Podcasts about open hiring

We are facing a tragedy of the commons — and have been for a while. At worst, businesses are taking advantage of the planet and society and aren't holding themselves fully responsible for the damage they are doing. When companies release excessive carbon into the air or keep wages low, the resulting environmental damage and societal burdens are paid for by the average citizen and the taxpayer. Christopher Marquis explores this reality in his new book, The Profiteers. He explains the systemic issues underlying today's most pressing global challenges, from climate change to inequality, shedding light on the ways in which businesses privatize gains while socializing costs. But at the heart of Marquis's work lies a call to action for leaders across sectors to embrace a new vision of business. The Profiteers serves not only as a wake-up call to the inherent flaws of our current system but provides a roadmap for a more sustainable and equitable future. We invited Christopher Marquis, Cambridge University professor and author of other books (including Mao and Markets: The Communist Roots of Chinese Enterprise and Better Business: How the B Corp Movement Is Remaking Capitalism), to discuss how The Profiteers exposes the hidden toll of environmental damage, low wages, and systemic discrimination, calling for a paradigm shift in business practices. Listen for insights on:The exploitation of the “the commons” by businessesHow governance alignment can help corporate sustainability efforts succeedExamples of creative thinking that led to social and environmental innovation Resources + Links:Christopher Marquis' LinkedInThe ProfiteersPurpose 360: Igniting the B Corp Movement with Chris MarquisPurpose 360: Open Hiring for Wide Open Dreams with Greyston (00:00) - Welcome to Purpose 360 (00:11) - The Profiteers Book (02:16) - Chris' Background (05:16) - Book's Genesis (08:34) - The Problem (13:35) - Public Commons – Who Pays the Costs? (15:27) - Regulation (16:48) - Danone (19:15) - Employees as Lever (20:30) - Other Stand Outs (27:27) - The Playbook to Recreate Our Economic System (30:53) - Purpose and AI (32:08) - Why Buy This Book? (33:12) - Last Thoughts (33:29) - Wrap Up

In this episode of the Lead to Soar podcast, co-hosts Mel Butcher and Michelle Redfern, along with special guest Erica Jefferson, tackle the pervasive challenges within the recruitment industry. The discussion centres on the inefficiencies and impersonal nature of recruiting practices, advocating for a radical transformation that prioritizes human connection, candidate care, and the dismantling of outdated systems. Through trio sheds light on the importance of networking in job acquisition, critiques the reliance on artificial intelligence in recruiting, and proposes actionable solutions aimed at creating a more inclusive, efficient, and respectful hiring process.Episode Highlights• The Human Element in Recruitment: The episode kicks off with statistics from HubSpot and CNBC, revealing that a significant majority of jobs are filled through networking, and many positions never reach public advertisement. This underscores the importance of human connections in the job market.• Critique of Current Practices: Erica Jefferson passionately criticizes the grueling and often dehumanizing interview processes that resemble an episode of "The Hunger Games," highlighting the industry's failure to value genuine talent and potential.• Call for a Recruitment Revolution: The conversation calls for a comprehensive overhaul of the recruitment process, drawing parallels between the transformation seen in the taxi industry with the advent of Lyft and Uber and the potential for similar innovation in recruitment.• The Role of AI in Recruitment: The trio expresses scepticism about the reliance on AI for solving recruitment woes, emphasizing that technology alone cannot replace the nuanced understanding and empathy of human recruiters.• Impact on Brand Equity: Michelle Redfern points out how poor recruitment practices can tarnish an organization's brand equity, stressing that candidate experience is integral to the company's overall reputation.• Open Hiring as an Innovative Model: Mel Butcher introduces the concept of open hiring practiced by a company associated with Ben & Jerry's, which simplifies the hiring process by removing interviews and selecting candidates based on their willingness to work.• Leadership and HR's Role in Engagement: The discussion touches upon the limited influence HR has on employee engagement and the necessity for executive leaders to play a more active role in fostering a positive organizational culture.Leadership Call to Action• Revitalize the HR Function: Leaders are encouraged to reconceptualize the role of HR within their organizations, integrating technical skills, strategic thinking, and a genuine care for employee wellbeing into the fabric of HR practices.• Embrace Metrics That Matter: Companies should adopt meaningful metrics to evaluate the effectiveness of their recruitment processes, focusing not just on filling positions quickly but on the long-term success and satisfaction of hires.• Prioritize Candidate Experience: Recognizing that every interaction with a candidate reflects on the brand, companies must ensure their recruitment practices are respectful, efficient, and aligned with the organization's core values and strategic goals.• Consider Alternative Hiring Models: Leaders are urged to explore innovative recruitment strategies, such as open hiring, to simplify the process and focus on the essential qualifications and willingness to work. Hosted on Acast. See acast.com/privacy for more information.

Imagine a hiring process where all you have to do is put your name on a list. Where you can earn a living wage regardless of your education, disability, race, prison time, homelessness, or other traditional barriers to employment. It's called ‘open hiring' and Greyston Bakery- provider of brownies to Ben & Jerry's ice cream- has been implementing it for 42 years. A positive catalyst for lifting traditionally marginalized employees and their communities out of poverty, it also offers significantly positive returns for implementing businesses. The model may sound radical, but it's anything but. Learn more at https://www.greyston.org/ and in Episode 8, Season 5. ABOUT THE SERIES: Future of XYZ is a bi-weekly interview series that explores big questions about where we are as a world and where we're going. Presented in collaboration with Rhode Island PBS. FOR MORE INFORMATION: Follow @futureofxyz on Instagram, and visit www.future-of.XYZ or www.ripbs.org/XYZ for show links and more.

Nieuw personeel is moeilijk te vinden, dus worden ondernemers creatief. Een manier om wel nieuwe mensen te vinden, is open hiring: je meldt je gewoon aan voor een baan en je kunt meteen aan de slag, zonder sollicitatiegesprek. Hoe dat in de praktijk uitpakt, bespreekt presentator Hans van der Steeg met: * Dorieke Van Looije, die bij meerdere locaties van La Place betrokken was bij het aannameproces via open hiring * Ilona De Jong, die werk vond via Open hiring * Ronald Dekker, arbeidseconoom bij TNO

Forty-one years ago, Greyston did something radical. They pioneered open and inclusive hiring practices, becoming trailblazers in the U.S. by eliminating resumes, interviews and background checks. Fast forward to today, and variations of Greyston's once radical concept of "open hiring" are rapidly gaining traction. Greyston now boasts over 30 open hiring "replication partners" - ranging from major corporations to small businesses - all of whom have embraced these transformative practices.The Body Shop is one of Greyston's replication partners. The company began its open hiring journey in 2019 when Greyson came in to present on the topic. Four years later, the beauty brand has hired over 5,000 people through open hiring practices at distribution centers and retail stores across the globe. These initiatives aren't just about social impact; they deliver tangible business benefits. These practices have enhanced productivity, retention rates, diversity, conversion into new roles, employee engagement and talent acquisition - all while substantially reducing hiring costs.In this episode, EFG's Alli Murphy is joined by The Body Shop's Global Director of Inclusion, Belonging & Wellbeing, Nykeba King, and Greyston's President & CEO, Joseph Kenner. Together, they delve into the pressing issue of more job openings than people available to fill them in the U.S. and how their open hiring practices aim to break down barriers to employment. These barriers often include individuals who are experiencing houselessness, were formerly incarcerated, are in recovery from addiction or have employment gaps on their resumes.In today's episode, we'll explore:The remarkable story of how Greyston pioneered open hiringThe Body Shop's incredible open hiring journey from 2019 to the presentThe business benefits both organizations have seen as a result of open & inclusive hiringThe challenges and intricacies of these practices and how Joseph and Nykeba have overcome themPractical steps and insights on how to initiate open and inclusive hiring at your organizationLinks & NotesGreyston WebsiteGreyston Open HiringThe Body Shop WebsiteThe Body Shop Open HiringThe Body Shop InstagramThe Body Shop TikTokThe Body Shop XThe Body Shop FacebookElevate Your Social ImpactCheck out our annual conference!Sign up for Engage for Good's newsletterCheck out past podcast episodesAccess free resourcesCheck out our monthly webinarsLet Alli know what you think of the show! (00:00) - Welcome to Engage for Good (02:37) - Introducing Joseph Kenner and Nykeba King (07:14) - What is Open Hiring? (12:47) - People Practices at The Body Shop (18:26) - Open Doors with Open Practices (24:16) - Challenging Bias (26:22) - Common Criticism (30:11) - Getting Started (32:56) - What's Coming at The Body Shop (36:12) - Taking Care of Self

