Vernā Myers’ Post

A 2024 workforce report reveals exposure gaps across the nation’s most in-demand careers. Find out how creating more personalized career pathways that tap directly into students’ aptitudes can help close gaps: https://bit.ly/3Ssl9Dl #CTEMonth #education #school leaders

Wondering if college degrees are important or not? College degrees are the top requirements of yesterday’s job descriptions, not tomorrow’s. Organizations today are increasingly shredding the paper ceiling — the invisible barrier workers without degrees face — and embracing skills-based hiring, even for some corporate jobs, long-considered degrees weigh more. This shift enables employers to consider new avenues to find or develop the talent they need. Leading organizations like Target, Amazon, and EY are increasingly touting their in-house universities and business schools and expanding apprenticeship programs as tailored credential programs that prepare talent with the specific skills they’ll need to advance. So let's embrace the future of talent acquisition: prioritizing skills over degrees and investing in tailored credential programs to unlock untapped potential and drive organizational success. . . . . #skills #businesssuccess #developmentsinbusinessindustry

What if I told you not to bother creating a shared vision for #careerservices? I mean....do you want status quo? Or do you want C.H.A.N.G.E.? 🚀 Because the fact of the matter is... 👉 Most of your stakeholders don't know enough about what you do to create a truly transformative #vision. 👀 However... your vision for impactful #careerservicestransformation MUST address the needs of your stakeholders. Is it a co-created, shared vision? No. Should it satisfy shared needs? Yes. Should people know what it is you're trying to accomplish? Yes. Do you want them to buy into your vision? Yes. See the difference? 😎 If your vision is sound, gets people excited, and solves student and stakeholder problems, you'll get alignment and commitment. But asking people outside the field (who may still be reconciling that your team helps students with resumes!) to dream for or with you is not a path to success. 👉 Trust yourself to inspire new thinking and create excitement and innovation. Want more of this? Check out my Career Services Accelerator program where you can join others working on these same kinds of challenges! Next cohort begins May 2nd. Check it out: https://lnkd.in/db8udeWy #academicaffairs #studentaffairs #higheredleadership #highered

In the post-pandemic era, major tech companies like IBM and Apple have moved away from requiring four-year degrees, highlighting that such degrees are not the only indicators of success. This shift is expected to continue, driven by the need to recognize diverse qualifications like microcredentials and badges. As more people question the return on investment of a traditional college education, companies must innovate to identify and cultivate potential in candidates through alternative pathways, including robust apprenticeship programs. How can your organization adapt its hiring practices to embrace these new indicators of success? https://lnkd.in/gSQr88EV

Dear LinkedIn community, Let's talk about the quest for excellence and why companies should consider more than just GPA when hiring talent. 🎓 1️⃣ Skill Mastery Over Grades: Companies, while valuing academic achievements, often prioritize GPAs. However, it's crucial to recognize that high grades don't always translate to real-world skills. Skills like problem-solving, adaptability, and teamwork are often better indicators of success. Let's focus on unleashing the potential of students with diverse skill sets and experiences! 🌐💡 2: Breaking the University Bias: Why do companies lean towards graduates from renowned institutions? While prestigious universities have their merits, we must acknowledge the untapped talent in smaller institutions. Every student deserves a fair chance, irrespective of their university's ranking. Let's broaden our horizons and discover diamonds in unexpected places! 💎🏫 3️⃣ Embracing Diversity: Appearance is not synonymous with ability. Companies should champion diversity and inclusion by embracing individuals of all backgrounds, shapes, and sizes. Talent knows no specific look, and by fostering an inclusive environment, we enrich our teams with a variety of perspectives and experiences. Let's break the stereotypes and celebrate uniqueness! 🤝 In a world where innovation is fueled by diversity, let's redefine the hiring landscape. Share your thoughts and experiences on how we can collectively shift the focus from traditional norms to unlocking the true potential that lies within each individual. 🌐💬 #BeyondGPA #FutureOfWork #DiversityandInclusion #SkillsMatter #devsinc #netsol #Edge  #SoftwareHouse 

This is a must as #digitalinfrastructure employers look to bridge the chronic #skillsgap and talent shortages in our industry. Infrastructure Masons wants to help.

