San Diego Workforce Partnership’s Post

Just a little takeaway from what some of our #workculture survey results show! Let's talk how you can partner with an amazing service provider like Access Systems.

Hiring managers, want to lure the top ICT talent to your city? Now, with hybrid and remote working on the rise, we know this is becoming less common. But for those employers looking for their team to be in the same city, here's what you need to know.... These are the results from our recent poll on what motivates candidates to relocate for a job. 💡51% prioritise the role and opportunity 💡31% focus on career advancement 💡15% consider lifestyle and community So, how can you craft a role that motivates the best talent to move cities for your role? 🟰 Highlight what makes the role special. Is it a chance to lead a new initiative? Work with cutting-edge technology? 🟰Outline clear paths for career advancement. This appeals to the 31% focused on career growth. 🟰 While the role is key, showcase your city's unique features to appeal to the 15% prioritising lifestyle and community. 🟰Be specific about the day-to-day responsibilities, opportunities AND challenges. 🟰EVP EVP EVP: Create a compelling Employer Value Proposition. What are your employee entitlements outside of the legislated minimum requirements? Health programs, weekly lunch budgets, rostered days off for birthdays, extra annual leave. Candidates want more than just a job. Employers, are you facing challenges in attracting great talent? Let's connect for a confidential discussion on how to improve your job offerings. #Recruitment #Technology #ICT #TalentAquisition

**Unplugging & Recharging** I recently took a week-long road trip to visit Monument Valley (Pic below) along with a dozen other places on my bucket list, I decided to fully unplug for this trip which is a rarity for me (who actually goes a day without checking their email?!). I came back to work refreshed and more excited than ever to get back to doing what I love and that's helping our community, from finding people work, to helping clients take stress of their team's plate. If your team needs a break, I have candidates to assist, don't wait until your team is burned out to provide extra hands/offer vacation coverage, so they feel confident unplugging and recharging. I'm here to help! Cynthia is available for HR work in Oregon, let me know if you could use Cynthia. She is available immediately. Development Consultant Human Resources/SR level Full Cycle Recruiting, Hired over 4000 new employees Build & Implement solutions, Strategic Initiative, budgeting Strong organizational, Coordinating & Calendar Management skills Project Management Global consultant, whose moved from site to site setting up a few weeks at each location Oversaw 700 IT employees through software conversions #oregonjobseeker #roberthalf #recruiting #humanresources #contractworker #tempemployee #staffing #salemjobs #eugenejobs

It’s a privilege to believe that every job should help you grow as a person and build skills that benefit your life. However, many people find themselves in survival mode, working any job they can to provide for themselves and those they care for. Financial pressures and responsibilities often mean they can't take risks that might jeopardize their stability. That’s why we must strive for accessible and inclusive application and hiring processes. By doing so, we can ensure that more people with varied experiences feel comfortable expanding their horizons and bringing their unique skills to new companies and industries. The current business landscape has remained unchanged for so long, and without significant change, we can only expect more of the same. Expanding full-time remote jobs with flexible hours can create opportunities for stay-at-home parents or caregivers who need to balance work and family responsibilities. Hosting hiring events or coordinating with libraries to provide access to computers for video interviews can help those without quality internet at home. Investing in real-time translation apps can facilitate communication among colleagues who speak different primary languages, making it easier to share ideas and collaborate effectively. Creating an inclusive and accessible hiring environment opens opportunities for those who might otherwise feel confined by their circumstances. This not only benefits individuals but also enriches our organizations with diverse perspectives and innovative ideas. Together, we can build a future where work is not just a means of survival but a pathway to personal and professional fulfillment. By fostering a culture that prioritizes human capital development, we ensure that both people and companies succeed. Let’s work towards creating workplaces where everyone feels valued and empowered to contribute their best. #InclusiveHiring #Diversity #WorkplaceInnovation #AccessibleOpportunities #HumanCapital #ForwardThinkingLeadership #EmployeeEngagement #CareerGrowth #WorkplaceEquity

Let’s talk about hiring for this year. It’s no secret that there’s been a labor shortage in the construction industry, and it can be a challenge for companies to attract and retain talent. Here are some key takeaways I had from a recent article by Construction Dive addressing "Construction’s Biggest Staffing Struggles for 2024": Challenges: 👷♀️ Lack of experience: The workforce is aging, and not enough young people are entering the industry. 🚗 Transportation difficulties: Jobsites are often remote, making it hard for workers without reliable transportation to get there. 👶 Childcare issues: Construction work schedules are often inflexible, making it difficult for workers with childcare needs. ▪ Drug use: The opioid epidemic and mental health issues in the industry can make it hard to find workers who pass drug tests. Solutions: 💵 Higher pay and benefits: Offering competitive salaries and attractive benefits packages can make the industry more appealing to potential workers. 👥 Improved company culture: Fostering a positive and inclusive work environment can help retain existing employees and attract new ones. 📖 Shorter training programs: Implementing faster training programs can help address the lack of experience in the workforce. 🖥 Digital tools and technology: Utilizing technology like 3D models and advanced tools can improve training and reduce human error. 💡 Flexible work arrangements: While remote work is not always an option, offering some flexibility in scheduling can help workers with childcare or other needs. Though not all the suggested solutions can be accomplished overnight, making the steps to stay ahead can make all the difference in the world in keeping the best of your talent and attracting new employees to your team. I would add that the opportunity for growth within a company and a healthy project backlog are other things that candidates are often asking for when searching for a new opportunity. What are some other problems or solutions you could think of to add to this list?   #hiringchallenges #constructionindustry #constructionjobs

