In the relentless race for innovation and success, the unsung heroes often are right under a company’s nose—working parents, a demographic brimming with untapped potential, and an arsenal of skills honed in the crucible of multitasking, adaptability, and leadership. From a refined sense of time management to unparalleled problem-solving abilities, working parents are a force to be reckoned with, capable of elevating a company’s culture, creativity, and bottom line.
The rise of DE&I practices over the last half-decade have been pronounced and given way to positive, significant workplace and operational changes in the world of work. With companies continuing to expand and innovate their DE&I strategies, many have begun to expand their efforts from DE&I to DEI&B – with the B standing for “belonging.” Currently, many organizations see positive results from the implementation of DEI&B practices but continue to experience issues with employee retention and attraction – largely due to the lack of focus on equity, inclusion, and – now equally importantly – belonging. The results for businesses that have focused on the “belonging,” however, have fared much better; according to a recent Gallup survey, organizations that provide a sense of belonging to their workforce see a decrease in turnover by 27 percent and an increase in productivity by 12 percent.
Baby Boomers are 76 percent white, whereas the millennial generation is only 56 percent white. Diversity continues to increase with Gen Z as well, with the percentage of Hispanic, Black, Asian, American Indian, and mixed-race higher than ever before. As more Baby Boomers continue retiring and the Millennial and Gen Z workforce population increases, what can we expect?
Sustainability is a term that’s gained an increasing amount of weight and significance in the past decade. But how will sustainability and eco-friendly measures come to define the first half of the 2020s?
With the recent advent of remote work and the ever-changing dynamics of the office, companies are becoming much more aware of the measures they can implement to reduce their environmental impact. Market demands also reflect this shift; consumers and employees are establishing sustainability-related requirements for the companies they purchase from and work for, respectively.
Congratulations to our Founder and CEO, Janice Bryant Howroyd! Janice’s key appointment by President Obama to serve on the Board of Advisors for the White House Initiative on Historically Black Colleges and Universities is a huge honor and pathway to directly advise the President and the Secretary of Education on methods, programs and strategies to strengthen Historically Black Colleges and Universities. Read more about this key appointment here: http://bit.ly/1T7IGay.
Most companies invest a lot of time and effort on marketing to ensure their products and services catch the eye of their target market. Many employers would agree it’s just as important to attract the right employees as it is to appeal to their ideal customers. Here’s how to write job descriptions that capture the attention and interest of precisely the talent your company needs and wants: Continue reading “4 Tips for Writing Job Descriptions that Attract the Right Talent”
TORRANCE, CA – FEBRUARY 19, 2016 – AppleOne Employment Services, a global innovator committed to delivering “Hiring Made Human” results in staffing and career placement, announced today that they have won Inavero’s Best of Staffing® Award. Less than two percent of all staffing providers earn this recognition for service excellence. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and talent. On average, those working with winning agencies are nearly three times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.
To learn more about AppleOne, please visit www.appleone.com.
Employers are now competing for Talent. While recruiting strategies and strong compensation plans are important, cultivating an awesome candidate experience is a vital competitive advantage. Here are three ways to do this:
As employers, we’ve all experienced that oddly miffed feeling that comes with finding a great candidate, extending a job offer and having the candidate react with reluctance, accept a counteroffer or take too long to respond.
Today’s tips focus on how to create a job offer they can refuse (we’re not the Mob!) but would never want to because it’s so well-tailored to address the candidate’s needs, wants and pain points. Continue reading “Making a Compelling Job Offer”
Your company’s public-facing application process is a huge part of how many qualified professionals you will successfully pull through your process.
If your application is time consuming, invasive and mute once the app is submitted, these are the qualities your applicants will associate with your company. If your application is simple, quick, polite and frequently responsive to applicants, they will associate those feelings with your company as an employer. Continue reading “Hiring Managers: Frustrating Online Applications Can Kill Recruiting”