Non-Traditional Talent Pools


Unlock New Potential, Embrace Diversity, and Drive Innovation with Non-Traditional Talent Pipelines

Build Talent Pipelines| Retain Skilled Workers| Increase Productivity
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Welcome Re-Entry Candidates To Your Team

The Florida Department of Corrections provides 92 career and technical education (CTE) courses in 37 distinct vocational trades spanning 11 career clusters aligned to Florida’s in-demand occupations.  Technical training, employability skill development and industry recognized credentialing are integrated into the CTE programs and ensure returning citizens are job-ready upon release.

Hiring returning citizens can bring a range of benefits to an organization.
  • Lower turnover rates: Re-entry workers are often motivated to maintain stable employment and may have a lower rate of job hopping compared to other workers.
  • Strong work ethic: Re-entry workers may have faced challenges in their personal lives and have developed a strong work ethic as a result, which can benefit the company.
  • Resilience: Re-entry workers have faced adversity and have demonstrated the ability to overcome challenges, bringing a level of resilience to the workplace.
  • Federal Bonding Program: The Federal Bonding Program provides employers with surety bond to cover theft or loss caused by newly-hired employees, including re-entry workers.
  • Work Opportunity Tax Credit (WOTC): The WOTC is a federal tax credit for employers who hire individuals from certain targeted groups, including individuals with a history of incarceration.
Non-Traditional Talent Pools
Help Build a Better Future One Hire at a Time!

Individuals with disabilities: It is important not make assumptions about an individual's capabilities, an employer can reach out and partner with local disability organizations and work with vocational rehabilitation services to provide a supportive and inclusive environment. BAC is a great example of an amazing agency that trains and provides work experience for adults with disabilities

Returning citizens: Formerly incarcerated individuals often face significant barriers to employment, but many have valuable skills and experiences that can be an asset to an organization. Employers can partner with reentry programs, have open and honest conversations about an individual's background, and provide training and support to help returning citizens succeed in the workplace.

Older workers: Older workers bring a wealth of experience and knowledge to the workplace, but are often underrepresented in certain industries. Employers can work to create age-diverse teams, provide flexible work arrangements, and invest in ongoing training and development opportunities to support older workers.

Military veterans: Veterans often have transferable skills, leadership experience, and a strong work ethic. Employers can partner with veteran organizations, recognize military skills and training, and provide support for veterans as they transition to civilian life.

Immigrants and refugees: Immigrants and refugees bring unique skills, cultural perspectives, and a diverse set of experiences to the workplace. Florida Manufacturers can partner with immigrant-serving organizations, such as Church World Services to provide language and cultural training, and help employees navigate the challenges of working in a new country.

Women in male-dominated industries: While women make up about 47% of the total workforce, they only make up about 30% percent of the 15.8 million people employed in manufacturing industries, and only 1 in 4 manufacturing leaders are women. Employers can work to create a more inclusive and supportive environment, provide mentorship and leadership opportunities, and promote gender diversity throughout the organization.

Empowering Unique Abilities

Medtronic partners witProject SEARCH, to provide an immersive internship experience for people with intellectual and developmental challenges. Interns learn employability and job skills while completing three, ten-week internships within Medtronic. Individualized job development and placement occurs based on each person’s experiences, strengths and skills.


Interested in growing your talent pipelines by tapping non-traditional talent pools?

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