Use this to learn about what the demand occupations search has to offer. Find out about filtering options and Labor Market Information as well as occupation details that are available.
The document discusses several topics related to jobs and the economy. It projects that the US population will increase by 21.8 million adults by 2018, with most of the growth coming from people over 55. There will also be a potential gap of 6 million unfilled jobs in various sectors like healthcare, education, and the non-profit sector. Traditional job search methods are often ineffective, while networking accounts for 70-80% of people finding jobs. Developing an online personal brand through tools like blogs and social media can help with a proactive job search approach.
This document discusses the importance of properly defining job skills in order to effectively develop and assess those skills. It summarizes the author's research which included:
1) Studying existing skills frameworks and finding they lacked theoretical grounding and clear definitions.
2) Developing a new skills typology based on a model of human functioning with skills grouped by cognitive, affective, social, physical functions.
3) Validating this typology through extensive testing, allowing skills to be more objectively defined, developed and assessed across different jobs and ages.
The US Center for Disease Control estimates that 1 in 5 people will become disabled in their lifetime. The employment-population ratio for persons with a disability was only 19.1 percent in 2018. This is a guide for people with disabilites who are based in the US and who want to get hired, find income sources, and learn job skills.
Virtual information session 11-2020-englishdboyslide
The document provides information about virtual services and resources available from the Job Center of Lake County. It summarizes the Job Center's contact information and hours, its partners who provide employment assistance, and the services available such as career services, job listings, training programs, and workshops. Resources on the Job Center's website like a job seeker guide and virtual job fairs are also described. The document aims to inform people of the employment assistance that remains available remotely during the COVID-19 pandemic from the Job Center and its partners.
The Job Center of Lake County is currently closed to the public due to COVID-19 but can assist remotely. It serves all Lake County residents including those who are employed, unemployed, veterans, ex-offenders, people with disabilities, youth, and mature workers. As an American Job Center, it partners with organizations to provide integrated career and employment services. Services include job search assistance, training programs, and workshops. Accommodations are available for people with disabilities.
The Job Center of Lake County is currently closed to the public due to COVID-19 but can assist remotely. It serves all Lake County residents including employed, unemployed, veterans, ex-offenders, those with disabilities, youth, and mature workers. As an American Job Center, it partners with organizations to provide integrated career and employment services. Services include job search assistance, training programs, and access to resources.
Use this to learn about what the demand occupations search has to offer. Find out about filtering options and Labor Market Information as well as occupation details that are available.
The document discusses several topics related to jobs and the economy. It projects that the US population will increase by 21.8 million adults by 2018, with most of the growth coming from people over 55. There will also be a potential gap of 6 million unfilled jobs in various sectors like healthcare, education, and the non-profit sector. Traditional job search methods are often ineffective, while networking accounts for 70-80% of people finding jobs. Developing an online personal brand through tools like blogs and social media can help with a proactive job search approach.
This document discusses the importance of properly defining job skills in order to effectively develop and assess those skills. It summarizes the author's research which included:
1) Studying existing skills frameworks and finding they lacked theoretical grounding and clear definitions.
2) Developing a new skills typology based on a model of human functioning with skills grouped by cognitive, affective, social, physical functions.
3) Validating this typology through extensive testing, allowing skills to be more objectively defined, developed and assessed across different jobs and ages.
The US Center for Disease Control estimates that 1 in 5 people will become disabled in their lifetime. The employment-population ratio for persons with a disability was only 19.1 percent in 2018. This is a guide for people with disabilites who are based in the US and who want to get hired, find income sources, and learn job skills.
Virtual information session 11-2020-englishdboyslide
The document provides information about virtual services and resources available from the Job Center of Lake County. It summarizes the Job Center's contact information and hours, its partners who provide employment assistance, and the services available such as career services, job listings, training programs, and workshops. Resources on the Job Center's website like a job seeker guide and virtual job fairs are also described. The document aims to inform people of the employment assistance that remains available remotely during the COVID-19 pandemic from the Job Center and its partners.
The Job Center of Lake County is currently closed to the public due to COVID-19 but can assist remotely. It serves all Lake County residents including those who are employed, unemployed, veterans, ex-offenders, people with disabilities, youth, and mature workers. As an American Job Center, it partners with organizations to provide integrated career and employment services. Services include job search assistance, training programs, and workshops. Accommodations are available for people with disabilities.
The Job Center of Lake County is currently closed to the public due to COVID-19 but can assist remotely. It serves all Lake County residents including employed, unemployed, veterans, ex-offenders, those with disabilities, youth, and mature workers. As an American Job Center, it partners with organizations to provide integrated career and employment services. Services include job search assistance, training programs, and access to resources.
This issue of the EMinfo newsletter features articles on continuing education for staffing professionals, healthy lifestyle tips, and upcoming networking events. The letter from the editor encourages readers to take advantage of new columns offering career advice and health recommendations. A featured company profile highlights an executive recruiter specializing in the semiconductor industry. Other articles provide tips on using the telephone to find candidates, signs it's time to change staffing software, and what makes the CSP conference worthwhile.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Possitivity has been a strategic partner for over 34 years, providing top notch services that add value to customers. It guarantees customer satisfaction and employs talented individuals with disabilities. Possitivity operates its electronic waste recycling business like any other, though it employs many people with disabilities, who make up about 65% of the unemployed population. Employing those with disabilities can benefit the employer through tax credits and does not require lowering performance standards, as accommodations typically cost less than $50. Possitivity aims to connect employers with qualified applicants with disabilities through clearinghouses.
Possitivity has been a strategic partner for over 34 years, providing top notch services that add value to customers. It guarantees customer satisfaction and employs talented individuals with disabilities. Possitivity operates its electronic waste recycling business like any other, though it employs many people with disabilities, who make up about 65% of the unemployed population. Employing those with disabilities can benefit the employer through tax credits and does not require lowering performance standards, as accommodations typically cost less than $50. Possitivity aims to connect employers with qualified applicants with disabilities through clearinghouses.
Partners In Progress Inc. (PIP) is a nonprofit located in Mansfield, Pennsylvania that has been helping individuals with disabilities in Tioga County find employment and independence since 1997. PIP operates two businesses, My Neighbor's Closet thrift store and Highland Chocolates, which employ people with disabilities. The document then lists 10 reasons why businesses should hire individuals with disabilities and provides information on various tax incentives for businesses that hire people with disabilities, such as tax credits for wages of new employees with disabilities.
The Illinois workNet portal system provides online career resources and tools to help Illinois citizens achieve their employment and training goals. It connects individuals to education, workforce, and community partners through its website and mobile app. The portal allows users to explore careers, find training programs, search for jobs, build their network, and access other career development resources. It aims to be a comprehensive "no wrong door" system that offers 24/7 access to support services from any device.
This is one of two culminating projects I worked on for my Human Resources internship with Chattanooga City Hall. The purpose of this project was to create singularity in the hiring process used across City managers by outlining recruiting best practices from job requisition requests to the job offer.
This project was presented to the HR department and hiring managers within various City departments.
Presentation Time: 2 hours
This document provides a guide for employers on recruiting, interviewing, and hiring. It discusses the importance of becoming familiar with discrimination laws, performing a job analysis, identifying effective recruiting methods, writing job postings, preparing for interviews through developing questions and considering assessments, reviewing resumes and applications, conducting phone and in-person interviews, checking references, and the hiring decision. The guide stresses following best practices in the hiring process to attract qualified candidates, comply with laws, and hire the best fit for open positions.
Resource Central as well as handling Resourcing and Sourcing Projects also has it CampaignRPO Service and this integrates all the elements need to recruit and includes; Creative, EVP Development, Research, Media Planning and any Internal Communications i.e. Referral.
L_O_ Older Worker Specialist Training - AJim Korth
This document provides an overview of information relevant to older workers and older worker specialists. It defines an older worker as someone age 55 or older, of which there are over 2 million in North Carolina. An older worker specialist helps mature job seekers strengthen their marketability and is aware of age discrimination laws and community resources that can assist older workers. The document discusses challenges facing older workers in the modern job search process and provides tips for older workers, such as emphasizing their experience and work ethic during interviews. It also outlines legal protections for older workers under the Age Discrimination in Employment Act.
The document discusses strategies for businesses to hire, accommodate, and retain employees with disabilities. It notes that with upcoming labor shortages, businesses must recruit from diverse groups including people with disabilities. There are business benefits to hiring people with disabilities such as increased revenues, reduced costs, and innovation. Common myths about hiring people with disabilities are also addressed, such as concerns about increased insurance costs or absenteeism. Overall the document promotes inclusion of people with disabilities in the workforce.
A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.
This document provides information and resources to help navigate a job transition. It outlines free services available to dislocated workers through WIOA, including career coaching, training funding, and job search assistance. Contact information is provided for organizations like IDES, BEST Inc., and the DOL to help with unemployment benefits, health insurance options, and retirement questions. Local education and training opportunities are also highlighted.
This document provides an overview of training content for US staffing and talent acquisition. It covers topics such as human resource management, the US staffing industry, recruitment process outsourcing, US work permits, taxation terms, the recruitment process, and interview questions. The training covers HR functions like staffing, compensation, and development. It also details the size and services of the US staffing industry, common work permits like H1B and L1, and tax classifications like W2 and 1099.
You will learn the “how to” of starting up a nonprofit organization (NPO) in North Carolina. This seminar focuses on the 3-step NPO formation process at the local, state and national levels. You will learn the critical role the Board of Directors plays in providing administrative and financial management of the NPO.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document advertises a virtual summer employment event on April 8, 2021. It provides information about available job assistance services for those who have lost their jobs due to COVID-19. These services include resume development, job search assistance, training support, and access to job openings. Contact information is provided for workforce centers in Harford and Cecil counties. The document also lists current job openings from various employers in the area.
Everyone wants to save money for their business. How can you hire the right person and save money while doing so? This webinar will focus on the employer hiring credits available by hiring individuals from specific target groups.
We will also cover a few other credits you may want to ask your accountant about to see if you qualify.
This document summarizes a presentation about direct sourcing strategies for fundraising recruiters. It discusses developing a competency framework, understanding the fundraising job market, optimizing job postings, and delivering a good candidate experience. Alternative recruiting tactics are presented such as approaching candidates on LinkedIn and considering applicants from other fields like sales. Resources and a recruitment campaign offer are provided at the end.
Illinois workNet - Telling the Story in Case NotesDee Reinhardt
This document provides guidance on writing effective case notes. It defines case notes and explains that they should tell a story that any reader can understand. The document outlines best practices for writing case notes, such as using proper grammar and terminology, focusing on facts, and avoiding bias or personal details. It also recommends including who, what, when, where, why and next steps. Examples of good and poor case notes are provided. Overall, the document aims to teach caseworkers how to document client interactions and progress in a clear, consistent manner.
This issue of the EMinfo newsletter features articles on continuing education for staffing professionals, healthy lifestyle tips, and upcoming networking events. The letter from the editor encourages readers to take advantage of new columns offering career advice and health recommendations. A featured company profile highlights an executive recruiter specializing in the semiconductor industry. Other articles provide tips on using the telephone to find candidates, signs it's time to change staffing software, and what makes the CSP conference worthwhile.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Possitivity has been a strategic partner for over 34 years, providing top notch services that add value to customers. It guarantees customer satisfaction and employs talented individuals with disabilities. Possitivity operates its electronic waste recycling business like any other, though it employs many people with disabilities, who make up about 65% of the unemployed population. Employing those with disabilities can benefit the employer through tax credits and does not require lowering performance standards, as accommodations typically cost less than $50. Possitivity aims to connect employers with qualified applicants with disabilities through clearinghouses.
Possitivity has been a strategic partner for over 34 years, providing top notch services that add value to customers. It guarantees customer satisfaction and employs talented individuals with disabilities. Possitivity operates its electronic waste recycling business like any other, though it employs many people with disabilities, who make up about 65% of the unemployed population. Employing those with disabilities can benefit the employer through tax credits and does not require lowering performance standards, as accommodations typically cost less than $50. Possitivity aims to connect employers with qualified applicants with disabilities through clearinghouses.
Partners In Progress Inc. (PIP) is a nonprofit located in Mansfield, Pennsylvania that has been helping individuals with disabilities in Tioga County find employment and independence since 1997. PIP operates two businesses, My Neighbor's Closet thrift store and Highland Chocolates, which employ people with disabilities. The document then lists 10 reasons why businesses should hire individuals with disabilities and provides information on various tax incentives for businesses that hire people with disabilities, such as tax credits for wages of new employees with disabilities.
The Illinois workNet portal system provides online career resources and tools to help Illinois citizens achieve their employment and training goals. It connects individuals to education, workforce, and community partners through its website and mobile app. The portal allows users to explore careers, find training programs, search for jobs, build their network, and access other career development resources. It aims to be a comprehensive "no wrong door" system that offers 24/7 access to support services from any device.
This is one of two culminating projects I worked on for my Human Resources internship with Chattanooga City Hall. The purpose of this project was to create singularity in the hiring process used across City managers by outlining recruiting best practices from job requisition requests to the job offer.
This project was presented to the HR department and hiring managers within various City departments.