 About Dam Good™ English Muffins:Dam Good™ English Muffins is a woman-owned, family-operated, mission-driven wholesale bakery that has been in business since 2017 - we  make 4 varieties of all natural, preservative-free, vegan sourdough English muffins: “Original White,” “Multigrain,” “Cinnamon Swirl,” and “Whole Wheat.” We started with a New York State home processing license, and were baking out of our home in Croton. We have since moved our business to Peekskill, NY.Website: https://www.damgoodenglishmuffins.comInstagram: https://www.instagram.com/damgoodenglishmuffinsFacebook: https://www.facebook.com/damgoodenglishmuffinsSupport the showAbout Us - Women Who Brunch:Women Who Brunch is a food community and event series for women who love connecting, networking, and learning from each other over the most important meal of the week...BRUNCH! We're solving the problem of making adult friendships while doing cool stuff in the Hudson Vally, NY.Visit our website for updates on events, recipes, brunch spots, product reviews, and more or say hi on Instagram!Instagram: https://www.instagram.com/womenwhobrunchWebsite: https://womenwhobrunch.com

I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance, and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

Mücke, Peterwww.deutschlandfunk.de, WirtschaftspresseschauDirekter Link zur Audiodatei

“We don't hire people to bake brownies. We bake brownies to hire people.”Greyston, a for-profit benefit corporation, is committed to unlocking the power of human potential through inclusive employment, one person at a time. Founder Bernie Glassman built Greyston bakery to hire people who faced barriers to employment. His solution was simple: Anyone with a desire to work would be added to a list and called when there was a position available. No interviews, no background checks, and no resumes required.More than 40 years later, Greyston has benefited thousands of workers, their families, and communities through open hiring. And the company isn't stopping there. Its new ten-year vision is to impact 100,000 people by helping other organizations implement inclusive hiring practices.We invited Joseph Kenner, President and CEO, to speak to the present and future of Greyston and how inclusive hiring can benefit your organization.Listen for insights on:Why open and inclusive hiring won't compromise professionalism and efficiencyOrganizations that have successfully adopted open and inclusive hiring practicesThe business impact of open and inclusive hiringResources + Links:Joseph Kenner's LinkedInOpen Hiring at GreystonWide Open Dreams TrailerForbes: “How A Bakery Is Breaking Down Barriers To Employment Through Open Hiring And Job-Development Programs”Forbes: “Joseph Kenner, CEO, Greyston: The Changemaker Interview”CEO Magazine: “Greyston CEO shares six reasons for your company to consider open hiring in 2023” (00:00) - Welcome to Purpose 360 (00:13) - Joseph Kenner • Greyston Bakery (01:32) - What Drives Joe (02:41) - What Does Greyston Do? (03:51) - Open Hiring (05:05) - Founder Bernie Glassman (07:07) - Numbers (07:50) - Why Open Hiring (10:09) - Feeling (10:55) - Example (12:50) - Creating Awareness (13:47) - Starting at Greyston (15:17) - Pandemic Protocols (16:55) - The Foundation (20:00) - Advancing the Movement (21:10) - Progress (22:01) - 2030 Vision (22:28) - Social Innovator of the Year (23:29) - Exportability (24:07) - Challenges (24:50) - Fears (26:17) - Barriers and Points (27:40) - Buy, Donate, Replicate (29:04) - Next Steps (29:31) - Last Words (30:18) - Wrap Up

Hoe krijg je mensen met een andere achtergrond aan het werk op een baanbrekende manier? Hoe nemen we de barrières weg en bedenken we de alternatieven, zodat iedereen een plekje krijgt in de huidige arbeidsmarkt? Jos Verhoeven, oprichter en directeur van de Start Foundation, zorgt er met zijn organisatie voor dat nieuwe initiatieven een kans krijgen. Open hiring is een van de manieren om iedereen een gelijke kans te kunnen bieden. Luister naar zijn mooie initiatieven in deze nieuwe podcast van Diversiteit.Voor meer informatie, bekijk: https://diversitijd.com/

A prominent presence at Davos this year carrying the torch of Open Hiring®, Joseph Kenner leads the way on how companies can create an on-ramp for marginalised people AND have as positive impact on their business.  One of the Social Innovators of the Year 2023 by the Schwab Foundation for Social Entrepreneurship, he discusses the need for companies to embrace Open Hiring® to fulfil the dramatically changing labor market. Open Hiring® battles the current labor shortage by offering work on a first-come, first-hired basis, with no interviews, background checks, or resumes. ** If you enjoy this podcast, would you consider leaving a review on Apple Podcasts/iTunes? It takes only a few seconds and greatly helps us get our podcast out to a wider audience. Please subscribe on Apple Podcasts / Spotify / Stitcher, or wherever you get your podcasts. For transcripts and show notes, please go to: https://www.theconsciouscapitalists.com Thank you for your support! Timothy & Raj

United Nations Sustainable Development Goal #8 is Decent Work and Economic Growth. In this episode we are digging into the work the Department of Energy is doing for underrepresented communities, and the innovative work by Greyston Bakery and MaineWorks around hiring practices.   Additional Learning & Resources Around Decent Work and Economic GrowthAbout SBIR - Small Business Innovation Research (SBIR) and Small Business Technology Transfer (STTR)SBIRSBIR/STTR FY 2023 Phase I Funding Opportunity | Department of EnergyJustice40 Initiative | Department of EnergyHelpful Links from the United NationsUN SDG #8 Decent Work and Economic Growth TargetsUN SDG #8 Decent Work and Economic Growth OverviewUN SDG #8 Reading List Links to the Businesses Highlighted in this EpisodeDepartment of Energy, Office of Economic Impact and DiversityThe Office of Economic Impact and Diversity develops and executes Department-wide policies to implement applicable legislation and Executive Orders that strengthen diversity and inclusion goals affecting equal employment opportunities, small and disadvantaged businesses, minority educational institutions, and historically under-represented communities. GreystonA certified B Corp or a non profit organization working to unlock the power of human potential through inclusive employment, one person at a time. To learn more about Open Hiring and Greyston Bakery, be sure to check out our full conversation with their then Director of Open Hiring, Sara Marcus on episode 5 of Responsibly Different™.MaineWorksA certified B Corporation providing outstanding, immediate labor to clients across multiple industries in the states of Maine and New Hampshire including: construction, manufacturing, production, roadwork, and many more.  Their employees come from all over the US and face real barriers to employment. They are a innovative employment company with a compassionate and community-rooted mission to support the thriving industrial construction industry in Maine while positively affecting the lives of our employees.  To hear our full conversation with Margo Walsh, be sure to tune into episode 17 of the Responsibly Different™ podcast.Dirigo Collective Website

