For Charlie Hatton, a U.S. military veteran who joined PSE&G as a project quality assurance/quality control specialist in 2015, showing how his military experience could transfer to a specific role was initially difficult.
“I applied for a job that I thought I was a good fit for, although I realized that the person screening the resumes might not agree because of my military background,” Hatton said. “It turned out I was right, and I didn’t get the interview.”
As you embark on your journey to integrate skilled credentials and more holistic hiring and retention practices, you may find misconceptions are holding you or your colleagues back from integrating them into your hiring strategy.
Jobs for the Future (JFF) and the SHRM Foundation convened four “Learning Labs,” or interactive workshops, with HR professionals, hiring managers and business leaders to solicit deeper feedback on their experiences with and perceptions of skilled credentials. Here are some of the learnings about common misconceptions:
From the industrial to the digital revolution, the introduction of new technology has always changed the way we work and the products and services we need. Artificial intelligence, especially generative AI such as ChatGPT, is the next wave of radical transformation. While AI is certainly a buzzword, we understand that it will have a deep impact on how companies do business.
We’re hearing a lot lately about the disappointment and frustration of performance reviews. At Confirm, we run performance cycles for our customers every day.
We’ve learned that:
1. How we work isn't how we're measured
2. Employee performance follows a power law, not a bell curve
3. Calibrations make bad manager ratings worse
How we work isn’t how we’re measured
Today, organizations are experiencing a hiring and retention problem. Over 11 million positions in the U.S. need to be filled, according to the U.S. Bureau of Labor Statistics. Though many statistics point to issues like The Great Resignation and a low supply of skilled workers causing massive job vacancies, those factors are only part of the challenge. Organizations need a sustainable and effective hiring process, and the first step to achieving it is understanding what caused the hiring problem we are experiencing today.
Introducing Movo: The Next-Gen AI Platform Revolutionizing HR for the Frontline
In today's fast-paced business world, managing human resources for high volume frontline workforces presents unique challenges. Traditional HR solutions are often not mobile-friendly, overly complex, and fail to address the specific needs of these employees. But there's a new player in town that's changing the game: Movo, the next-generation AI platform for high volume HR.
