Recorded live on March 10th at 1 PM EST
2022 Hiring: Broadening Your Candidate Pool
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MP: Good afternoon, and thank you for joining us for an MP webinar covering the.
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MP: hiring broadening your camp candidate pool.
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MP: On katie creditor marketing specialist here at MP For those of you joining us on a webinar for the first time, and it is a full service human capital management company.
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MP: We offer a complete suite of products and services to support organizations, through the entire employee lifecycle including recruiting HR payroll benefits administration time and attendance and compliance assistance.
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MP: We support our clients with cutting edge technical solutions, as well as proactive reliable service and deep HR and payroll expertise at MP, we are wired for HR and help our clients succeed by aligning their people strategy with their business goals.
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MP: i’m excited to introduce your presenters for today’s program sherry Heller and Sarah esperanza.
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MP: sherry is a shirt and phr certified HR partner here at Mt she has over 20 years of experience and employee relations, training and development strategic planning and policy development.
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MP: sherry earn a master of education in instructional design from umass she spent many years in retail management prior to getting into hr.
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MP: which provides her with a unique business focus to human resources, Sarah is a sherm certified HR partner and NP.
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MP: Providing HR support to businesses of all sizes in a variety of industries, she assists businesses.
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MP: business owners and managers at all levels of the organization in developing and implementing.
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MP: Optimal HR infrastructure, Sarah has her bachelor’s degree in psychology and Business Administration from the University of Texas at Austin.
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MP: and continued her studies in human resource management at Chaplin college in our home state of Vermont.
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MP: She has experienced across HR specializing in talent acquisition engagement D IB diversity equity inclusion and belonging and wellness.
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MP: Just a few housekeeping issues before we get started here today, if you would like to submit a question during the program please use the q&a feature at the bottom of the screen.
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MP: We will be sending out the recording of the webinar later today, along with the slides and with that i’m going to hand the MIC off to Sarah.
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Sarah Speranza: Thank you katie and good afternoon everyone thanks again for joining us today, I just want to start out with our usual brief legal disclaimer.
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Sarah Speranza: Though we’ll be talking about various employment laws, today this training is really for educational and informational purposes only.
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Sarah Speranza: We do not want you to misconstrue any of this as legal advice we always recommend that you speak to an employment attorney attorney for any legal advice with That being said, let’s jump in.
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Sarah Speranza: we’re going to start by reviewing the presentation topics and, as you can see, we have a lot to cover today.
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Sarah Speranza: i’ll be talking about some hiring challenges specific to 2022 and how you can tap into underutilized candidate pools that qualify for tax credits, such as military veterans.
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Sarah Speranza: Workers with criminal records and workers with disabilities, then i’ll be turning it over to sherry and she’ll discuss hiring older workers, finding more candidates sources and various candidate sourcing tips.
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Sarah Speranza: How right so in 2022 innovative talent recruitment strategies are crucial, as we all know, and you know, making a bad hire is usually costly, it can be even more financially damaging now.
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Sarah Speranza: The job market is really challenging to navigate at this moment in time and businesses continue to face recruiting and hiring challenges in the second year of an unprecedented Labor market.
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Sarah Speranza: This is all illustrated by record record level turnover job openings increased stress and significant changed candidate expectations.
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Sarah Speranza: So together these concerns can really drive costs for employers, but you know where there’s great challenge, there is also great opportunity, so.
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Sarah Speranza: we’re now seeing hiring teams looking at different sourcing channels and rethinking requirements for roles so.
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Sarah Speranza: If your company can invest in the in the hiring team kind of rethink their candidate pool it’s a great opportunity.
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Sarah Speranza: Today we’re going to dig into how employers can broaden this candidate pool and tap into underutilized talent and get some other resourceful hiring tactics.
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Sarah Speranza: So if you’re continuing to face serious hiring challenges in 2022 you are definitely not alone.
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Sarah Speranza: According to a 2021 survey by willis towers Watson 73% of companies are having difficulty attracting employees and 70% expected this to linger into 2022.
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Sarah Speranza: Retaining employees, it was just as challenging with employers saying 61% of them are having a hard time keeping workers so what’s an employer to do.
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Sarah Speranza: If you’re still kind of recruiting and posting openings on job boards, the way you did in the past it’s time to start exploring other avenues.
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Sarah Speranza: And in order to tap into different talent pools, we first want to be able to identify transferable skills, according to a recent study released by monster 95%.
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Sarah Speranza: of workers surveyed are considering changing jobs, so, while 92% said they were willing to switch industries to do so.
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Sarah Speranza: Therefore, you know if you’re struggling to fill open positions developing a program to attract and re skill those workers.
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Sarah Speranza: Who are changing careers could definitely expand your talent pool.
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Sarah Speranza: Fortunately, you don’t need to start from scratch when you’re hiring people who have chosen chosen to change career paths instead you kind of want to focus on attracting candidates who have strong transferable skills across those industries.
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Sarah Speranza: So some of these key skills to look for include but are not limited to Problem Solving teamwork communication I think those are all ones we focus on regularly and then thinking about things like leadership.
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Sarah Speranza: And so, even if they’re not in a leadership role, it can also be very vital.
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Sarah Speranza: For all employees across your organization because leadership skills, can contribute to that employees abilities to you know, take the lead on projects or get a team on the same page.
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Sarah Speranza: And delegate when needed or see a project through to completion, and then we want to think about adaptability, obviously, those who are.
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Sarah Speranza: adaptable and flexible there’ll be able to pivot and learn new skills when needed, and as your business grows changes and evolves.
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Sarah Speranza: And then hopefully be able to maintain that positive attitude attitude, while ensuring goals are still met.