‘Open hiring' (hiring the first person who applies) saves time and can improve equity and reduce employee turnover. But it doesn't work for every role. So what are the benefits and considerations? Have you ever undertaken an open hiring process, or are you considering doing it? I'd love to hear from you, because in Australia, I can't find a lot of examples. Has it been successful? Or have you considered it, but decided not to go ahead? And why is that? We'd love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

What a pleasure it was to sit down with Joseph and dig deeply into such rich and important topics. It is truly inspiring to see the positive impact that Joseph and his team at Greyston is making in their community and the world at large. Every person has value to offer the world, and it is up to us to unlock that potential and invest in their success. When one person succeeds, we all succeed.  Every single person has something to contribute to society. When certain groups are prevented from being able to do that, society loses. It is an individual's responsibility to help another person uncover their potential.  There is value inseeing other people as investments and intentionally investing in them, which creates a ripple effect to their community and society at large. Use your purpose as a decision-making tool to incite change.

Joe began his career as an underwriter for Chubb & Son, Inc. and then moved into insurance risk management as an analyst for Lehman Brothers, Inc. He subsequently worked with PepsiCo for nine years. In 2010, Joe fulfilled his desire to have an impact on public policy affecting the country's Department of Social Services, which had an operating budget of $600 million. The first African American elected as a village trustee in his community of Port Chester, New York, he also served as deputy mayor from 2011 to 2012. Joe was appointed President and CEO of Greyston in April 2020 after serving two years as vice president.   In this episode we talk about how Joe, together with his team, bakes 12 million brownies a year, and you've probably eaten one in your Ben & Jerry's. But the real product of Greyston is the people, many of whom are traditionally excluded from the workforce and have been given the opportunity to thrive through Greyton's paradigm-shifting opening hiring concept.   We talk about the new leadership playbook, how product needs to connect with broader society, and how to discover your gift to make the impact you are called to make.   Discover show notes, Joe's book recommendation and more on www.goingconscious.com.   Connect with Joe:info@greyston.orgGreyston.orgLinkedin & Instagram: Greyston and Joe Kenner   Connect with Nikki:Instagram & LinkedIn @nikkitrott www.consciousaccelerator.com

The job market continues to be unstable due to COVID-19 and its fallout. In August 2021, it was reported that there were 10.7 million jobs in the US that need to be filled. So while the supply is high, how come job seekers, who are willing and able to work, not getting employed? Open Hiring might offer some solutions to this issue. Under this model, anyone who puts their name on a list is hired— no background checks and no questions asked. Joseph Kenner is the President and CEO at Greyston Bakery, the pioneer business behind this model. He also leads the Greyston Foundation, where he supports other organizations in adopting Open Hiring. In this episode, we talk about the impetus for Open Hiring and how it sets out to break barriers in employment. We also discuss why scaling and replication doesn't look the same for every organization. To learn more about Greyston visit greyston.org -- Learn more about Spring Impact. Follow us on Twitter, LinkedIn, and Instagram.

Toen we in mei en juni een serie over de personeelskrapte maakten, kwam steeds de term ‘onbenut arbeidspotentieel' langs. Over wie gaat dat? En over hoeveel mensen gaat het? In juni zochten we het uit. Je krijgt de feiten, cijfers en vooral ook mooie voorbeelden van hoe je de match maakt in deze BNR Werkverkenners. Met: Fatimzahra Baba, sociaal ondernemer SAAAM Jos van Delft, projectmanager Open Hiring bij Start Foundation Arjan Heyma, hoofd cluster arbeid bij SEO Economisch Onderzoek Steven Hubeek, adviseur inclusieve arbeidsmarkt bij AWVN    See omnystudio.com/listener for privacy information.

In this episode, hear from Greyston Bakery's CEO Joe Kenner on their open hiring model, what it entails, and how its inclusive approach is a shining example of how business can be a force for good. Joe shares why he believes that open hiring is a revolutionary, radical new way of looking at work and the future of it, and what he would say to employers who are hesitant about this type of hiring.   Get full show notes and more information here: https://ssfllp.com/rebooting-capitalism-podcast/#ep40

Gaat het over de personeelskrapte, dan hoor je vaak ook meteen de term ‘onbenut arbeidspotentieel'. Over wie gaat dat? En over hoeveel mensen gaat het? Zou er eigenlijk helemaal geen krapte hoeven zijn? Mooie voorbeelden van hoe je de match maakt, hoor je in deze BNR Werkverkenners. Met: Fatimzahra Baba, sociaal ondernemer SAAAM Jos van Delft, projectmanager Open Hiring bij Start Foundation Arjan Heyma, hoofd cluster arbeid bij SEO Economisch Onderzoek Steven Hubeek, adviseur inclusieve arbeidsmarkt bij AWVN   See omnystudio.com/listener for privacy information.

Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

Rochester Business Connections Episode #100 w/ Tina Paradiso of Imprintable Solutions, Ink - Keep In Touch With Tina ... Website: https://www.imprintablesolutions.com/ Facebook: https://www.facebook.com/imprintablesolutions Linkedin: https://www.linkedin.com/in/tina-paradiso-95465a2a/ - Full Video: https://youtu.be/oHP3rE9s1Oc Listen on… Spotify: https://open.spotify.com/show/6GIUXbsHXx0OSgPFED1sg8?si=2eOy5F8sQLm6JR2vHOUuIw Apple Podcasts: https://podcasts.apple.com/us/podcast/rochester-business-connections/id1537115928 Our Website: www.Realbusinessconnections.com – Follow me… Facebook: https://www.facebook.com/balbertmarketing Instagram: https://www.instagram.com/realbenalbert Linkedin: https://www.linkedin.com/in/balbertmarketing – RBC is made possible by https://www.balbertmarketing.com

Would you hire somebody to work at your company sight unseen? No résumé, no background check, not even an interview? That would be crazy, right? Then again, fellow Rule Breakers, it might just be Foolish!

What if businesses removed barriers to employment and gave job seekers a fair shot at self-sufficiency? For the formerly incarcerated, unhoused, or people with limited education, getting a job can be extremely difficult. In 1982, Greyston Bakery piloted Open Hiring, a recruitment practice where simply putting your name on a list could get you hired — no work experience, background checks, resumes, or interviews. Now adopted and scaled by companies like The Body Shop, Open Hiring continues to unleash human potential and uplift populations that have been historically excluded from the workforce. In this episode, we explore barriers to fair employment, the economic and social benefits of equitable hiring practices, and why inclusive hiring is a step towards tackling poverty, inequality, and other global challenges. Featuring: Chidi King, Branch Chief, Gender, Equality, Diversity and Inclusion at the United Nations International Labour Organization (ILO), Joseph D. Kenner, President & CEO at Greyston, Antonia Tony-Fadipe, Inclusive Hiring Lead at The Body Shop and Juan Pablo Larenas, Executive Director of B Lab Global. -- Finding Humanity is a production of Humanity Lab Foundation and Hueman Group Media. Subscribe, rate and leave us a review. For more information, visit findinghumanitypodcast.com. Follow us on Twitter @find_humanity and Facebook.

