Staffing Solutions Enterprises’ Post

Exciting News! 🎉 We're thrilled to announce our new partnership with Houseful (Zoopla (part of Houseful)). Houseful is the new corporate and employer brand, encompassing iconic names such as Zoopla, Hometrack, and Alto. At CandidateX, our core mission is to enable access and fair opportunity. Today, we're taking a significant step forward in that journey.  Houseful, with their unwavering commitment to building an unbiased, inclusive, and diverse workplace, is partnering with us to utilise our Application Anonymisation Platform. This partnership will help further reduce bias in their application process and champion a truly inclusive hiring process. 🌍 Houseful's Head of Talent Acquisition, Sandy Lacey-Aberdein believes “Building a diverse and inclusive culture is an ongoing commitment at Houseful... We're excited to deepen our collaboration with CandidateX championing diversity in our talent acquisition.” 🤝 Why is this significant? Houseful's brand message says it all: "Everyone’s welcome at Houseful. Everyone. No matter who you are, where you come from, or what kind of home you grew up in." Their commitment is more than words; it's action. With networks like the Women's Impact Network, Bridge, and HouseProud, they're taking proactive steps to create an environment where every voice is not just heard but celebrated. 🌟 To ALL ambitious individuals looking for a company that values diversity and is pushing the boundaries for a more inclusive future: Houseful is leading the way! You can now apply for opportunities at Houseful anonymously at https://lnkd.in/eAcGtSaM. CandidateX is thrilled to partner with Houseful to champion a more inclusive world. 🌍 #InclusiveHiring #Partnership #DE&I #HousefulDiversity #TogetherWeCan #ReduceBias #opportunities      

In today's talent landscape, corporate values are very important to applicants. Interview conversations have shifted with candidates seeking alignment between their personal values and a company's ethos. As hiring managers, embracing these discussions is vital.💼 How to empower success through shared values: - Community involvement and showcasing your company's commitment to giving back - Highlight ongoing fundraisers that reflect your dedication to meaningful causes - Share how your employees actively participate in volunteer work, underlining a sense of purpose and community engagement. Embracing shared purpose within your organization creates an unbreakable bond that keeps employees motivated and invested.💪 Looking for talent? Sign up for free today! https://quiqkr.com/ #jobsearch #quiqkr #talent #talentseekers #employeedevelopment #career #values

Are you ready for Potentialpark's ABC for a successful employer brand? In order to, attract the talent you long for, you have to be: Authentic: Show what it is really like to work for you and be consistent in doing so. Articulate what matters, but tailor this according to your target audience's needs. Women in IT have different needs not only from their male counterparts but also from women in administrative jobs. Yes, sometimes these needs correlate, sometimes they simply don't. Believable: No bullshit. Work life is not always rosy, and candidates know this. Would you believe an employer who claims that everyone ALWAYS comes to work with a smile and that conflicts never happen? I wouldn't. Connected: The times when you could simply put out a job ad and expect your dream candidate to walk through the door are mostly over. It is all about dialogue these days. You might have your dream candidate commenting on one of your posts, reaching out to you on LinkedIn with a connection request (especially since LinkedIn encourages them to do so), or maybe simply writing you an email. Be out there and keep your eyes peeled on your inboxes – candidates might be waiting. Curious about more insights? Tune in! 📻 Reach out! 🤝 Stay tuned! 👀 #talentacquisition #diversityandinclusion #employeeexperience

🔍 Navigating the Talent Ocean: 3 Tips for Successful Hiring! 🌟 Happy Friday LinkedIn community! As a believer in finding the perfect match, I wanted to share some wisdom on hiring success. Remember, a well-crafted strategy leads to discovering hidden gems in the talent pool. 1. **Have Clearly Defined Roles** Start by crafting a clear, comprehensive job description that outlines responsibilities, expectations, and qualifications. This attracts well-suited candidates who align with the role, minimizing mismatches. 2. **Utilize Diverse Sourcing Channels** Expand your search beyond job boards. Use social media, networks, referrals, and industry platforms for diverse sourcing. This widens the talent pool, bringing in varied and qualified candidates. 3. **Hosting a Structured Interview Process** Create a structured interview with consistent questions and evaluation criteria. This promotes objective comparison, minimizes bias, and uses behavioral questions to gauge skills, approach, and cultural fit. Successful hiring isn't only about skills; it's about finding candidates aligned with your values, culture, and goals. Make the right strategic choices to make the right hiring choice! #HiringStrategies #TalentDiscovery #JobMarketInsights For Career Opportunities: https://lnkd.in/g-fRdcuM