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Sarah Speranza: And then, lastly, technology, literacy, which we all know, is more and more important each day.
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Sarah Speranza: If you don’t want to teach your next hire the basics, you can look for candidates who have experienced with common business tools and technology.
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Sarah Speranza: And that should easily integrate into your business function Similarly, if your organization is embracing more digital tools it’s also important that your candidate is comfortable learning, new technologies and software to improve efficiency and evolve with your organization.
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Sarah Speranza: Alright, so if you’re looking for hardworking motivated ethical employees try hiring a US veteran veterans are disciplined team players that can bolster your employers business and what’s more hiring veterans is not only a good idea, it can be really good for business.
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Sarah Speranza: let’s take a look at why veterans can positively impact your workforce so numerous articles from many recognized business leaders endorse hiring veterans as a good business practice.
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Sarah Speranza: And why is that well veterans bring the following attributes and characteristics, to the workplace, and you know a lot of these are things that can be hard to find.
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Sarah Speranza: And some of those include proven leadership and leadership readiness, so the military trains people to lead by example, as well as through direction delegation motivation and inspiration.
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Sarah Speranza: And they understand practical ways to manage behaviors for results even in trying circumstances.
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Sarah Speranza: some kind of dig into any of them are all of them teamwork, of course, as well, but they also have a respect for procedures which can be.
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Sarah Speranza: hard to come by right so veterans have gained a unique perspective on the value of accountability often and they can grasp their place within the organizational framework.
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Sarah Speranza: And so that can really help with becoming responsible for some subordinates actions or higher supervisory levels and they know how policies and procedures enable your organization to exist.
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Sarah Speranza: Rather than just being something on paper and they can also be adaptable and immediate contributors so.
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Sarah Speranza: You know they have proven ability to learn new skills and concepts and they can enter the workforce with those transferable skills that you’re looking for and then back those up with their proven real world situations.
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Sarah Speranza: Technology and globalization is also a big one that we might not often think about so because of their experiences in the service veterans are actually.
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Sarah Speranza: You know, usually very aware of international and technical trends pertinent to business and industry, and they can bring a kind of global outlook and technology savvy that a lot of companies of any size need to succeed.
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Sarah Speranza: And then, just a few more so strong performance under pressure can also be a really big positive obviously veterans have to develop.
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Sarah Speranza: The capacity and know how to accomplish priorities on time, in spite of tremendous stress and they also know the importance of staying with a task until it’s done right.
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Sarah Speranza: Diversity inclusion can be a good one, as well because they’re working side by side with a lot of individuals, regardless of race, gender geographic origin ethnic background, religion, economic status mental and physical capabilities, so a whole multitude of things.
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Sarah Speranza: And then they can bring that into your workforce.
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Sarah Speranza: And the last few are just things like being a self starter having that integrity you’re looking for and using creative problem solving skills.
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Sarah Speranza: So, now that we’ve determined is a good idea to seek out veterans to join your organization, we just want to leave you with some resources to begin building out an action plan and there’s just.
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Sarah Speranza: tons of programs in place to kind of help you do just that, for example, the veterans employment and training service is a one stop location.
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Sarah Speranza: And they connect employers with local state and federal veteran hiring resources, so they can help you create like a tailored plan to your organization’s needs.
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Sarah Speranza: And then the same kind of goes for the employer roadmap it’s a it’s a comprehensive and personalized resource that can help you build out a plan and they work with the.
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Sarah Speranza: chamber of commerce’s hiring our heroes initiative and the USA.
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Sarah Speranza: Another important thing just kind of looping back to those identify.
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Sarah Speranza: Identifying transferable skills is, if you can know the the codes right that the military uses, then you can more readily identify those transferable skills and so.
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Sarah Speranza: We have some links through to that as well, where you can learn about those military codes and hopefully spot and see where those skills can transfer to your business a little bit easier.
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Sarah Speranza: And then finally just posting the jobs where veterans can find them right so there’s a lot of different organizations that are built out to partner with veterans and to basically like job boards for exclusively for veterans so we just recommend giving giving those a shot.
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Sarah Speranza: Moving on to another often overlooked candidate pool we’re going to be discussing hiring individuals with criminal records so.
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Sarah Speranza: Individuals with criminal records face various and numerous barriers to employment, some of those second chance barriers include.
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Sarah Speranza: Things like negative perceptions.
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Sarah Speranza: 26% of hiring managers and 14% of HR professionals said they were unwilling to hire people with criminal records and a report from sherm or the Society for human resources management.
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Sarah Speranza: And that’s even though one third of working age us adults have a criminal record, which is a huge portion of the population right.
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Sarah Speranza: So.
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Sarah Speranza: Many people with criminal records are underemployed or an insecure jobs now while it’s definitely reasonable to want to keep the workplace safe.
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Sarah Speranza: it’s also reasonable to make a true assessment of the risk before disqualifying someone automatically and this idea is where the origin of the ban the box laws came from which prohibit employers from asking about criminal history too early in the hiring process.
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Sarah Speranza: So basically these laws require employers remove criminal history questions from the employment applications.
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Sarah Speranza: And this has now been enacted in 37 states and in more than 150 cities and counties again it’s just put into place so that employers consider a job candidates qualifications first without the stigma of a conviction or arrest record.
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Sarah Speranza: So many employers are realizing that it’s probably inappropriate to have a blanket ban on hiring anyone who’s ever been convicted of a crime.
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Sarah Speranza: After all, many crimes have nothing to do with someone’s ability to perform the job at hand, and it may even be unlawful based on.