Presentation Time: 2 hours
This document provides a guide for employers on recruiting, interviewing, and hiring. It discusses the importance of becoming familiar with discrimination laws, performing a job analysis, identifying effective recruiting methods, writing job postings, preparing for interviews through developing questions and considering assessments, reviewing resumes and applications, conducting phone and in-person interviews, checking references, and the hiring decision. The guide stresses following best practices in the hiring process to attract qualified candidates, comply with laws, and hire the best fit for open positions.
Resource Central as well as handling Resourcing and Sourcing Projects also has it CampaignRPO Service and this integrates all the elements need to recruit and includes; Creative, EVP Development, Research, Media Planning and any Internal Communications i.e. Referral.
L_O_ Older Worker Specialist Training - AJim Korth
This document provides an overview of information relevant to older workers and older worker specialists. It defines an older worker as someone age 55 or older, of which there are over 2 million in North Carolina. An older worker specialist helps mature job seekers strengthen their marketability and is aware of age discrimination laws and community resources that can assist older workers. The document discusses challenges facing older workers in the modern job search process and provides tips for older workers, such as emphasizing their experience and work ethic during interviews. It also outlines legal protections for older workers under the Age Discrimination in Employment Act.
The document discusses strategies for businesses to hire, accommodate, and retain employees with disabilities. It notes that with upcoming labor shortages, businesses must recruit from diverse groups including people with disabilities. There are business benefits to hiring people with disabilities such as increased revenues, reduced costs, and innovation. Common myths about hiring people with disabilities are also addressed, such as concerns about increased insurance costs or absenteeism. Overall the document promotes inclusion of people with disabilities in the workforce.
A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.
This document provides information and resources to help navigate a job transition. It outlines free services available to dislocated workers through WIOA, including career coaching, training funding, and job search assistance. Contact information is provided for organizations like IDES, BEST Inc., and the DOL to help with unemployment benefits, health insurance options, and retirement questions. Local education and training opportunities are also highlighted.
This document provides an overview of training content for US staffing and talent acquisition. It covers topics such as human resource management, the US staffing industry, recruitment process outsourcing, US work permits, taxation terms, the recruitment process, and interview questions. The training covers HR functions like staffing, compensation, and development. It also details the size and services of the US staffing industry, common work permits like H1B and L1, and tax classifications like W2 and 1099.
You will learn the “how to” of starting up a nonprofit organization (NPO) in North Carolina. This seminar focuses on the 3-step NPO formation process at the local, state and national levels. You will learn the critical role the Board of Directors plays in providing administrative and financial management of the NPO.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document advertises a virtual summer employment event on April 8, 2021. It provides information about available job assistance services for those who have lost their jobs due to COVID-19. These services include resume development, job search assistance, training support, and access to job openings. Contact information is provided for workforce centers in Harford and Cecil counties. The document also lists current job openings from various employers in the area.
Everyone wants to save money for their business. How can you hire the right person and save money while doing so? This webinar will focus on the employer hiring credits available by hiring individuals from specific target groups.
We will also cover a few other credits you may want to ask your accountant about to see if you qualify.
This document summarizes a presentation about direct sourcing strategies for fundraising recruiters. It discusses developing a competency framework, understanding the fundraising job market, optimizing job postings, and delivering a good candidate experience. Alternative recruiting tactics are presented such as approaching candidates on LinkedIn and considering applicants from other fields like sales. Resources and a recruitment campaign offer are provided at the end.
Illinois workNet - Telling the Story in Case NotesDee Reinhardt
This document provides guidance on writing effective case notes. It defines case notes and explains that they should tell a story that any reader can understand. The document outlines best practices for writing case notes, such as using proper grammar and terminology, focusing on facts, and avoiding bias or personal details. It also recommends including who, what, when, where, why and next steps. Examples of good and poor case notes are provided. Overall, the document aims to teach caseworkers how to document client interactions and progress in a clear, consistent manner.
This document provides information on using social media and digital tools for job searching. It lists social media platforms like LinkedIn, Facebook, Google+, Pinterest, SlideShare, and Twitter that can be used to find jobs, connect with professionals, and create an online presence. It also lists resume tools for creating and storing resumes online like About.me, Behance, Box.net, and LinkedIn. Finally, it provides recommendations for job search apps, networking sites, local job boards, and interview preparation resources.
Learn the pros and cons of marketing with the top 10 social media platforms for your B2B or B2C business.
This is a presentation that I give to groups on a regular basis.
