Tennessee Secretary of State’s Post

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As hiring leaders, we know that our candidates are our customers. That's why it's important to keep them informed during the hiring process. Even if there are delays or no updates, a simple email, text, or call can make a world of difference to someone who has committed their time, money, and energy to interview with us. We can't forget that our candidates have taken time off work, arranged childcare, and spent money on gas and parking to meet with us. Letting them know that they are no longer in consideration is just as important as keeping them updated. Remember, candidate experience is key to building a strong employment brand. If you need help, there are tens of thousands of recruiters ready and able.

This ad is a great example of what transparency looks like. In this ad, the City of Santa Monica is asking 5 key questions that people can prepare of ahead of time. In some disability accommodations scenarios, people can ask for questions earlier as part of accommodations, but usually can get them about 1/2 an hour before the interview which isn't much of an accommodation. This shows you in particular what the hiring team is thinking about, and while being prepared for a variety of questions in important, they show a candidate that beyond a bullet list of requirements, these in particular are areas to focus on. While I'm not planning to become a BA again, and while Santa Monica is a great city - and extremely tempting - I'd love to see more of this happen. It looks like L.A. civic government jobs does something similar, so I'm not sure if this is a California trend, a government trend or both - but seeing more transparency in hiring is going to benefit both job seekers and job hiring committees.

In our Employer Feedback Channel, the Edmonton Region Immigrant Employment council is asking Employers to identify root problems in hiring newcomers. We talked about employer practices to identify skills in their organization and to clearly identify skills needed in their job postings. We are conducting gap research to support our employer forum to identify solutions to these root problems. Join us to learn more about how we can together remove roadblocks to hiring newcomer talent as part of YEG employer's workforce solutions.

THE EXIT PALAVA While commuting, I overheard a conversation among three teachers from the same school. They discussed the recent staff meeting where the school management announced plans for background checks on teachers who cited relocation as their reason for leaving. The management threatened to publicly shame any dishonesty by posting pictures on social media. These teachers expressed their dismay and decided to reciprocate by sharing the mistreatment they've experienced at the school on social platforms. This incident prompted me to reflect on the importance of honesty and respect in workplace relationships. To exiting employees, I urge you to provide truthful reasons during exit interviews. This transparency can help organizations identify areas needing improvement and uphold employees' rights. To employers, I advocate for treating employees with dignity, professionalism, and openness to feedback. Avoiding threats and fostering a positive work environment can reduce turnover and recruitment challenges. #Exitinterview#workplacerelationships# #healthyworkculture#employeeright #ThatHRenthusiast#Mypenandi #Truelifeexperience

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SEEK have released their February Employment report. "Victoria which has recorded the most consistent decline in job ads over the past 18 months, led the monthly decrease in February, dropping 3.6% m/m. This was driven by falling volumes in healthcare and medical (-5.4%) and Administration & Office Support (-10%) Nationally across the board: ⭐ Job Ad's declined 2.5% in February ⭐ Job Ad volumes are down 18.6% year-on-year ⭐ Applications per job ad rose 2.9% from the month prior

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