✨️ Sound recruitment practices are crucial in addressing the diversity issues in our industry. Recently, Mike Levaggi and I had the opportunity to discuss this topic with Ben Smith at PRmoment. Our conversation highlighted the importance of implementing fair and effective recruitment strategies to promote diversity and inclusion in the workplace. 🐻 If you want to know more about the Braver approach to all this: www.bravertalent.com or hit me up darain@bravertalent.com #diversity #inclusion #recruitment #workplaceequality

Don't miss our OpEd in Crain's today on #FairChanceHiring! https://lnkd.in/eWuFWQAU "To build momentum, our organizations have joined forces in a coordinated effort to enable more businesses to change their practices, bolstered by effective training and support services for applicants, hiring managers, and HR executives. We share effective approaches, support companies in deciding where to begin and identifying which practices to change, and connect employers to partners that can help identify qualified applicants. Our mutual goal is to make the Chicago region a leader in fair chance hiring - to give our businesses a competitive advantage in the search for talent and give more of our residents the employment opportunities they need to thrive. Success will not come easily; the long-standing barriers to hiring individuals with records are complex and deeply embedded in corporate structures. But the experiences of our organizations and many others show that success is possible. The strategies we are pursuing are truly “win-win-win” for individuals, businesses, and our communities. We invite businesses to join us in what we believe can be a transformative effort to build a fully inclusive and thriving regional economy by providing a fair chance to all." Brian Fabes, Managing Director, Corporate Coalition of Chicago Kathleen Caliento, Ph.D., President and CEO, Cara Collective Matthew Bruce, Executive Director, Chicagoland Workforce Funder Alliance Bridget Altenburg, CEO, Skills for Chicagoland's Future for Chicagoland’s Future #fairchancehiring #secondchancehiring #Chicago #access #opportunity #workforce #collaboration #Chicago #BusinessUNusual #diversity #equity #inclusion #untappedtalent #talentacquisiton #retention #partnerships

During the process of building our platform, we have had the opportunity to engage in conversations with leaders in the talent acquisition industry. We recently spoke with Desireé Prisby, the Director of Market Development The Job Sauce. Her insights, especially on diversity hiring, have been incredibly impactful. Our discussion centered around the ongoing trend of targeted diversity hiring initiatives. Desireé Prisby pointed out that true diversity within an organization comes not only from recognizing individuals’ backgrounds but also from valuing the diversity of thought they bring to the table. At Stryke, we recognize the importance of diverse backgrounds and perspectives. We understand that uniform thinking leads to narrow-minded products and diminishes value across all demographics, including genders, races, and ethnicities. In the early stages of developing our platform, we took a clear stance. We decided not to ask students or professionals on our platform about their race, gender, or identity. We believe in a holistic approach, seeing each candidate for their interests, passions, and skills, rather than their personal demographics. To further support this commitment, we have implemented various bias safeguards into our platform. These include subtle anonymity measures during the initial candidate discovery phases, ensuring a more equitable connection to opportunities. We actively welcome feedback and are committed to continuously refining our methods, recognizing that the journey towards understanding and embracing diversity and inclusion is ever-evolving. As we gear up for our launch this winter, we are enthusiastic about organizations experiencing our innovative approach to hiring. #diversity #equity #inclusion #equitablehiring #talentengagment #hrinnovation #earlycareers #personalization #networks #opportunity

