Second Chance Business Coalition’s Post

Early career job seekers and hiring managers expect different outcomes from the hiring process, drawing a disparity between companies’ immediate hiring needs and workers’ desires for long-term growth. https://ow.ly/9FK950UeOos

As we approach 2025, the conversation around employment gaps deserves a fresh perspective. In today's workforce, career paths are rarely linear. Many talented individuals have faced challenges like layoffs, industry shifts, or personal responsibilities that led to employment gaps. These breaks in employment don't define a candidate's potential or their ability to contribute meaningfully to an organization. Rather than seeing gaps as red flags, let's view them as opportunities to learn more about a candidate's journey, resilience, and adaptability. Sometimes, these experiences reveal strengths that can be overlooked when we only focus on continuous employment. For recruiters and hiring managers, I encourage you to engage in open conversations with candidates about their unique paths instead of making assumptions. It's time to focus on the skills, experiences, and perspectives that matter most for the role. Let's champion a more empathetic, inclusive hiring process—one that sees every candidate's full potential, not just the length of their resume.

Last week, we hosted a #FairChanceHiring webinar in recognition of Fair Chance Hiring Month. Throughout the webinar, panelists representing corporations and nonprofit partners shared their experience implementing Fair Chance Hiring initiatives in addressing talent shortages while promoting inclusion and social equity. Panelists included: Nan Gibson, Executive Director, Policy Center, JPMorgan Chase & Co. Matt Primack, President, Advocate Condell Medical Center Liana Bran, Director of Expansion Strategy, Cara Plus Stephanie Dolan, Program Director, Corporate Coalition of Chicago Here’s what we learned: ◾ The power of partnerships: Successful Fair Chance Hiring initiatives rely on robust partnerships between employers and community organizations. These collaborations not only facilitate talent acquisition but also provide crucial support for retention and advancement within organizations. Notably, partnerships between Advocate Aurora Health and Cara Chicago have paved the way for over 80 fair chance opportunities, demonstrating their commitment to partnership and community engagement. ◾ Navigating regulatory challenges: Highly regulated financial institutions, like JPMorgan Chase & Co., have found innovative ways to navigate regulatory barriers. Collaborative efforts with regulators, like the Fair Hiring and Banking Act, have led to meaningful reforms, enabling employers to access a broader talent pool. ◾ Changing the narrative: One in three working age Americans have a record that may be a significant barrier to employment. This means most people know someone who deserves a second chance. By championing inclusive hiring practices, we can foster societal reintegration and empower individuals to thrive in the workforce. The Second Chance Business Coalition has partnered with approximately 80 organizations, like the National Basketball Association (NBA), to provide employers with resources and reach a broader audience with the goal of shifting perceptions about second chance hiring and record clearing. ◾ Holistic talent development: Viewing candidates holistically is essential. It's not just about modifying the background check process but addressing various barriers candidates might face throughout the hiring journey, from job awareness to interview preparation. JPMorgan Chase & Co. developed a community hiring model, holds expungement clinics with their pro bono legal team, and collaborates with community partners to address regulatory frameworks and barriers candidates may face throughout the hiring journey. By embracing Fair Chance Hiring, organizations can tap into a diverse talent pool, foster inclusion, and drive innovation in the workplace. Let's continue these conversations and work towards building a more equitable future of work together. #secondchancehiring #Chicago #access #opportunity #workforce #collaboration #BusinessUNusual #diversity #equity #inclusion #untappedtalent #talentacquisiton #retention #partnerships

Early career job seekers and hiring managers expect different outcomes from the hiring process, drawing a disparity between companies’ immediate hiring needs and workers’ desires for long-term growth. https://ow.ly/gmw250UeOot

As we look ahead to 2025, workforce planning and the ongoing search for innovative ways to secure top talent remain key priorities. Fair Chance Hiring continues to be a forward-thinking and impactful solution to meeting these needs. Consider working with Corporate Coalition of Chicago to learn how to manage this type of program.