Can businesses help solve the greatest societal challenges we face? Historically, the business sector has accelerated social inequity, fueled human rights violations, and exacerbated climate change. With a global cultural shift underway, are businesses truly evolving from contributors to humanity's biggest problems to drivers of positive change? In this special series from Finding Humanity, we've partnered with B Lab to bring you honest conversations with leaders and policy experts who examine the role of the business community in addressing today's pivotal challenges—from uplifting marginalized communities through Open Hiring®, to reducing the environmental damage of consumer products, to ending food waste that can alleviate the hunger of more than 820 million people. Finding Humanity is a production of the Humanity Lab Foundation and Hueman Group Media. This special series is created in partnership with B Lab, the nonprofit behind the B Corp movement. -- Finding Humanity is a production of Humanity Lab Foundation and Hueman Group Media. Subscribe, rate and leave us a review. For more information, visit findinghumanitypodcast.com. Follow us on Twitter @find_humanity and Facebook.

Wie een nieuwe baan zoekt, moet vaak een zware procedure doorlopen. Een cv opstellen, een motivatiebrief schrijven, een sollicitatiegesprek afleggen, … Het is een slopend en weinig motiverend proces voor vele werkzoekenden. Bovendien kost deze werkwijze werkgevers handenvol tijd en geld en biedt het geen garantie dat daadwerkelijk de beste kandidaat wordt geselecteerd. Open Hiring® is een innovatieve methode die komt overgewaaid vanuit de Verenigde Staten. Deze no-nonsense aanpak maakt komaf met alle klassieke procedures. Alles start bij een heldere vacature met een duidelijke jobomschrijving. Kandidaten melden zich aan bij het bedrijf en komen op een lijst terecht. De eerste kandidaat op de lijst krijgt de kans om aan de slag te gaan. Simpel toch? Het is geen utopie, maar realiteit. 12Work in Mechelen wil iedereen die wil werken een eerlijke kans geven, door de sollicitatieprocedure over te slaan. Ze kijken niet naar het verleden, de ervaring of het diploma van de kandidaten. En ook Divergent, verbonden aan de UGent, onderzoekt de werkbaarheid van Open Hiring®. Benieuwd naar wat Marleen Goossens, trekker Open Hiring® Stad Mechelen en Sophie Goemaere, coördinator van het Gentse Open Hiring® project te vertellen hebben? Schrijf je dan zeker in voor deze Koffie met de Toekomst. In deze Koffie met de Toekomst krijg je antwoord op deze vragen: Hoe kan je rekruteren zonder sollicitatiegesprekken? Wat denken Vlaamse bedrijven over aanwerven zonder cv? Wat is het profiel van de werkzoekenden op de wachtlijsten en kan Open Hiring® voor elke job in elke sector? Hoe geven ze in Mechelen en Gent een eigen invulling aan het Amerikaanse model? Welke voordelen heeft Open Hiring® voor de werkzoekende en de werkgever?

In this episode Johnnieanne Hansen, Vice President of the Council of Industry and Harold King, President, discuss the employment crisis and its extreme impact on Hudson Valley manufacturers With many potential workers remaining on the sidelines for reasons ranging from extended and enhanced benefits to childcare issues and the spread of the Delta Variant, 9.2 million jobs across the nation remain unfilled. For Hudson Valley manufacturers that have seen increased demand for their products the need to attract workers has never been more urgent.Johnnieanne and Harold talk about this challenge and what some companies are doing to meet it. They talk about tools the Council of Industry has in place as well as ideas from recruiting experts and the best practices of other employers. Open Hiring at Greyston Bakery

We have an exciting new series on how to build mesmerizing workplace cultures because there is no greater competitive advantage than to have happy and mentally well-devoted employees who want to do good for their company and for the world. In this episode, our guest is one mesmerizing gentleman who is the President and CEO of Greyston Bakery, Joe Kenner. Joe is here to talk about Greyston's exciting inclusive employment through open hiring. He explains the heart behind the process and how it will benefit the business and greatly impact the community. He also shares valuable insights on having a mesmerizing workplace culture where people thrive. Hop right into this conversation and learn excellent principles and values that will make your business create an impact in the community! Quotes: “Stakeholder capitalism is not focusing on all the other stakeholders to the exclusion of profit, to the exclusion of your finances, it's in addition to. So, it's a more expansive view of just how your business is adding value.” - Joe Kenner “Unlocking the power of human potential through inclusive employment, one person at a time.” - Joe Kenner   Mentions: https://www.facebook.com/TimShurr https://mesmerizingleadership.com/  https://powermindsetprogram.com   Greyston Bakery  Wide Open Dreams - Greyston Bakery ​   Show Notes: [00:00] Greetings and introduction for Joe Kenner [01:29] Greyston Bakery's open hiring [04:34] Lessons from doing Open Hiring [08:51] The importance of providing training for your people [10:25] Looking into how it is within the work environment in an inclusive employment [16:02] Lives that were changed as they first came to work [19:07] What is a B Corp (Benefit Corporation) [21:33] Making money while focusing on building people up [25:44] Lessons learned from trying different things to grow and expand other social programs [32:09] Taking time to re-evaluate the mission statements and core values [35:39] The Greyston Bakery culture - Unlocking the power of human potential through inclusive employment [38:45] Have courageous conversations [40:00] Creating a psychologically safe environment [44:09] Agreement vs. Alignment [46:02] What's in store for Greyston Bakery [49:40] The power to hire   Make Your Day Mesmerizing

"Dauerhaftes, breitenwirksames und nachhaltiges Wirtschaftswachstum, produktive Vollbeschäftigung und menschenwürdige Arbeit für alle fördern" - genau das ist das Ziel des 8. Sustainable Development Goals (SDG): Menschenwürdige Arbeit und Wirtschaftswachstum. Rund die Hälfte der Weltbevölkerung lebt noch immer von nur etwa zwei US-Dollar pro Tag - und auch ein Arbeitsplatz garantiert an vielen Orten der Welt nicht, der Armut entkommen zu können. Umso wichtiger, den Menschen durch ein nachhaltiges Wirtschaftswachstum auf globaler Ebene menschenwürdige Lebens- und Arbeitsbedingungen zu ermöglichen. Unternehmen wie SONNENGLAS oder die Firebrand Artisan Breads Bakery in Oakland setzen sich dafür ein weltweiten Problemen wie stetig zunehmender Jugendarbeitslosigkeit und einer Benachteiligung sozial Schwächerer auf dem Arbeitsmarkt entgegenzuwirken.

Meteen ergens aan de slag gaan. Zonder cv op te sturen, zonder sollicitatiegesprek. Met open hiring gaat het zo. Er zijn al enthousiaste werkgevers, de eerste werknemers zijn het zeker ook. In december onderzochten we of de hele arbeidsmarkt zou moeten overstappen naar deze manier van personeel werven. Je hoort het in deze BNR Werkverkenners.

Meteen ergens aan de slag gaan. Zonder cv op te sturen, zonder sollicitatiegesprek. Met open hiring gaat het zo. Er zijn al enthousiaste werkgevers, de eerste werknemers zijn het zeker ook. In december onderzochten we of de hele arbeidsmarkt zou moeten overstappen naar deze manier van personeel werven. Je hoort het in deze BNR Werkverkenners.

Mubarak Bashir is the Regional Director at the Greyston Center for Open Hiring. He is introducing Greyston's innovative Open Hiring® model to the Rochester community, to assist local businesses in creating more inclusive workforces and job opportunities for individuals who face barriers to employment. Prior to joining Greyston, Mubarak spent over 11 years at the Urban League of Rochester where he oversaw several Workforce Development Programs.Tina Paradiso, President of Imprintable Solutions Ink, has been learning and evolving as a business owner for the last 8 years. The company is a service that is of service to its community. They uplift company and organizations branding and marketing efforts through printing, promotional products and decorated apparel. The company started a division called Imprinting Lives which works with various organizations to support the community's young people between the ages of 16 and 23 who are disconnected from education, sustainable employment/the trades.