The Gatsby Benchmarks provide a framework of career provision, and businesses can play a pivotal role in this journey. By collaborating with schools, businesses can actively contribute to Benchmark 1's vision of a stable and structured careers programme. How Businesses Can Contribute: 1️⃣ Industry Insights: Sharing industry insights and trends provides students with a real-world understanding of potential career paths. 2️⃣ Workplace Visits: Hosting workplace visits or virtual tours offers students a firsthand look at professional environments, fostering enthusiasm and curiosity. 3️⃣ Mentorship Programmes: Establishing mentorship programs connects students with professionals, offering valuable guidance and advice. 4️⃣ Skill Development: Businesses can actively participate in skill development initiatives, ensuring students are equipped with the relevant skills for the workplace. This collaboration not only enriches the learning experience but also empowers students to make informed career choices. Together, schools and businesses can create a dynamic platform for shaping the future workforce! 🌟 [Image Description: In a circle shaped image, a mentor and school aged student are busy working on an engineering project. The Jen Healy logo is in the top right corner. Along the bottom half of the image is the phrase ’Engaging Businesses for Bright Futures!’ in white text on a see through violet banner.] #CareerDevelopment #BusinessCollaboration #GatsbyBenchmarks #FutureLeadership

In June, Fortune https://buff.ly/3RgvEdK about alternatives to a college degree: specifically skills-based hiring to address the labor shortage and to offer an alternative path to job seekers. “Recent research finds that a college degree is still worth the investment. But more and more companies, including Google and Apple, are eliminating degree requirements when hiring some candidates. And leaders ranging from the CEOs of Delta and Nielsen to state governors have recently touted the merits of skills-based hiring, arguing that it can help diversify candidate pools and even act as a salve to the ongoing labor shortage.” Jane Thier, Fortune June 23, 2023 Moreover, the US Chamber of Commerce this summer published a report on the return on investment for apprenticeships and career and technical education (CTE) . At https://buff.ly/3iItEMb we heard the call and we have answered. We have a variety of skills-based training and digital certificates that help fulfill the need to demonstrate ongoing learning and support. These accessible programs let our clients who have lost their vision and are seeking new work skills find new opportunities. Employers, likewise, know when they speak with NSITE candidates more specifically what skills they’ve earned. More Credly digital badges are in process and the NSITE team continues to address accessible training programs in Entrepreneurship, Business and IT/technology, along with sales and customer service. #DigitalBadges #AccessibilityMatters

A big thank you to Lauren Givens, MA for sharing her stellar professional background and highlighting organizational development career paths, during the Organization Development Student Network (ODSN) - University of Louisville Chapter webinar yesterday! Lauren painted a clear picture of how organizational development professionals can steer employee development and co-lead the evolution of organizations. Event highlights: - Request informational interviews with OD professionals to learn about career opportunities. - Expand your network and keep an open mind about various opportunities under the OD/HR umbrella. - Find mentors via LinkedIn, Upnotch, Veterati, and other platforms. - Don't shy away from contract work, internships, or externships that will provide experience in the OD field, which can open doors to permanent employment. - Pursue certifications with the Association for Talent Development (ATD), SHRM, HRCI, and/or other organizations to expand knowledge and become more marketable to prospective employers. - Aspiring OD professionals should become proficient with project management skills and data tools, such as MS Excel. - Leverage courses/material via YouTube, Udemy, Coursera, edX, and other learning platforms to continually develop professional skills. - Understand an organization's key performance indicators (KPIs) and "the why" behind gathering and leveraging data. - Utilize surveys, internal data, and external sources to gather and analyze data. - Ensure the data-gathering method is accurate and meaningful to your organization's success. - Make "data-driven decisions" during the change management process and the evolution of an organization. - "Have managerial courage" to tactfully inquire about existing processes/programs, and utilize data and experience to recommend improvements. - OD professionals must "integrate with the business" and work cross-functionally with various teams to adapt to the ever-evolving business environment and support the growth and development of the organization. The recorded session link was emailed to all UofL ODSN members. Thank you to everyone that were able to attend the live event! Susan Hildebrand, MS HRE Shelby Stratford Thomas Teague, PhD Andrew Westcott Shavonne King Kaelah McMonigle Lisa Pantoja Albert Jordan Tony Forguson Destiny Grimes Deborah Murphy, PhD #thankyou #webinar #organizationdevelopment #professionaldevelopment #universitystudents #virtualevent #careertips #louisville #kentucky #gocards

Did you know that more than half of the Workplace IT Management team are Southeast Tech graduates? Read this article from Pigeon605 to learn how we have been partnering with Southeast Technical College for decades to find top talent and grow our team.