Employers: Second Chance Month is the perfect opportunity to revisit your hiring and retention policies to be more innovative and inclusive. Here are some ideas to consider: 1. Create an intentional hiring plan 2. Connect with local partners *ahem your local OIC* to find talent 3. Conduct skills-based interview 4. Fairly consider the applicant and their charges With 77 million adults in the US with a former conviction, second chance hiring isn't just the right thing to do; it's makes financial sense too. Read more: https://lnkd.in/gM5bxhz

A Call to Recruiters and Companies In today's competitive job market, it's more crucial than ever for companies to offer fair and enticing benefits to attract and retain top talent. As someone who has worked in various roles across different industries, I've observed the profound impact of a company's culture on its ability to retain employees and nurture a positive work environment. During my tenure at S&P Global, I experienced firsthand the benefits of a people-first culture. This approach, which prioritizes employee well-being, is a cornerstone of many successful companies, particularly those in Silicon Valley. These companies understand that to attract the best candidates, they must offer not only competitive salaries and benefits but also a supportive and enriching work environment. From a psychological perspective, a people-first culture can significantly enhance employee satisfaction and retention. When employees feel valued and supported, they are more likely to be engaged and motivated in their work. This, in turn, leads to higher productivity and a stronger commitment to the company's goals. Recruiters play a pivotal role in shaping the workforce of a company. Therefore, it's essential for recruiters to push back when their companies set unreasonable requirements for candidates without offering sufficient benefits in return. It's about finding a balance that acknowledges the value of the employee while meeting the company's needs. Let's foster environments where employees can thrive, innovate, and feel genuinely appreciated. By doing so, we not only attract top talent but also build a loyal and dedicated workforce that drives long-term success.

🚨 The U.S. labor shortage is real—and growing. To stay competitive, businesses must think differently about their hiring strategies. That means tapping into one of the largest untapped talent pools—individuals with criminal records. As Jeffrey Korzenik author of Untapped Talent (if you haven’t purchased this book, you need to) and advisor to the Corporate Coalition Fair Chance Hiring Cohort, reminds us: Fair chance hiring isn’t just about doing the right thing. It’s a proven, profitable business strategy that delivers: ✅ Access to a motivated, overlooked workforce ✅ Loyal, engaged employees ✅ A stronger, more inclusive company culture At Persevere we specialize in developing untapped talent. From teaching Full Stack Development behind the walls in 7 states to supporting community-based programs across all 95 counties in Tennessee, we empower individuals to thrive in their careers and help companies address labor shortages with skilled, dedicated employees. Let’s redefine what’s possible. Partner with Persevere and invest in talent for 2025! 💬 Comment below or send me a message to learn how we can help your company succeed through fair chance hiring. #FairChanceHiring #UntappedTalent #Persevere

Yesterday, we attended "Breakfast with the Fed" sponsored by the Harrison Regional Chamber of Commerce in partnership with the Little Rock Branch of the Federal Reserve Bank of St. Louis. The featured speaker was Matuschka Lindo Brigg, a Senior Vice President with the Little Rock Branch of the Federal Reserve Bank of St. Louis. One of the things Ms. Brigg mentioned as she was telling us about the "Beige Book" - a quarterly report published by the Federal Reserve Bank of St. Louis - is that local businesses are having a tough time attracting and keeping young talent. With so many job openings and not enough qualified candidates, it's like trying to find a needle in a haystack! Why is it so tough? A few things are contributing to this hiring headache: ➡ Competition: There are a lot of companies out there competing for the same great people. ➡ Higher wages: Businesses are having to pay more to attract and retain employees. ➡ Changing expectations: Younger workers are looking for jobs that are meaningful and offer a good work-life balance. How can Synergy HR help? If you're a local business struggling to fill your entry-level positions, Synergy HR can help. We're experts at finding top talent and making sure they stick around. Here's how we can help: ➡Identify your unique needs: We'll delve deep to understand your company culture, values, and specific requirements for entry-level positions. ➡ Source the best candidates: Using our extensive network and advanced sourcing techniques, we'll identify qualified candidates who align with your company's goals. ➡ Create a positive candidate experience: From the initial application to the final interview, we'll ensure a smooth and enjoyable process for candidates. Don't let hiring challenges slow you down. Let Synergy HR take the stress out of finding and keeping great talent. #harrisonarkansas #hiring #staffinghelp

The U.S. labor shortage is real—and growing. To stay competitive, employers will need to evaluate all forms of available talent, including the largest untapped talent pool, individuals with criminal records, according to Jeffrey Korzenik, Author of Untapped Talent and expert advisor to the Corporate Coalition Fair Chance Hiring Cohort. Why? Because fair chance hiring delivers: ✅ Access to an overlooked, motivated workforce ✅ Loyal, engaged employees ✅ Stronger, more diverse and more inclusive company culture Investing in potential isn’t just the right thing to do, it’s a proven, profitable business strategy. Want to learn how your company can explore fair chance hiring or build upon its current practices? Reach out to Stephanie Dolan, Program Director for Fair Chance Hiring. Our next cohort launches in February! #FairChanceHiring #InclusiveLeadership #TalentStrategy #TalentAcquisiton #Inclusion #Access #Awareness #TalentShortage #UntappedTalent #Chicago #Opportunity #SecondChanceHiring