En este episodio de Growth Tactics entreviste a Alejandro Souza quien es fundador de Pixza una empresa de empoderamiento social disfrazado de Pizzeria. 0:55 Empecé a ser fundador de Pixza, soy un emprendedor social y lo he sido por varios años. 1:25 Somos una plataforma de empoderamiento social disfrazado como pizzería y creamos la primera y única pizza de maíz azul del mundo y las vendemos en nuestras sucursales. 1:41 Como plataforma de empoderamiento social nos dedicamos a lograr la inclusión social sostenible de jóvenes en un perfil de abandono social mediante un programa de empoderamiento que dura 12 meses. 3:02 La diferencia entre un empoderamiento tradicional o social es que el tradicional nace para ofrecer un producto o servicio para tener un profit. 3:28 Una empresa socialmente responsable es una empresa que quiere al momento de vender el producto o servicio tengan un impacto negativo y tengan un programa paralelo para poder minimizar ese impacto. 4:01 La fundación sin fines de lucro, nace para resolver una problemática social o ambiental. 4:18 La empresa social es en medio de la empresa tradicional y de la fundación y va más de la empresa socialmente responsable. 6:36 Para que nosotros crezcamos en materia de impacto debemos de tener más sucursales. 8:05 Una táctica para crecer es la apertura de más puntos de venta, sacar nuevos productos a raíz de la pandemia, y expandirse regionalmente. 11:25 Tenemos una política de Open Hiring, para que los podamos contratar deben de tener un perfil de abandono social. 11:55 Damos oportunidad a gente con rezagos sociales, educativos o con drogas para que rehagan su vida. De ahí tiene 12 meses de capacitación. El programa está diseñado para que lo más importante sea sus ganas de salir adelante. 12:28 El programa se hace una transformación multidimensional.  13:14 Los muchachos tiene un plan de vida que los ayudamos a establecer y deben de cumplir con un 75% de estos indicadores. 13:42 La mayoría de nuestros chavos pasan a otra oportunidad laboral pero ya con un sustento de empoderamiento. 13:52 La tirada de Pixza es ayudarlos a tener una reinserción e inclusión sostenible y que no terminen en el perfil que empezaron. 14:08 Si solo tuviera una hora al día me dedicaría a buscar alianzas estratégicas para poder detonar el potencial de la marca para expandir a otras sucursales o entidades, 14:40 Para tener mayor impacto tendría que trabajar en el desarrollo de la plataforma y de las alianzas estratégicas para asegurarme que podamos empoderar más chavos. Si quieres pedir una Pixza puedes ir a https://pixza.mx/, pide desde aca tu Pixza o conocer más a Alejandro en https://www.alejandrosouza.site/

Creativity Conversations with Joe Kenner. Joe is President and CEO of Greyston, a non-profit social justice enterprise which addresses poverty and systemic inequities through Open Hiring and Pathmaking Programs that provide job readiness, life skills training and employment services in Yonkers, NY. Joe's expertise is in purpose-driven business and building a more inclusive economy. He joined Greyston in 2018 as VP of Programs and Partnerships, responsible for directing Workforce Development and Community Wellness strategies and activities. Joe's career began in underwriting for Chubb & Son, Inc.  then moved into insurance risk management as an analyst for Lehman Brothers, Inc. He subsequently worked with PepsiCo for nine years and held a variety of positions, including Treasury Manager and Sales Strategy Manager. In 2010, Joe fulfilled his desire to have an impact on public policy affecting the country's most disadvantaged and joined Westchester County as Senior Advisor for Government Operations. In 2014, Joe was appointed Deputy Commissioner in the county's Department of Social Services. He has the distinction of being the first African American elected as a Village Trustee in his community of Port Chester, NY where he also served as Deputy mayor from 2011 through 2012. Joe can be reached through LinkedIn: www.https://www.linkedin.com/in/joseph-kenner-307a133/. To find out more about Greyston, visit their website at www.Greyston.org.

Joe Kenner is the President and CEO for Greyston Bakery. For 38 years, Greyston has opened its doors to those who face rejection elsewhere. When people say they want to work, Greyston gives them a chance through Open Hiring® — no resumes, no background checks, no interviews needed.    Understanding that a job is just the first step toward self-sufficiency, Greyston offers workforce development and community wellness services to help their neighbors pave paths to professional and personal success. By replacing scrutiny with trust, Greyston is transforming lives and communities, and breaking the cycle of poverty in the process.   On this episode, Joe shares why he moved from rales at Lehman Brothers and Pepsico to Greysto, and how that has shaped his perspective on how any organization can have a positive social impact and achieve financial goals as well.   Sponsored by...   Cultivate Grit. Amplify Action. Get The Importance of Journaling   We help YOU enjoy the success we’ve already enjoyed.  Free downloads of Quick Reference Guides on Delegation, Time Management, Sales, and more.   Key Takeaways [4:05] In life, you don’t have bad experiences, you have learning experiences. [6:10] Greyston Bakery is solving social problems. [11:45] So many people end up being excluded in the job market because of past mistakes (addiction, crime, and social stigma). [15:00] Joe explains how open their “open hiring” process really is. You put your name on a list, and when a job opens up, you get hired. No questions asked. [21:15] Joe shares a unique perspective on retention and how many of their open hire employees stay in the job. [22:00] You must look at the social impact, not just at retention. [23:50] Greyston is NY’s first Benefit Corporation. That’s a lot of responsibility on Joe’s plate to make sure the company operates within that vision. [27:15] Nearly a third of Joe’s open hires are female. [28:40] In a lot of ways, it is not HR’s responsibility to deal with housing issues, recovery, or child support, but these are issues that are important to Greyston’s staff, and therefore it’s important to the company. [33:00] Everyone needs personalized coaching and training, not just those who are coming from the open hiring policy. This is embedded in the culture. [35:25] Joe really takes it hard when he has to let someone go from the open hiring program. [38:45] Joe shares advice on how other CEOs and leaders can incorporate a social impact piece into their companies. [40:15] There are a lot of smart people out there who are just down on their luck. They’re grateful for opportunities and are willing to work hard to show their worth. [42:35] Listener challenge: Do something, anything, about addressing the inequities our community faces every day.   Quotable Quotes “It’s about people coming to us looking for hope, looking for an opportunity, they’re looking for somebody that will trust them to do a good job.” “We want to invest in your future success and not judge you.” “When it comes to retention. It’s not so much whether people stay or leave, it’s what would happen if we weren’t here?” “We firmly believe if we can help you address your personal issues, that helps us as a business.”   Resources Mentioned Sponsored by: Pass-life.com. Coupon Code: Duty. Websites: Greystonbakery.com, Greyston on Facebook & Joe on LinkedIn Additional resources: Hiring Processes & Hire Workers Deemed Unemployable

