HIRING
BEST PRACTICE 2
Collaborate with workforce preparation organizations to meet business needs and maximize benefits for both the program participants and employers.
Example of how this Best Practice connects to the Guiding Principles:
Build Community: Partnerships between employers, WPOs, and communities promote economic self-sufficiency within the community, expand awareness of alternative educational opportunities, create meaningful employment options, and align and utilize existing resources.
Examples of how employers can implement this Best Practice:
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Provide feedback/status of individuals who have been placed in employment to WPOs. (Develop MOUs to assist with this as needed.) Allow WPOs access to direct supervisors, not just Human Resources staff, to get realistic and timely feedback so that employees can be best supported.
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Proactively share open jobs and (realistic) requirements with WPOs and community-based job boards/posting sites.
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Work with WPOs to tailor training to meet their needs.
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Through Employee Assistance Program or other internal benefits programs, provide financial assistance/planning/literacy education to employees.
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Work to understand what WPOs offer and recognize them for the services they provide.
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Provide internship, co-op, and/or apprenticeship opportunities.
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Infuse cultural competency learning opportunities throughout the business and for individuals at all levels within it. Connect these learning opportunities to supporting the business' success; not “checking off” a training requirement.
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.
BEST PRACTICE 3
Develop recruitment and hiring practices that are responsive to the needs of the community.
Example of how this Best Practice connects to the Guiding Principles:
Build Community: Partnerships between employers, WPOs, and communities can increase neighborhood financial stability, promote economic self-sufficiency within the community, and create meaningful employment opportunities.
Examples of how employers can implement this Best Practice:
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Regular participation in community-based job fairs and recruitment events.
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Neighborhood canvassing as a means of recruitment.
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Use social media to engage beyond traditional pool of candidates.
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Have interpreters available at hiring events.
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Share information about openings widely and creatively throughout the community; ensure job board is accessible.
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Recognize current systems so as to not create new/duplicative systems (build on existing referral sources that engage low income individuals; don’t create a new system).
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Be responsive to community feedback. Study whether or not you are accessible to the community.
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Sponsor or otherwise participate in events in the community.
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Ensure minimum qualifications are appropriate (don’t require degrees/certifications that aren’t truly needed to perform the job).
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Physically locate your place of business in a low income community to mitigate transportation and other related barriers.
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Engage in continued learning about hiring and retention and how to improve.
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.
BEST PRACTICE 4
Engage in critical reflection about hiring practices and make changes to improve equity, provide for flexibility in job requirements, and focus on individuals’ capacity to learn
Example of how this Best Practice connects to the Guiding Principles
Address Structural Racism
Address Trauma
Examples of how employers can implement this Best Practice:
Check back frequently—More examples to come!
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.