UPS’ Post

What do you do when 398 people show up for a hiring blitz?? You roll up your sleeves and get to work. Last Saturday, HR partnered with the Department of Parks and Recreation for their annual hiring blitz in preparation for the seasonal summer hires. Our team ensured candidates were matched to the right requisitions and encouraged others to apply for open roles. We helped with applications, background paperwork, and onboarding. This wasn't just about hiring. It was about creating pathways for people. Sometimes, the best part of this work is knowing you helped someone take the next step towards their future. So proud to be a part of this team and the work we do every day! Tanesha B., Michaela Bush, Travion Rucker, Gina C., Destinee Hooks, Dominique Morgan, MPH, Ariel Ferguson

What is "FAIR HIRING"? Love this definition from Mike Peditto. "Fair hiring means doing everything you can with a role and with an opportunity to be sure that anyone who has a qualification for it has a shot at the role." I feel like this answer to a very complex question deserves a mic drop.

If you’re in the job market and feeling ready to throw in the towel, DON’T! I often hear candidates say they stop their job search in the 4th quarter because “companies slow down hiring at the end of the year.” While this might be what many experience, it doesn’t have to be your experience. In fact, the 4th quarter can be a great time to get hired. If fewer candidates are applying, your chances only increase! Plus, many hiring managers prefer to make hires now so new team members can hit the ground running by the start of the new year. Before you throw in the towel, reach out to me for quick, simple tips to increase your odds of getting your resume in front of the hiring team. And don’t forget to create an alert for jobs at Valet Living. We’re always hiring! https://lnkd.in/emGTdv-Y

Managers: You cannot hire a 22-year-old to have 5 years of relevant work experience for an entry-level job? Hire based on attitude and give them a chance period. 😌

🌞 Summer Hiring Tips for Seasonal Businesses 🌞 🗓️ Start Early: Begin hiring well in advance to find the right candidates. Don’t wait until the last minute—plan ahead! 📝 Set Clear Expectations: Clarify responsibilities, work hours, and benefits upfront. Mention any chance of a full-time position. ✨ Mention bonuses or end-of-season rewards. Motivate employees to stay throughout the busy period. 👥 Employee Referral Program: Encourage your existing employees to refer potential candidates. Reward them for successful referrals. Word-of-mouth recommendations can yield great results. For more insightful tips, check out our blog👇

While the world's eyes are fixed on Washington DC's historic moment this week, millions of North Americans are living their own pivotal chapters. As a new #POTUS takes the oath of office, countless hiring managers are reviewing resumes. As inaugural speeches echo across the National Mall, job seekers are preparing for interviews in coffee shops nationwide. The pageantry of democracy happens every few years, but the quiet determination of North Americans seeking their next career opportunity unfolds every single day. To those balancing news alerts with job alerts, crafting cover letters while historical speeches play in the background – your persistent effort to build your future matters just as much as the headlines. This week reminds us: transformation happens at every level. Whether it's in a government or your house, change requires courage, resilience, and unwavering hope. To my network: While we witness history, let's not forget to support those making their own personal history. Share opportunities. Make introductions. Be the change you want to see happen at every level. https://lnkd.in/gpMPmZnz #Inauguration2025 #POTUS #USPresident #JobSearch #Careers #Leadership #Change #WashingtonDC #ExecutiveTransition #AmericanDream #HiringNow #JobSeekers #CareerChange #WorkforceTransition #USPolitics #CareerAdvice #ProfessionalDevelopment

Well, this is refreshing to read! Whilst we value the knowledge and understanding that experience and qualifications can bring, we also know that some of our best people have come to us from unrelated backgrounds. These people already held our core values at heart, and with the dedication of our amazing in-house training and development team, we have supported the rest!  👏 Fair Ways is a great place to work (I can vouch for this having worked there!) and they do some incredible work. We often discuss the challenges of hiring, but it doesn't have to be an uphill battle when we approach it with an open mind! #hiring #refreshing #fairways #jobsadverts #peoplefirst

Company: “We’re hiring. We’re people 1st, join us. ” Candidate: “You interviewed me 4X, made me plan a project, and then ghosted me” Company: “Uhhhh....We are hiring, and have amazing snacks and nap pods in the office!” Candidate: "But what about my application? You've been hiring for 3 months now" Company: "Unfortunately, we will not be moving forward with your application, but we appreciate your time and interest in our company" 🚩 HUGE RED FLAG. Company culture isn’t pool tables, huge Television, coffee machine, free food, and nap pods. The candidates' experience is their first exposure to how your company treats people. If your HR doesn't do that - you have to fix it. I remember a friend who gave it back to HR who rescheduled the interview 3 times. The friend said, "I am not interested in your company anymore. If you treat a stranger like this. No wonder how you'll treat your employees" #hiring #job #culture #HR Looking for a career that helps you grow? Join 120,132 students and professionals who receive my weekly Personal & Career Growth Newsletter + a curated Job Board. Click here to get started for free: https:/chalkmeout.substack.com/

Ikimy co-founder, Dona Baker shared this video recently on the contradictions in recruitment that interfere with a "good" hire. As well, how Ikimy acts as a bridge to the place where the needs and priorities of candidates, recruiters, and hiring managers all align.

I spoke on this with a friend of mine the other day. The easiest way to have people shy away from roles or leave roles early is to undervalue people’s skills. 0-1 years is very much entry level - Give those people a chance! At some point in your career, someone took a chance on you. You have to start somewhere, not everyone is afforded an opportunity to an internship or co-op before they graduate. 2-5 years are core developmental years to prepare someone for senior individual contributor and/or low level manager roles. It would be advantageous to communicate progression expectations in that time versus underselling that experience as entry level. If you ever wonder why people at these associate levels aren’t prepared to step into higher level roles, this may be apart of the reason. They may unconsciously feel unprepared for it because the developmental roles that should challenge them or phase them into these higher level roles are being communicated as entry level. Also if proper professional development engagement is not there, people will possibly remain stagnant until eventually challenged or leave to find something aligned with the level of their experience and skillset. Yes, people own their own development and progression, but as leaders and recruiters should that also not be your focus for your team and organization as well. There should be strategy and plans around this from the beginning. 5-10 years should be around senior individual contributor/management expectations. I will say not everyone will be a manager and progression truly depends on the person, however we cannot say that people with 5-10 years of experience are slightly above “entry level”. There is tenure and knowledge within this group that should be acknowledged, respected and challenged appropriately. Communicating realistic expectations of skillset, recruiting for the proper levels and providing genuine development opportunities would be significantly advantageous for Organizational engagement and retention. I understand the economy is hard currently, however, please keep in mind how you would feel if you were in the seat of someone who’s skill levels were being undervalued/not given a chance and your family’s livelihood depended on it…. Food for thought for my network. #Culture #TheFocusShouldBeBusinessANDPeople #DontHireThemJustForThemToRunAway #StartWithAGoodFoundationResultsUsuallyFollow #RecruitAndRETAIN