Cassie Zinkel

Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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ON Partners Recognized on Forbes’ List of America’s Best Executive Recruiting Firms Consistently Delivering Excellence in Executive Talent Acquisition, ON Partners Earns Prestigious Recognition Once AgainCLEVELAND, June 04, 2024 (GLOBE NEWSWIRE) -- This month, ON Partners, a pure-play retained executive search firm building diverse C-level and board leadership teams, announced the company’s recognition as one of Forbes’ “America’s Best Executive Recruiting Firms” for the sixth consecutive year. The list is a prestigious ranking based on survey responses from more than 9,300 rec https://buff.ly/3V72EWs View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/4eaF0kg #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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Definitely not the answer. It starts with leadership leading by example and taking PTO. Top down bottom up approach for welllbeing and work life balance which will increase productivity.

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Do you think the future of talent is flexible and fractional? I recently wrote an article for Upsize Minnesota magazine talking about how employers can get the true skills they need in this market. Here are three reasons I believe the future is flexible and fractional.   +Reduce Turnover with Flexibility: Offering remote and hybrid work options remains a powerful tool for recruiting and retaining top talent. Today’s top talent expect it. Getting the kids on the bus, hitting the gym, walking the dog are things we got to do during Covid that people don’t want to give us. They also want to do good work This approach helps mitigate the high costs and stress associated with turnover, which can be as high as three times an employee's salary.   +Gain Strong Expertise Cost-Effectively: Fractional hires allow you to bring in highly specialized talent on a part-time basis, giving you access to expertise without the burden of full-time salaries. This is especially useful for finance, marketing, HR, and operations roles. In our industry you can get a skilled writer, designer and marketer all for the price of one full time employee.   +Scale Your Workforce Wisely: Fractional roles provide a "try before you buy" approach, enabling you to adapt your workforce to current needs and ensure the right fit before committing to full-time hires. This model can save payroll costs 30-40% compared to full-time hires.   Want to know more about how to put this to work for your organization? Check out the article and contact me! https://lnkd.in/enPb2mTU

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I've been thinking a lot lately of "presence over presents" and I think it applies to the workforce too... let me explain. Last week my wife and daughter went to national competition, proud dance dad here, and my son went to my parents while I worked. It's been a long time since I have missed more than two days let alone an entire week of time with my kids. So, when I went to pick Grayson, my mind gravitated towards what I could do to make up for that time. What I found once I got there was an excited boy thrilled to show me how great he had gotten at driving the golf cart at my parents' house (see picture below). In short, I was thinking of some type of gift when all he really wanted was my attention. It made me think of the parallels we experience in the world of work. How often do we try to reward in the absence of engagement? Don't get me wrong, there are times where reward is the right answer and warranted for accomplishments. However, I would challenge that employees value interaction, communication, understanding, and support far more than the stereotypical pizza party. There is no gift more valuable than the gift of time so, my challenge to you, provide presence more often than presents and let me know the effect it has on your culture. #culturematters #dadlessons #presence #hr #er

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🌟 Join the Supplier Diversity Networking Group on LinkedIn! 🌟 Are you a passionate supplier diversity leader looking to network, share ideas, and discover new opportunities? Our Supplier Diversity Networking Group is the perfect place for you! Why Join Us? 🔗 Network: Connect with like-minded professionals, diverse suppliers, and industry experts. 💡 Share Ideas: Exchange best practices, innovative strategies, and success stories. 📈 Grow: Access valuable resources, webinars, and workshops to enhance your supplier diversity initiatives. 🎯 Opportunities: Stay informed about job postings and career opportunities in supplier diversity. 📅 Events: Discover and promote industry events, conferences, and networking opportunities. Who Should Join? Supplier Diversity Professionals Diverse Suppliers (Minority-owned, Women-owned, Veteran-owned, LGBTQ-owned, etc.) Corporate Buyers and Procurement Professionals Industry Experts and Consultants Support Organizations and Nonprofits Join us to champion supplier diversity and collaborate with professionals committed to creating inclusive and equitable supply chains. Join the Supplier Diversity Networking Group by clicking here https://lnkd.in/dHymXUtt Let's work together to drive positive change and support diverse businesses. See you in the group! Net2Source Inc. #SupplierDiversity #Networking #DiversityAndInclusion #Procurement #SupplierDiversityLeaders #InclusiveBusiness #JoinTheConversation #diversity #inclusion

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Empathetic leaders can help future-proof people-driven organizations. But how do you identify these leaders? Get tips from Jordan Quigley, North American VP at Robert Half, in this post. https://dy.si/s6GoA

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Get tips on how to end an interview so you get the information you need to evaluate job seekers and they leave with a favorable impression. https://dy.si/FtABHT2

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For no reason at all I wanted to post some unsolicited advice to HR newbies or those trying to break into the field. Buckle up, because it’s about to be a ride of pure unfiltered and un-feelings-proofed honesty: 1. If asked in an interview why you are interested in HR, do NOT say it’s because you “loooove people”. That bright eyed bushy tailed response will not impress anyone who’s been in the working world for more than 12 minutes. 2. If the real reason truly is because you “looove people”, volunteer at a homeless shelter and look for a new career path. HR will ruin that love for you real quick. 3. Choose an industry, not a position. HR is NOT the same across industries. Do your research and choose an industry that gives you a sense of true purpose, is stable, and jives with who you are as a person. Do NOT settle on an industry that isn’t “you” just for the HR title. (Example: I’m a free spirited progressive feminist hippie working in the male dominant conservative security industry. I hadn’t done my research and learned after the fact that this 24/7/365 industry is not necessarily an industry that fits me, even with my dream title.) 4. Don’t let your fresh HR degree give you a big head. You should be proud of the accomplishment and the foundational knowledge it gives you, but don’t oversell yourself on it… because.. you know nothing. Enter the HR field with a humble and open mind, and be ready to learn everyday until you retire.

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Internal mobility plays a critical role in building a resilient and agile organization ☝ Learn how to keep your top talent engaged and drive organizational success together ⬇️

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Think of your company as a magnet. What draws top talent to it? Beyond salary and perks, it's your employer brand's authenticity. In an era where job seekers sift quickly through opportunities, your brand's story is the beacon. Yet, it's not about the polished exterior or narratives, but how genuine it is. Remember. Each tweet, LinkedIn update, and Glassdoor review depict your company's DNA. In today's digital landscape, your employees are credible ambassadors. They shape the narrative more strongly than any slogan. How to leverage this power? Listen. Understand what employees love and what can be improved. Encourage sharing and innovation. Make everyone feel seen and valued. But crucially, align external brand promises with internal reality. This harmony not only attracts but retains top talent. How is your employer brand authentically representing your company? Share your strategies below. Let's learn collectively while building brands that attract, nurture, and empower talent.

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