Job interview graphic extra image use if needed

Making the perfect jobseeker-employer match is no easy task for workforce development professionals. A recent Bureau of Labor Statistics report showed a total of 12.8 million individuals were either unemployed, under-employed or marginally attached to the labor market. On the employer side, key industries report a shortage of qualified applicants for a wide range of jobs. The trick to helping jobseekers find their way to the right position with the best employer starts with a solid foundation of preparation.

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Internship MAIN GRAPHIC

Internships are still booming in today’s economy, which is good news for students and employers alike. According to the National Association of Colleges and Employers (NACE), employers anticipate hiring 2.6 percent more interns this year than they did last year, continuing the upward trend that shows organizations are leaning on internship programs to attract budding talent. Employers who run successful internship programs can attest that this is an effective tactic to include in your recruiting strategy.

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Apprenticeship image

It’s no secret that companies in all employment sectors are facing challenging workforce shortages and gaps. What many companies don’t know is that apprenticeships offer a viable solution for recruiting, training and retaining world-class talent. Apprenticeships are an earn-as-you-learn, flexible workforce development tool and training strategy that can be customized to meet the needs of any business.

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Career ladders main

How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent management strategy? Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.

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JTA blog main

Although Job Task Analysis (JTA) was created to help management make hiring, promotion, wage, and salary decisions, it serves a much bigger purpose. JTA is a data-driven approach that is designed to identify the work requirements of specific jobs by providing a detailed overview of the knowledge, tasks and responsibilities that must be performed by workers in a given occupational area to successfully perform the job. Before going any further, an important point to remember when conducting a JTA is that it’s an evaluation of the job, not the person doing the job.

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Career Pathways main

Broadly speaking, current federal workforce policy aims to bridge the needs of employers and jobseekers through training and other support measures. Is this happening and how successful is it? At a time when close to 65% of our country’s open positions require some form of higher education or post-secondary credential, it is crucial for education and workforce development partners to work together to meet the needs of employers and jobseekers.

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Succession leadership MAIN blog graphic

Succession planning means different things to different people, but the most common theme among all the definitions that exist is that it involves making sure your business is prepared for the future. There are different types of succession planning, each of which depend on your type of business and your businesses’ specific situation.

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Workplace Cons MAIN graphic

If I told you that an intentionally planned culture has the power to align your organization’s people, processes, and workplace, wouldn’t you want to learn more? I thought so – keep reading! Culture is a buzzword that isn’t going away anytime soon.

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MAIN blog graphic millennials workspace

“They’re lazy. They don’t want to work like we did and they want so much accommodation. It’s like everything is a free-for-all. You can’t even count on them to show up on time. It’s hard to believe how much support and attention they want. I just can’t work with them.” Oh, I’m sorry. Did you think that was a quote about millennials?

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