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Sarah Speranza: What we were just talking about with ban the box and the blanket policies there since refusing to consider applicants, on a case by case basis will likely exclude some protected classes more than others, and could be deemed discriminatory due to disparate impact.
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Sarah Speranza: So many employers may be concerned about the potential liability associated with hiring people with criminal histories and while it’s definitely a fair concern the main thing employers need to understand.
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Sarah Speranza: Is that not all former offenders actually present a risk so it’s actually best practice to equitably assess criminal history.
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Sarah Speranza: Right so to avoid those blanket policies we instead want to create policies that promote fair hiring practices.
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Sarah Speranza: In particular, employers are encouraged to follow the equal employment opportunity Commission or the eeoc is guidance and the step by step, they kind of give is to consider the nature and gravity of the crime.
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Sarah Speranza: then consider the time that has passed since the crime or completion of the sentence.
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Sarah Speranza: And you really want to look at the relationship of the crime to the workers ability to perform the job without reasonable cause of harm to the organization So those are kind of the.
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Sarah Speranza: The big three that you’d want to take a look at when considering and, as a matter of fact, there are actually no studies, supporting the idea that formerly incarcerated individuals pose a greater security threat.
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Sarah Speranza: So it’s also worth noting that all 50 states can offer insurance bonds to employers who hire risky populations through federal bonding programs under the Department of Labor so another option for companies that are more risk averse.
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Sarah Speranza: Alright, so the benefits of hiring ex convicts.
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Sarah Speranza: They can be a population that is talented and eager to work and often untapped so they can bring some really great value to you as an employer.
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Sarah Speranza: One of those things that they could bring would be increased productivity so they’re often found to be an incredibly hard working group, as they recognize that.
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Sarah Speranza: Their opportunities are not as plentiful and oftentimes very limited, and therefore they can definitely be more grateful for the chance to excel with an employer.
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Sarah Speranza: Also, reduce turnover so employees with criminal records tends to tend to stay on the job and remain loyal to employees who hire them.
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Sarah Speranza: Actually, in two recent studies human resources managers found that the annual turnover, on average, was 12.2% lower for employees with criminal records and by adopting a program to recruit employees with criminal histories it reduce turnover from 25% to 11%, which is very significant.
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Sarah Speranza: And then partnering with different workforce development programs, which can help businesses, ensure that workers.
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Sarah Speranza: get the help that they need such as transportation to work at no cost to the employer workplace skills, including interpersonal communication organizational skills leadership training high school equivalent equivalency courses.
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Sarah Speranza: Case management and all of those types of things, as well as the tax credits and subsidies that can come along with them and we’ll kind of talk about that, once we cover all three groups.
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Sarah Speranza: So the last section we’re going to cover is just talking a little bit more about open and inclusive hiring for any additional benefits, so if you haven’t heard of open hiring before the concept of simple.
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Sarah Speranza: It open hiring means no interviews no background checks, no resumes individuals just put their name on a list, and when the next opening comes up they get the job.
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Sarah Speranza: So while open hiring certainly won’t work for all employers right i’m sure people listening, who are either in schools or financial institutions or.
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Sarah Speranza: Transportation other areas that have really rigorous requirements for backgrounds screenings it’s not an option, but it has proven very successful for certain industries and areas such as manufacturing distribution centers and certain sectors of retail so.
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Sarah Speranza: Some of the benefits included are reducing the time to hire like really significantly about 80% in a study done by.
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Sarah Speranza: grace done, which is the original company that started open at hiring about 40 years ago they’re out of yonkers New York and they’re a bakery.
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Sarah Speranza: And so they have now kind of created this institution that they have all around open and inclusive hiring and helping other businesses.
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Sarah Speranza: create a model that works for them, and so yep there a bakery and they work really closely with Ben and jerry’s they actually put the brownies and a Ben and jerry’s ice cream.
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Sarah Speranza: And so they work closely, also with Unilever and.
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Sarah Speranza: rhino foods, the Body Shop Those are some other companies that are practicing this right now, and you know as you see the the candidate pool.
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Sarah Speranza: getting harder and harder to pull from in 2022 there are more and more companies who are trying this as a viable option.
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Sarah Speranza: Because it can also reduce hiring costs and then increase the positive perception and work, culture and trust in the employer and then Lastly, generating an overall positive impact directly to the local community.
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Sarah Speranza: So, if any of this has piqued your interest you can learn more about open or inclusive hiring at graced and.org slash employers and you can join their program which provides mentoring E learning an e learning learning portal data collection recruitment server services.
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Sarah Speranza: And all those kinds of things that you would really need to get into place to consider a program that kind of replicates their open hiring or inclusive hiring model.
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Sarah Speranza: Additionally, you can join the getting talent back to work movement it’s an initiative of the society for human resources management or sherm.
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Sarah Speranza: And they are striving to build better opportunities for people with criminal records and, finally, again, just like with veterans posting jobs in places that were created to reduce barriers to those with felonies.
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Sarah Speranza: Okay, so finally i’m going to discuss workers with disabilities today and how you can bring them into your organization.
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Sarah Speranza: And the skills and talents that they can bring to your workplace.
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Sarah Speranza: So people with disabilities definitely have lower rates of employment than the general population.
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Sarah Speranza: And this is true, despite people with disabilities, often exemplifying the qualities employers seek, including adaptability and resourcefulness.
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Sarah Speranza: And what’s more is disability is diversity and therefore a key component of workplace diversity equity and inclusion and accessibility.
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Sarah Speranza: So, fortunately, recruiting and hiring qualified people with disabilities doesn’t have to be challenging thanks to the many organizations supporting these efforts.
