People ages 16 to 24 represent a large pool of untapped workforce talent, according to a new report, which recommends employers partner with community groups to create "opportunity youth" training programs and align the hiring of young people with strategic company goals. The report from the Society of Human Resource Management and the Walmart.org Center for Racial Equity also suggests offering internships, attending job fairs and making job postings more appealing to young job seekers, many of whom are people of color.
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Weary of job scrams, LinkedIn has added a wrinkle for recruiters: Soon they'll be identified as Verified Recruiter badges similar to the blue checkmarks on X. "While we successfully intercept the majority of detected fake accounts and scams, verification is a step in our ongoing efforts to help foster genuine and trustworthy interactions on LinkedIn," says executive Oscar Rodriguez.
Being thoughtful and intentional about how and when you recognize your employees for a job well done can boost loyalty and retention, writes Mike Szczesny, owner and vice president of EDCO Awards & Specialties. Szczesny offers four ways to perfect the art of appreciation, including making it personalized, consistent and aligned with cultural values.
Project Wright Access helps Chicago-area young people with disabilities gain the work and life experience they need to help them succeed after high school. Students complete a training course at Wilbur Wright College plus a paid internship with a participating business partner, says project coordinator Noel McNally, and career coaches help students find permanent jobs following the program.
The number of companies with C-suite leaders specializing in AI has more than tripled in the past five years, according to LinkedIn, but not all companies may need that level of expertise. HR experts reflect on the factors to be considered, noting what an AI executive can bring to an organization as well as the difficulties that may be encountered finding someone who's truly qualified.
Kai is my sweet younger cousin. He’s close to my son’s age. He is on the autism spectrum. His is severe. He has limited speech and social skills. Most of his interactions are with his parents and siblings.
Kai got a job about two years ago, at a local pizza company. He loves it. It gives him routine, a small stipend and some independence. He likes being out of the house and doing something productive. The company likes him because he’s diligent and focused on his work. Kai enjoys the free pizza and praise from his managers.
Today’s Path to Workforce story talks about a wonderful program, Project Wright Access, that helps young people with disabilities get work skills and find employment. The program is led by Wilbur Wright College, a community college in Chicago, in partnership with Vaughn Occupational High School. Funding comes from the Illinois Department of Commerce and Economic Opportunity. Eli’s Cheesecake provides job training and is a potential employer.
Kai is a conscientious, eager employee. He shows up to work, with his apron, ready to go. He’s not doing baby work. He does the jobs that others find boring or don’t want to do. And he does them with vigor. He never complains. He’s friendly and customers and co-workers like him. What he lacks in cognitive skills, he more than makes up with in work ethic and character.
That’s why I like programs like Project Wright Access. They are not fluffy, feel-good initiatives. They fill workforce needs and provide young people with solid skills and employment opportunities. Folks like Kai get more than a chance -- they get a future.
Are you working with programs like these? Could something like this work for your organization? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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