Helping people participate fully in the economy through Open Hiring
Greyston Bakery has a history built on radical inclusion. As New York’s first registered Benefit Corporation, Greyston is continually innovating on how it supports both its employees and the community of Yonkers. One of those ways is through its Open Hiring model.
Opportunity Employment Approach
Open Hiring simply means hiring without judgement. When Greyston has an opening in its bakery, anyone who can lift 50 pounds and is qualified to work in the U.S. is invited to join them without questions about their qualifications or background.
If you can do the job, then you get the job. To assist employees once they are in their role, Greyston partners with community programs and financial institutions to provide access to important services. Not only is this resource beneficial to employees with barriers, but supervisors and human resource leaders feel supported as they help their team members navigate challenges that may affect the quality of their work.
Greyston has experienced many positive outcomes as a result of Open Hiring and has launched The Center for Open Hiring at Greyston to spread the practice to other employers. Specifically at Greyston:
- The average tenure for employees in the bakery is 3 years, resulting in retention that is 9% higher than the industry average
- The cost-of-hire is $1,900, which compares to $4,500 in the U.S.
Learn more here
- Open Hiring may feel risky to some employers. But in my mind, the real risk is in not doing Open Hiring. Employers always need to be exploring new paths for acquiring talent if they expect to grow their business.
CEO and President
- Being a part of FSG’s Innovation Lab has been incredibly energizing for me personally and for my team. Our work with the Lab has given my team greater purpose and clarified how we can make our business goals around diversity and inclusion a reality.
Manager, HR - Talent Management Staffing
- The success of this program really was contingent upon a mutually beneficial partnership between both company and community. The relationship between Caterpillar and Peoria Public Schools was beneficial to both of us.
HR and People Consultant
- We’re very excited to continue this earn-and-learn scholars program. Students in the program have remarked at how valuable the mentoring and professional working experience has been to them, and how the scholarship was beneficial to help pay for their studies. Our hope is to expose students to our unique workplace culture, support them in their education, and encourage others to consider a career in banking.
Senior vice president, Human Resources & Community Relations
ESL Federal Credit Union
- For our pilot, it was important to start small. This allowed us to learn how to engage with and support our interns and our employees so the project would be successful. We developed the program in record speed and we did it with very strong partnerships, both internally and externally. Working with Talent Rewire and Grads of Life exposed us to a lot of great resources to help us with this process.
Talent Acquisition Leader
- According to the ILO Global Employment Trends for Youth 2017 report, one-third of the world’s young people are not engaged in employment, education or training, which can dramatically impact their skills development, earning capacity, long-term employability and wellbeing. As a major employer of young people, McDonald’s has the potential and the scale to help bridge this opportunity gap.
Executive Vice President, Global Chief People Officer