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Sarah Speranza: And according to a recent forbes article there’s six reasons why people with disabilities can offer your company a competitive advantage.
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Sarah Speranza: So, improving your company’s bottom line, people with disabilities have been.
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Sarah Speranza: Solving problems their whole life, you know and they tend to have a and bring a strong sense of loyalty to the workplace so.
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Sarah Speranza: Many large corporations, such as CVs and Microsoft have told their stories about the benefits of hiring people with disabilities and it has improved the overall bottom line, as well as.
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Sarah Speranza: Leadership kind of focusing on the fact that their workforce reflects their consumer base, and that includes people with disabilities.
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Sarah Speranza: Discovering untapped potential so finding the right talent can be difficult and if your organization isn’t hiring people with disabilities you’re missing out on that vast untapped talent pool.
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Sarah Speranza: Reduce turnover so employers know turnover can be costly and people with disabilities tend to seek stable and reliable work when they’re searching for jobs.
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Sarah Speranza: And therefore they’re more likely to have higher retention rates, and this is yet another reason why hiring people disabilities can be good for the bottom line.
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Sarah Speranza: As well as improving company morale and overall culture.
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Sarah Speranza: Expanding your consumer market, so people with disabilities, make up one of the largest consumer market segments of the US, and you know, one of the best ways to tap into that market segment would be through representation.
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Sarah Speranza: Within the workplace.
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Sarah Speranza: And you know, especially if, like this is happening more and more people want to support companies that can meet their needs and.
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Sarah Speranza: Finally.
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Sarah Speranza: If you are working as a federal contractor or you are looking to or want to work as a federal contractor in the future.
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Sarah Speranza: It can help you meet certain regulations and under the rehabilitation act of 1973 it requires certain covered federal contractors and subcontractors to be proactive about recruiting and retaining workers with disabilities.
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Sarah Speranza: So that can be a real advantage as well, and then again at the end here we’re going to talk about how it has the the tax credit advantage.
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Sarah Speranza: But a few resources first so if you’re looking into hiring or recruiting those with disabilities, the office of disability and employment policy has a ton of good resources there’s so many different organizations that are really great assisting companies to.
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Sarah Speranza: Basically, learn the steps they can take to recruit and retain those qualified people with disabilities.
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Sarah Speranza: And so there’s different programs like employer assistance and resource network on disability inclusion so it’s a free nationwide service that educates employers about effective strategies for recruiting hiring retaining.
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Sarah Speranza: and advancing people with disabilities, they also maintain a list of job posting websites that’s geared towards workers with disabilities and they have a really good collection of success stories, as well, so where you can kind of learn an advocate for hiring those with disabilities.
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Sarah Speranza: So, finally, we will cover the work opportunity tax credit and addition to all the positive impacts, we just discussed about hiring veterans those was criminal records and workers with disabilities.
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Sarah Speranza: There is this added bonus of the ability to get a tax credit from hiring employees within these groups.
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Sarah Speranza: So the work opportunity tax credit or what see is a federal tax credit available to employers for hiring individuals from certain targeted groups who have consistently faced significant barriers to employment.
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Sarah Speranza: And though it can be claimed at any employer that hires and pay certain individuals who are certified by a designated local agency.
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Sarah Speranza: as being a member of one of the 10 targeted groups listed here so.
00:28:50.910 –> 00:29:04.890
Sarah Speranza: There are definitely some other available group so you could tap into for the work opportunity tax credit, but the three we are focusing on today are highlighted above and in general the.
00:29:06.240 –> 00:29:16.020
Sarah Speranza: wat si is equal to 40% of up to 6000 in wages paid to an individual who is there in their first year of employment and is being.
00:29:17.430 –> 00:29:24.540
Sarah Speranza: certified as a member of a targeted group, and they need to perform at least 400 service hours for the employer.
00:29:25.080 –> 00:29:45.540
Sarah Speranza: Bus the maximum tax credits generally around $2,400, which is an excellent added bonus Okay, so now i’m going to pass the MIC over to sherry to review one more group often overlooked and then cover some more tips and tricks for resourceful hiring.
00:29:46.680 –> 00:29:56.460
Sheri Heller: Thank you, Sir good afternoon everybody thanks for joining us today, and I really wanted to do this particular section, because I bought into this older workers category.
00:29:57.030 –> 00:30:06.900
Sheri Heller: Recent statistics from the US census bureau show that by 2030 which is not that far away one fifth of all US residents are going to be older than 65.
00:30:07.260 –> 00:30:14.460
Sheri Heller: So people are living longer remaining in the workplace and putting off retirement as a cost of living is going up in many still need the income.
00:30:15.030 –> 00:30:21.960
Sheri Heller: So it’s really critical for an employer to take note of the value of all the worker the value older workers can bring to the organization.
00:30:22.440 –> 00:30:33.900
Sheri Heller: So there’s a myth propagated by the retirement industry that people over the age of 65 should retire, but many people, particularly those who have enjoyed long and meaningful careers do like to work.
00:30:34.470 –> 00:30:44.100
Sheri Heller: In the wise words of Stephen Hawkins hawking’s work gives you meaning and purpose in life is empty without it, and I could not agree more so.
00:30:44.880 –> 00:30:55.680
Sheri Heller: I mean, if you think about it, looking at some of the top of most famous CEOs look at somebody like Jeff bezos who’s 58 bill gates’s 66.
00:30:56.490 –> 00:31:09.150
Sheri Heller: Michael Bloomberg is at Warren Buffett is 91 and I don’t think anybody would say that these these people do not bring value to their organizations, even at at that advanced age.
00:31:10.710 –> 00:31:16.980
Sheri Heller: So it’s really important for employers to recognize the benefits of attracting and retaining older workers into these global economy.
