Giving Second Chances And Building A Dynamic Team

Diving deeper into diversity and inclusion hiring practices

As an employer, it is essential to find value in people and the experiences they have had in their life, both positive and negative. More importantly, hiring teams should be tuned in to how those experiences have shaped candidates’ character and relatability to your customers or clients. 

Everyone makes mistakes. It is a natural part of the human experience. Many people learn from those mistakes and make corrections. While some mistakes are more significant, most should not haunt people for their entire lives. Second chances should be considered, even for those who were previously incarcerated.

Nearly 70 million Americans have some type of criminal background. According to a Psychology Today article, nearly 650,000 individuals are released from our nation’s state and federal institutions each year. When prisoners are released, they face several hurdles to economic stability and encounter significant barriers to obtaining and maintaining sustainable employment. 

At 26 Motors, we have had a very positive experience with employees who fall under our second-chance initiative. Our efforts in diversity and inclusion, for example, extend to a variety of people who could not finish school or have a criminal record. What is more critical than their schooling or background is their ability to demonstrate the willingness to reform and turn their lives towards a positive and productive future. We love a good comeback story and feel it is important, as community members, to embrace those who have traveled a harder path. 

Our diverse workforce includes at least one person who was previously incarcerated for what is now considered a minor offense. He has completely turned his life around thanks to the second chance given to him. He has been working with 26 Motors for many years, and we are grateful to have him as a part of our team. He is a shining example of what is possible by giving people a chance. Even better, this philosophy is backed by research. According to a recent study, employees with a criminal record have a much longer tenure and are less likely to quit their jobs voluntarily than other workers.

Breaking down the walls and barriers of personal conversation is not easy. From an HR standpoint, we suggest setting the tone before scheduling an interview. Through specialized messaging job descriptions and outreach must be clear with Ban the Box hiring language. Word of mouth has been a huge benefit to our hiring process. When current employees experience first-hand the opportunities available and understand the company’s values and processes, they are likely to share with family and friends positively. 

Focusing on qualifications and work ethic instead of analyzing the reasons behind a potential gap in employment is how we recruit and how other employers could boost talent acquisition in addition to employee retention. Conduct each interview with a mindset of does this person show a willingness to do what it takes to succeed. Like any business, we are looking for hard-working people, who have an interest in our industry: cars, which should be the most important thing to look for. 

This collaboration of various perspectives and life experiences offers teams insights that allow them to better serve their customers and their community, which is extremely important to any workforce structure. 

Yosef Ayzencot, Co-Founder of 26 Motors, oversees accounting and staff management.