sees maturation as a crucial factor in many cases, pointing out that the great proportion of offenders stop offending by the age of 30.
By implication, if somebody with a previous criminal record is knocking on your door seeking work, that in itself generally indicates a change of heart, he points out.
"Some ex-prisoners may have greater needs for mentoring and support, maybe assistance with drug and alcohol issues or family counselling, but provided an employer sees them as an individual with potential, rather than simply a risk to be managed, the outcome can be a loyal and trusted long-term employee."
Tui Ah Loo, the executive director of PARS, says she fully understands employers have to follow company policies when it comes to employing somebody with a conviction. But she urges them to retain the option of judging each case by its merits, rather than applying a blanket ban.
"Obviously if you were hiring somebody for the bank and the criminal conviction was fraud, well then you'd have a mismatch there. But if the criminal conviction was for something different then let's have a conversation."
Ms Ah Loo said several employers in the building industry had been prepared to give PARS ex-inmates a go, and this was appreciated.
"We have some success placing clients with these employers and that's because of the personal relationships we have with employers."
Carey Ewing, of the Pathway Trust, recommends that the best strategy for job applicants is to admit previous convictions up front, even if it leads to being turned away by some employers.
"You will get some respect just for honesty and acknowledging ... it. We also find some employers can relate to making mistakes, though certainly not to the same extent.
"But it could be they say, 'look I've got a family member who got into trouble, or I got into trouble myself when I was a younger man. Somebody gave me an opportunity and, when I reflect back, that was very important to my development'."
