Dave’s Killer Bread Foundation aims to galvanize the business community to adopt and implement Second Chance Employment. They work directly with employers to build leadership buy-in, adopt Second Chance Employment, and share recommendations and best practices.
Five years ago, Genevieve Martin was tasked with identifying the next initiative to better support Dave’s Killer Bread’s (DKB) workforce, where one in three DKB partners has a criminal background. Through some initial research and networking efforts, it quickly became clear that employment, as a whole, was a crucial challenge for returning citizens. And that’s how Dave’s Killer Bread Foundation born.
1. What’s changed in terms of DKBs original goals? Has your mission evolved or tracked towards the north star that was set out in the beginning?
Early on, we decided as a company, the role we had to play that would be the most credible and helpful would be to help people understand what employment meant in the formula of returning to the community from incarceration or felony convictions. Therefore, our mission hasn’t changed—our goal is still to work with employers to understand that second chance hiring isn’t this big scary thing. It’s possible, simple, and where we, at Dave’s Killer Bread, get our star performers.
2. What are you most excited about for the future of DKBF?
When we first started this work nearly five years ago, there wasn’t much conversation or education around the topic of second chance hiring. Now there’s a lot more awareness, along with bipartisan support. It’s been encouraging to see that shift and in tandem with that, it’s the best time for us to do this work and have these conversations.
3. How do you center people most impacted within your strategy?
In three key ways: first and foremost, we have formerly incarcerated people on our board of directors who help influence and shape our strategy. Second, when we get media opportunities, we draw from a bench of people who have backgrounds to share their voices and perspectives. Third, we rely on events, such as our second chance panels, where you hear directly from impacted individuals. They share who they’ve been, where they are now, and what they’ve been able to attain. Turns out, it’s really hard to argue with someone who’s turned their life around and has been promoted five times.
4. Who are you partnering with to achieve your goals?
We offer employers multiple paths to embracing second chance hiring. One of them is through the Second Chance Business Coalition, which is a group of private sector companies who understand the value of second chance employment. Together, our goal is to build resources and recruit other employers to adopt these practices and become ambassadors of second chance hiring.
5. What’s one piece of advice you’d offer to employers who want to adopt fairer hiring practices?
Do it thoughtfully, and do it with intentionality. A lot of employers I talk to are excited by the prospect of second chance hiring and want to get started right away. But while enthusiasm is important, these companies need to understand what they’re signing up, along with the challenges and stigmas individuals face when they come back to the community, before they can start interviewing talent.
Genevieve Martin is the founding executive director of the Dave’s Killer Bread Foundation. Recognizing that people with criminal backgrounds are a vital part of the workforce who are talented, motivated—and often overlooked—the foundation pursues projects that break down stigmas and change the narrative around people with felony convictions. Genevieve travels the country sharing candid insight and best practices of employers who do this work well, all while growing their bottom line.
Spend some time researching upcoming recruiting trends and technologies and you’ll quickly realize Artificial Intelligence (AI) is widely regarded as the future of hiring. More than half of HR managers anticipate their hiring process will involve AI within the next five years. They’re already behind the times.
AI is here and the 63% of recruiters who’ve invested in it say it’s changed how they do things. Here are three ways you can use AI to start saving time while converting more candidates today.
It’s no secret that the sharing economy has changed the way the world thinks, interacts, and engages. Today, more than ever, people have embraced new lifestyles based on sharing. But for all the opportunities the sharing economy has created, there are just as many risks, particularly when it comes to trust and safety.
In our eBook, Rewriting the Rules of Trust & Safety in the Sharing Economy, we’ll explore the challenges companies in the sharing economy face when it comes to maintaining trust and safety on their platforms and share a more holistic data-driven framework for addressing them.
Download the eBook to learn:
- How companies approach trust and safety today
- New data sources you can tap into, including continuous background checks
- The benefits of adopting a real-time approach
Today we’re releasing data from the Checkr platform that sheds light on current risk and the role both recent and past behavior play in determining it. Through an analysis of over 70,000 candidates, who were checked on our platform and had a reportable conviction in their background report from 2010, we found that the rate of actionable criminal information appearing on a background report drops significantly over time. In other words, the longer ago a crime occurred, the less likely there is to be subsequent reportable criminal behavior on a background check.
We’re excited to announce Margie Lee-Johnson has joined Checkr as VP of People, where she will lead all HR functions including people operations and talent acquisition.
As we continue to scale our San Francisco office and establish our new home in Denver, Margie will lead Checkr’s growing hiring needs and further the mission-driven culture that’s been core to Checkr from day one. Her focus will be establishing programs to ensure we are optimizing for meaningful work, hands-on management, and a productive environment to maximize employee and company success.
When Checkr first opened its doors in 2014, we were a small team working out of a warehouse in the Potrero Hill neighborhood of San Francisco. It’s where we built the foundation of our product, brought on our first customers, and laid the groundwork for our mission of building a fairer future. We’ve come a long way since then, from rolling out new, innovative products to growing our headquarters to over 300 employees. To keep up with the rapid growth and scale our business, we knew we had to expand and tap into new pools of eager, passionate talent. That meant looking beyond our California HQ and extending Checkr across the United States. To that end, we’re excited to share that Checkr will be opening its second headquarters in Denver, Colorado.
We’re thrilled to announce Cory Louie has joined Checkr as Chief Trust & Security Officer, where he will lead information and physical security, risk and compliance, privacy and strategic trust initiatives. Cory will serve as a member of the Executive Team, reporting into Daniel Yanisse, our CEO and co-founder.Cory joins Checkr at an inflection point in our business as we continue our trajectory as the leading provider of modern and compliant background checks. In four years, we've scaled to run 1.5 million background checks per month for more than 10,000 customers, supporting the hiring needs within the sharing economy, enterprise companies, and other organizations.
The rise of search engines has made it easy—maybe a little too easy—to believe that we can look up almost anything, near-instantly, with little more than a couple of keystrokes.
A few weeks ago, the state of California introduced legislation to automate expungement of arrests and low-level convictions, which currently qualify for expungement under existing law. With this new bill, California is taking active steps to removing a major barrier for people with criminal records.
Today’s staffing agencies are facing more competition than ever before. Whether it’s from large Online Staffing Platforms, such as Wonolo, Field Nation, and BlueCrew, or from the new players in the On-Demand economy, including Uber and Postmates. These companies have really changed the game when it comes to providing a seamless application and onboarding process for candidates. As an agency, you’ll want to consider how much you invest in updating your processes, whether you decide to build a platform in-house, buy a white-labeled online staffing platform or select vendors that will automate the most critical parts of your process, you need to develop a strategy to attract candidates to maintain your competitive edge.
Even if you’re staffing agency who doesn’t directly compete with these new platforms, it’s still a good idea to study them. You should be thinking about how to optimize parts of your process to improve the candidate experience, and since no one is doing it better than these companies, they’re the ones you’ll want to emulate as you adapt your strategies.
Here are 10 helpful questions to consider as you start to think about monitoring your competition: