Monica Vida MBA, MIOP

Struggling to attract and retain top talent? You're not alone! Building a dream team starts with the right strategies. Discover how to attract and retain top talent in today's competitive market with these 5 tips. ⬇️

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Struggling to attract and retain top talent? You're not alone! Building a dream team starts with the right strategies. Discover how to attract and retain top talent in today's competitive market with these 5 tips. ⬇️

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I would love to hear from People Ops and HR Professionals on this topic. I’ve read several articles covering SHRMs decision but still uncertain if this was this the consensus among members, if members were surveyed or was this an executive decision? What was the explanation on why people have such a hard time with the concept of ‘equity’? — This is our topic of discussion at VEST this month so please share your thoughts. If you are not already a member, be sure to subscribe to our podcast to listen to the conversation! #DEI #Inclusion #HR #SHRM

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I was a recent guest on the Good Morning, HR podcast with Mike Coffey, SPHR, SHRM-SCP ✅ where we discussed the use of VALIDATED ASSESSMENTS for employee talent decisions and the GREEN FLAGS for how to use and select an assessment and assessment vendor. Green Flags (per the Principles for the Validation and Use of Personnel Selection Procedures; APA, and Uniform Guidelines for Employee Selection Procedures, EEOC) 1.   Assessment Type/Method – Align the specific assessment (skills, personality, situational judgement, etc.) to your strategic need. 2.   Technical Manual – This will show if the assessment is validated and is fair. If no manual... RUN. (some have manuals but they are not adequate... ask an IO psych for help). 3.   Role Specific Assessments or Norms - Look for assessments that are validated on job specific groups. 4.   Job Relevance - They will help you perform a job analysis to establish job relevance of the assessment for legal compliance! 5.   IO on Staff - They have an IO psychologist on staff (not just a technology company) #employeeassessments #personality #hiring #selection #HR #talent

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Spotlight on Mentoring with Bender Consulting Services & ADP - Disability:IN (disabilityin.org)  

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I’ve been talking a lot about Strategic Foresight recently because I believe it is essential for effective TA Transformations and for building talent strategies that will give employers a competitive advantage. So, what is Strategic Foresight? Strategic foresight is essential for navigating an uncertain future. Without it, organizations are vulnerable to rapid changes and miss opportunities. Understanding Strategic Foresight Strategic foresight is not about predicting the future; it’s about preparing for multiple possible futures. It involves analyzing trends, exploring scenarios, and understanding the implications of different possibilities. Companies that practice strategic foresight are better equipped to make informed decisions that guide them through uncertainty. Approaches to Strategic Foresight Strategic foresight uses various approaches to anticipate future challenges and opportunities. One method is scenario planning, where organizations create narratives about different possible futures. Another approach is trend analysis, which identifies and monitors signals of change in technology, society, economy, and environment. Backcasting is another tool where companies start with a desired future outcome and work backward to identify the steps needed to achieve it. These approaches allow organizations to explore a range of futures and prepare proactively. Proactively Identify Opportunities and Threats A crucial role of strategic foresight is helping organizations identify potential opportunities and threats before they become apparent to competitors. By regularly scanning the external environment and considering future scenarios, businesses can position themselves to take advantage of new markets or avoid risks that could derail success. Improve Long-Term Decision Making Organizations often focus on short-term gains at the expense of long-term sustainability. Strategic foresight shifts this focus, enabling decision-makers to consider how their choices today will impact the company in the years to come. This leads to more resilient strategies that can withstand changes in the market, technology, and societal expectations. Foster Innovation and Adaptability Companies that leverage strategic foresight are more innovative and adaptable. They can experiment with new ideas, products, and business models by continuously exploring possible futures. This proactive approach allows them to pivot quickly in response to changes, stay ahead of the competition, and meet evolving customer needs. Enhance Organizational Resilience Resilience is critical to survival in a rapidly changing world. Strategic foresight builds resilience by preparing organizations for a range of future scenarios, enabling them to respond effectively to unexpected challenges. This preparation ensures that, regardless of what the future holds, the organization is ready to thrive. I’ll share more on this and its specific applications in Talent Acquisition soon.

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Having trouble translating military experience to civilian roles? You’re not alone. Many HR professionals struggle with this, but here’s how you can bridge the gap: 🔹 Use Veterans with Recruiting Experience They can identify the right military specialties and translate terminology effectively. 🔹 Participate in Veterans Transition Events Join or host workshops to connect early with veterans and provide guidance. 🔹 Network with Transitioning Veterans Invest in career fairs to quickly access veterans' skills and needs. 🔹 Ensure Job Postings Are Veteran-Friendly Clearly distinguish between required and desired skills, and show openness to training. 🔹 Move Promptly Veterans value quick decision-making. Act fast to secure top talent. 🔹 Involve Current Veterans Use them in recruiting, interviewing, and mentoring for a better fit and smoother transitions. 🔹 Create a Military Support Group Provide ongoing support and camaraderie to help veterans thrive. Harness our job postings, career fairs and other services to help you succeed! #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Having trouble translating military experience to civilian roles? You’re not alone. Many HR professionals struggle with this, but here’s how you can bridge the gap: 🔹 Use Veterans with Recruiting Experience They can identify the right military specialties and translate terminology effectively. 🔹 Participate in Veterans Transition Events Join or host workshops to connect early with veterans and provide guidance. 🔹 Network with Transitioning Veterans Invest in career fairs to quickly access veterans' skills and needs. 🔹 Ensure Job Postings Are Veteran-Friendly Clearly distinguish between required and desired skills, and show openness to training. 🔹 Move Promptly Veterans value quick decision-making. Act fast to secure top talent. 🔹 Involve Current Veterans Use them in recruiting, interviewing, and mentoring for a better fit and smoother transitions. 🔹 Create a Military Support Group Provide ongoing support and camaraderie to help veterans thrive. Harness our job postings, career fairs and other services to help you succeed! #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Economic uncertainty doesn't have to stall your recruitment efforts. Discover how to navigate layoffs, hiring freezes, and budget cuts while still attracting top talent. Get actionable insights and download our white paper for detailed strategies.

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I had the opportunity to listen Johnny C. Taylor, Jr., SHRM-SCP at #SHRM24 discuss the cyclone of changes coming for HR: 🌀 AI’s reshaping of work 🌀 Disappearing jobs and reskilling demands 🌀 Rising incivility and challenges to IE&D These changes will challenge HR and deepen our impact on the world. But we MUST bring our people and organizations through the coming storms.

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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