Partnerships between employers and workforce development nonprofits are key to enabling a company in reaching its diverse hiring goals and reaching untapped talent. Look no further than the example between Corporate Coalition Leadership Council member UChicago Medicine and Anchor Partner Skills for Chicagoland's Future. "UCM recognized that there were individuals in their own neighborhood who could fill these jobs but were facing barriers that prevented them from applying or completing the application process. By partnering with Skills, UCM found overlooked talent, created opportunities for workers, and boosted their local community. That’s a recipe for success that more employers should replicate.” - Betsy Rahill PeGan, TAS "Skills targets local hires. From an employer perspective, we know we have higher retention rates when we hire somebody local. The retention rate of Skills��� hires is usually around 90 percent, consistently." - Erin Mandel #WorkforceDevelopment #InclusiveHiring #Inclusion #Access #Equity #AnchorInstitution #Anchors #Retention #SkillsBasedHiring

Hello LinkedIn community, I'm Zenovia Harris, a certified and award-winning Diversity, Equity, and Inclusion professional, and I'm thrilled to welcome you to my brand-new LinkedIn business page! Why Are We Here? At Zenovia Harris Consulting LLC., we're on a mission to drive meaningful change in workplaces worldwide. We believe that understanding, discussing, and addressing issues of equity and inequity is essential for creating diverse, inclusive, and thriving workspaces. Our commitment goes beyond words – it's in our actions. Our services include providing regular updates on diversity trends, crafting tailored recommendations, and offering on-site consulting. We specialize in creating effective email communication templates, conducting exit and new hire interviews, and providing consulting hours to drive DEI initiatives. We also conduct in-person team and leadership trainings and review existing diversity-related program documents to guide improvements. Let's Connect and Learn Together This page is not just about us; it's about YOU. We want to create a space where we can have honest, constructive conversations about diversity, equity, and inclusion. We'll share best practices, success stories, and insights, and we encourage you to do the same. Here is how you can engage! Follow This Page: Stay updated on the latest DEI trends, insights, and strategies. Like and Share: Help us spread the message of diversity, equity, and inclusion by liking and sharing our content. Comment and Discuss: Join the conversation! Share your thoughts, experiences, and best practices in the comments. Reach Out: Have questions or need guidance? Feel free to reach out to us. We're here to support you. Together, we can create workplaces where every individual feels valued and empowered. Let's embark on this journey towards a more equitable future. Thank you for joining us! Let's make a difference together.

Recently I was asked how do we attract so many women to our warehouse role? 🤔 Every year over the Christmas period we hire a wonderful team of seasonal staff. What always amazes me is how many women apply to the role of warehouse pick and packer - a traditionally male dominated role. This wasn’t always the case - we have deliberately worked on our job description to appeal to women. Every year, previous staff return and refer their friends too. What we have changed to attract so many women in our job description: 1. State our mission and vision for Social Stories Club and how sustainability and impact is our focus. 2. Instead of stating that we are looking for someone friendly, we first state that we are a friendly team and paint a picture of what it will be like to work with us. 3. Our job description is chatty with moments of humour allowing for our personality to come across, so our job description feels less corporate and more welcoming. 4. We always state the work experience and training we can offer the candidate 5. Detail what the job will entail so they can imagine what a day at Social Stories Club will be like.   5. Always state the pay! 6. Where we can, we attach a picture of our team showing that we are very diverse and welcoming. This can help candidates imagine what it would be like to work here. 7. We put the job description into Facebook groups specifically for women so more women. I asked our female team members why they were drawn to our job description and this is what they had to say: "I saw the focus on sustainability and that this was a small organization and the whole job description felt very kind. I felt I understood the story behind the company and that I could really fit in here. Many job descriptions just state what they want from you, and don't state what they can give back and what it will be like to work there. I have found charity and social enterprise job descriptions tend to sell themselves, where as corporates state what they want from you." "I showed the job description to my partner and we both agreed it really stood out. It had so much detail and I could really imagine myself working there and it felt so friendly. It was lovely to see a job description by humans with personality and not a formal description that feels so impersonal." #diversityandinclusion #EDI #diversityequityinclusion