00:31:17.490 –> 00:31:27.510
Sheri Heller: there’s many advantages to hiring older workers have first is is the loyalty instability, then we’ll settle not as likely to jump jobs when the next sweet offer comes down the Pike.
00:31:28.290 –> 00:31:32.310
Sheri Heller: They have decision making skills, which is an obvious benefit of all the workers.
00:31:32.730 –> 00:31:39.030
Sheri Heller: Because of the experience and skills they bring to the job and experience worker can hit the ground running and be effective right away.
00:31:39.300 –> 00:31:47.040
Sheri Heller: They also have honed those critical thinking skills that can help them make solid decisions in a timely fashion without hand holding and second guessing.
00:31:47.970 –> 00:31:58.320
Sheri Heller: They come with a good attitude older workers are proactive, positive and practical without hand holding and i’m sorry whoops misread that the big life challenges are behind them.
00:31:59.040 –> 00:32:06.420
Sheri Heller: So this is their time in life, where they can focus their energy on the jobs and they really love their work, with a focus that wasn’t possible media at a younger age.
00:32:07.200 –> 00:32:20.640
Sheri Heller: They tend to be more collaborative in the experience workers are well versed in the payback of reaching out to others from multiple different multiple disciplines ages and backgrounds, for their insights and input and they really value teamwork.
00:32:21.990 –> 00:32:30.930
Sheri Heller: oops oops sorry just went right they have their older workers will also bring in some leadership skills so as.
00:32:32.100 –> 00:32:45.240
Sheri Heller: Sarah mentioned earlier, you might not be hiring them in a leadership capacity, but they but workers who have been added for a few decades, are often good leaders in large part due to their intrinsic communication skills.
00:32:45.900 –> 00:32:55.920
Sheri Heller: A lot of them have essential skills in networks that will benefit the organization, they often have greater management marketing and finance experience in richer and deeper industry knowledge.
00:32:56.790 –> 00:33:09.120
Sheri Heller: Productivity age diversity improves organizational performance studies have found that the productivity of both older workers and younger workers is higher and companies with mixed age work teams.
00:33:09.780 –> 00:33:24.630
Sheri Heller: And finally mentors older workers really play a vital role in providing skills to younger people in the workplace and the learning goes both ways for each generation risk off the other, to create a workplace where you really want to be on the playing field.
00:33:26.820 –> 00:33:36.450
Sheri Heller: So we are going to talk about a few resources because again if you’re looking to hire older workers, you need to be a little bit more targeted in your approach so.
00:33:36.780 –> 00:33:46.140
Sheri Heller: aarp senior community service employment program can help make connections between older jobseekers and employers so for more than 45 years.
00:33:46.470 –> 00:33:56.700
Sheri Heller: aarp has been providing employers with prescreened qualified candidates to fill vacant positions with no pause or restore employers, so a lot of benefits there.
00:33:58.500 –> 00:34:09.120
Sheri Heller: You also want to look at them more targeted recruitment activities so because many older workers are not actively seeking employment, you really need to use a more focus visible form of recruitment.
00:34:09.570 –> 00:34:22.050
Sheri Heller: So some ideas ideas for effective targeted activities would include maintaining a connection with prior employees by creating an alumni social networking option on sites like linkedin or Facebook.
00:34:22.560 –> 00:34:34.560
Sheri Heller: Employers can host periodic social events for these alumni networks or the company may be able to entice some of these older workers to fill the order the organization staffing needs, you can also create.
00:34:35.580 –> 00:34:42.450
Sheri Heller: Excuse me, our recruiting partnerships with organizations that specialize in helping older workers locate work, including.
00:34:43.080 –> 00:34:59.040
Sheri Heller: aarp life reimagined for work program American society for aging aging career advantage of the senior community service employment program and Community colleges in the 50 plus encore completion Program.
00:35:00.420 –> 00:35:09.570
Sheri Heller: Consider posting jobs in locations where mature job seekers are looking are likely to look, this can include organizations targeted to 50 plus demographic.
00:35:10.050 –> 00:35:21.030
Sheri Heller: Such as aarp and senior job bank, as well as social media groups and then finally publicize your efforts on how to have an age diverse workforce.
00:35:21.420 –> 00:35:30.000
Sheri Heller: Older workers can improve workplace diversity as Sarah mentioned earlier in the inclusion in make an employer more competitive as an organization.
00:35:30.360 –> 00:35:35.100
Sheri Heller: And they’re better able to connect with a growing base of older customers because don’t forget.
00:35:35.310 –> 00:35:49.440
Sheri Heller: Not only are your workers aging so as your customer base so you really want to make sure it’s an older workers can help you focus in on attracting that older customer base these efforts will have a really positive impact on your employer brand as well.
00:35:51.960 –> 00:35:57.960
Sheri Heller: Okay, so let’s talk a little bit more about other candidates sources that you may not have.
00:35:58.710 –> 00:36:07.680
Sheri Heller: Looked at before so one of the things you can look at is targeted social media groups there are so many groups, depending on industry.
00:36:08.070 –> 00:36:14.940
Sheri Heller: Those of us who are in the HR field are can be part of groups with sherm or with.
00:36:15.450 –> 00:36:22.950
Sheri Heller: Here in New England on nehra the New England human resource association and other other types of professional associations.
00:36:23.430 –> 00:36:39.060
Sheri Heller: check check nonprofit organizations, I know that working i’ve done a lot of work with the North shore united way and they’re always happy to connect businesses with some of the nonprofit organizations that they work with to help foster employment.
