Karen Ferreri

Understanding the future of the talent tech market is essential when developing an effective talent strategy. We share our best practice tips for building a best-in-class tech stack - a critical piece of the journey to achieving your talent goals. #Talent #HR #TalentTechnology #AI #ArtificialIntelligence #Tech #Technology

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HR Friends: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation #AI

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I hope to see some of you at the New York CHRO Executive Summit next week! See O.C. Tanner's session spotlight below. "Reimagining a New People-Centric Future" 9:40am - 10:25am | New York CHRO Executive Summit Organizations face increased expectations to place their people at the center of business—and the next step is making that practical for all involved. Hear the latest research on how organizations everywhere can cultivate nimble resiliency amid change and enhance their people experience to create a future that allows employees to stay, feel fulfilled, and do their best work. Gary Beckstrand, VP, O.C. Tanner Institute, at O.C. Tanner will lead this valuable session as we learn: 📝 Leading with practical empathy 📝 Supporting the critical 80% 📝 Achieving equitable flexibility

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New York City has published an anticipated new required workplace poster on the city-created “Workers’ Bill of Rights” that is meant to inform employees of their rights at work. Quick Hits New York City released a new required poster directing employees to information on their employment rights. The poster must be distributed to employees and new hires beginning on July 1, 2024. The new poster, released by the New York Department of Consumer and Worker Protection (DCWP), consists of the words “Know your rights at work” in twelve different languages and a large quick-response (QR) code. The QR code directs workers to a page on the DCWP website titled “Workers’ Bill of Rights” that provides information on state and federal workplace laws and links to relevant enforcement agencies. The poster is part of the New York City “Workers’ Bill of Rights” law, signed by Mayor Eric Adams in December 2023. Next Steps Employers must distribute the multilingual poster to all current employees and new hires beginning on July 1, 2024. Employers must further “conspicuously post the information” in their workplaces and through online systems regularly used to communicate with employees. Employers could be subject to civil penalties for violating the notice and posting requirements after a first violation. Add it to your "to do" list.

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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Hello LinkedIn Community! In Vermont, the challenge of hiring is intensified by one of the nation’s lowest unemployment rates, currently 2.3% as of February 2024. This limited active job market demands innovative recruitment strategies. Why Choose AW Human Resources Company LLC? Expert Insight: We work to understand the Vermont’s job landscape, essential for navigating its unique challenges. We work to understand your team's specific needs, culture, and preferences in new employees. Proactive Engagement: We specialize in reaching passive candidates—those talented professionals who aren't actively job searching but are open to the right opportunities. Tailored Recruitment: Our approaches are customized to align perfectly with the needs and culture of Vermont businesses, ensuring lasting placements. For companies in Vermont, collaborating with a recruitment firm skilled in engaging passive candidates is crucial. AW Human Resources Company LLC provides the expertise to expand your talent pool and find the perfect match for your needs. AW Human Resources Company focuses on Direct Hires, these key employees that will be with your team over the long term. Ready to step up your hiring game? Schedule a consultation with us today and unlock the potential of passive recruitment. Link to our website and calendar in first comment. #VermontJobs #AWHR #RecruitmentExcellence #PassiveCandidates #StrategicHiring

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Job market slowdown as white-collar #hiring slows. 175k in job growth from Labor Department report missed economic expectations by 27% and was down 44% from prior month. #Unemployment moved higher to 3.9% vs. expectations to remain steady at 3.8%.  #jobs #employment #economy #humanresources #layoffs #outplacement

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Benefits are a major compliance headache. If you employ 50+ people, some offerings are mandatory. And for companies of any size, they play a major role in recruiting. Get your questions answered in Paycor’s latest resource: HR’s Benefits Administration Toolkit.

