By 2025, millennials will represent nearly 75% of the workforce. That means in just under 10 years, the most diverse generation in U.S. history, with more college degrees than any previous employee generation, will make up the majority of the workforce.
For more than twenty years we at Equality Magazines have been advising our clients to use targeted resources to find minority and veteran hires. Now the recruitment industry is rife with every kind of solution option that you can imagine. However there are certain things that you should always remember and be aware of when deciding how to spend your company dollars on diversity recruiting and compliance.
Even though this year is an election year and the President is in a lame duck situation, it does not mean that the Department of Labor and its enforcement division the O.F.C.C.P. are taking any time off in anticipation of new leadership coming in next year.
Marketing isn’t necessarily just for selling goods, products, services, or brands. You can also use marketing to attract the right people from the job force pool, and you can specifically use marketing to make sure that you’re building a diversified base of talent and experience.
To illustrate this point further, consider the following five categories that will contribute to your ability to think about how to use marketing to help with human resource management, especially from a hiring and firing perspective.
It’s the holidays. Corporate offices are festive this time of year, throwing “ugly sweater” events and lavish Christmas parties. People are signing their emails and memos with a cheery “Merry Christmas!” and ending conversations on similar notes before eagerly starting their vacations.
But in an increasingly globalized working landscape, we are now bringing in employees from all over the world. And with this rich ethnic intermingling comes introductions of new cultures, and new traditions.
In the beginning there were a few huge general job boards, Monster, CareerBuilder, Hotjobs and they were very important to our industry as they were instrumental in teaching us all about the notion of a “job board”.
In-fact they showed the HR professional that the internet and the online job board is a viable way to hire. When they began everybody from a Wal-Mart hourly employee to someone in the C-suite at IBM looked on the same job board.
BETHLEHEM, PA—As has been the case in recent years, graduating students in the post-recession period see limited employment prospects and are consequently more focused on the experiential component of the job and the security that the job offers, according to a recent report from the National Association of Colleges and Employers (NACE).
I have the answer to recruiting candidates for Science, Technology, Engineering and Mathematics (STEM) fields. First let me say, the lack of diversity in STEM argument is stupid and played out.
50th Anniversary Report Illustrates Progress Made by Women and Minorities, Challenges That Remain
The U.S. Equal Employment Opportunity Commission (EEOC), as part of the year-long celebration of its 50th anniversary, today released American Experiences versus American Expectations. The report illustrates the significant changes to the demographics of the workforce since EEOC opened its doors in 1965 as well as the continuing challenges to equal opportunity in employment.
It seems to be official. A number of the OFCCP / D.O.L. proposals and “new” rules and orders that many of us in the Human Capital / Diversity / Compliance arenas have been talking to our HR counterparts about are not only for real this year but actually going to be focused on and enforced.
According to the OFCCP, they will be focusing on a few things with more diligence than in the past. Keep in mind these new definitions: