How to Hire Justice-Involved Workers in Manufacturing (And Why You Should)
By Drew 'The MFG' Crowe | Manufacturing Workforce Development
If you're struggling to fill open positions on your factory floor, you're not alone. The manufacturing industry faces a shortage of over 500,000 workers—and that gap is only widening.
But here's what most companies miss: while you're fishing in the same empty pond as your competitors, an ocean of untapped talent is waiting on the shore.
I'm talking about the 70 million Americans with criminal records. That's 1 in 3 adults.
The Opportunity You're Ignoring
95% of incarcerated individuals will return to society. Yet only 12% find stable employment within one year of release.
This isn't a charity case. This is a business opportunity.
Justice-involved workers bring something traditional pipelines can't match: grit, loyalty, and hunger.
They don't job-hop—they build careers. They don't need "culture fit"—they transform culture.
The Numbers Don't Lie
Companies that implement second-chance hiring programs report:
40% lower turnover compared to traditional hires
Higher retention rates (justice-involved workers stay 2x longer on average)
Reduced recruiting costs (referral rates are 3x higher)
Stronger team culture (diversity drives innovation and problem-solving)
I've seen it firsthand. 85% of participants in my workforce development programs successfully transition to manufacturing careers—and they stay.
How to Start (Without the Risk)
Step 1: Shift Your Mindset
This isn't about lowering standards. It's about recognizing transferable skills.
Someone who survived incarceration has:
Problem-solving skills (navigating complex systems)
Discipline (following strict rules and schedules)
Teamwork (collaboration in high-pressure environments)
Resilience (overcoming adversity)
These are the exact skills manufacturing demands.
Step 2: Update Your Hiring Process
Traditional background checks eliminate candidates before you even meet them. Instead:
Use skills-based assessments (can they do the job?)
Implement ban-the-box policies (delay background checks until after the interview)
Focus on recent history (what have they done in the last 3-5 years?)
Offer paid training programs (invest in potential, not just experience)
Step 3: Build a Support System
Second-chance hiring works when you set people up for success:
Assign mentors (pair new hires with experienced employees)
Provide transportation assistance (many justice-involved workers lack reliable transportation)
Offer flexible scheduling (accommodate parole meetings, counseling, etc.)
Create clear advancement paths (show them a future, not just a job)
Step 4: Partner with Reentry Organizations
Don't go it alone. Organizations like JARC (Justice, Advocacy, Reentry Coalition) pre-screen candidates, provide training, and offer ongoing support.
These partnerships reduce your risk and increase your success rate.
The ROI is Real
Let's do the math:
Cost of an open position:
Average time to fill: 42 days
Lost productivity: $500-$1,500/day
Recruiting costs: $4,000-$7,000
Total cost per open position: $25,000-$70,000
Cost of second-chance hiring:
Training investment: $2,000-$5,000
Support systems: $1,000-$3,000
Total investment: $3,000-$8,000
Even if 1 in 5 hires doesn't work out (which is lower than the industry average), you're still saving money and building a stronger workforce.
Real Stories, Real Results
Case Study: Midwest Manufacturing Plant
A 150-employee plant in Detroit partnered with a local reentry program and hired 12 justice-involved workers over 18 months.
Results:
Zero turnover in the first year
3 promotions to supervisory roles
8 employee referrals (those 12 hires brought in 8 more quality candidates)
$180,000 saved in recruiting and turnover costs
The plant manager told me: "These are the best hires we've ever made. They show up, work hard, and actually care about the company. I wish I'd done this 10 years ago."
The Bottom Line
The manufacturing talent shortage isn't going away. You can keep fishing in the same empty pond, or you can tap into the 70 million Americans your competitors are ignoring.
Second-chance hiring isn't charity. It's strategy.
It's how you build a loyal, skilled, diverse workforce while your competitors scramble to fill the same positions over and over.
Ready to Get Started?
I've helped hundreds of manufacturing companies implement successful second-chance hiring programs. From workforce assessments to training frameworks to community partnerships—I can help you build a pipeline that works.
Let's talk: 📧 booking@the-mfg.com📞 314.246.0033
About the Author:Drew 'The MFG' Crowe is a manufacturing workforce development expert, former two-time felon, and MIT graduate. He leads The New American Manufacturing Renaissance, a movement bridging the manufacturing talent gap with underserved communities. His programs achieve an 85% success rate in career transitions.
#ManufacturingJobs #SecondChanceHiring #WorkforceDevelopment #ManufacturingTalent #NAMR
