Matthew Craven, CSM, RACR

Are you currently hiring? Layoffs hit several industries pretty hard this last week. Check out the talent below that has been impacted and like, comment, or tag your recruitment and sourcing teams to get the word out so we can find these incredibly talented folks a new awesome opportunity: 🏥 Oregon Health and Science University (OHSU) (Portland, OR):  Laying off 142 employees in the first wave of layoffs in its annual renewal process. They also announced they will be laying off over 500 or more people in the next 90 days. Nurses across Oregon tend to go on strike. 🖥️ Microsoft: Microsoft plans to lay off about 1,000 people despite what CEO Satya Nadella described during the corporation's April earnings call as "a record third quarter." 💊Bristol Myers (Lawrenceville, NJ) BMS is laying off around 863 employees in Lawrenceville, New Jersey, according to a Worker Adjustment and Retraining Notification (WARN) alert from the state. The latest round of staff reductions follows 75 cuts in Lawrenceville that took place in March, according to the state filing. 📞Personal Assistance Telephone Help, Inc. (PATH) (Bloomington, IL) Close to 100 call center PATH employees will lose their jobs after state officials chose another southern Illinois-based company to provide the service. 🏦 Barcaly (Whippaby, NJ): Barclays bank is laying off 70 employees in Whippany, the latest job cuts in New Jersey’s financial services sector. They previously let go of 244 employees earlier this year. 🚧 Zachry Industrial Group (Port Arthur, TX): The majority of the layoffs, 4,072 employees, will be at Sabine Pass, where the company is backing out of the LNG project. 🚀 Northrop Grumman (Chandler, AZ) The aerospace and defense contractor notified the state of Arizona of 543 possible layoffs out of its office in Chandler, located at 1575 S. Price Road. The company filed a Worker Adjustment and Retraining Notice on June 6. #layoffs #talentacquisition #recruitment #humanresources

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Data drives decisions, but are we measuring "what matters"? Off of a referral, from a candidate, I just bought this book and looking forward to reading. No matter the job we do, it is measured, no matter the tool or resource we acquire, success is determined by a subset of numbers normally tied to Return on Investment (ROI). I'm looking forward to what insights from this book. This poses the question for Talent Acquisition professionals. Does time to fill really matter? Because it still seems to be the data point our stake holders want to see to rate our level of service... My answer is in the comments. More to come and hope to share my review and newfound thoughts from this book in a couple of weeks. #ihaveamilliondreams for #talentaquisition #livelifewithnoregrets #alwayslearn

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The macro numbers have stabilized, but the job-seeking experience (and the hiring experience) are still adjusting to the ATS and AI age. #TalentTuesday #HirePower https://lnkd.in/ehjAv4K2

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⭐ Last week's TAO offsite in Oregon was an unforgettable experience, with our inspiring keynote speakers. Their insights on our company strategy and vision ignited a sense of purpose and excitement, paving the way for the team building activities that followed. It all started with a scavenger hunt that kicked off the series, which quickly turned into more than just a game! It was about connecting, collaborating, and recharging our sense of teamwork. The competitive spirit sparked right away, and it wasn't just about finding clues, it was about uncovering the potential in ourselves and each other as well as learning about each other's hidden talents and capabilities outside of the work space. The highlight was building a boat ⛵ out of cardboard. At first, it seemed like a fun but simple task, yet it turned out to be so much more. We had to ride that boat to the other side of a swimming pool, choosing a team member to make the journey, and apparently... there were rules to follow 😅. As we tackled the challenge, it became clear that we weren't just constructing a boat, we were testing our problem-solving skills, embracing creativity, and pushing past our limits. Using AI to brainstorm solutions was an added layer that showed us how technology could amplify our efforts and unlock new possibilities. By the end of the series, what had started as a set of activities became a trust test of determination, teamwork and adaptability. It showed that with the right mindset and support, there are no limits to what we can achieve together. Symbolically, this boat-building challenge felt a lot like what we're doing as a company at Included Health. We are constructing something meaningful together- a personalized all-in-one healthcare option that offers comprehensive integrated care. Just as we collaborated to make the boat float, at Included Health we are bringing together behavioral health, primary care, urgent care, healthcare navigation, case management and specialty care to create a seamless healthcare experience for everyone. Each step is a piece of the puzzle, helping people access the quality healthcare they deserve! If you're interested in being part of a mission-driven company where you can help build the future of healthcare, we're always looking for passionate clinicians to join our team! Check our clinical careers page below and get on that boat! Well... probably not the cardboard one! ⛵ https://lnkd.in/ebe8i7eK #clinicalopportunities #healthcarenavigation #integratedhealthcare #allinonehealthcare #primarycare #clinicians #iamincluded #applynow #joinus #missiondriven #raisethestandardofhealthcareforeveryone #urgentcare #behavioralhealth

