Insights

For most of the professional workforce, relocation rates are at an all-time low. Within the past few years, several reports have found that only around 10-11% of Americans have made the choice to relocate for a job. Despite these numbers, there’s one group of people who, according to data collected by RippleMatch, can be swayed when it comes to relocating for a job: new grads.

Since 1990, November has been recognized as Native American Heritage Month to recognize the contributions Native Americans have made to society and celebrate the community’s culture. However when it comes to the workplace, Native Americans face one of the highest rates of unemployment, 7.8%, and about one third of Native Americans say they’ve faced discrimination when seeking jobs. To combat these issues, there are numerous organizations that are dedicated to uplifting Native American professionals across a wide variety of industries. From mentorship and networking opportunities, to annual professional conferences, these organizations provide plenty of events and resources. This Native American Heritage Month we wanted to highlight organizations that are led by Native individuals, and work to support the Native American community. Whether you’re a company looking to forge partnerships for recruitment purposes or you’re a Native American professional looking to get involved, these organizations should be on your radar.

Highly innovative companies know that they are only as successful as their individual employees. In unwelcoming environments, employee engagement suffers by up to 30%, creating long-term problems for retention and productivity.

Each year, more than 200,000 servicemen and women separate from active duty in the U.S. military. These highly-trained individuals are a rich source of diversity and leadership as they enter the civilian workforce, and are a great asset to the companies they join following their service. To better recruit and retain military talent, keep these eight best practices in mind when forming your talent acquisition strategies.

For many college seniors and recent graduates, the job search is a time filled with stress and uncertainty. But for some students, there’s another added pressure: the lack of parental guidance to help navigate the working world after college.

Most companies today recognize the importance of hiring a diverse workforce – many of today’s top organizations have invested in processes and initiatives to cultivate inclusive cultures for employees of all identities. However, despite these companies’ efforts, many employees still feel unable to bring their full selves to work.

In today’s hiring landscape, most companies have a plan to recruit diverse talent. A recent survey by the Society for Human Resource Management (SHRM) survey showed 57% of companies claim to have plans to recruit diverse talent in 2019, and a survey of employers through the National Association of Colleges and Employers (NACE) found that 88% of surveyed companies have formal diversity recruiting initiatives. However, even with good intentions and formalized initiatives, unconscious bias can creep into the process and hinder efforts to recruit a truly diverse workforce – especially if the existing team doing the hiring is mostly homogenous.

Hiring a new candidate is just as much about them getting to know your business as it is about finding a great asset to the team. Unless the candidate has been employed by your business before or is transferring internally, the hiring experience is your chance to make a good first impression with your potential new hire. Unfortunately, so many businesses jeopardize their chances of hiring a great candidate by having a stressful, lengthy, or otherwise unfriendly hiring practice.

Let’s be frank – millennials don’t have the best reputation. Described through the years as entitled, difficult to manage, and bad at taking criticism, there are plenty of negative stereotypes pinned to millennials, deserved or not. And with Generation Z (born mid-1990s to 2012) being their successors, some may say the apple doesn’t fall too far from the tree.