Jobs Not Working With People - Dion Drew, formerly incarcerated, got a job at Greyston Bakery through something called open hiring. Credit: via Greyston Bakery
After years of exclusion, people with non-traditional work histories are finding new employment opportunities as companies embrace more inclusive hiring practices. This approach means that applicants who have experienced homelessness, incarceration, drug addiction, and refugees and overdue residents have a much better chance of finding meaningful employment.
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The trend began decades ago with open hiring (opens in a new tab), a business model pioneered by Greyston Bakery (opens in a new tab). The commercial bakery in Yonkers, New York makes the chewy chunks you're looking for in Ben & Jerry's Chocolate Fudge Brownie Ice Cream, among other delicious brownie treats. It also hires people without asking for resumes, interviews, or background checks.
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The inclusive business model has been so successful that the bakery recently launched the Open Hiring Center (opens in new tab), a collaborative learning space that "engineers, improves, and defines" open hiring and other businesses' employment barriers. Helps to remove
"Our hiring process is non-judgmental and based on the principles of radical inclusion," said Mike Brady, president and CEO of Greyston Bakery. has the potential to be, so we want to give everyone a chance."
Common recruitment practices tend to exclude people from marginalized communities, particularly those who have been previously incarcerated. A 2017 ACLU report (opens in a new tab) showed that of the 70 million Americans with criminal records, about 75 percent remain unemployed within a year of being fired. When these people are repeatedly excluded from employment opportunities, it can lead to a continuous cycle of poverty.
Greyston is one of many companies committed to an inclusive approach to employment. Ovenly (opens in a new tab), a New York City bakery, and Hot Chicken Takeover (opens in a new tab), a restaurant chain in Columbus, Ohio, rely on what they call a "fair opportunity attitude." They say (Opens in a new tab) This term refers to a business practice where applicants are considered with such references as their peers without the traditional resume, job interview and letters of reference.
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This is not a trend exclusive to small businesses either. Large companies such as Starbucks (opens in a new tab), Target and Walmart (opens in a new tab) do not conduct background checks until the end of the hiring process. At this point, the job applicant is given time to advocate for himself and to explain what may have caused the long employment gap.
This approach can make a big difference for applicants. Research shows that they're more likely to apply for a job if they're not immediately asked to check a box for conviction history (opens in a new tab). Giving the candidate time to speak for themselves is an example of the type of personal touch (opens in a new tab) shown to counter an employer's initial stereotypes.
At Greyston Bakery, potential applicants are encouraged to visit the factory and put their name on a list for employment. They are judged not on their professional career but on their ability to work.
"If we have a vacancy, we'll take the next person off the list and give them a chance to work — no questions, no background checks, no reference checks, no interviews," Brady said. Brady said.
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New hires go through a 6-10 month paid apprenticeship that includes machine learning, teamwork and language classes.
Dilra Casey, Hot Chicken Takeover's director of marketing, said the company does consider work history but is adding other questions that can help people with alternative resumes get competitive opportunities.
"In addition to job history and general information, the application process also uses several questions to determine your work readiness and cultural fit," Casey said.
Greyston Bakery, Ovenly, and Hot Chicken Takeover not only aim to make it easier for people from complex backgrounds to find jobs, but the companies also offer a variety of services to help them succeed. At Hot Chicken Takeover, employees are supported by work benefits, including interest-free (opens in a new tab) cash advances, flexible scheduling, and mentoring (opens in a new tab). Ovenly offers its employees regular training, transportation services and free meals.
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Fair opportunity hiring skeptics may worry about employees with criminal records or unconventional work histories. However, some research suggests that there may be a correlation between a criminal record and increased workplace performance. A study published in 2018 (opens in a new tab) showed that military personnel with a history of incarceration were promoted faster — and to higher ranks — than those with no criminal record.
"I get that question a lot," Casey said, referring to whether his employees with criminal records were more likely to steal or cheat. "A clean record does not necessarily indicate that an employee is honest or trustworthy. And on the other hand, a posted file does not necessarily indicate that an employee is
In the restaurant and food industry, where the average turnover rate was 73 percent in 2017, practicing fair employment opportunities helps a company attract and retain loyal talent.
"Seventy percent of our employees have what we call alternative resumes," Casey said. "Our turnover rate is 39 percent—that's about half the industry average."
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In addition to addressing stereotypes surrounding incarceration, fair probability attitudes have the potential to combat racial bias. A 2004 experiment by Harvard sociologists (opens in a new tab) showed that white men with criminal records were recalled 22 percent of the time, while their black counterparts were recalled only 10 percent of the time. .
"We don't like to use the term 'second chance' because a lot of these people didn't get a first chance," said Agatha Kulga, co-founder of Ovenly. "You are consistently my hardest working and most trusted partner."
While there is no cure for employment bias, open hiring and fair hiring opportunities are ways that companies can make a positive difference in their communities. When companies consider a candidate based on their relevant skills rather than their history, they can expect to create a loyal, engaged workforce.
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By subscribing to the newsletter, you agree to receive electronic communications from us, which may sometimes contain advertising or sponsored content. I know a lot of people because of my career. These people can be nice and smart and funny (they usually get forward as "friends" 😊) or they can be well connected, know or work with, or they can be a warm acquaintance with someone. May give me someone I want to meet (for various reasons) or have impressive-sounding job titles. I know a lot of CEOs, CIOs, and other C-suite types. This "C-suite" filter also includes a wide range of people. Some smart, some hardworking, some very well connected, some make you think, "How did they get *this* job?". The features of this "filter" are so varied that I know "the best person to talk to in this organization who can help/buy/join me/hire me, It is not a simple acronym for etc.
I've often been confused by some sites' obsession with "very senior job titles". For the past ten years I have worked with partners on lead generation projects. Create a report that gets names, create a survey that is answered with high-quality data, or gather a round table with colleagues to listen to speakers and discuss among themselves.
All of these hosts have a target list of companies or desirable job titles they want to connect with. This is the nature of the project.
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What confuses me is when you are working with someone and their claim is only the CEO. As the CEO of Barclays Bank (for example) has nothing better to do than sit in a meeting room at 8:00 a.m. over weak coffee and a cold bacon roll* listening to people debating the benefits of document monitoring software. . My problem with this strategy is twofold:
Now I know that time is precious and finding that magical person who has the authority and budget to do business with you is paramount. But I offer you three counterarguments.
The person with the oldest or most impressive-sounding job title may not be the best contact for your business.
C-suite executives typically run the world's leading teams, fight fires and fly the brand flag high. They have direct reports looking for systems, products and solutions to support their business. This is the person you are looking for. And that person's job title may or may not be "Manager" or "Leadership."
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