Insights

As the labor market continues to tighten, competition for top talent is increasingly fierce. Creating a clear and concise job description is a must if you want to ensure that you are reaching the right job seekers. However, you also need to be highly aware of the language you use when creating these descriptions.

As tuition costs continue to increase across the country, some young Americans are choosing to opt out of college. According to Inc., tuition has increased over 150% since 1978, and, since 2004, there’s been a 74% increase in student debt. In the same Inc. article, it was reported that 75% of Generation Z believes that there are other ways to receive a good education than college. With coding bootcamps and free online learning tools, it’s becoming increasingly likely that the most talented candidates won’t always be found on college campuses.

In today’s job market, it’s essential to recruit candidates that will not only excel in a role, but thrive in your company’s culture.

Elite private institutions often top the list of target schools when it comes to campus recruiting. But any company committed to finding the best talent across the country should be sure to include several public colleges and universities in their list of focus schools.

When it comes to building diverse teams, there’s no magic formula for attracting and retaining talented candidates from all backgrounds. Founders, hiring managers, and human resources departments grapple with finding the best approach and implementing the right strategies, revamping everything from their interviewing methods to their search for talent. Regardless of which methods are tested, there’s one essential part of building a team that has little to do with pipeline – and that’s creating an inclusive culture.

Building a diverse team means including individuals of varying races, gender identity, age, ability, and more. To be inclusive of every candidate, it’s essential to design your hiring process with careful thought and consideration to ensure it is accessible to all candidates.

Find out how today's entry-level candidates are engaging with employers – download our infographic on the top resources candidates use to research companies here.

Science, technology, engineering, and math fields are crucial to keeping our world functioning. They’re the basis for developing life-saving drugs and treatments, developing the software programs we depend on every day, solving environmental problems, and much more. However, there’s a large gap between the number of STEM jobs needing to be filled and people available to do them. The United States Department of Labor predicted that nearing 2020, 2.4 million STEM jobs would go unfulfilled, and the demand for qualified candidates to fill these roles is only going to grow. Despite the demand, people of color are vastly underrepresented in these fields. According to data on race and ethnic representation in STEM occupations from Pew Research Center, only 9 percent of STEM workers are Black and 7 percent are Hispanic. Other national data shows that in 2010, American Indians/Alaska Natives and Native Hawaiians/Pacific Islanders each made up only 0.2 percent of the STEM workforce.

I was diagnosed with anxiety and a panic disorder when I was a sophomore in high school. Coming to terms with this diagnosis took a lot of therapy, appropriate medications and personal growth, which made me realize that this issue would be something that infiltrated every part of my life. This means that, yeah, I’d face anxiety during big changes in my life, but even in a classroom or cubicle. Any location—no matter how much I enjoyed myself—would become viable grounds for a panic attack.