I am a black woman. In recruiting.
Over the years, I’ve had opportunities to work on diversity teams. I have been invited to interview for roles in Diversity & Inclusion. I have been called upon to weigh in on issues of diversity. I have been the guest of honor at meetings that start and end with the assertion that more diverse candidates should be added to every slate.
The next generation of HR Leaders faces a challenge, not only in terms of managing five different cohorts, but a growing diversity of employees across the board.
An October 2014 White House Council of Economic Advisers report describes Millennials as the largest, most diverse generation in the U.S. population, stating that “42 percent identify with a race or ethnicity other than non-Hispanic white, around twice the share of the Baby Boomer generation when they were the same age.”
One Misleading Trend
The Council also describes Millennials as having been shaped by technology, with a quarter of Millennials believing that their relationship with technology makes their generation unique.
In the best outlook since 2007, 65 percent of employers are planning on hiring recent grads, according to a recent CareerBuilder survey. That number is up from 57 percent last year, a sure indicator that the Class of 2015 has great career prospects.
That’s not to say they won’t face challenges, though, in entering the career market—and hiring these recent grads means utilizing their fresh education and building upon their blank slate of experience.
Workforce diversity is a touchy subject, and it can be all the more difficult to tackle with an ad hoc approach. With the increasing diversity of the population and the workforce, it’s more important than ever to have an effective diversity and inclusion strategy in place at your organization.
Jennifer McClure, president of Unbridled Talent, hosted a webinar this week to help HR managers understand their role in addressing workforce diversity and how to effectively implement a diversity and inclusion strategy.
As an HR professional, you’re familiar with your organization’s strategies and goals. As a talent advisor, you understand the advantages of a diverse workforce. This puts you in a unique position to help your organization set and achieve diversity and inclusion goals that align with and advance existing business goals.
On Tuesday, April 28th, between 12 p.m. and 12:45 p.m.
While the U.S. workforce may be gradually shifting toward office-based jobs, hundreds of non-desk occupations are still thriving, according to a new CareerBuilder/Economic Specialists Intl. study.
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.
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