What attracts today’s top tech professionals to a potential employer? According to a survey by Hired.com, work experience expectations (57 percent), company culture (45 percent), and a recognizable company name (45 percent) rank among the reasons for engagement1. Conversely, a poor company reputation turns 46 percent of job seekers away.
Booz Allen solidified its reputation as a workplace of choice with its inclusion on Fortune magazine’s “World’s Most Admired Companies” for the eighth consecutive year.
Inclusion of women, people of color, veterans, members of the LGBTQ community, and people in the workplace isn’t just the right thing to do—it’s good for business. According to the World Economic Forum, “individuals who work in open, diverse, and inclusive environments are usually able to perform better, because each individual is able to bring their authentic self to the workplace.”
In spite of improving conditions for veteran employment, more than half of veterans still feel that HR professionals do not understand their military skills, according to a 2018 Monster survey of more than 300 veterans.
A spouse’s employment status can make a big impact on transitioning from active duty to civilian life, according to a 2017 survey by BlueStar Families. Yet fewer than half (47%) of military spouses are currently employed1.
Even with 248, 150 IT professionals in the metropolitan Washington area, recruiting tech talent here is a challenge1. Employers are competing with government agencies, non-IT firms, companies in Silicon Valley and companies in lower-cost regions. Furthermore, positions often call for highly specialized and in-demand skills, such as data science or AI.
Antea Group newest blog is a spotlight of Toni Cooper, HR Recruitment Manager at the firm.
Toni talks about a challenging part of her work as well as what she enjoys most about it. She highlights communication as a key component of recruitment success and shares some personal aspects of her life. Read the full spotlight here.
The long-term care and senior living industry continues to face workforce challenges. The number of people requiring care keeps rising, and the available labor pool to provide those services isn’t keeping pace. Finding and keeping talent is no longer an HR challenge, but a strategic business priority. Yet, most companies are unable to attract the right talent and/or build lasting relationships with their employees in an effort to overcome the challenges in today’s market.
Dr. F. Javier Cevallos, president of Framingham University, illustrates the decline in college enrollment and retention and offers a new target market to help stabilize academia in the seventh installment of the President to President series
GAITHERSBURG, Md., March 21, 2017 /3BL Media/ - In the latest chapter of the President to President series published today, Dr. F. Javier Cevallos, Ph.D., president of Framingham State University in Framingham, Mass., sheds light on the national decline in college enrollment and suggests universities integrate key initiatives to entice and retain students of families typically underserved by universities.