Next Blog

SHRM is Called to Shape National Workforce Strategy

 

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...

COMMENTS 0

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

 

 

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...

COMMENTS 0

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


 

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...

COMMENTS 0

Helping Ex-Offenders Re-Enter The Workforce

 

 

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...

COMMENTS 1

Personalizing Criminal Records

 

 

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...

COMMENTS 0

How Not to Hire a Micro-Manager

 

Q: Our department of five used to be managed by a micromanager who thankfully is no longer here. Now we’re in the process of hiring a new manager and I’m on the selection committee. Which questions do you recommend asking so we make sure we don’t end up with –heaven forbid- another micromanager?

A: It sounds like your department experienced some of the damaging effects of micromanaging: lower morale , loss of trust and innovation, higher stress and turnover.

When employees feel like the manager is looking over their shoulder it...

COMMENTS 0

2019 Employee Engagement Trends

 

 

Last week BI Worldwide published the Employee Engagement trends that will impact programs this calendar year. The results rectify program initiatives that continue to entice participation. There are also a few new trends that are taking intrigue to an elevated strategic level.

The Impact of Employee Recognition on Mental Health
As an educator of College aged people and a spouse to one who works in the Mental Health profession, I am ever-encouraged by the sea change in the support over the last decade. Stigmas are being lifted and transparency has opened up with generous resolve. The...

COMMENTS 0

People First, THEN Performance

 

 

You can’t get to performance without people.

Often, we seek out new leadership models, new approaches to innovation, new decision-making frameworks in organizations in hopes that we will help our people do their work smarter, faster, more effectively. Often, we do so at great expense, and at great risk.

What we tend to overlook, however, is the role people play in performance.

It’s far easier to send people to training, to have them adopt a new approach, or to change the way they do things than it is to embrace...

COMMENTS 0

#Nextchat RECAP: Employee Value Proposition and Employer Branding Go Hand in Hand

 

On February 20, #Nextchat @shrmnextchat chatted with Mofota Sefali @mofota about how the Employee Value Proposition and Employer Brand go Hand in Hand.

If you missed this excellent chat filled with great tips and advice for creating a winning EVP and attractive employer brand you can read all the tweets here or below:

 

 ...

COMMENTS 0

Phone Interviews: You Called, I Can't Hear a Thing

 

Hello, hello, baby. You called, I can’t hear a thing.
I have got no service in the club, you see, see
Wha-Wha-What did you say?
Oh, you’re breaking up on me
Sorry, I cannot hear you, I’m kinda busy.

– Lady Gaga

 

My first gig in HR was as a recruiter/staffing consultant/placement specialist (or whatever title they wanted us to use at any given day) for a smaller temporary staffing agency. There was no training. I don’t think I even shadowed anyone prior to jumping on the phone and doing...

COMMENTS 0