The Body Shop has announced that it will extend its ‘open hiring’ policy to its retail stores in the summer of 2020, after a successful pilot in its distribution centers. Open hiring is a radical new approach to hiring that dispenses with background checks and drug screening, barriers which block many with criminal records from finding work. Instead the company simply asked applicants three questions: Are they eligible to work in the US? Can they stand for eight hours? Can they lift over 50 pounds? Those answering yes were hired. The beauty retailer collaborated with the Center for Open Hiring, a nonprofit formed by Greyston Bakery, to adopt the policy.
Many readers are probably feeling inspired but also a little intimidated and challenged by this initiative. Will it really work? Well, here are two big underlying trends that should encourage you to explore something similar with your team:
👵🏽 NEW HIRES
In 2020, CEO’s say their biggest internal challenge is attracting and retaining talent. On the flip side, there are huge demographics – older workers, people with disabilities – that are marginalized from the world of work. This makes no sense given the the epic business benefits diversity brings companies: Accenture found that leaders in disability employment see 28% higher revenues than their peers! In The Body Shop’s pilot, it saw turnover rates fall by 60%! McDonald’s partnered with AARP in an effort to hire 250,000 older Amercians. Uber Eats saw seniors signing up to deliver its food in Japan. Which groups are currently excluded from your team? What benefits might you unlock if you gave them a chance?
💠 GLASS BOX BRANDS
Regular readers know we’re obsessed with the idea that your internal culture is now your most powerful marketing asset. Why? Because it sits at the convergence of two epic mega-trends: radical transparency and people’s desire for the brands they support to be authentic and meaningful. Beyond inclusive hiring, we’ve seen fellow beauty brand Lush hiring a superfan customer to be the face of its campaign, and Japanese beauty brand Isehan challenging convention by encouraging job applicants to bring their ‘real’ selves to interview. Which of your internal hiring initiatives would you be proud to put up on a billboard?
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