Conifer Health Solutions’ Post

"🚀 Ready to supercharge your hiring efforts? As we gear up for our Job Fair Caravan on May 1st, I'm here to lend a hand! With a keen eye for talent and a knack for connecting the right people with the right opportunities, let's team up to make your mass hiring a breeze. Let's connect and discuss how I can support your recruitment goals! #MassHiring #JobFair #RecruitmentPartner"

2nd chance employers are so critical to supporting our communities and addressing inequity in our workplaces. The Prison Policy Initiative conducted a study that showed the #1 predictor of recidivism (the tendency for convicted offenders to reoffend) was poverty. An additional supporting study by the United States Sentencing Commission concluded that if a citizen transitioning out of the prison system can find stable employment within one year of release, the recidivism rate reduces by 40%. Providing access to stable employment to those that have a criminal history needs to be a bigger part of rehabilitating those who commit crimes. It is not talked about enough, nor are there sufficient resources in the justice system currently to support it. This work has to be done, especially to combat systematic oppression of historically marginalized groups due to the racial and ethnic disparities present in the criminal justice system. CareerSource Pinellas is helping to do that work. 👏 If your organization is a 2nd Chance Employer, or you know someone who is, please see below.

Attention All, especially those in the Health and Human Services Field! Hello everyone! As we wrap up the summer, I am seeking feedback and advice about hosting a Fall Career Fair in September or early October. Back Story: We hold bi-annual On-the-Spot job fairs at the downtown library. This event occurs in Dallas, TX, specifically within Dallas County, but all are welcome to attend! What is an On-the-Spot Career Fair? It is an opportunity for individuals to: -Learn more about the company -Get job previews for our open positions -Speak directly with hiring managers and department teams -Conduct an interview the same day -Possibly receive a contingent offer on the spot! Marketing and Advertisement: We plan to: -Send emails through position associations -Utilize our Applicant Tracking System -Post on social media -Distribute flyers at local businesses Logistics: -Each hiring department will have 2-4 representatives at the fair. Goals: -Raise community awareness about the company and the resources we provide. -Engage and potentially hire qualified attendees. -Ensure a smooth and exceptional experience for attendees, from check-in to their first day on the job! What I Need: Advice and suggestions on how to increase attendance and awareness! Your input and ideas are greatly appreciated. Thank you!

Opportunity

I am excited about the upcoming opportunities to connect with professionals and explore various career paths. It’s a fantastic chance to gain valuable insights, expand my network, and discover new possibilities for the future. Tips for Fellow Attendees: Prepare Your Resume: Ensure it’s updated and tailored to the types of roles you’re interested in. Research Employers: Take some time to learn about the companies you’re interested in before the event. Practice Your Pitch: Be ready to introduce yourself and your career goals concisely and confidently. Ask Questions: Don’t hesitate to inquire about companies and the roles they’re hiring for. Looking forward to seeing many of you there and making the most of this amazing event! #CareerFair #Networking #CareerOpportunities #JobSearch #StudentLife

Another free opportunity to connect with employers during your MBA career search. Check it out and register below!

I'm not teaching class today because the Career Fair at Michigan Technological University is such a big deal, we formalized it as a recess from classwork. But I'm always struck by the fact that large #environmental and #civil #engineering firms, nearly all of which have #culturalresources units or divisions, don't recruit for #CRM employees at this event. They don't collect resumes or interview young archaeologists, architectural historians, ethnographers, or historians of any type. I've asked about this at American Cultural Resources Association (ACRA) before. I understand why small and regional firms don't come here to recruit, but the big firms? Why is the hiring process so different for archaeological technicians and project supervisors in CRM vs. other fields in resources management, development, and planning? I keep hearing about how hard it is for companies to find and retain professionals in resource management jobs, but I don't see that the hiring process changed this year... Barr Engineering Co. Commonwealth Associates, Inc. Tetra Tech The Mannik & Smith Group, Inc. TRC Companies, Inc. US Army Corps of Engineers ECS Limited You are all here, but none of you listed "social sciences" or "anthropology" or "history" or any other allied major that could supply your company with these workers. Could it be a problem with the Career Soft Solutions Inc's #CareerFair+ website structure or design? I don't think so. It makes me wonder if these companies are serious about their cultural resources compliance units, their commitment to NEPA/NHPA, or the way that the cultural resource professionals within these companies assert their significance alongside their peers in other fields. —- Evening postscript. I’ve had some rants today. But the CRM sector is a $1,500,000,000 annual industry. Can’t we even get your co-workers at the giant firms to understand that these professions matter at their own companies?

If you're an agent and want to learn more about a brokerage that you've never heard of, tune in and and see why we think Vylla may be the perfect place to move your real estate license to. #realestate #realtor #realestateagent #homeownership #homebuying #vyllahome #vylla

Attention recent graduates: happening tomorrow at BUILD Chicago:

Good info below!