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Direct sourcing can be a powerful tool in your talent acquisition strategy. Learn how to build a strong Direct Sourcing Program. Check out the guest-contributed article in HR Daily Advisor by #IES's SVP of Growth & Strategy, Sara Jensen: https://hubs.ly/Q02x5fHl0 Innovative Employee Solutions #DirectSourcing #DirectSourcingProgram #TalentAcquisition #DigitalTransformation #Employees #Hiring #HR #HumanResources #Recruiting #Technology

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While the job market has become more competitive, Katelyn Aziz, employment expert at Robert Half in Providence, says entry-level workers might have a leg up. Find out more in this NBC 10 WJAR interview #newgrads #entrylevelhiring #entryleveljobs #jobsearch #jobsearchtips

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The data is compelling, you’re at a greater risk of losing your highly-talented women and minority leaders than you realize. Find out what’s driving diverse talent out the door and how you can intervene – before it’s too late. https://bit.ly/dei_gdd     #Trust #WomenLeaders #RetentionStrategies   

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Happy Friday and for those of you in the US happy unofficial start to summer! Loni J. Sabo (HR leader extraordinary) recommended Marc Effron, a thought leader in HR and President of Talent Strategy Group, for me to read and follow and it was a great recommendation! He provides honest, helpful, meaningful and a little skeptical ideas on HR and Leadership(good research too)! I am sure I will be sharing more of his articles in the future. This week I am sharing his 2024 HR global census and it is an interesting read. The long and short of the survey is that the HR team is engaged and willing to go the extra mile, but struggle as "they rate their ability to influence and their business knowledge as their two worst capabilities. They have many HR experiences but not enough in the areas most critical to organizations’ future success, according to their self-assessments." Key findings: 1. People Before Business: HR teams in the balance between employees and business lean towards the employee. The believe by business is HR is not keenly interested in the business is borne out by this survey 2. Re-balancing work and life as HR dials back, but varies by role and geography. The stress level of HR since 2019 has declined. Interestingly since 2019 the willingness to sacrifice significantly in other areas of my life has dropped 8%, but those who are 100% in office are 10% more likely to sacrifice than those who are virtual (will this change reverse if and when the economic tide turns or when we settle into the new normal? How might this trend affect career growth?) 3. HR is pretty engaged, but not surprisingly by role, geo, gender and level it varies. 4. The survey asked HR to name their strengths and weaknesses in terms of experience and capability. HR did well in traditional areas such as talent management, HR strategy, and talent acquisition, but weak in Talent Analytics, DEI, workforce planning, knowing the business deeply and while they do build strong relationships lack the ability to influence (these are self-ratings) 5. Tempered Ambitions with only 4 in 10 HR leaders wanting to be CHRO and only 3% wanting to be CEO. CHRO, and no surprise here, are more profit focused and work more hours than the rest of HR. A few thoughts and I would love to hear yours: many employee surveys, leadership books and articles discuss the importance of investing in your people to retain them through learning opportunities, coaching, mentoring etc. How can HR and leaders align to make this a priority while HR shows its understanding of the business. Many of the HR areas for growth are newer to HR like DEIB, talent analytics etc. I believe with time the HR teams will grow competency in these areas. I think Gen Z has seen the great recession, pandemic and have a believe in the brand of me and value a work/life balance. I wonder as they mature will these change? What are your thoughts?

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Boost retention and productivity by refining your compensation practices and embracing pay transparency wisely 🎯 https://bit.ly/3VQPPkx #compensation #totalrewards #paytransparency

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This article by the HR Brew is a great example of why "fractional" or "permanent part-time" is so valuable to businesses with under 150 employees. We have been utilizing and hiring part-time HR people with INCREDIBLE experience for small businesses for 29 years and we are still doing it. If you are not confident in what you need from an HR perspective, we have ways that you can have access to high level HR. This high level comes from amazing HR professionals who are looking for flexibility either for a season or permanently. We have always been a fan of "fractional" or "permanent part-time", and we will continue to share that with our clients! Innovative Outsourcing and tHRiving: HR for Small Business

