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Media Roundup: Second Chance Hiring

2C Workforce Solutions is based on the understanding that second chance hiring supports both a healthy society and a strong national economy. Contrary to common stereotypes, returning citizens offer incredible value to businesses across our nation. That’s why we’ve made it our mission to change the narrative and provide deserving candidates with the resources and connections they need to succeed after release. Below you’ll find a roundup of recent interviews where I discussed 2C and our parent company ViaPath Technologies’ expertise in the second chance hiring field.

WTOP News: Falls Church company helps formerly incarcerated people find a job

  • “Each year, there are more than 650,000 individuals released from incarceration, between state and federal prisons. More than two-thirds of those are rearrested within three years of their release, and over half of those are reincarcerated. A big driver of someone’s success when they are released is getting a job and getting gainful employment.”
  • “They actually come and go through the whole process like a candidate coming off the street looking for a position. They do an application. They sit with a recruiter. There is a background check that we do.”
  • 2C Workforce Solutions, which launched just six months ago, has, to date, found jobs for more than 300 formerly incarcerated people in manufacturing, distribution, e-commerce, IT and administrative business.

HR Dive: Five minutes with ViaPath Technologies’ CHRO

  • “Roughly 70% of those [released from incarceration] – that’s a huge number – report having challenges. It’s difficult to break that stigma. Within three years of release, roughly two-thirds of formerly incarcerated individuals find themselves incarcerated again.”
  • “One of the main drivers [to avoid reincarceration] is getting a job and being gainfully employed. That leads to confidence, being able to support your family and being able to obtain benefits.”
  • “I had to spend a lot of time saying, “Okay, what’s our value proposition? What are we pitching for these candidates? It’s the connection to the mission, the social impact, all of our environmental, social and corporate governance initiatives.”

HR Daily Advisor: HR Works Podcast: Unlocking potential – could second-chance hiring be your talent cheatcode?

  • “They’re loyal, they’re focused, they’re not going to go anywhere else, so it helps with your retention issues. As I talked about before, it opens up a candidate pool. Everybody is struggling to find people. … Most people don’t know this, but $87 billion a year is the estimated annual cost to the economy.”
  • “There are 650,000 individuals released from incarceration every year, whether from state or federal prisons. … If you have 30% of those individuals that want jobs, you’re still looking at a few hundred thousand candidates that shouldn’t be overlooked. That’s more prevalent than most of your listeners and most people think.”
  • “These individuals with these lived experiences can really have a huge positive impact on your business operations. The [formerly incarcerated individuals] on our product team are incredible. They’re some of our top performers.”

GovLoop: Technology Can Promote DEI for Second Chance Hires

  • Prioritizing DEI principles starts by equipping incarcerated individuals for success as soon as they enter a facility. State governments and prison administrators can – and should – implement technological solutions that prepare the incarcerated for meaningful employment after release.
  • By providing these resources on tablets, prisons can give the incarcerated flexible, unlimited access to programs that teach practical skills. Technology can make DEI goals tangible by equipping everyone with the hard skills and certifications they need to thrive in the workplace.
  • These programs can continue after incarceration, facilitating a smoother transition into the workforce for returning citizens. Services such as post-release training and support groups are key to advancing DEI in prisons. Building stronger, more diverse workplaces starts with creating stronger opportunities for all candidates.

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