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SHRM is Called to Shape National Workforce Strategy

by Johnny C. Taylor, Jr., SHRM-SCPOn February 13, 2019 0 comments

 

When it comes to the future of talent, America’s prospects are in serious, if not critical, condition. There are currently more than 7.3 million unfilled jobs in the United States, in large part because we don’t have enough American workers with the skills or training to fill them. Our nation’s most valuable resource—our workforce—is ill-served by our current system of education and training for the in-demand jobs of the future. 

The skills gap is a worldwide problem, and here in the U.S. it deeply impacts the economy and our prospects...

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SHRM Making a Stand for Hiring Candidates with a Criminal Record!

by Tim SackettOn February 11, 2019 0 comments

 

 

When it comes to hiring bias in America, some of the groups often targeted include older workers, obese people, and people with a criminal record.  

SHRM decided to try and make an impact and help those with criminal records get hired with their new initiative called: Getting Talent Back to Work. 

GTBW is an initiative launched by SHRM to get employers to join in and take a pledge that their organizations will work to put people with criminal records back into their hiring pools. Koch Industries, a multi-billion dollar corporations with...

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They’ve Paid Their Debt: Now Let’s Help People with Criminal Records Get Back to Work

by Johnny C. Taylor, Jr., SHRM-SCPOn January 28, 2019 0 comments


 

Today, I’m calling on business leaders across the nation to commit to give greater employment opportunities to qualified individuals who for far too long have been excluded from the workforce because of their criminal records.
 
Every year, 650,000 people in the U.S. leave prison to re-enter society. They often find themselves shut out of opportunities to make an honest living. Consequently, they have difficulty reintegrating and too many end up back behind bars – a cycle that leaves families broken...

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Helping Ex-Offenders Re-Enter The Workforce

by Darcey McAllisterOn January 27, 2019 1 comment

 

 

I admit it. I have been one of those HR people reluctant to hire ex-offenders under the assumption that once trouble – always trouble.

But my husband helped me realize the error of this stereotyping. He worked in the court system for 20 years, dealing with felons and their legal financial obligations. Having heard his stories, I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry.

These barriers include employers that are unwilling to take risks on those with...

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Personalizing Criminal Records

by Heather HollandOn January 27, 2019 0 comments

 

 

Do you know someone with a criminal record?

I recently learned a startling statistic from the Brennan Center For Justice. The number of Americans with a college degree is nearly the same as the number of Americans with a criminal record. Let that sink in for a moment. While that sinks in, a couple more statistics to provide further context and perspective. More Americans have a criminal record than married couples. More Americans have a criminal record than households with a dog. Back to the question initially posed. Do you...

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Expressing the Languages of Appreciation in the Workplace

by Osasumwen Arigbe On February 15, 2019 0 comments

 

 

In recognition of Valentine’s Day, a group of employees engaged in an exercise around love languages. The task was for them to identify and discuss their love languages among themselves. The goal was for each person to have a better understanding of how they like to show or receive love in the workplace. Love in this context is not referring to romantic relationships at work. Instead, it is referring to ways employees can support one another. The exercise was based on the Five Love Languages—Acts of Service, Words of Affirmation,...

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Employee Value Proposition and Employer Branding Go Hand in Hand

by Mofota SefaliOn February 14, 2019 0 comments

 

 

 

Employee Value Proposition (EVP) and Employer Branding (EB) are to the human resources department what marketing is to the organization. Through our EB efforts, we manage to position ourselves against our competitors in the marketplace by communicating the salient features of our employer value proposition offering to prospective candidates.

 

Traditionally, candidates applied for a job by sending...

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#Nextchat RECAP: Stepping Into Your Role as an HR Department of One

by Mary KaylorOn February 13, 2019 0 comments

 

On February 13, @SHRMNextchat chatted with Sabrina Baker about Stepping Into Your Role as an HR Department of One. 

If you missed this excellent chat, on how to be an effective and efficient HR department of one, you can read all of the tweets here or below:

 

 

 ...

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Engaging External Workers: Keeping External Workers Satisfied When They’d Rather Have a Permanent Role

On February 13, 2019 0 comments

 

Cassondra Batz-Barbarich, Steven Hunt, and Autumn Krauss, HCM Research, SAP SuccessFactors

Trent Burner, SHRM Research

A fundamental factor impacting the performance and commitment of external workers (e.g., contractors,  contingent labor, and temporary workers) is the reason why they decided to pursue external work. Although their decision-making process might be complex and include several inputs, the most critical distinction is whether the person ultimately becomes an external worker because they feel they have to or they want to undertake this type of work.  

Some people choose to be an...

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