Created for Illinois workNet, this presentation was on different tools and resources available to help you decide if you want to start your own busines..
Illinois workNet and Optimal Resume provide online career tools to help job seekers build optimal impressions for employers. These tools include skills assessments, resume building, cover letter templates, portfolio creation, video resumes, websites, and interview practice. Users can access all documents and profiles through a central Document Center for storage and organization of their career materials.
Created for www.illinoisworknet.com this webinar includes guest speaker Laurie Huspen of Valuable Resources Company. We discussed the how-to's of being successful during interviews including the Top 10 Questions to Answer and Top 10 Questions to Ask. To see the recording go to http://ow.ly/moNtQ
Are you between careers and trying to figure out how to best promote yourself. This webinar, prepared for www.illinoisworknet.com, discusses education, transferable skills and soft skills as they relate to your job search. View the recorded webinar at http://ow.ly/moORP
Prepared for www.illinoisworknet.com this presentation speaks to why you need to be prepared in any situation to explain what you do to promote yourself as a job seeker or you business. Watch the recorded session at http://ow.ly/moNZq
The document provides an overview of a webinar discussing different resume formats. It introduces the presenters and asks why resumes are still needed. It then discusses the key differences between resumes for mature workers versus new graduates. The major elements of any resume are listed as well as common mistakes people make. Advice is provided on how to avoid mistakes and alternatives to traditional resumes. Finally, the webinar discusses chronological, functional, and combination resume formats.
At a job fair, employers seek to brand their organization, source suitable candidates, and attract new talent. Job seekers should research companies attending, bring tailored resumes, dress professionally, and prepare questions. When speaking with employers, job seekers should demonstrate a positive attitude, communication skills, motivation, confidence and organization through their appearance and answers. Employers look for these soft skills and signs the candidate will be a good cultural fit and representative of their company.
The document summarizes the Workforce Investment Act (WIA) program in Kane, DeKalb, and Kendall Counties in Illinois. The WIA provides funding for workforce training and employment programs aimed at meeting the needs of businesses and job seekers. It is managed locally through a one-stop delivery system called Illinois workNet Centers. The WIA serves three main groups - youth aged 16-21, economically disadvantaged adults, and dislocated workers who have lost their jobs. Services include skills assessments, career counseling, training programs, and connecting individuals with employment opportunities.
This presentation focuses on Incumbent Worker Training to avert layoffs for business in the Kane, DeKalb and Kendall county areas of Illinois. If you need additional information there are contact numbers at the end of the presentation.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. Business Service Team
Your Adjunct HR Team
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 2
3. Business Service Teams are workforce professionals trained to assist you with your
business needs. Recruitment Services offered by Business Service teams include:
•Workplace Assessment
•Labor Market Information & Economic Snapshots
•Job Posting and Recruitment
•Candidate Matching & Referrals
•Pre-employment screening
Get the Help you Need
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 3
Find an Illinois workNet Center in your area to make an appointment and
speak for FREE to the Business Services Team.
http://www2.illinoisworknet.com/Connect/Pages/LocationSearch.aspx
•Employee Work readiness Assessments
•Job Fairs and Recruitment Events
•Hiring Benefits and Tax Incentives
•State and Federal Resources on Hiring Unique Applicants
•Training Opportunities
4. Hiring the Right Person
Get the Experience you
Need – 12 Reasons to
Hire a Mature Worker
Dedicated
Punctual
Honest
Detail-
oriented &,
focused
Good
Listeners
Pride in a job
well done
Organizationa
l skillsEfficient &
confident
Mature
Sets an
example
Communicati
on Skills
Reduced
Labor Costs
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 4
5. Hire the Right Person
Myth - Hiring people with
disability will cost me money
•Fact - Businesses can
qualify for up to $7,400
in federal tax credits
when hiring people with
disability.
Myth - Hiring disabled workers
increases workers
compensation insurance rates
•Fact - Insurance rates are
based solely on the
relative hazards of the
operation and the
organization's accident
experience, not on
whether an employer
has hired workers with
disabilities.
Myth - Providing
accommodations for people
with disabilities is expensive
•Fact – For the majority
of workers with
disabilities who do need
some sort of special
equipment or
accommodation, 56% of
these cost less than
$600, with many costing
nothing at all.