Greyston President & CEO Joe Kenner talks about the Yonkers, New York-based bakery’s unique Open Hiring model and incredible track record supporting and employing the underserved and unemployed local population. The first B Corp in New York State, Greyston uses a hiring model with no background checks and only a few basic questions, and the company’s Pathfinders help support Greyston employees and ensure their success – all of which has led the bakery to become one of Ben & Jerry’s top sellers. Joe and Aaron also discuss the importance of constantly asking how you can do better as a company, how the protests last June inspired Joe to double down on spreading the word about Greyston’s work, and how diversity and inclusion are built into the company. Tune in to hear about Joe’s first months in leadership after being appointed to his roles in April 2020 right after the onset of COVID-19, and learn more at greyston.org.    Production Credits: Aaron Kwittken, Jeff Maldonado, Dara Cothran, Lindsay Hand, Julie Strickland, Nina Valdes, Michael Grubbs, and Mathew Passy Learn more about your ad choices. Visit megaphone.fm/adchoices

This is one of those interviews that makes you question if and how you’ll ever do enough in your own life. Not in a depressing way, but in a way that makes you question what is possible. Joe Kenner is the CEO of Greyston Bakery and the non-profit entity that helps support its efforts.  Many of you, whether you realize it or not, have probably come across Greyston’s products. At least if you like ice cream. Their brownies appear in several of the most classic and popular Ben & Jerry’s ice cream flavors. We talk with Joe about Greyston’s fascinating origin story, the amazing brownies the bakery turns out each day to the tune of 40,000 pounds and what makes this operation so very unique. It’s one of those incredible stories that will restore your faith in humanity and make you wonder just what is possible when you hear the lengths Greyston goes to help its community and serve those in need by offering them employment, dignity and mobility. Read the episode transcript here. -- Show Notes: Greyston Bakery Greyston Greyston / Ben & Jerry's Open Hiring® Impact Statement If you enjoyed this podcast, please subscribe, share with your friends and rate and review on Apple Podcasts and Podchaser. If you have any questions or suggestions for future guests, send an email to growforgood@moreycreative.com. See omnystudio.com/listener for privacy information.

Morgen aan de slag. Zonder cv op te sturen, zonder sollicitatiegesprek. Met open hiring kan het. De eerste werkgevers zijn enthousiast, de eerste werknemers zeker ook. Zou de hele arbeidsmarkt moeten overstappen naar deze manier van personeel werven? In deze BNR Werkverkenners de voors en tegens.

For Greyston Bakery, Yonkers, NY, an unorthodox hiring model has opened the doors to overlooked labor pools to fill open positions at the bakery, and in the process the company is rewriting the rules on employment. Joe Kenner, president and chief executive officer, and Rich Jamesley, vice president and general manager, explain the company’s open hiring policy, how it works and how it has benefited the bakery.

Hiring….There are so many approaches to hiring, right? And what does hiring have to do with the future of the planet. Well, I would contend you want the right person in the job you can provide maximum impact and value to build better companies and organizations for our world. We are inundated with statistics and methods advising us on the best, effective method to engage in hiring. Do you rely on personality assessments? Do you have your potential employee take multiple cognitive and social tests? Do you put them through an interview with tricky problems to see how they react to stress? Do you LQ, IQ, EQ? Or, do you just go with your gut, like Malcolm Gladwell? Maybe there is a better way. Mike Brady, was CEO of Greyston Inc. and launched The Greyston Center for Open Hiring advocates a decidedly different approach, one which you may want to consider. Join me in my conversation with Mike as we talk about the nature of his business and approach to hiring the best person for the job. A little more about Mike: Mike Brady is an experienced chief executive, business advisor and entrepreneur specializing in using regenerative business practices to unlock value for businesses and communities. His passion for social entrepreneurism and the use of business to solve social issues are fundamental to his work. Most recently, Mike was the President and CEO of Greyston Inc., one of North America’s largest and oldest social enterprises. During his tenure, he achieved record growth by overhauling operations at Greyston’s 23,000 sq. ft. commercial bakery and tapping into global development opportunities with Ben & Jerry’s and Unilever. His TED Talk titled " (https://www.ted.com/talks/mike_brady_and_dion_drew_why_we_hire_unemployable_people)" established the vision that led to launching the Greyston Center for Open Hiring in 2018 and to his selection to the inaugural global list of the Top 100 Meaningful Business Leaders in 2019. In 2020, Mike was selected as a member of the Council of Criminal Justice. Mike is a frequent speaker on the topic of the future of work and creating opportunities for people excluded from the workforce. Mike earned an M.B.A. from the University of Pennsylvania Wharton School. He grew up in Rochester, New York and now lives outside of New York City with his wife and two sons.

He probably didn't realize it at the time, but Sanford Coley's life took a dramatic turn in the mid-1990s. That's when Coley, who is now 66, got a job at CleanCraft, a commercial cleaning company in Rochester. He had already interviewed for 10 or 15 other jobs before this one came through. "Being an ex-felon," he said, "other companies just looked over me, and it was tough." Ty Hookway, CleanCraft's founder and president, didn't know about his employee’s criminal history until one day, about six months after hiring him, he noticed an electronic monitoring device on Coley’s ankle. "And it turns out he had robbed a bank, believe it or not," Hookway recalled. "He had just gotten out of prison and I had no idea, and I was completely nervous and worried and Sanford said, 'Give me a chance, give me a chance.' " Hookway did give Coley that chance, and Coley earned his trust. "Twenty five years later, he's one of my best friends. He's one of the smartest guys I've ever met," said Hookway. "He

[3:40] Founding of Greyston by a then-Buddhist Monk Bernie Glassman[7:50] The business case for Open Hiring[11:15] Piloting Open Hiring in Rochester, NY[14:30] How to get started with Open Hiring at your businessView Open Hiring 101 Webinar here: https://us02web.zoom.us/rec/play/uMIkI--uq2o3HNWRsgSDUaB9W42_J6yshCUeqfEOzBrgUXkFMwaiZbNGZeQovDN7MDyf3rEIpwA4qlMK?continueMode=true&_x_zm_rtaid=yxVvUoIWRC-8jUvM3MtFag.1595019369785.ac5752f410a180da626b89cee54f904e&_x_zm_rhtaid=319[19:00] Open Hiring at the Body Shop - 60% reduction of turnover, productivity up 13%, reduced time to hire from 3-4 weeks to 7 days - hired 150 so far and looking to expand[21:45] How Open Hiring can actually INCREASE retention[28:30] How Open Hiring can inject purpose into an organization and positively impact the culture [31:45] Sharing stories of impact with consumers[36:00] Radical inclusion through balancing accountability with support[38:30] Sara's path from Harvard Business School to Greyston[43:00] Mubarak's experience bridging non-profit and for profit[45:00] Defining success and looking toward the future of Open HiringLearn more at www.greyston.org/about-the-greyston-center-for-open-hiringIf you're in Rochester, contact Mubarak: mubarakb@greyston.orgOtherwise, contact Sara at: saram@greyston.org 

Start Foundation is als maatschappelijk ontwikkelaar betrokken bij De Koekfabriek. De organisaties werken bijv. samen op het gebied van Open Hiring bij de vestiging van De Koekfabriek in Wageningen. Jos van Delft van Start Foundation vertelt erover en hij legt het werk van zijn organisatie verder uit.

Greyston Bakery makes all the delicious brownies for Ben and Jerry’s ice cream with a workforce entirely hired by their Open Hiring policy. They produce over 30,000 pounds of brownies EVERY DAY at their world class manufacturing facility. Their Open Hiring policy removes the barriers to employment that entry level job seekers face. There’s no resume to write, background or credit check to pass, and no interview. Granting access to steady employment not only creates opportunity for individuals, but has a positive impact on the entire community. Keep listening to learn how your eating brownies can change lives.Support the show (http://responsiblydifferent.com)

The hiring process is biased and unfair, so on this episode of Dr. Dawn on Careers you'll learn how to build a strategy to get around these challenges so that you can get in front of decision-makers and land the job. Plus, Andrea Blieden joins to share how The Body Shop and other retailers are using "Open Hiring" as a way to combat biases, help job seekers find gainful employment and break the cycle of unemployment. Good stuff! See acast.com/privacy for privacy and opt-out information.