00:36:39.990 –> 00:36:52.440
Sheri Heller: don’t forget those trade and technical schools are not just the trading technical colleges, but even the trade and technical high schools, a lot of those trade technical schools have.
00:36:52.980 –> 00:37:00.480
Sheri Heller: Their kids do internships, or they could fill some of your night and weekend work and then with the training technical schools.
00:37:01.110 –> 00:37:16.530
Sheri Heller: At the after school level, you can really find some very skilled workers don’t forget about any kind of networking events and then campus recruiting is still a great way to find a good quality candidates.
00:37:18.510 –> 00:37:22.350
Sheri Heller: So let’s talk a little bit about some other candidate sourcing tips.
00:37:24.300 –> 00:37:33.870
Sheri Heller: Times have really changed, and because the job market is so tight right now there is just everybody who’s got a now hiring sign up.
00:37:34.410 –> 00:37:43.890
Sheri Heller: it’s really important to stand out so be creative if you’re just doing the same old thing and posting jobs on indeed or in monster other job boards.
00:37:44.280 –> 00:37:55.950
Sheri Heller: And you haven’t changed what you’re doing think about it, so I picked a few here that I thought were kind of fun in definitely eye catching they caught my eye and don’t forget, especially a lot of your a lot of the.
00:37:57.210 –> 00:38:05.700
Sheri Heller: younger workers who are more apt to be on instagram tick tock Twitter Facebook, whatever social media.
00:38:06.450 –> 00:38:13.200
Sheri Heller: They will really be attracted by something that catches their eye, so I love this first one top left.
00:38:13.830 –> 00:38:25.350
Sheri Heller: If you’re an experienced bartender and you can decipher this babble we’d like to hear from you, I took me a while to figure this out because i’m not a bartender, but I think he says, I think I will have one more before I go home.
00:38:26.370 –> 00:38:35.880
Sheri Heller: Talk right don’t wait for a job to fall on you it’s just this is such an eye catching ad and then bottom left this is my favorite.
00:38:36.540 –> 00:38:42.870
Sheri Heller: This is a great ad as long as kids get evenings and weekends off so will you wait let’s talk about benefits right.
00:38:43.350 –> 00:38:46.410
Sheri Heller: you’ll never take your work home with you in fact it could be illegal.
00:38:46.920 –> 00:38:57.390
Sheri Heller: A reveal evil and then make 1625 an hour doing what most parents do for free so again, this is just they get all their talking points out in this one fun graphic.
00:38:57.840 –> 00:39:06.270
Sheri Heller: And then, finally, there are 10 mistakes in this ad and if you believe you’re a great graphic designer with an eye for detail spot these mistakes, then send us your feedback.
00:39:07.140 –> 00:39:20.790
Sheri Heller: And I think this is a great way to get people engaged and also use you sort of it gives you a leg up from others who are just posting on on the job boards.
00:39:22.170 –> 00:39:29.310
Sheri Heller: Another great thing to try, is a qr code and you’ve probably seen these everywhere, if you have been.
00:39:30.120 –> 00:39:37.260
Sheri Heller: Through code, especially going to restaurants lot of times they don’t have paper menus anymore, they using qr codes, you can look it up on your smartphone.
00:39:37.770 –> 00:39:45.960
Sheri Heller: Recently i’ve been doing some traveling and i’m finding the same thing in hotels there’s no longer that booklet in the room that gives you the room service menu.
00:39:46.230 –> 00:39:58.140
Sheri Heller: And all the the numbers for different services in the hotel is a qr code that I created this qr code in about two minutes, it was super easy if it was free online.
00:39:58.590 –> 00:40:13.380
Sheri Heller: My my gen Z daughter did warn me that the qr codes do sometimes expire, so I did check this it does work if you hold your smartphone up to this qr code it’ll take you to MPs career site has.
00:40:13.950 –> 00:40:22.470
Sheri Heller: PS we’re hiring as well as everybody else um The other thing I really loved and hang on, let me make sure i’ve shared my sound, because these are really fun.
00:40:22.980 –> 00:40:31.800
Sheri Heller: The other thing to consider is doing videos so some of these videos can be on your website, some of them can be on YouTube and you can have them.
00:40:32.460 –> 00:40:46.200
Sheri Heller: You can attach them to a qr code and I love this one, this is a camp called Galileo and they do their job postings as videos so i’m going to run this right now.
00:40:55.920 –> 00:41:06.570
So the operations coordinator is extremely multifaceted the operations coordinator helps with a lot of the behind the scenes things, and then they also help with the customer service.
00:41:07.140 –> 00:41:14.790
So you are the office manager of the camp, but then you’re also the main customer service specialist that is interacting appearance.
00:41:15.060 –> 00:41:23.040
You manage check in so making sure that kids come in parents feel comfortable about leaving them there and ensuring that they go to the right classroom.
00:41:23.490 –> 00:41:30.960
The operations coordinator is that main person that the parents can come to you with concerns in terms of enrollment general behavior issues and.
00:41:31.380 –> 00:41:41.190
Any other concerns that they have you manage campers lunch schedules, you are responsible for the professional development of summer interns so it really requires you to.
00:41:41.550 –> 00:41:51.000
dip your toes in every aspect of camp, so you need to know all the materials for each classroom but you also need to know what is going on in one camp or.
00:41:51.750 –> 00:42:00.720
Maybe you’re having a rough week that week they’re, the ones who are supporting campers who are homesick or campers who have small injuries and need a little extra.
00:42:01.170 –> 00:42:11.640
Attention to feel better and get back out there, playing camp is not just somewhere that parents feel comfortable about leaving their students but somewhere that they feel their kids will actually be able to.
