Women are coming back to the workforce | How to fill "a warm pipeline of candidates" with AI | Race to raise wages, benefits may be nearing the finish line
Over 49.8% of nonfarm jobs are now held by women as job gains among women have outpaced those of men for the last four months, and female workers account for 66% of all jobs within health, private education, leisure and hospitality and other services. Pay raises in the service sector, the availability of remote work and high inflation are all factors in women making labor gains following a pandemic decline.
Help your working caregivers thrive. 73% of U.S. employees are also caregivers. You can help support those in your workplace with a range of tip sheets, tools, and guides available at no cost. See how they can lead to higher productivity and lower turnover. Learn more.
Southwest Airlines is using artificial intelligence from Phenom to cultivate "a warm pipeline of candidates" for future jobs that might come open, says recruitment marketing manager Kelby Tansey. Studies have shown that up to 45% of companies expect to use AI-based software for talent procurement this year.
Leadership is a whole lot different now Today, the most successful leaders are those who embrace their imperfections, prioritize empathy, and show up as they are. In this candid conversation, executives from UKG and SHRM share how they're evolving as leaders and how anyone can have an impact on the workplace — leadership title or not. Register to watch.
Kroger is preparing to invest more than $770 million in its employees this year by increasing hourly wages, boosting health care offerings and creating more development and training opportunities. "Investing in our associates' holistic well-being is an essential part of what makes Kroger an employer of choice and ultimately becomes an investment in our customers and communities," said Tim Massa, Kroger senior vice president and chief people officer.
Watching her mother start from zero skills to learning how to do tough jobs after Ginni Rometty's father left the family, as well as her own experience as an apprentice, led the former chairman and CEO of IBM to widen the job candidate pool at the company to those without a college degree but were willing to learn. "I had found a pool of people, by the way, all from underrepresented groups that, if I was willing to re-credential a job that had been over credentialed, I could bring far more inclusion and get good employees into the workforce."
Research has shown that some people feel apologizing makes them look weak and refusing to offer mea culpas can feel empowering, but Chris Lowney, the vice chair of the governing board of CommonSpirit Health, writes that apologies can build trust and strengthen relationships with your team. "The winning managers will be those who can lay aside the fleeting rush of invincibility that arises from unapologetic behavior and instead become vulnerable enough to stand in front of colleagues and say, 'I'm sorry ...' " Lowney writes.
My best friend’s daughter approached me the other day with a career question.
“Can you teach me AP style?” she asked. Danielle* is the program coordinator at a local radio station but is looking to move on from it. She wants to stay in content-related work but the jobs she’s been looking at all require knowledge of AP style. I agreed to help her and we made plans to continue the conversation soon.
I emailed Danielle later that weekend. I gave her recommendations for classes and resources and some quick tips on things she can do now to get started. As I was writing that note, I couldn’t help but think that I wished I could hire her. She’s bright, industrious and hungry to grow. She knows how to create products. She learns fast. I know we could train her for a couple different roles and that she could help us expand our product set.
One problem: She doesn’t have a bachelor’s degree. She has a certificate in marketing but that won’t satisfy the education criteria I need to follow when I hire.
Are traditional hiring mandates keeping us from getting the right people in our organizations? They might be, according to our Path to Workforce story today, featuring a conversation with Ginni Rometty, former chairman and CEO of IBM. Rometty talks about why companies should look more at skills than paper credentials when they recruit talent. She shares details of her upbringing -- which influenced her perspective -- and how she pushed IBM to embrace a skills-first recruitment approach for their talent acquisition practices.
Some fields require a formal education, such as medicine and the law. If I go under the knife, I want to know my surgeon has medical school training and a license.
But for many other fields, we are stifling our talent searches with unnecessary education requirements. We have to find a way to expand our hiring parameters to include the Danielles of the world. They have brains, creativity and hustle. We need that.
What do you think? Let me know! And if you enjoy this brief, tell others so they can benefit also.
*Name changed to preserve privacy.
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