Problem
I. What is Hot Chicken Takeover's (HCT) strategy, mission, and values?
II. Given HCT hires employees who were formerly incarcerated/homeless/addicted, what other HR practices may be needed to support or complement this practice?
III. Apply concepts from the service-profit chain to explain why HCT's workforce creates a competitive advantage for the company.
IV. Joe DeLoss (CEO) states that "we'll always judge somebody by their future, not by their past". This seems to run counter to conventional wisdom (and hiring practices) that "the best predictor of future behavior is past behavior." How might conventional wisdom be reconciled within the context of fair chance employment?
V. What might be a downside to fair chance employment?
VI. How likely is it that other companies will employ non-traditional hires?