Have you heard of Open Hiring? It's a radical method of recruiting which does away entirely with CV and Interview - and indeed, any other form of assessment - and simply hires people for jobs if they want them.  Crazy eh? But some companies have experimented with it and they swear that it works better than any other method. And if they are right, what does that mean for our industry? Has it all been a lie? What if 'randomised' hiring like this could produce a more effective workforce? It would certainly improve diversity, which we all convinced is the key to high performing teams.  We're talking about this, and assessment methods, in Ep49 of Brainfood Live. I'll be joined by recruiting legends Robin Schooling and Gerry Crispin who will help us guide through the conversation.  Also with bonus segment on COVID-19 and impact on recruiting with Lars Schmidt Episode 49 is supported by our buddies at PASS. If you plan on doing some radical hiring, you probably still want to do a decent background check.PASS is the one stop shop for all the checks you need to do. Claim your free 30 day trial here

Under the model, job openings will be filled on a first-come, first-served basis by any applicant who meets basic requirements. Hosts: John Suder (@johnsuder) Producer and Director of Marketing at SUMO Heavy https://twitter.com/johnsuder Bart Mroz (@bartmroz) CEO/Co-founder of SUMO Heavy https://twitter.com/bartmroz Brittany Blackman (@BrittanytB) Writer and Junior Marketing Coordinator at SUMO Heavy https://twitter.com/BrittanytB About the eCommerce Minute: The eCommerce Minute is a production of SUMO Heavy, a digital commerce and strategy firm located in Philadelphia and Brooklyn, NY. Learn more about SUMO Heavy: http://www.sumoheavy.com Follow Us: Newsletter: SUMO Heavy Weekly https://www.getrevue.co/profile/sumoheavy Twitter: @sumoheavy --- Send in a voice message: https://anchor.fm/ecommerceminute/message Support this podcast: https://anchor.fm/ecommerceminute/support

When people aren’t working, the community is suffering, according to Joe Kenner, Vice President of Programs and Partnerships at Greyston Bakery, an organization founded on an open hiring philosophy. From Greyston’s earliest beginnings, they’ve been hiring populations that many would deem unemployable, using a first come first serve approach. As VP of Programs and Partnerships, Joe Kenner is responsible for directing Greyston’s workforce development and community wellness strategies and activities. He’s joined in today’s conversation by Sara Marcus, Partnerships Manager at Greyston’s Center for Open Hiring. She oversees partnerships with employers, non-profit partners, and funders with the ultimate goal of fostering a wider adoption of open hiring among businesses.  In this episode, Joe explains Greyston’s humble beginnings, as well as origin of the company’s open hiring policy - a strategy implemented by Greyston’s founder, Bernie Glassman, as a way to help the Yonkers community thrive. He and Sara take a deeper dive on what exactly open hiring entails, as well as the additional support Greyston provides for its employees’ success. They share some of the benefits of open hiring, including a lower rate of turnover and a reallocation of funds into keeping employees rather than hiring them. Joe also discusses some personal stories of employees' lives changed as a result of Greyston’s open hiring. Finally, Sara discusses the process of helping other companies move toward an open hiring model, including the Greyston Learning Lab where companies are invited to Greyston to get a first hand look at facility and how fewer barriers in the hiring process might work for them. Lastly, both Joe and Sara leave us with a final thought that employers can take away. Don’t forget to share this episode on LinkedIn, tag Jen, and let her know what you learned from this episode for a chance to win a membership to the National Wellness Institute. This episode is sponsored by Realize Wellbeing.  Realize Wellbeing is a corporate wellness consulting and training powerhouse on a mission to help companies understand how they're impacting their own employees' wellbeing. They are dedicated to transforming workplaces into businesses that exude energy and innovation through their vibrant, thriving people. Owner, Maggie Gough gets a lot of requests from workplace wellness and HR practitioners who want a fresh perspective on their work and increased capacity for organizational change. In order for Maggie to reach more organizations, she is now offering a brand new Train the Trainer program.  This 4-week course equips you to bring their innovative strategy to your workplace and also help you expand your efforts beyond health promotion. This course will help you develop new strategies for your company, using the science of self-determination theory and micro-influence. With this new offer, you’ll receive two trainings to deliver to your employees, two fully developed campaigns, a measurement tool, plus four 1:1 coaching sessions with Maggie to support you in implementation. The April session has limited availability, sign up today! Go to www.RealizeWellbeing.com or contact Maggie directly at mgough@realizewellbeing.com For links mentioned in today's episode visit: http://bit.ly/Redesignpod To join the Redesigning Wellness Community visit: https://www.facebook.com/groups/rdwellnesscommunity/

[2:20] Ty's first entrepreneurial venture and how he found his way to commercial cleaning[5:00] Re-articulating a higher purpose for CleanCraft in 2015 - "Quality of Life and Peace""It had to fit not just what sounds good for the company, but really at my soul level...It's so easy to live your life when the business is aligned with the personal...right to my lowest worker, any decision you have to make in the company, you can go to the mission and vision."[9:30] Bringing the purpose into his leadership style and the daily practices of the business[11:45] How purpose and culture have generated growth and value for the CleanCraft[20:30] Open Hiring at Greyston Bakery - coming to Rochester through CleanCraft![28:30] Barriers to Conscious Capitalism - "Not a hand out, a hand up""Holding people accountable and being tough, hard-nosed, fair and consistent, is what the Open Hiring model does, and some CEOs think you can't do that and have this great loving culture, but I think it's the opposite. If they believe you have their best interests at heart, you can actually be tougher on them."[32:00] How to create a culture where people are willing to admit mistakes and be open to giving and receiving feedbackAstro Teller TED Talk: https://www.ted.com/talks/astro_teller_the_unexpected_benefit_of_celebrating_failure[36:00] Ty's EVOLution as a Conscious Leader"Truthfully, my failures have made me more and more conscious as a leader"[39:00] Being honest and transparent during a crisis to reinforce conscious culture[42:30] The future for CleanCraft and Open Hiring in Rochester[46:00] The employee response to the conscious culture at CleanCraft[49:00] Getting started on the conscious journey and staying consistentLearn more about CleanCraft: http://cleancraftllc.com/Learn more about Greyston Bakery and Open Hiring: https://greyston.org/open-hiring/

BNR In Bedrijf strijkt neer bij Chain Logistics in het Brabantse Uden. Een klassiek logistiek bedrijf, maar met een bijzondere manier om personeel te werven. Zij doen aan open hiring: geen sollicitatiegesprek, maar gewoon intekenen op een lijst.

Deze zomer hoor je het beste van Werkverkenners. Zonder sollicitatiebrief, gesprek of cv iemand aannemen. Jouw toekomstige werknemer zet zijn of haar naam op een lijst en kan beginnen met werken als ze aan de beurt is. Het heet Open hiring en sinds een paar weken loopt de eerste proef in Nederland.

Een bedrijf waarin elke werknemer zichzelf kan zijn, dat floreert. Daarom iedere dinsdag de Ondernemersdesk Inclusiviteit. Vandaag: aan het werk zónder te solliciteren. Oftewel: open hiring. Daarbij doen opleiding en ervaring er niet toe, zegt redacteur Lotte Elbrink. En ook naar wat je in het verleden hebt gedaan kijkt niemand om.

