According to most sources, Rudolph the Red-nosed reindeer was written in 1938 by a copywriter for Montgomery Ward. His name was Bob May and he wrote it for his 4-year-old daughter during the time of his wife’s struggle with cancer. There are multiple versions of the story that have differing timelines, but what’s important is Bob May’s focus on a characteristic that would (literally) out-shine all others – and how that had an impact on everyone involved.
Today’s companies have a people shortage, exacerbated by a skills shortage. This is probably the most critical problem facing employers today, and we know it’s not going to get better.
Photo by Patrick Tomasso un
The world of work is rapidly changing- Can our skills keep pace?
Nearly 700,000 people are released from prison each year and are locked out of the job market. Those who have served their time should not be “re-sentenced” by employers, especially when businesses are experiencing a human capital crisis.
Last month, Congress and the Trump Administration passed and signed into law the bipartisan First Step Act, improving rehabilitation and re-entry opportunities for thousands of incarcerated men and women.
Not too long ago, women who worked in the technology industry or in science, technology, engineering and math (STEM) careers would tell you that they were often the only female in the room. And it was uncomfortable.
No degree? No experience? No problem.
A high demand for skills combined with a low unemployment rate have made nontraditional pools of talent an attractive option for employers looking to boost recruiting efforts.
I spoke at a conference five years ago in which I declared, “resumes suck.” The context was about over-inflated resumes filled with key words, and on the other side, employers who dismiss great talent based on a piece (or ten) of paper. In short, resumes needed to be retired and replaced with a more dynamic way of matching talent with needs.
Rapid advancements in technology and unprecedented demographic transitions continue to radically change the global workplace. The unremitting pace of change is affecting not only how, when and where work gets done, but is also creating the need for a total reskilling of the workforce. What will it take to find success in the new world of work?
The HR profession has changed significantly over the past decades as the profession has evolved from basic personnel management to a strategic business function that leads a wide range of practices and competencies. Today’s HR powers not only a service economy, but a knowledge economy, and as this knowledge economy grows, it is critical that organizations also evolve their approach to talent.
I like to help out students at my alma mater where I received my Bachelor’s degree – the University at Buffalo School of Management. A few times a year they host amazing events I like to be a part of such as “Coffee Cup Conversations” (kind of like speed dating between students and professionals) and “Career Passport Conference” where I present to groups of students on what I did during my time at UB and after, to establish my career.
Over the coming decades “Mature Workers” (defined as age 50+) will be one of the largest sources of talent available. Given this reality and the invaluable nature of older workers’ experience and skills, organizations must develop both acquisition and retention strategies to employ the mature workforce and stay competitive. That’s where SHRM, the SHRM Foundation, and AARP come in.
How do you get 20 years of military experience down to two pages?
If there is one question that comes up more than any other from my military friends and networks, it is “How exactly do you condense 20 years of military experience into a resume that doesn’t resemble an encyclopedia?”
Veterans have a lot of training, experience & qualifications that need to be condensed into a short two-page resume that is typical of today’s standards.