TLNT.com’s Post

Is Gen Z misunderstood in the workplace? 🤔 Perhaps due to stereotypes labeling Gen Z as "work-shy," 58% of hiring managers hesitate to bring them on board. But is this perception fair? TLNT.com spoke with Michelle Sims, CEO at YUPRO Placement, who suggests a fresh perspective: ✨ Focus on skills-first hiring over degrees. ✨ Provide proper coaching and support, as 91% of Gen Z successfully complete early-career programs. It's time to embrace Gen Z's adaptability and diversity, creating pathways for their success. Let's move beyond stereotypes and invest in the future workforce. How else can employers bridge generational gaps in the workplace? Read more:

Research shows when employees believe promotions practices are fair, companies thrive despite economic recession. Achieving fairness in workplace promotions continues to be a significant challenge. At typical workplaces, less than half of the employees feel that promotions are awarded justly. This starkly contrasts with the best workplaces, where fairness in promotions is seen as a crucial differentiator. In 2023, only 49% of workers felt promotions were fair, compared to 78% in companies on the Best Companies to Work For® list. This gap highlights the critical role fair promotions play in enhancing workplace culture and supporting organisational resilience, especially during uncertain economic times. Fair promotions are more than just a benchmark for equality; they are a cornerstone of a thriving, high-trust workplace. Great Place To Work® research shows that companies that prioritise equitable promotion practices are better positioned to weather economic downturns successfully. Here are actionable steps to ensure fairness in promotions: Set explicit criteria for advancement. Regularly audit the path to promotion. Implement robust mentorship programs, especially for underrepresented groups. Maintain transparency about job openings. Recognise and reward technical expertise alongside managerial skills. Encourage the development of all employees, focusing on potential. Align promotions with pay equity initiatives to ensure fairness in compensation. By embedding these practices, companies can bridge the gap and foster a culture where every employee feels valued and fairly treated. See how Great Place To Work Can help your organisation - https://lnkd.in/gByh5TQ6 #Leadership #Fairness #WorkplaceCulture #DiversityAndInclusion #HRBestPractices https://lnkd.in/gwc9EDPQ

🎉 Happy International Left-Handers Day! 🎉 As a proud left-handed recruiter, I've learned that thinking differently isn't just a natural advantage—it's my superpower! 🤚🌟 In recruiting, it’s all about finding unique talent and seeing potential where others might not. Being left-handed has taught me to approach challenges from creative angles, embrace diverse perspectives, and celebrate the differences that make each candidate special. Here’s to thinking outside the box and embracing the quirks that make us stand out—because sometimes, the best fit for the job is a little left of center! 😉 #LeftHandersDay #RecruiterLife #Diversity #TalentAcquisition #ThinkDifferent

🌟 Enhancing workplace diversity and inclusivity is crucial for organizational success. Here are 13 effective Diversity, Equity, and Inclusion (DEI) initiatives that HR departments can implement: 1. Partner with diverse recruitment agencies and attend job fairs to attract a broader range of candidates. 2. Ensure equal compensation across all demographics and implement transparent pay practices. 3. Foster mentorship programs for underrepresented groups to support career development and retention. 4. Create talent development programs to enhance skills and career growth opportunities for underrepresented employees. 5. Gather feedback from diverse employees to improve workplace diversity initiatives. 6. Establish Employee Resource Groups (ERGs) for community support. 7. Provide DEI training to educate employees on bias and inclusivity. 8. Support employees' financial health through wellness programs. 9. Build an inclusive culture where all employees feel valued and heard. 10. Ensure inclusive communication in all forms of internal and external communication. 11. Offer flexibility in holidays to accommodate diverse cultural and personal needs. 12. Plan inclusive social events considering diverse preferences and dietary restrictions. 13. Establish metrics to track progress and hold the organization accountable for achieving diversity goals. Let's create a workplace where every employee feels respected, supported, and valued. #Diversity #Inclusion #HR #WorkplaceCulture 🌈✨