Stel je voor: Je bent op zoek naar werk. Je loopt binnen bij een bedrijf. Er is werk en je wordt direct aangenomen. Zonder sollicitaitegesprek. Gewoon omdat je de eerste bent. In de studio Loes de Volder, oprichter van MamaLoes. Babyspecialist met vijf winkels en natuurlijk een webshop. Loes is met haar bedrijf MamaLoes de eerste in Nederland die Open Hiring heeft toegepast. Lukt het jou om het juiste personeel te vinden? De veranderende arbeidsmarkt vraagt om een andere aanpak. UWV organiseert hiervoor inspiratiedagen voor werkgevers en werkzoekenden. Om anders te kijken naar de werving en inzet van personeel. Nu en in de toekomst. Tijdens de inspiratiedagen komen werkgevers en werkzoekenden op een inspirerende manier met elkaar in contact. People Power maakte tijdens de inspiratiedag in Ede een marathon uitzending van vijf uur. Waarin wij in gesprek zijn gegaan met de sprekers en workshopleiders van het event. Zij zorgen voor inzichten en concrete tips. Ook vroegen we werkgevers en werkzoekenden waar zij tegenaan lopen en welke slimme oplossingen zij zelf toepassen. Meer afleveringen luisteren? Dat kan! Hier vind je een overzicht van al onze reeksen en afleveringen. Abonneren Je kunt People Power nu ook op Spotify luisteren! Hier kun je de afleveringen dan ook offline luisteren. Klik hier voor de People Power Podcast op Spotify. Meld je aan en volg ons. Wil je op de hoogte blijven van alle Podcasts? Meld je dan aan voor People Power op WhatsApp. Sla het nummer 06 45 66 75 48 op in je contacten en stuur een bericht “PODCAST AAN”, dan houden wij jou op de hoogte over nieuwe afleveringen. Elke maandag van 15 tot 17 uur hoor je People Power op New Business Radio.

Mike Brady of Greyston Bakery on open hiring. Eboo Patel of Interfaith Youth Core on respecting religion. Paul Rozin of the University of Pennsylvania on food preferences. Hany Farid of Dartmouth College on fake internet videos. Jeremy Snyder of Simon Fraser University on the ethics of medical crowdfunding. Paul Venturelli of Ball State University on aquaponics.

Dr. Kristen Donnelly is is the EVP of Abbey Research and the COO of Abbey Color, and you wouldn’t be wrong if you said she wears a lot of hats!  D(g)B is excited to discuss open hiring with Dr. Donnelly because her family’s company Abbey Color, has been doing that for longer than it’s been a trendy word in talent acquisition spaces - nearly 30 years! Listen to find out what they do require from their folks, how they are working to end generational poverty, and why you should (and shouldn’t!) consider open hiring policies. Find her at www.Abbey-research.com or as Abbey Research on Twitter Instagram Facebook   Things we loved & referenced: “You can’t build relationships w/ anyone who is hungry” “I have no desire to do business any other way” “Every act every day either strips or builds dignity... and my job is to enhance dignity” Greyston’s Center for Open Hiring CNBC Article The Mate’s Inn

Zonder sollicitatiebrief, gesprek of cv iemand aannemen. Jouw toekomstige werknemer zet zijn of haar naam op een lijst en kan beginnen met werken als ze aan de beurt is. Het heet Open hiring en sinds een paar weken loopt de eerste proef in Nederland.

Het bedrijf MamaLoes is voor zover bij ons bekend het eerste bedrijf in Nederland dat 'Open Hiring' toepast. Waarbij iedereen die zijn naam op een lijst zet, zonder sollicitatie aan het werk kan. Wat zit er eigenlijk achter dit concept en in hoeverre is het iets waar meer bedrijven zich mee bezig zouden moeten houden? We gaan hier vandaag wat dieper op in. Voor wie het AD-artikel waar we aan willen refereren wil lezen: ttps://www.ad.nl/ad-werkt/primeur-bij-dit-nederlandse-bedrijf-krijgt-iedereen-een-baan-zonder-sollicitatie~a31b8139/ En mocht je geinteresseerd zijn in hoe je nou eens anders kijkt naar het idee van 'vaste teams zijn altijd beter', kijk ook eens naar: https://pages.xebia.com/why-the-agile-fixed-team-dogma-is-wrong Zoals altijd zijn we erg geinteresseerd in feedback, vragen of ideeen voor nieuwe afleveringen. Je kunt ons benaderen via: Roel@detoekomstvanorganisaties.nl Just@detoekomstvanorganisaties.nl Of via 06-12701281 (Roel) en 06-17376146 (Just) Veel luisterplezier!  

Giving someone an opportunity to have a job and a career doesn't have to depend on what they do or don't have listed on their resume. Karen Tumelty joins us to talk about the open hiring practices at Greyston and how they are working to remove barriers to employment.

Sara Rosenbaum of George Washington University on Obamacare is still the law, but court will decide. Don Waller of the University of Wisconsin-Madison on the deer menace. Richard Cytowic of George Washington University on synesthesia mixes senses. Mike Brady of Greyston Bakery on hiring with no questions asked. Robert Griffiths of BYU on the Huawei situation. Molly Morgan of Creative Nutrition Solutions on cooking with legumes

A staggering 70 million Americans have a criminal record. Despite a tightening labor market, this forecloses for them - by rule or by discrimination - most employment opportunities, even though stable work is crucial to avoiding recidivism. Research from NELP suggests that removing barriers to employment for people with criminal records has been successful in numerous ways. To address this, several fair chance hiring initiatives have emerged, such as ban-the-box. An especially interesting model to counter exclusion is Open Hiring: the practice of filling jobs without judging applicants or asking any questions. Open Hiring creates mainstream work opportunities and supports individuals in succeeding at those jobs. On this webinar we present the Open Hiring model pioneered by Greyston (famous for supplying brownies to Unilever's Ben & Jerry's) over the last 35 years. We will hear from Jonathan Halperin, Head of External Affairs; and Mike Brady, Greyston CEO. Greyston is now looking to fund a new initiative to make Open Hiring a universal practice and support other companies in its adoption.[These "podcasts" are the direct audio recordings of TFIN Webinars. As the original format was a video webinar, please excuse any brief technical difficulties and note that presenters may refer to slides. To watch the TFIN webinar recordings with their corresponding slide decks, please visit http://transformfinance.org/investor-resources/.]

Welcome to Leading Good, the podcast for leaders of social impact brands, social enterprise and nonprofits. Each episode is hosted by Leading Good co-creators, Rod Arnold & Hugh Weber, and features a leading voice in the social good sector. This episode is part of the Social Enterprise Alliance Series, a partnership with the key catalyst for the rapidly growing social enterprise movement. In this episode, Rod Arnold hosts Jonathan Halperin, Head of External Affairs for Greyston. Greyston has been changing lives for 35 years through radical inclusion. A pioneering social enterprise, Greyston practices Open Hiring™ – providing jobs to individuals who face barriers to employment – in its world-class bakery and supports its employees and community members with a range of Community Programs. To learn more, visit LeadingGood.com

Our guest is Jonathan Halperin of Greyston Bakery. The interview topic is "Open Hiring at Greyston Bakery and Beyond". Greyston Bakery has been working at the intersection of social inclusion and business innovation for 35 years. Open Hiring is its proven and transformative business practice now being adopted by small as well as multinational companies. Today, Greyston produces 35,000 lbs. of brownies every day for Ben & Jerry’s.