City of Boston Mayor's Office of Returning Citizens’ Post

We need to find a way to help get our labor partners on board with eliminating Minimum Qualifications that are quantity of experience and level of education based. Shifting to #skillsbasedhiring will acknowledge that humans develop expertise and develop competency at different rates. Arbitrary barriers like degree requirements (without distilling down to what skills are expected through a degree program) or time in a chair with a title (with no consideration of quality of experience) will continue to disadvantage well qualified non-traditional candidates and promote candidates who may not actually be ready based on tenure.

Comptency-based hiring should be the norm! State and local governments moving towards this are setting a great example for other employers to follow. #Skills and #competencies are at the core of what jobs entail--it makes perfect sense to evaluate candidates based on this. #upskill #skillsbasedhiring #competencybasedhiring #paperceiling #wkdev #workforcedevelopment

💼 Want to attract and keep top talent? It all starts with open enrollment! Open enrollment isn’t just about benefits—it's a powerful tool to showcase your company’s commitment to employee well-being. Read more in this article from BenefitsPRO about how you can leverage open enrollment to retain your best people and attract new talent! #EmployeeEngagement #OpenEnrollment #TalentRetention #HRStrategy #Benefits

March 2020 to March 2024 establishing a recruitment team/business.   Wow, 4 years have passed in the blink of an eye! Over that time we have seen some unprecedented economic and social conditions.   Landing in Chicago to start this new challenge on the 4th March 2020 little did I know that Illinois would close down 12 days later and the next 9 months or so would be all home based, professionally and personally! The following 12 months were uncertain with mask restrictions, vaccination restrictions, not to mention the Chicago winters. Phew!   My plans to create an office full of recruiters building a business, a culture and an environment where we could call thrive was completely derailed. Starting a business with a virtual home based team was something I had never done and looking back was a huge learning curve, but we did it.   Over the last 4 years the team has grown to 8, we are spread around the Chicagoland area but operate like a well-oiled machine. The development of rookies, maturing of experienced recruiters and reliance on each other is now a thing of beauty and I have become a convert to the flexible working model, this from an old school bull pen addict!   Our results, I feel speak from themselves. Following the Life Science contingent worker/MSP market we have onboarded with multiple Global organizations and continue to grow. We have helped over 300 people into contract work, a fair number of whom have developed their careers and some have even become permanent members of the organizations we placed them in. This in turn means we have, over 300 times, solved the clients issue when looking at how to staff a specific role.   Our networks have and continue to grow and our opinions are being sought on the market conditions and we have establish ourselves and the wider group in a new market.   A large part of this success is down to the team and the combination of things I have learnt over the years from some amazing colleagues, new learning from my current “boss”, accepting and being open to new challenge/culture/circumstance with relish and sticking to a few rules I have developed/stolen over time.   •           Clarity and Consistency – in all things •           Accuracy and Influence win out •           Everything is a choice, choose well •           How you do anything is how you do everything   Can’t wait for the next 12 months and looking forward to continuing the journey. #RecruitmentJourney #FourYearsInBusiness #FlexibleWorkModel #orionlifesciencesusa

Opportunity

Exciting graduate opportunities

Navigating Today's Employment Landscape: Challenges and Opportunities. In today's dynamic and rapidly evolving world, the employment landscape is constantly shifting, presenting both challenges and opportunities for job seekers and employers alike. From technological advancements to socio-economic trends, several factors influence the way we work and the opportunities available to us. Understanding these dynamics is crucial for individuals seeking employment and organizations looking to attract and retain talent.

Public employment services (PES), mixed models, and quasi-markets all aim to achieve the same outcome: get people off benefits and into jobs. However, the challenge lies in delivering these services effectively and efficiently while achieving public goals. Finding the right fit: All three models require strong public institutions. When private companies are involved, aligning their interests with public objectives becomes crucial. Success through collaboration: For public-private partnerships (PPPs) to thrive, all parties involved need a clear understanding of the job market’s challenges, trust in each other, and a willingness to share resources and knowledge. Choosing the right model: The best model for a country depends on its specific circumstances, including the PES’s existing capacity and the services offered. Germany utilizes in-house provision, the Netherlands employs a mixed model, and Australia uses a quasi-market approach. There’s no one-size-fits-all solution: The optimal design depends on local factors, existing systems, and specific programs. Each design needs to weigh the advantages and disadvantages of public versus private service delivery, with a focus on achieving the best outcomes for job seekers.

Employment Equity Submission Season! 📊 Are you familiar with the Employment Equity Act's definition of "reasonable accommodation"? It encompasses any modification or adjustment to a job or working environment that enables individuals from a designated groups to have access to, participate, or advance in employment. Looking for support with your submission? We've got you covered! Our team uses your base data to compile the necessary information for submission, providing you with a detailed analysis and a copy of the compiled data—all handled with the utmost confidentiality. Connect with us to kickstart the process! Simply follow me, then send a DM or an InMail, and we'll ensure a prompt start to our collaboration. Excited to partner with you on your Employment Equity submission! 🤝 #EmploymentEquity #SubmissionSeason #ReasonableAccommodation #EmploymentEquityDefinitions #RainbowBusinessSupportServices #BusinessSupportServices

A report from the Federal Reserve Banks of Philadelphia and Cleveland, using the Occupational Mobility Explorer tool, examines tens of millions of online job ads across the 33 largest metro areas. It reveals a strong overlap in the skills employers seek for lower-wage roles and those required for opportunity occupations—positions that typically don’t require a bachelor’s degree and pay above the national median wage (adjusted for local living costs). The Forward Fund is also invested in maximizing employment and assessing skill gaps. The Occupational Mobility Explorer is one tool we use to map high-demand career pathways in our region. #career #wages #credentials #data #workforce #development #economicmobility #chartyourfuture #northcarolina Meaghan Dennison Check out the tool here: https://lnkd.in/eK-uUMtH