Wrapping up Second Chance Month: Practical Steps for Building a Local Talent Pipeline
With the manufacturing sector facing a persistent talent shortage, employers must look beyond traditional labor pools to meet demand. One promising strategy is second chance hiring—an approach that connects individuals with criminal records to stable, long-term employment while helping manufacturers fill critical roles.
April is Second Chance Month, a national effort to raise awareness about the challenges faced by people with criminal records and the importance of helping them succeed in their communities. It’s a timely reminder that nearly one in four Americans has some involvement with the criminal justice system, and many face barriers to employment despite having the skills and motivation employers need. Second chance hiring helps bridge this gap, expanding the talent pipeline and strengthening communities in the process.
The Manufacturing Institute launched its second chance hiring work to support manufacturers in integrating this strategy into their broader workforce development efforts. As part of this work, the MI developed a practical, five-step framework for local implementation:
Plan – Identify workforce needs, assess barriers to employment and align with local partners to set a shared vision.
Partner – Engage local workforce boards, community organizations and reentry providers to build a strong support network.
Equip – Offer training, resources and clear guidance to help employers confidently adopt second chance hiring practices.
Implement – Launch small pilot efforts with selected employers and candidates to test and refine your approach.
Sustain – Measure success, share outcomes and expand thoughtfully with long-term commitment from stakeholders.
Why This Matters: Manufacturers are well-positioned to lead in welcoming people into their workforce who are ready and willing to develop their skills and seize the second chance for a promising career. Second chance hiring isn’t just about offering opportunities, it’s about meeting real workforce needs with people who are prepared to contribute.
