I believe that we are at an inflection point with organizational diversity and inclusion efforts.
What got us to this point is not likely enough to take us forward. It’s time to hit the reset button on some of the mindsets and practices we apply to this work. Whether you are just getting started, trying to breathe new life into a stalled out effort or chasing greater impact, here are some potential “next practices” for your team, department or organization.
Nobody has to explain the importance of the Internet to staffing firms, or how technology has influenced the way we organize and make our workforce more efficient—the effects of job boards, big data, hiring platforms and other Internet and software services has transformed the staffing industry.
But there are also more subdued trends in staffing and recruiting, which can change from quarter to quarter and may not be as easily noticeable to industry newbies or those who may have fallen in a hiring rut.
Greater levels of movement in the workforce—people leaving old jobs and taking new jobs, or churn—are a good indicator of how confidently an economy is acting. The 2015 economy is still working to recover, but more growth in high-paying jobs (especially non-desk occupations) is good news for the workforce and gives workers more options and opportunities. Many of the fast-growing non-desk jobs do not require a four-year degree or higher, and several offer workers a direct path to the middle class in a variety of industries.
An interview with Andrea Edwards, vice president of marketing and communication at Staffmark
Resumes used to come on paper that had been through a typewriter. Then there were job boards. And now?
In the past 20 years, staffing firms have undergone drastic changes to keep up with technology and the evolving workforce—and it hasn’t been easy. In an interview with Andrea Edwards, vice president of marketing and communication at Staffmark, CareerBuilder asked the secret to client satisfaction (something they have recently been awarded for), how to work for both clients and candidates, and what technology has been crucial to keeping up with the competition.
The high demand for STEM jobs is making it tough on recruiters to find skilled workers who can fill these roles—and a new generation of talent is the answer. On April 18, CareerBuilder and Georgia Tech’s College of Computing will host the inaugural “CareerBuilder Robotics Challenge” – a new effort to expose school children to the creative art of programming by inviting them to build their own robots for a competitive soccer game.
Will a candidate accept your job offer? Compensation is obviously an important element that makes your job offer attractive. What is perhaps less obvious is that candidates tend to compare the compensation you offer to other reference points. In particular, they may compare it to other people’s compensation or to their own compensation in similar jobs.
Newly published experimental research (Bracha, Gneezy, and Loewenstein, 2015, http://www.jstor.org/stable/full/10.1086/678494) shows that such pay comparisons affect workers’ propensity to take on a job, and offers insights about how to increase your chances of getting the talent you want.
How do we get HR, execs and marketers to be more transparent with their employer branding initiatives? Well, let’s try leaving the branding up to the employees (with a little bit of HR’s direction and marketing’s creativity).
If you were lucky enough this March to escape frigid spring temperatures and attend the Staffing Industry Analysts’ 2015 Executive Forum in Orlando, you might have sat in on one of our favorite sessions: “20 Big Ideas from Staffing Industry Analysts,” by Jon Osborne, vice president of strategic research for SIA.
The rapid-fire session overviewed the staffing industry from a big-picture perspective with niche market opportunities that staffing firms and recruiters should take note of.
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