In light of ongoing workforce shortages, many manufacturers are looking for ways to increase their talent pools and fill open jobs. One often-overlooked but promising solution is hiring second chance citizens—individuals who have been incarcerated but are ready to re-enter the workforce.

While this population is frequently dismissed, increasing numbers of manufacturers are discovering that second chance citizens can bring valuable skills, dedication, and a strong work ethic. In fact, studies and real-world examples show that this group can be an untapped asset for manufacturing companies, with some second chance programs reporting significantly higher retention rates than when hiring from the general population.

The Power of Second Chance Workers

According to the Manufacturing Institute, 85 percent of human resource professionals believe that employees with criminal records perform their jobs as well or better than those without. Often, second chance citizens have desirable skills, but they may lack the specific technical skills needed for manufacturing jobs. This is where programs like the Manufacturing Skills for Success (MS4S) initiative come into play. Created by Purdue University’s Manufacturing Extension Partnership (MEP) and successfully replicated in correctional facilities across Indiana and Tennessee, MS4S provides essential training to help individuals transition from prison to a fulfilling career in manufacturing.

The MS4S program is a 10-day boot camp that covers the basics of manufacturing and equips participants with the skills they need for entry-level roles. The program includes:

• 80 hours of hands-on training in workplace skills, print reading, measurement, quality tools, lean manufacturing, math and safety practices.
• An OSHA 10-hour General Industry Safety card, which is critical for workplace safety compliance.
• Soft skills training in problem-solving, communication, and teamwork.

Graduates of the MS4S program leave with a solid foundation of skills that are directly applicable to real-world manufacturing environments. They are prepared to work efficiently and safely and are familiar with tools and techniques that are used in manufacturing facilities.

To date, MS4S has successfully trained over 1,800 individuals, many of whom have transitioned into full-time manufacturing jobs with employers who value their work ethic and newly acquired skills. The program has proven to be a win-win for both second chance citizens and manufacturers looking for reliable, skilled workers.

What’s driving this success? Many second chance workers possess skills from previous employment or even self-taught trades. And while some may need additional training, their willingness to learn and grow within a company can make them long-term, committed employees. For manufacturers struggling with hiring, this talent pool represents an opportunity to fill gaps with motivated, skilled workers who are eager for a well-paying job.

How Smaller Manufacturers Can Benefit

For smaller manufacturers, partnering with programs like MS4S or creating their own workforce development strategies for second chance citizens can be highly beneficial. Here are a few reasons why:

• Address workforce gaps: Many manufacturers struggle with worker shortages, especially in entry-level positions. Second chance citizens are a great resource to fill these roles.
• Higher retention rates: Companies that hire second chance workers have seen higher retention rates compared to those hiring from the general population. Workers who have successfully reintegrated into the workforce are often highly motivated and committed to proving themselves.
• Cost-effective training solutions: Programs like MS4S offer a cost-effective way to get workers up to speed quickly without requiring lengthy, expensive training processes. Many local MEP centers provide these programs at a fraction of the cost of traditional training methods.
• Community support: Many second chance programs work in collaboration with local nonprofits, parole offices, and other community organizations, offering wrap-around services like housing assistance, childcare, and transportation. This integrated support system can increase the likelihood of success for second chance employees, reducing the risk of absenteeism or turnover.

Overcoming Challenges

While the benefits are clear, there are considerations to keep in mind when integrating second chance workers into your company. For example, once individuals are released, they may face barriers like part-time work schedules, transportation issues, or parole obligations. Manufacturers can overcome these items by offering flexible work hours, job-sharing or part-time options while the individual addresses these responsibilities.

Additionally, some second chance workers may need additional time to adjust to the demands of a manufacturing environment. Employers should provide ongoing mentoring and support, as well as clear communication about job expectations and safety protocols.

Tips for Successfully Hiring, Onboarding, and Retaining Second Chance Workers

If you're considering hiring second chance workers, here are a few tips to make the process smoother and more successful:

• Reassess job descriptions: Many companies automatically disqualify applicants with a criminal background. Consider removing the “no criminal record” requirement and instead assess each candidate on a case-by-case basis. Focus on skills, experience, and a willingness to learn.
• Consider flexible scheduling: As mentioned, there are some challenges that second chance workers may face, such as court appearances or parole check-ins. Offering flexible hours or part-time positions in the early stages can make a big difference in creating a loyal employee.
• Work with local support services: Connect with local community organizations, parole officers, and re-entry programs. These organizations can help ensure your new hire has the resources they need to succeed, such as reliable transportation or housing.
• Support new hires during the transition: Transitioning back into the workforce can be challenging. Clearly communicate job expectations, performance standards, and safety protocols. Encourage open communication, letting new hires know they can reach out to supervisors or coworkers for guidance or questions. Provide regular, constructive feedback to help them grow and succeed in their roles.
• Provide additional training: Even after completing a program like MS4S, second chance citizens may need additional on-the-job training. Be prepared to offer mentorship and support to help them adjust to your company’s specific processes.
• Create Open Conversations – Involve the new hires in open dialog on a regular basis. Ask for feedback on what else can be provided to help them succeed. They may be facing difficulties in their current situation that you or even they haven’t anticipated. With a little support, there might be creative ways you can alleviate stressors.

A Smart Strategy for Smaller Manufacturers

For smaller manufacturers, tapping into the second chance citizen talent pool is a way to fill workforce gaps and an opportunity to make a positive impact on individuals looking for a second chance at life. By offering training and support, manufacturers can help these workers find new careers while benefiting from their skills and work ethic.

Programs like MS4S provide a great pathway to help second chance citizens successfully transition into the workforce. With the right training and support, hiring second chance workers can be a smart strategy for both your business and the local community.