00:42:12.600 –> 00:42:18.570
I think, for me, Galileo has not just fostered my innovation but also kind of reminded me that there’s always.
00:42:21.090 –> 00:42:21.720
ways to grow.
00:42:26.910 –> 00:42:35.160
Sheri Heller: In that, I mean what is so incredible about as like this, when you’re doing those short videos is that.
00:42:35.910 –> 00:42:56.100
Sheri Heller: A potential applicant can really see themselves in that role in that position, and they can sort of get a feel for what life would look like in that job this other one by Ikea I thought was absolutely brilliant, this is just another way to get the word out that you are that you’re hiring.
00:43:20.520 –> 00:43:30.450
Sheri Heller: Okay we’re going to skip that one, but I will explain to you that what they did was they put their their now hiring papers in all of their flat pack so when.
00:43:30.930 –> 00:43:36.780
Sheri Heller: Their customer gets home, which is probably also a great candidate pool for them and they open that flat pack to build their item.
00:43:37.530 –> 00:43:49.740
Sheri Heller: This sheet in there that says come work for us, I know, years ago, when I worked in retail we used to do that as bag stuffers when we were hiring we would because our customers will oftentimes some of our best candidates.
00:43:51.570 –> 00:43:54.930
Sheri Heller: Take a look also at some online communities and platforms.
00:43:55.440 –> 00:44:04.470
Sheri Heller: So in addition to the big job boards like indeed a monster there’s a lot of these online communities where you can connect with passive candidates with specific skill sets.
00:44:04.860 –> 00:44:13.950
Sheri Heller: Right now it’s you really need to not just focus on those people who are out there, looking for a job, but those who are not out there, looking currently but would be a great fit.
00:44:14.550 –> 00:44:22.590
Sheri Heller: So these are just a few examples, but if you’re looking for developers get help in stack overflow or we’re developers come together.
00:44:23.070 –> 00:44:28.050
Sheri Heller: Both platforms, create a direct link to technical talent, allowing you to contact developers.
00:44:28.800 –> 00:44:33.180
Sheri Heller: If you’re hiring designers or other creative talents dribble or be hands.
00:44:33.450 –> 00:44:44.040
Sheri Heller: Is the best of the best place the best place to go professionals showcase their work with the portfolio that’s open for you to see that makes it easy for you to find the best creative talent.
00:44:44.550 –> 00:44:49.620
Sheri Heller: In addition to finding and contacting designers you can also post your job straight on their platform.
00:44:50.340 –> 00:45:01.680
Sheri Heller: And are you a startup looking for top talent angellist provides access to 2.3 million different candidates that are open to working in the startup environment and for those of you and startup.
00:45:02.040 –> 00:45:09.840
Sheri Heller: Businesses you know that it takes a very unique temperament and personality and skill set to work in the startup.
00:45:12.360 –> 00:45:23.700
Sheri Heller: And don’t forget those offline sourcing channels, yes you’ve got to focus on social media and you’ve got to be up on the technology, but there are still low tech offline face to face opportunities.
00:45:23.970 –> 00:45:34.230
Sheri Heller: To find your talent for so consider attending job or industry specific conferences and events host your own events to bring together groups of people you’d like to meet.
00:45:34.860 –> 00:45:47.160
Sheri Heller: we’ve actually we actually have to have the people to have the HR partners on our team actually came to us through other events that we had that.
00:45:47.970 –> 00:45:59.490
Sheri Heller: That connected us with these candidates, you can attend networking events and utilize your employees networks as well we provide MP provides.
00:46:00.300 –> 00:46:11.670
Sheri Heller: Our employees with some backdrops and things to put on our linkedin page and our linkedin profiles, so that way our networks are know what jobs are available here.
00:46:13.650 –> 00:46:29.460
Sheri Heller: let’s see and then excuse me, and one of the things a lot of companies, overlook is their company career site, I know, in my role here at have here one of the first things I do when I get a new client is I go to their website I go to their about about us page.
00:46:30.630 –> 00:46:36.480
Sheri Heller: And a lot of times the about us page is focusing a little bit of a history and maybe what they do for for.
00:46:37.260 –> 00:46:48.030
Sheri Heller: For their customers and clients, but you also want to look at it through that candidate lens as well, because a candidate needs to kind of see themselves in the position fitting into your company.
00:46:49.110 –> 00:47:03.600
Sheri Heller: Excuse me, I know, on our site, we have a few select videos of some of the M peers, that you can learn a little bit about us and why we love our job so much and it’s a great way to.
00:47:04.290 –> 00:47:12.570
Sheri Heller: To again let people get a feel for what it would be like to work there work here so it’s the company career site is really important.
00:47:13.020 –> 00:47:23.460
Sheri Heller: Even if you don’t have jobs to post on your career site a career resources section can be the best place to provide more information about your company mission and values, benefits and perks.
00:47:23.850 –> 00:47:33.450
Sheri Heller: Employee testimonials news and information blogs and access to company social media profiles so look at it as a marketing tool for candidates.
00:47:34.320 –> 00:47:44.280
Sheri Heller: Think of your career page i’m sorry this career site is for Galileo that same camp summer camp and, as you can see there’s a there isn’t a ton of information on here.
00:47:44.580 –> 00:47:52.320
Sheri Heller: But they were very thoughtful with what they included on this page so notice the heading in the top left corner learn something new every day.
00:47:52.590 –> 00:48:04.980
Sheri Heller: This wording is tailored to inform candidates of what they are going to get out of the job so you’re tapping into that what’s in it for me mindset of the candidate, instead of just listing the qualities that the employer is looking for.