Challenges #3 and #4 don't get much attention, and are actually real problems. As far as solutions, yes, pay is changing, and it's always advisable to keep up with the market. However, we totally get that projects and contractors have to make money, so sometimes raising pay is not the immediate solution. BUT, there are things companies can do that cost them very little while making them more attractive places to work (the 2nd, 3rd, and 5th solutions speak to this). There are firms in our industry that have very structured training and development programs. These are mostly big companies, and I think this is the biggest opportunity for small to mid-sized GCs to get bang for their buck. Industry wide, there is a knowledge gap that will not be solved overnight.

For someone who works from home, I always appreciate the days I get to come into the Hoddesdon office and catch up with my TA/HR team. Personally, I find a lot of benefits from coming onsite and often come away from the office feeling energised and motivated. Some say that working onsite increases collaboration and improves productivity. Other articles indicate that being surrounded by experienced colleagues, mentors, and superiors provides opportunities for learning and career development. I'd love to hear your thoughts on this! Do you prefer onsite/hybrid or remote? #workfromhome #hybrid #office #pharmaron #cro #drugdiscovery #preclinical #clinicaldevelopment

Many interesting roles for the right candidate.

Here are a few Chief of Staff roles I came across recently plus my thoughts (spiciness level today: medium 🌶️🌶️): 👨🏻💻 Chief of Staff, Corporate Affairs @ Kyndryl — large-scale IS Why I like it: This role reports to the Head of Corporate Affairs, which is a unique opportunity. Kyndryl is a $5B company, so you start seeing CoS to CXO or other leaders as companies reach scale, and some even have centralized CoS functions where all the CoS report into “The” Chief of Staff. The first line in the “Who You Are” section of the JD says that the person must work from the Manhattan office. My guess is that this means a minimum of 3x/week. A trend I’m seeing is more and more employers moving toward a hybrid 3/2 model (3 days in office, 2 days remote) and in same cases mandating 4/1 or even moving towards a full 5-days in office. The CoS to the Head of Corporate Affairs at Kyndryl will help manage strategic cross functional initiatives, build tools, and improve efficiency across the organization. They need someone with a minimum of 5+ YoE developing and delivering programs in a corporate or agency setting. 💰 Comp is $107,600 to $258,240. 📍 Onsite in NYC. 🏩 Chief of Staff @ Flagler Health — data-driven patient care Why I like it: It’s an opportunity to get in on the ground floor of a seed-stage company, and their co-founder recently announced their vision of the “virtual vertical” — “a remote care platform that integrates medical providers – from physician therapist to orthopedic surgeon – into a vertically integrated health system.” As Chief of Staff, you’ll have the opportunity to work with the CEO & COO on cross-functional projects and help facilitate comms across the org. Ideal candidates have an analytical mindset and can use tools like SQL, Data Bricks or Excel for creating reports, are highly organized and self-motivated, and have successfully managed complex projects. 💰 Salary is $65,000-$90,000 📍 Remote, but living in NYC is a plus. 👗 Administrative CoS at Tory Burch Foundation - empowering women entrepreneurs Why I don’t like it: IMO this is a good example of what not to do when you’re hiring a Chief of Staff, namely, mis-titling the role when the person you need is a high-powered Senior Executive Assistant. Some things a Chief of Staff should never do include: ❌ Booking flights and hotels ❌ Managing a calendar ❌ Providing broad admin support None of this is done with bad intention. I just think there is still unfamiliarity with the Chief of Staff role and that it’s meant to be a strategic hire. (Side bar → If you’re a CoS, you’re not an EA (and vice versa). If you’re an EA, you likely EITHER want to be an EA for life — and maybe shoot for more senior leveling or a specific executive to support — OR you really want a proper CoS role. Why is that? Because a Chief of Staff does strategic work, not admin! 💰 The compensation range is $34-64/hour. 📍 Onsite in NYC. Hope this is helpful! #chiefofstaff

While most US companies struggle to retain new hires, the companies we partner with, don't 😎 They're seeing retention rates that are uncommon for hourly positions. How do we do it? We find hidden gems around the world and we connect them with companies that need to start/scale remote teams. That's it? Yes! We help companies hire people that are work-ready, talented and educated at US-level colleges, and these people in return enjoy remote works that in many cases, didn't know were possible. And they thrive in them! This is Ferdinand U. He's from Nigeria, he loves his job, and we love working with him 💚 This is his story: "Working with Bloom remotely has given me time to take care of my family, especially my new baby. My wife had a surgery on November 18th. 2022, and I started working with Bloom 12 days after. I could attend to her needs, bath the new baby and prepare my 2-year-old before beginning to work, this process is seen as a miracle by me and my wife." People get to enjoy life, spend quality time with their family while getting access to professional and personal growth that is not available to them locally. Is there something better than helping someone thrive and Bloom? Hardly. 🌱 #HireBloom #StaffAugmentation #RemoteWork #HireRemote