How can you improve your talent pipeline? Hire a veteran.

Interested in hiring a veteran? Click here.The Many Benefits of Hiring Veterans

Military veterans served our country, and now many of them are making the transition from active duty service-member to active job seeker. This group represents a great opportunity for employers to cast a wide net when looking for top talent in the workplace.

First and foremost, veterans are almost always a smart hire. Their military service has provided them with a range of skills, expertise and leadership capabilities that translates well into the civilian sector. A veteran’s can-do work ethic and ability to perform and execute strategies well under pressure are not only mission-essential qualities for the military; these attributes make them stand out as candidates as well. Another incentive to hiring veterans are the federal tax benefits corporate America receives to encourage the hiring of veterans.

The unemployment rate for veterans currently runs about two points higher than the national average. To help reverse this trend, several initiatives are under way to bolster placement for veterans. One program that has delivered promising results is Hiring our Heroes. Launched in March 2011, the program connects employers with veterans, primarily through more than 600 hiring fairs throughout the country.
Read more »


Hiring for STEM skills in the New Year – Don’t wait

STEM skills worker in the fieldAs we near the end of 2013, is your 2014 workforce in place?  If you haven’t already, get a head start on recruiting for your current and projected 2014 hiring needs, especially if you’re recruiting employees with science, technical, engineering and mathematical (STEM) skills.  One of the most difficult challenges facing companies is the severe and growing gap in professionals with STEM skills.

To learn more about the STEM skills gap and its source, view our new infographic.

Recruiting for STEM jobs

Skilled STEM workers are particularly difficult to find, so we’ve compiled a list of recruiting strategies you can start using now to have your hires ready for January 1, 2014. 
Read more »


The Skills Gap and the State of the Economy

Job seekers lack soft skillsThere are plenty of available jobs in the U.S. Unfortunately, there’s no one to fill them.

This is just one of the surprising findings revealed in a 2012 white paper by the World Economic Forum. 600,000 jobs are currently unfilled in the manufacturing sector alone. This figure seems at odds with the unemployment rates that have become a media mainstay over past several years. With so many people out of work, how can so many jobs be open?

The problem, it turns out, is a considerable gap between the skills American workers have and the skills they need to perform in the contemporary industrial workplace.

According to the white paper, 67% of industrial hirers polled experience substantial difficulty finding employees skilled enough to do the available jobs. 56% polled said that they anticipate the problem getting worse in the near future.

To understand more about this issue, we recently surveyed 500 senior executives in a variety of industries. Their responses emphatically underscore the World Economic Forum’s findings: a troubling skills gap exists in the United States, and it threatens the very future of American business.
Read more »


Holding onto millennial job hoppers

Millennial indecisive about his job. He, like many other Gen Yers may be a job hopper.“A generation of job hoppers” is how Millennial branding expert Dan Schawbel described Generation Y workers in a recent Human Resource Executive article.

“While older generations are looking for salary and benefits, Millennials are looking for meaningful and flexible work,” Schawbel said in the article. “What they want from their jobs is different, and that’s why they leave in a couple years.”

And indeed, Millennials typically are switching jobs at a swifter rate than previous generations. A recent study found 60% of Millennials leaving their companies in less than three years, with the average cost to replace that employee between $15,000 and $25,000.

For managers and companies focused on retention, these figures can prove daunting. Yet steps can be taken to help boost your odds of keeping your best millennial workers longer. 
Read more »


Providing Millennials with Consistent Feedback

A manager giving his millennial worker feedback to better improve his overall performance on the job. Feedback improves the performance of your millennials.So how am I doing?

That question is frequently on the mind of many Millennial workers who want timely and consistent feedback on the job.

As Dharmesh Shah, founder of HubSpot, stated in a recent blog post: “To a Millennial, waiting a year for an annual review is like waiting a month for their newly ordered iPhone to arrive. They crave regular and immediate advice, reaction, response, and praise because they have a constant drive to ‘calibrate.’”

For managers accustomed to only doling out feedback at established performance review meetings, this emerging dynamic can present some challenges.

Yet by taking a few simple steps, managers can develop an approach that allows for steady feedback, without devouring too much time. 
Read more »


4 tips for winning the talent game

In any job market, talent can come and go in the blink of an eye. This is especially true today.

Six years after the recession began, the economy and the job market continue to inch towards recovery at a glacial pace. However, while the general unemployment rate hovers above 7 percent, the unemployment rate for college graduates with a bachelor’s degree or above is less than 4 percent. The gap between college educated professionals and those without high school degrees is even more profound, as the unemployment rate for the latter segment is 12.7 percent. The competition for well-educated, well-prepared professionals is fierce (a function of supply and demand), and the opportunity to hire them is fleeting.
Read more »


// contently