Johnny C. Taylor, Jr., SHRM-SCP’s Post [Video]

For over ten years I have successfully placed #SecondChance candidates with my employers. While it may be more difficult in certain industries, there is nothing wrong with doing something different. You can get a different result. Make a business case. My metrics showed their attendance and performance record was not below any other category of team member(s). In fact, in some cases there is/was greater retention which can lead to optimizing productivity. Helpful tips: 1. Establish relationships with a variety organizations that help people transition to the workplace. 2. Communicate with candidates/hires from the side of expectation, not as an exception. 3. Having candid interactive conversations throughout the team member's lifecycle allows the employer and team member to reach a positive outcome. 4. Mentoring and support is provided for non-SecondChance team members. Do the same for SecondChance team members. A person with a disability, has the ABILITY to do something valuable in an organization. One may be trained in just a different way. As humans we are all fallible. #HR #capability #veteran #secondchance

I really love this message. I would add there is a lot of opportunities to provide employment to young adults aging out of the foster system. When kiddos who were never placed with a permanent family reach age 18, these kids then move into society with a sever lack of opportunity. 70% of the kids want to go to college but have no guidance or mentors to help them. Only 3% will actually earn a college degree. 1 in 4 won’t have graduated high school or have earned their GED. 60% of the boys will have been convicted of a crime. 7 in 10 of the girls who age out will be pregnant by age 21. 50% of all kids aging out will develop a substance abuse problem. My wife and I have fostered and have been raising two babies from birth, born a month apart (in addition to our 4 biological children). One is adopted and the other we are working to adopt. While they are not biological siblings, they have a strong sibling familiarity. Here is a photo of them together. Enjoy! There is a huge opportunity to help people of all kinds. Anything we can do help this demographic is a huge opportunity to solve a problem before there is a problem. Thank you for putting a spotlight on this issue.

I totally agree. I bet there are thousands, maybe more Second Chance Success Stories out there. Let’s continue to Add to them…

Johnny C. Taylor, Jr., SHRM-SCP I think this is very important however, there are many barriers to this. I work in the healthcare arena and contract requirements dictate that you can't have anyone with a "felony conviction", regardless of the crime, work on an account. I believe there needs to be some legislation to help all employers engage in second chance hiring.

I worked as a Transition Facilitator at a max security prison and for a lot of my re-offenders, this was why they were back in prison. When you take away a person's ability to make a viable, legal living, they're going to find another way to make money. And funding for education and vocational training in prisons needs to be revamped completely. Regular citizens think you lock a person up and throw away the key and that's the end of it but it's not. Most of the people will be released and come back into your community and they need to be able to start over, building a new, wholly different kind of life and if we don't help them achieve that goal, the crime rate is never going away and we're going to keep throwing people away. I'm sorry, this is a soapbox topic for me.

In my former position, there was a rigid background threshold in place. Over the years, I had the opportunity to hire individuals with criminal records that slipped between requirements. One individual sticks in my mind. He was the visual image of someone who has committed serious crime. He was also a human who was kind and hardworking and expressed gratitude for being given a chance when other companies responded with quick denial. If there is one thing I miss in the janitorial and security services industry, it is the personal stories and inspiration I drew from daily opportunities to change someone's outlook day to day. ❤

"We can't afford to dismiss People". . .this says it all for me

I love this post. I'm so proud to be involved with the SHIFT Awards which recognizes hiring and training initiatives that provide opportunities for often overlooked groups. I've learned so much from the organizations we've honored and have been particularly affected by those providing second chance employment. Between my association with these programs and SHRM's Getting Talent Back to Work, Veteran's at Work, and Abilities @Work certificate programs, my perspective has changed so much and I am grateful.

I appreciate you shining a spotlight on this. The Veteran & Military Employment Services Team in Utah (as well as many other state workforce agencies) has helped many veterans get connected with employers. Many veterans have to overcome barriers to employment such as the ones mentioned: age, disability, and justice-involved backgrounds. It is especially rewarding for everyone involved to facilitate these mutually beneficial connections.