🏳️⚧️🏳️🌈 ✨️Diversity, Equity & Inclusion: The "Baasha" of Modern Workplace 👳♂️👩🏿🦰🧔♂️ Just last week, I was sitting through one of those pre-placement talks. 🗣💻 You know the drill - stuffy suits, colourful ppts and a whole lot of 'we're looking for someone who's passionate and innovative and talented-" and, and, and. But then, something unexpected happened. The company mentioned Diversity, Equity, and Inclusion (DEI)! 👀 I was like, 'Wait, what? Is this a new trend or something?' 👁👄👁 A click-click here and click-click there tells me it's actually a big deal, for real! 🖱 Companies and candidates are all about DEI these days. And honestly, even though I wasn't completely sold on the job, DEI definitely tipped the scales in its favor. ⚖️🖖 I mean, who wouldn't want to work in a place where everyone feels valued and respected, right? *The Office theme music starts playing* Though it did get me thinking, "DEI what? Why now?" 💭🤔 📜 HISTORY🪶 On June 29, 2023, the US Supreme Court ruled that considering race and ethnicity for admission in universities is unconstitutional.👨⚖️ This has American companies scratching their heads. Of course, this decision comes when unemployment is at a 50-year low. 📉 So, execs called a 🤝 meeting; Donuts? 🍩 ordered, Brains? 🧠 Stormed. (Hotel? 🏨 Trivago).. and voila! A new profession was born! Not kidding. I mean, not just the addition of a “Chief Diversity Officer” 👩💻 position but also a rapid increase in the hiring numbers of DEI professionals. 📈 Execs have also invested 💸 in DEI initiatives in nearly every aspect of their business. [Re: Timothy Clark's 'The Four Stages of Psychological Safety'] Afterall, the last thing any company wants is to be perfunctory in its attention to DEI. When something important starts to catch on, it can be dismissed as a media “catchword” pigeon-holed as a “fad.” And DEI is neither. 🍍 But HBR article authors Robin J. Ely and David A. Thomas (Dec 2020) put forth a different perspective. 🧐 Simply put, DEI is like a Cooku with Comali kitchen: you can have all the ingredients (diversity), but it's the recipe (how you manage it) that determines the final dish (organizational success). 🍳🥘👩🍳 Cultural sensitivity and DE&I are essential for a progressive Indian workplace. 🏳️🌈 🏳️⚧️ 🇮🇳 As a result, DE&I efforts are no longer a "nice to have," but a "must-have" component. 👩🦼🧑🦯🦾 Tl;dr Companies ripped a page from Nick Fury’s handbook when it came to hiring for an Avengers-style team up. But, the important question is, am I Thor or Black Widow? 😂 /j For a challenging read: 📚 1. https://lnkd.in/gYExyJ-t 2.  https://lnkd.in/gHDMQse6 3. https://lnkd.in/gtHa-tWM  4. https://lnkd.in/gDTtcwJd 5. https://lnkd.in/gFiFu8hj #TalentAcquisition #TalentManagement #ExternalRecruitment #DEI #DiversityEquityInclusion #Psgim #MonicaInsights3

How do you avoid tokenism in your recruitment marketing ? What actions can you take to create and communicate your employee value proposition from a diversity and inclusion lens? Do companies need DEI corporate website pages , do candidates care ? All of this and more will be discussed with the brilliant Jo Major (She/her) and Sally Spicer , I’m looking forward to the chat over a masala chai, join us for a #TalentMarketing #InclusiveRecruitment #EmployerBranding conversation next Tuesday.

