Karen Lakatos’ Post

Awesome to see success stories like JBM Packaging, who are embracing second-chance hiring practices. More manufacturers are turning to “Fair Chance” programs to ease hiring challenges - both the companies and the new hires report a plethora of ongoing benefits. What is your company doing to create a more inclusive and supportive workforce for all?

Awesome to see success stories like JBM Packaging, who are embracing second-chance hiring practices. More manufacturers are turning to “Fair Chance” programs to ease hiring challenges - both the companies and the new hires report a plethora of ongoing benefits. What is your company doing to create a more inclusive and supportive workforce for all?

Awesome to see success stories like JBM Packaging, who are embracing second-chance hiring practices. More manufacturers are turning to “Fair Chance” programs to ease hiring challenges - both the companies and the new hires report a plethora of ongoing benefits. What is your company doing to create a more inclusive and supportive workforce for all?

Awesome to see success stories like JBM Packaging, who are embracing second-chance hiring practices. More manufacturers are turning to “Fair Chance” programs to ease hiring challenges - both the companies and the new hires report a plethora of ongoing benefits. What is your company doing to create a more inclusive and supportive workforce for all?

More #manufacturers are turning to “Fair Chance” or “Second Chance” programs to ease hiring challenges. And both the companies and the new hires report a plethora of ongoing benefits. #labor #manufacturing #workforce #secondchances

This is a clear failure of Corrections Human Resources team, and the methodology they use to recruit staff, how their staff communicate and are resourced. The CEO can take all the responsibility he likes, but at the end of the day, these problems stem from the candidates recruited, over time, before the appointment of the CEO, and will continue after the CEO is gone, unless the Human Resources is opened up to competition, by out sourcing recruitment, this will end jobs for mates and nepotism, both of which run rampant through Corrections.

In a game-changing move, retail and logistics companies are extending a hand to hundreds of prison leavers, providing them with job opportunities in the sector to address skills gaps in entry-level roles. 💼 Discover the impactful collaboration that's reshaping lives and businesses alike in the article below ⬇️ https://loom.ly/ZIDjNSk #TheJourneyBegins #logisticnews

A group of us was talking the other day about hiring and retention. As the discussion evolved it included HR. It included the predecessor to HR departments (Personnel Departments). Everyone agreed that the Personnel Departments did a better job of assisting employees and supporting directors and managers when it came to discipline and other issues. Just about everyone lamented how Human Resources today in many cases are road blocks and actually cause harm to many organizations as they are directing activities in hiring, promotion and discipline. This has resulted in a decline in quality applicants being hired and promoted, a lack of discipline in the ranks and a culture of the inmates running the prisons. Most things run in cycles. It is time for the cycle to shift back around to rebuild effective organizations. Human Resources also needs to be put in check. They are a support division or department in the organization, not an operational component of it. We are all better when we work as a team.

News: IT MAKES BUSINESS SENSE TO RECRUIT PEOPLE LEAVING THE CRIMINAL JUSTICE SYSTEM Firms should do more to recruit, employ and retain people who have convictions or lived experience with the criminal justice system to broaden talent pools and address labour shortages. One in four people of working age in the UK fall into this group, according to HR body CIPD, which has published a new guide that provides practical recommendations for employers and covers how they can communicate their approach internally and externally. Facilitate Magazine RobinsonsFM #robinsonsfm

The Los Angeles Police Department's recent revelation about falling short of its hiring goals is a stark reminder of the challenges facing law enforcement recruitment today. Simply setting a hiring target is not enough to attract the qualified candidates needed to uphold the standards of modern policing. I believe it is crucial to look beyond numbers. To truly enhance the efficacy of our police forces, improve retention, and increase recruitment, we MUST commit to transforming the culture within. Officers need an environment that not only supports them through their duties but also promotes growth and resilience. Leadership plays a pivotal role here. Effective leaders do not merely manage; they inspire and support their teams, equipping them with the training and tools necessary for success. A positive shift in policing culture, supported by comprehensive training and strong leadership, is essential for making law enforcement a desirable and respected career path. Let's prioritize these changes to ensure our police departments are not only staffed but are strong, supported, and prepared to meet the demands of the communities they serve. https://lnkd.in/gQvsNzFs