All too often, applications from candidates with a felony record end up in the garbage can. The problem is, by overlooking people from what are seen as ‘problematic’ talent pools, you could be denying yourself access to untapped talent.
Second-chance hiring means giving people the chance to showcase their talent, hone their skills, and start again. When you do that, great things can happen for them, you, and your local region.
Here, Chris catches up with Marcus Sheanshang, President of JBM Packaging, to discuss the thriving manufacturer’s Fair Chance Hiring Program.
The conversation dives into the mission behind this game-changing program and how it’s grown from an ambitious idea to an initiative now responsible for 43% of JBM’s dedicated team members.
We also discuss how second-chance hiring can transform lives for the better and play a key role in the future of the manufacturing industry.
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3 Quick Things from this Episode
- Having an open mind when looking for fresh manufacturing talent and considering candidates from some of the most overlooked talent pools can result in some of your best and most loyal hires. JBM’s current turnover rate is 13%.
- Setting clear candidate criteria and having concrete development processes in place will help your second-chance talent succeed in the long run. These are two essential elements to a sustainable Fair Chance Program.
- Having solid support initiatives in place, including fair access to housing, transport, and life coaching, will help second-chance hires stay on track, turn their lives around, and make real progress.
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Tweetable Quotes
- “Can they live our core values, and can they help make this place better? Those are some of the criteria that we need.”
- “They need to lead it. This is on them, but we can certainly walk with them as they’re walking down their path.”
- “The driving forces behind JBM’s Fair Chance Program’s continual growth and notable 13% turnover rates.”
Please Scroll Down for Recommended Resources from this Episode
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What We Discuss with Marcus
- The virtues of looking for manufacturing talent where other people aren’t
- How to improve or reinvent your manufacturing business by attracting and retaining the right talent
- The most important aspects of a successful and sustainable second-chance hiring program
- How to support and develop new program members and give them a genuine second chance
- Why setting clear candidate criteria and considering a person’s potential are key to making strong hiring choices
- How giving candidates a fair chance can change the trajectory of someone’s life and make your business stronger
- The driving forces behind JBM’s Fair Chance Program’s continual growth and notable 13% turnover rates.
Recommended Resources
- Fair Chance Program, JBM Packaging’s second chance hiring program provides formerly incarcerated workers with the resources they need to thrive at work and in life
- JBM Packaging, a purpose-driven packaging company, JBM provides full-service solutions for brands seeking alternatives to plastic packaging
- Second Chance Month, a concerted effort to raise awareness about the nearly 44,000 legal barriers faced by men and women with a criminal record taking place every April
- Criminal Records and Reentry Toolkit, people with a record (justice-involved or justice-impacted people) includes approximately 77 million people in the United States
- Second-chance hiring continues to gain traction among major manufacturers. In 2024, staffing firm Kelly filled more than 2k jobs with justice-involved people. Monthly turnover was just 9%, lower than the industry average. (source: Manufacturing Dive)
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