Myth - Employees with
disabilities have a higher
absentee rate than employees
without disabilities
•Fact - Studies by firms
such as DuPont show
that employees with
disabilities are not
absent any more than
employees without
disabilities.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 5
Evolve your workforce – hire a person with a disability
6. Hire the Right Person
Broaden your knowledge of how and where to find Veterans -
Illinois workNet provides access to a wealth of resources for
hiring veteran all in one place. We have resources to help you
understand:
• Military Culture,
• Priority of Service,
• Establishing a Veteran-friendly Workplace, and
• Recruiting and Retaining Veteran Employees.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 6
7. Hire the Right Person
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 7
Hiring formerly
incarcerated
people is easier
and safer than you
think. Employers
can get a full-time
employee at a
substantially
reduced cost by
taking advantage
of tax credits for
hiring people with
past convictions.
Here are a few of
the benefits:
•Reduce employers’ federal income tax liability by up to $2400 when hiring a formerly incarcerated person.
Work Opportunity Tax Credit
•Covers losses up to $5000 with no deductible, and is free of-charge to the employer.
The Federal Bonding Program
•Allows any business located in the 95 Illinois enterprise zones a $500 credit on Illinois income taxes for
each job created for which an economically disadvantage individual or dislocated worker is hired.
Enterprise Zone Job Tax Credit
•OJT is a “hire-first” program in which businesses can get up to 50% reimbursement of the new employee’s
wages while they are in training.
On-the-Job Training
8. Hire the Right Person
Provide an opportunity for youth to learn important life
skills and acquire hands-on experience. Take an active
role in the work experience. Part-time and summer jobs
are great opportunities.
◦ Youth 18 years or older may perform any job, whether
hazardous or not, for unlimited hours.
◦ Youth 16 or 17 years old may perform any non-hazardous job for
unlimited hours.
◦ Youth 14 and 15 years old may work outside school hours in
various non-manufacturing, non-mining, non-hazardous jobs.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 8
9. Hire the Right Person
Interns and Apprenticeships
◦ a method of on-the-job training for white-collar and professional
careers.
◦ May be paid or unpaid, usually temporary in nature.
Apprenticeships
◦ A method of on-the-job training for trade and vocational jobs.
◦ Paid at a “learning” rate, transitioning into a “journeyman”
position.
Volunteers
◦ Hire someone as a volunteer to help them maintain job skills or
learn new ones
◦ Promote volunteer activities in your business
◦ http://www.handsonnetwork.org/tools/volunteercalculator says
the value of a volunteer is $22.14 per hour (2012)
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 9
10. Interviewing
Use these techniques to help you make the best hire.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 10
11. Interviewing
The Business Services Team can help you
pre-screen individuals for your business. If
you want to do it on your own, follow these
tips:
◦ Place the job posting
◦ Review applications
◦ Interview
◦ Pre-screen candidates by phone or web interviews.
◦ Create an interview structure, i.e. standard questions for each
position you are hiring
◦ Determine the kind of interview – one-on-one, group, panel, etc.
◦ Establish how you will “grade” results.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 11
12. Interviewing
Avoid asking illegal
interview
questions. They
include:
◦ Age
◦ Race
◦ National Origin
◦ Gender
◦ Religion
◦ Marital Status
◦ Sexual Orientation
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 12
◦ Have you ever been arrested?
◦ Are you married?
◦ What religious holidays do you practice?
◦ Do you have children?
◦ What country are you from?
◦ Is English your first language?
◦ Do you have any outstanding debt?
◦ Do you socially drink?
◦ When was the last time you used illegal drugs?
◦ How long have you been working? OR When did you
graduate from high school?
◦ What type of discharge did you receive in the military?
◦ What is your social media passwords?
13. Hiring
Make the Right Hire! Retain your Valuable Employee!
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 13
14. Hiring Credits
Check our Employer Hiring Credits
to determine if your recent hire
entitles your company to any
hiring incentive programs.
http://www2.illinoisworknet.com/Jobs/Pages/HiringCredits.aspx
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 14
15. Employee Training
Customized
Training
•Customized training is business
driven and designed to meet
the special requirements of
each employer.
Incumbent
Worker
Training
•Incumbent Worker Training (IWT)
programs help local employers
develop and implement training
programs for current employees
who need new or upgraded skills
in order to retain employment.
On-the-Job
Training
•On-The-Job Training (OJT) program is a
“hire-first” program in which the
employer, works with Illinois workNet
to hire, train, and retain an individual.
RECRUITING AND HIRING HTTP://WWW2.ILLINOISWORKNET.COM/RECRUITING 15
http://www2.illinoisworknet.com/Training/Pages/EmployeeTraining.aspx