Rigidity and red tape are often words that come to mind for the finance industry —and Phoenix Group were determined to break through this barrier. They used their employees' stories to engage top-tier candidates using Clinch, with 16.9% of candidates hitting ‘apply’ after engaging. Read their story: https://lnkd.in/gqaizadt
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The biggest hurdle starts with education and undoing preconceived notions when it come to #secondchancehiring Take a listen to this session, be open to learn, and start asking challenging questions internally with your hiring team and managers. #secondchancemonth2024
“We need more companies to speak up. There are way more companies doing second chance hiring then are actually talking about it publicly. We need to take away the power convictions have over employer perceptions.” - Bill Heiser. 85% of HR professionals report that employees with records perform the same or better than employees without records. It is our hope that these companies will begin sharing the stories of how valuable returning citizens have been until second chance hiring is the norm in this country. Thank you Bill Heiser for representing REFORM Alliance at The Business Case for Second Chance Employment Conference and panelists Jeffrey Korzenik, Chief Economist, Fifth Third Commercial Bank, Shawn Bushway, Professor of Public Administration and Policy, The University at Albany and Senior Policy Researcher RAND, and Ken O., VP of Checkr, Inc. and Executive Director of the Checkr Foundation Thank you J.P. Morgan aand The Wharton School.
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Did you see this in yesterday’s Wall Street Journal (see attached for the full article)? It's a very compelling and startling fact. So much so that The U.S. Chamber of Commerce and other business groups filed a lawsuit today seeking to block a ban on the use of noncompete agreements, kicking off a legal battle over the fate of contracts that prevent most workers from joining rival firms. If this ruling stands, this will change the landscape of #staffing and recruitment and will increase the number of people quitting their jobs! Furthermore, it will make it EVEN harder for you to retain key #employees in general and technical, R&D, scientific and engineering talent in specific. If you hire our firm on a consulting basis I have several solutions that can help you overcome this monumental ruling. For a sample of what I have in mind, please go to https://lnkd.in/gnxsacCA for my top 12 recruiting tips. Thank you, Scott Sargis President Strategic Search Corporation 312-944-4000 https://lnkd.in/edniT4d
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My husband and I were just talking about this. It's always going to be about the money. They want the job, for the money. They want more hours, for the money. They want overtime, for the money. They want the promotion, for the money. They achieve the metrics, for money. They win the contests, for the money. It's always about the rate of pay, the raise, the bonus, they payout. Let's stop pretending it's not. If we own that, then we know what it takes to keep the good talent. The money. If you pay your team members well and couple that with a great working environment, then you have created the sweet spot where turnover is limited and growth is exponential. Unless it's one of the roles listed in the op, a non-profit or philanthropic cause... Unless you are literally doing the job you are most passionate about... Then as a leader, understand that those who are under you are most concerned about the money. Let the money land them. Be the leader that inspires them. And then you get to keep them.
"If a candidate keeps asking about salary and benefits… they're probably not the right fit. We need someone who's inspired by our vision, not money". Genuine response from a hiring manager. Here's my rebuttal. Unless you're: Curing cancer Going to space Building a time machine Then behave yourself. Your vision (as compelling as you might think it is) doesn't trump someone's need to make a decent living.
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Applications can come in many forms. This factsheet explains how to work through each type: https://lnkd.in/gMpEiehd - this is part of B+LNZ's Employment Hub series.
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In 2023, more substantiated reports resulted in separation from employment outcomes. In other words, "You're fired!" But why? To learn more, click here: https://ow.ly/ryK430sB22X
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Engineering, R&D, Scientific, Technical RECRUITING | Cutting Edge Recruitment | AI, Robotics, IoT, VR
Did you see this in yesterday’s Wall Street Journal (see attached for the full article)? It's a very compelling and startling fact. So much so that The U.S. Chamber of Commerce and other business groups filed a lawsuit today seeking to block a ban on the use of noncompete agreements, kicking off a legal battle over the fate of contracts that prevent most workers from joining rival firms. If this ruling stands, this will change the landscape of #staffing and #recruitment and will increase the number of people quitting their jobs! Furthermore, it will make it EVEN harder for you to retain key employees in general and technical, R&D, scientific and engineering talent in specific. If you hire us on a consulting basis I have several solutions that can help you overcome this monumental ruling. For a sample of what I have in mind, please go to https://lnkd.in/ewjigJE for my top 12 recruiting tips. Thank you, Scott Sargis President Strategic Search Corporation 312-944-4000 https://lnkd.in/eddsFYR
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Chief Investment Strategist/Principal - Specializing in the development of investment portfolio strategies at Plante Moran
Plante Moran Financial Advisors' Jim Baird shared his thoughts on the recent employment situation announcement as it relates to the current strong labor economy with Jeffry Bartash via MarketWatch. Read more.
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Data doesn't lie, but our perceptions can. Below is a case study on the positive impact, over the years, of employer partnerships towards #fairchancehiring. If you're interested, but don't know where to start with questions on how to be more #inclusive and how your company can consider liability questions for certain job functions, this is a great starting point. We at #Persevere are always looking for more employer partnerships for our talented full-stack web developers. What is one MYTH-BUSTED fact in the article that surprised you?
Today we released a post by Matt Joyce, based on research by Emma Pottenger and Sophia Stoddard, that details our analysis of 1350 negligent hiring verdicts and settlements involving employees with past convictions: https://lnkd.in/exxZPN_X Our assessment illustrates the narrowness of job categories & conviction categories that have resulted in employer liability and further underscores findings by researchers at Legal Action Center, National Workrights Institute, RAND, and others that the perceived risk of hiring candidates with past convictions is far greater than the actual risk. Look forward to continuing to build upon this work to help drive #fairchanceemployment. SHRM Foundation, Second Chance Business Coalition, Jobs for the Future (JFF), Center for Employment Opportunities, Arnold Ventures, Stand Together, Blue Meridian Partners, REFORM Alliance
We Reviewed 1350 Negligent Hiring Cases and Settlements and Here’s What We Found
envoy.us