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HR PROs - Want to launch your own HR SIDE HUSTLE.... ...without quitting your day job. Check out these 4 resources: 1. LEAP INTO HR CONSULTING: How To Move Successfully From Corporate to HR Consulting! The transition into HR consulting isn't easy. Discover how to overcome your fears and conflicting advice to start your own successful HR consultancy. Tips allow you to start this on the side. This is a practical, step-by-step guide with tangible insider tips, and a proven methodology for success. It is designed to guide you in setting up, launching, and running your HR Consultancy business. AVAILABLE ON AMAZON.   2. YOUR HR GOLDMINE: How To Turn Your hR Expertise Into A Lucrative Second-Income Without Leaving Your HR Day Job. Discover how to capitalize on your HR expertise by writing simple 20-25 page reports on HR topics that you already knowledgeable about. And how to get results in as quickly as 7 days. There is already a HUGE demand for your HR expertise, advice, and know-how. Hint: The key is knowing how to market yourself and coming from a place of wanting to SERVE others by sharing your expertise to INSPIRE them and INSTRUCT them in areas you’ve mastered or taken for granted. For more specific details, see the link in the FIRST COMMENT BELOW.📌   3. WRITE YOUR OWN HR BOOK FAST! Skyrocket Your HR Career By Authoring Your Own Book & Accelerate Your HR Career Faster Than You Thought Possible…Even if You've Never Written Anything Before. Differentiate yourself from the rest of the HR pack. Avoid the common mistakes and shortcut the process by following the simple steps in this guide. For more specific details, see the link in the FIRST COMMENT BELOW.📌   4. START YOUR OWN AWESOME HR BLOG: Discover Secrets for Starting Up Your Own Outrageously Successful Human Resources Blog...Even If You’re An Absolute Beginner...Step-by-Step, Quickly & From Scratch! Discover how to create your own blog to showcase your expertise, gain instant credibility and enhance your HR career. For more specific details, see the link in the FIRST COMMENT BELOW.📌

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HR PROs - Want to launch your own HR SIDE HUSTLE.... ...without quitting your day job. Check out these 4 resources: 1. LEAP INTO HR CONSULTING: How To Move Successfully From Corporate to HR Consulting! The transition into HR consulting isn't easy. Discover how to overcome your fears and conflicting advice to start your own successful HR consultancy. Tips allow you to start this on the side. This is a practical, step-by-step guide with tangible insider tips, and a proven methodology for success. It is designed to guide you in setting up, launching, and running your HR Consultancy business. AVAILABLE ON AMAZON. 2. YOUR HR GOLDMINE: How To Turn Your hR Expertise Into A Lucrative Second-Income Without Leaving Your HR Day Job. Discover how to capitalize on your HR expertise by writing simple 20-25 page reports on HR topics that you already knowledgeable about. And how to get results in as quickly as 7 days. There is already a HUGE demand for your HR expertise, advice, and know-how. Hint: The key is knowing how to market yourself and coming from a place of wanting to SERVE others by sharing your expertise to INSPIRE them and INSTRUCT them in areas you’ve mastered or taken for granted. For more specific details, see the link in the FIRST COMMENT BELOW.📌 3. WRITE YOUR OWN HR BOOK FAST! Skyrocket Your HR Career By Authoring Your Own Book & Accelerate Your HR Career Faster Than You Thought Possible…Even if You've Never Written Anything Before. Differentiate yourself from the rest of the HR pack. Avoid the common mistakes and shortcut the process by following the simple steps in this guide. For more specific details, see the link in the FIRST COMMENT BELOW.📌 4. START YOUR OWN AWESOME HR BLOG: Discover Secrets for Starting Up Your Own Outrageously Successful Human Resources Blog...Even If You’re An Absolute Beginner...Step-by-Step, Quickly & From Scratch! Discover how to create your own blog to showcase your expertise, gain instant credibility and enhance your HR career. For more specific details, see the link in the FIRST COMMENT BELOW.📌

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