Week 7 EOC: Prisoners and Veterans

In ever expanding nature of our world we often find in the employment of two major groups in the culinary industry, veterans and prison parolees. Both have a major human resource impact. Primarily focusing on veterans now; they have vast scoop of experience in life however it may not be in the field of everyday jobs or may not be geared towards the culinary industry. When interviewing a veteran, the best thing to do is to ask about any experience they may have that could relate to the firm, in the case of the culinary industry it may how many times they were on kitchen patrol or is they had to spend any time as a CS (culinary specialist). Other interview questions may be on how well they feel that they could fit in to the environment of the firm, in the case of the culinary industry the fraternity that is the military lends itself well to environment that is prevalent in the kitchen. Now to look at paroles; many places have issues hiring parolees and some places out right do not hire them. Often times it is due to the fact that they are a parolee and not their crime. For the culinary industry often times parole hires are the ones that were not imprisoned for serious crimes but that were imprisoned for mandatory minimums. If the parolee was in for theft or violence often they won't be hire for culinary industry. When interviewing a parolee often the best way to go about the interview is looking for behavioral patterns and do a background check on their crime.  One thing that many firms are doing nowadays is creating volunteer groups for local causes. In the case of veterans is may be helping them build a proper resume or lending aid to help them during the interview process with mock interviews. For paroles it could be holding weekly skill building exercises at the prisons. Into days job market we see many veterans and parolees that are seeking employment.