00:48:05.970 –> 00:48:17.550
Sheri Heller: Next you’ll notice in the bottom left corner, it says not a one summer fits all approach and this gets into the flexible schedules, which is really a huge selling point for some potential candidates.
00:48:18.210 –> 00:48:26.490
Sheri Heller: And then we have the video content which really shows candidates what it’s like to work for the company and allows them to better picture themselves in that environment.
00:48:26.910 –> 00:48:32.730
Sheri Heller: And then on the bottom, we have the employee testimonials that showcase employee engagement and happiness in the role.
00:48:33.270 –> 00:48:43.800
Sheri Heller: So, as you can see the content on this page is really intended to pique the interest of the candidate by showing them a variety of positions of positive aspects of working for their company.
00:48:46.320 –> 00:48:58.830
Sheri Heller: Okay, one other thing to consider is the candidate experience this is sort of your report card from past candidates and prospective talent on how well they were treated and communicated with during your hiring process.
00:48:59.370 –> 00:49:09.240
Sheri Heller: Now that we’re in a social media social recruiting environment that report card is posted all over social media for the world to see and you want the world to see you positive positively.
00:49:09.690 –> 00:49:16.290
Sheri Heller: So be sure to check out your company reviews on sites like glassdoor and indeed to get feedback on your candidate experience.
00:49:16.560 –> 00:49:23.070
Sheri Heller: Some of the most common complaints from candidates about their job hunting include overly long applications.
00:49:23.520 –> 00:49:40.770
Sheri Heller: Lack of confirmation emails inability to contact recruiters no notice if or when the position is filled in a lengthy hiring process so use that feedback to really to make your process a little smoother and a little bit more candidate focused.
00:49:42.990 –> 00:49:53.580
Sheri Heller: apply for a job seriously and I go through your company’s application process as if you were a candidate to really gain insight into that candidate experience.
00:49:53.940 –> 00:50:03.060
Sheri Heller: Of this past summer, as my daughter was applying for jobs, she actually went on to apply for a local business if there’s $1 store near us.
00:50:03.450 –> 00:50:13.200
Sheri Heller: And there were 28 questions to answer about you know your how how you would do this fat or the other thing in their company.
00:50:13.560 –> 00:50:31.560
Sheri Heller: She got through about half of it, and I said Okay, really, this is not a company that values your time and they really need to see you as a person, not a piece of paper, and not just answers to questions so really go through that application process yourself to see what it looks like.
00:50:33.420 –> 00:50:41.820
Sheri Heller: And finally, and I think most importantly, your job postings need to stand out among the plethora of employers hiring for the same positions.
00:50:42.360 –> 00:50:51.630
Sheri Heller: it’s really common for employers to post their job descriptions, rather than using a job, using the job as a tool to engage prospective candidates.
00:50:51.990 –> 00:51:01.260
Sheri Heller: So job descriptions are really an internal document identifies the essential skills and job responsibilities qualifications skills required.
00:51:02.160 –> 00:51:06.510
Sheri Heller: In talks about working conditions and physical demands I.
00:51:06.960 –> 00:51:21.240
Sheri Heller: job descriptions are probably one of the most important things when we work with clients it’s one of the things we focus on even more so than maybe even employee handbooks because the job description really starts you out with.
00:51:21.690 –> 00:51:27.060
Sheri Heller: With everything from in the employment lifecycle from hiring firing and everything in between.
00:51:27.660 –> 00:51:35.280
Sheri Heller: Job ads, on the other hand, sell the position you want it, you do want to make sure that the qualifications and skills required are listed in there.
00:51:35.520 –> 00:51:42.030
Sheri Heller: But you also want to focus on your company culture, make sure this contact information, make sure they know where the location is.
00:51:42.690 –> 00:52:02.220
Sheri Heller: The simple things but take a look, I really would encourage you, if you are looking to post a job go on to some of these job boards put in the job title and then look at other postings see which ones put you to sleep and which ones picture interest and then use those sort of as a model.
00:52:03.570 –> 00:52:12.300
Sheri Heller: Okay, with that usually go into a Q amp a but we didn’t have any questions come in so we’re going to give you nine minutes of your day back.
00:52:13.560 –> 00:52:18.810
Sheri Heller: Thank you so much for joining us today i’m going to throw it back to katie to take us on.
00:52:20.040 –> 00:52:28.260
MP: Thank you so much sherry and Sarah lots of valuable information on a complex topic any questions that were not able to be answered on today’s Program.
00:52:28.650 –> 00:52:37.470
MP: will receive a response via email within five to seven business days, then the HR team is here to guide your organization on any HR compliance issues.
00:52:37.830 –> 00:52:44.310
MP: If you’d like to learn more about how we can assist your organization, please visit our website to set up a short 15 minute call.
00:52:44.850 –> 00:52:51.510
MP: Be sure to join us next week on the same Dan time for our webinar on ERC employee retention credit.
00:52:51.960 –> 00:53:04.620
MP: visit our website to register and to see the full calendar of upcoming events and available resources, we will be sending out a recording of today’s webinar with the presentation slides this afternoon thanks for joining us and have a terrific day.
Employers across all industries and states are struggling to hire this year. The labor market is tight, and many organizations are already understaffed (and burnt out). Join MP’s HR experts to learn strategies to expand your hiring reach and connect with a wider pool of qualified talent.
Register for the webinar to:
- Find out why a degree might not always be necessary for your job postings
- Learn how to recruit and evaluate candidates with a military background
- Understand how to use tactics such as “open hiring”
- Get detailed information on why and how to hire candidates with a criminal background responsibly
Sheri Heller SHRM-CP, PHR
HR Partner, MP
HR Partner, MP