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As a compensation professional in California, ensuring pay equity is a critical responsibility that requires diligence and expertise. Here's a brief overview of work in this area. Equity Compensation teams in California face unique challenges and responsibilities when it comes to pay equity. California has some of the strongest equal pay laws in the nation. Compensation must ensure compliance with the California Equal Pay Act, which prohibits pay disparities for "substantially similar work" based on gender, race, or ethnicity. Pay Scale Transparency As of 2023, we're required to include pay scales in job postings and provide them to current employees upon request. This promotes transparency and helps address pay inequities. Data Analysis and Reporting We conduct pay data reporting to identify potential wage disparities. This involves analyzing compensation data across gender, race, and job categories. We then have to aggregate this data across disparate bands. Salary History Restrictions We've adapted our hiring practices to comply with laws prohibiting employers from relying on salary history when making compensation decisions Proactive Pay Audits To stay ahead of potential issues, we regularly conduct comprehensive pay equity audits to identify and address any unjustified pay disparities. Policy Development We create and maintain clear, equitable compensation policies that can withstand scrutiny and promote fair pay practices. By focusing on these areas, compensation professionals in California are at the forefront of efforts to close the gender and racial pay gaps. Our work is crucial in creating fairer, more equitable workplaces for all Californians. #PayEquity #CompensationProfessionals #CaliforniaHR #EqualPay #Compensation

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In healthcare talent acquisition, I’ve learned that finding the right candidate goes beyond matching skills on paper. It’s about understanding the person’s values and strengths, their passion for patient care, and their goals for the future. Taking that extra time to truly connect, to highlight talent, is what makes talent acquisition so rewarding. Let’s celebrate the human side of recruitment! How do you build meaningful connections in your field?

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🚨 The countdown continues!! We are just 1 week away!! 🚨 I’m thrilled to be a panelist on an upcoming webinar discussing strategies for scaling candidate engagement as we head into 2025. If you’re looking to stay ahead of the curve in hiring and talent management, this is a FREE virtual event you don't want to miss! Register here: https://lnkd.in/gfAwzGmU Even if you are not able to attend; please share to your network and tag those that would benefit from attending this free webinar! #recruitment #EREWebinar #CandidateEngagement #HRTech

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🌍 Breaking Down Barriers: Diversity & Inclusion in Hiring 🤝 Companies that prioritize diversity and inclusion see 19% higher revenue. It’s time to foster more inclusive hiring practices and create a workplace that thrives on diverse perspectives. In our latest blog, we explore actionable steps to address diversity and inclusion in the hiring process, and why it’s essential for business success in 2024 and beyond. 🔗 Learn more: https://lnkd.in/evaz-iBw #DiversityInHiring #InclusiveWorkplace #DEI #EngageStaff

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Teamwork really does make the dream work 👏🏼 Shoutout to the most smart-working, dedicated, and successful group of individuals that I get to work with each day. From social>sourcing>recruiting>onboarding, to exceeding the loftiest of goals (iykyk), good days, bad days and everything in between, this is #TEAMSAMC! #samccareers #nationalhealthcarerecruiterrecognition

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Put your best foot forward and take your digital interviewing skills to the next level. Video interviewing is quite different than traditional interviews, so if you want to make sure this step toward securing your next position goes smoothly, check out these tips from The Muse: https://ow.ly/VqmT30sE34V #HiringNow #NewNurseGrad #StudentNurse #NursesRock #RN #Nurses #MilitarySpouse #Veterans

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This #AAPIHeritageMonth, we’re honoring our diverse team members with inspiring Asian American and Pacific Islander backgrounds. Learn more on our blog: https://bit.ly/3JGzEiO

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Let’s talk resumes. If you’re not hearing back from recruiters, it might not be the recruiter—it could be your resume. Tough to hear, but true for many (not all). Does your resume clearly and concisely showcase the value you bring to a team? Are you including measurable metrics that quantify your impact? If not, it’s time to revise. ✅ Highlight your accomplishments with data, not fluff. ✅ Tailor it to the role you want. ✅ Ensure your contact information is correct and up to date (double-check that email address!). ✅ Applying for a role in a location not near you? Add a note about the locations you’re open to relocating to. Make sure your resume grabs attention and screams, “This is the one!”

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I attended the Phenom AI Day event today, and with it being over 4 hours long, multitasking was inevitable. Thankfully, Phenom has the replay on YouTube, so I can catch up on the parts I missed. If you've ever thought about using AI to "modernize" your Talent Acquisition or HR departments but aren't sure where to begin, this video is a must-watch. #ai #airecruiting #aihr #Phenom

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