Summer Spotlight 🔦🔦🔦 Two for One… Today, I want to spotlight an incredible human, Charu M., and promote our upcoming 'Can Recruitment Crack Inequality' LinkedIn live on Tuesday, the 2nd, at midday. Charu is the go-to person if you are looking for an expert in designing inclusive employee experiences, powerful EVPs, and impactful recruitment marketing strategies. Please follow her work and content; you'll learn loads from a brilliant perspective. And, Sally Spicer and I are SO excited to have Charu join us next week. We'll discuss the intricacies of crafting an authentic EVP that resonates with potential employees and learn that it's more than just showcasing perks, policies and benefits. She'll explain how you can create a narrative around your people's unique stories, reflecting the genuine practice of your diversity, equity, and inclusion commitments and effectively communicate your company’s values and vision without tipping into tokenism or vanity. There are so many businesses I meet that really struggle with this, so tune in, it'll be a good one! #SummerSpotlight #PeopleAndProductsThatSupport #FairAndEthicalRecruitment

Our Fair Chance Hiring cohort supports employers working to reach the untapped talent pool of 70 million Americans—one in three adults—who have a criminal record in collaboration with Cara Plus and Chicagoland Workforce Funder Alliance. Companies who are able to do this work successfully are benefitting from strong talent, increased retention, and meaningful improvements to their internal culture. Over the nine-month program, cohort members receive ongoing support as they dive into their company-specific talent practices. Want to gain this competitive advantage? Reach out to Stephanie Dolan, Program Director of Fair Chance hiring. The results speak for themselves below #FairChanceHiring #SecondChanceHiring #Partnership #UntappedTalent #Workforce #Diversity #Equity #Opportunity #Chicago #Access #BusinessUNusual #MoveTheNeedle #BusinessProcess #Change #BusinessProcessChange

Hire Higher: While second chance hiring is often thought of as an option for industrial staffing and labor-intensive tasks, companies requiring higher-level skills can benefit too.   Ken Oliver, VP of corporate social responsibility at Checkr, Inc., champions this cause, arguing that placing people with records in high-skilled jobs, like IT, can transform lives and strengthen communities.   “When I talk to a lot of executives, I say, ‘Let’s talk about how we can get people in your role,’” says Oliver. “We need to get people on the pathway to the middle-class economy. That’s the great equalizer.”   SCBC member Kelly echoes this vision through its Kelly 33 program. Initially focused on internal roles, the program now places fair chance hires in over 600 positions, including IT, for 22 clients.   Learn more: https://lnkd.in/e5w5sCXx

For the past few years, Valley Leadership's Workforce Development Impact Maker team has been working diligently to strengthen the pipeline into the workforce for those with justice involved backgrounds. Imagine having made a choice a decade ago that still haunts you today even though you've officially paid your debt to society. No matter how remorseful you might be nor how educated you are, no matter how qualified you are, or how many good decisions you've made since then, employers will not even consider you as a viable candidate because of that fated decision years ago...this is one example but there are thousands with varying elements of complexity that often preclude an individual from countless employment opportunities. The team has partnered with multiple local organizations, such as Molina Healthcare (the generous sponsor of this work) and Arouet, to help educate employers to the benefits of considering this vulnerable population for integration and employment. A digital badging system has been created and deployed that encourages employers to take a brief assessment to see how they stand and/or how they can level up to support a more inclusive ecosystem. Thanks to our partners at Pipeline AZ, the badges can now be integrated into an organization's profile (on the job search platform) demonstrating their commitment to Fair Chance recruiting. The work has really only just begun but I am confident (and hopeful) that it will positively impact more individuals and more employers which, in the end, positively impacts the local workforce which drives the economy! Do you work for an organization either ready to explore or already serving as a Fair Chance Employer? Take the assessment today or learn more... #valleyleadership #impactmaker #letsmakeadifference #workforcematters #inclusive #access #fairchances Special thanks to VL's leadership and the Workforce Development Impact Maker team members: Hayley Winterberg, MPA, Kristina Sabetta (Finnel), Dr. Kane Nixon, Ed.D., Mark Martz, Alison Rapping, Paige Soucie, Dave Brown, Amanda Straight, Roger Lurie, and Eric J Rodriguez for their collective advocacy efforts and thought leadership! https://lnkd.in/gHmsY8rK