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Tag: human resources

AI in Employment — A Troubling Issue in the Hiring Process

After the Equal Employment Opportunity Commission recently indicated it intends to increase scrutiny over employers’ use of AI in employment, recruitment, hiring and disciplinary decisions, employers are well advised to do the same. Automation in employment decisions usually goes one of two ways — it mitigates or increases bias.

With 99% of Fortune 500 firms and 25% of small companies using some form of AI in their employment processes, employers of all sizes now face legal exposure that did not previously exist. 

READ: Artificial Intelligence and Automation in the Workplace

In its most recent public hearing, the EEOC hosted expert witness testimony on how AI may affect employer liability under the Americans With Disabilities Act, Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act, among other civil rights laws. The hearing comes on the heels of the EEOC’s announcement that its enforcement priorities for 2023-2027 include AI in employment. This priority is unsurprising, considering the EEOC recently sued three companies for using online recruitment software that allegedly automatically rejected otherwise qualified candidates because of their age and gender. In that same month, the EEOC issued guidance on how AI can exclude disabled workers. 

The potential implications of “AI in employment” are vast, but below are a few practices that, according to recent guidance, are likely to place employers in the EEOC’s crosshairs. 

Implicit bias in — disparate impact out

“Facially neutral” criteria can operate to exclude certain protected classes. When neutral policies/criteria disparately impacts employees of a protected class, the risk for a legally viable claim is high. Here are a few EEOC-provided examples of how this plays out in the AI sphere.

Many employers regard gaps in employment as a “red flag” and could ask AI to de-prioritize applicants with gaps. The result would likely exclude women (due to parental leave) and individuals with disabilities. 

READ: Veteran Unemployment: Untapped Workplace Resources

An employer could ask AI to prioritize workers in the ZIP codes near the work site. However, because of redlining, the employer may unintentionally exclude applicants whose families were historically forced to reside in other ZIP codes due to their race.

Personality tests have grown in popularity, but if an employer asks AI to exclude applicants who do not “exhibit optimism,” the test could screen out an otherwise qualified applicant with Major Depressive Disorder, which would violate the ADA. 

The AI as “decisionmaker” may be no defense in light of user preference adaptation.

Human intervention is not a cure-all, and machine learning could institutionalize existing practices. Here are a few examples.

If an employer identifies a group of “good” employees and seeks to hire individuals who display the same traits, automated machine learning and user preference adaptation may result in outcome replication. Employers will end up with workforces identical to their current ones, which could stifle innovation brought by new perspectives and perpetuate the underrepresentation of traditionally underrepresented groups and give rise to legal liability.

If an HR representative reviews applications and gives the “thumbs up” or “thumbs down” rating, the machine will learn and adapt to meet that HR representative’s preferences. However, the EEOC’s focus on the role unconscious bias plays in most of these assessments, backed by the well-established fact that humans tend to prefer people who are “like” them, means that AI’s “learned” preferences opens the door to legal liability. 

READ: How Business Leaders Can Embrace a Multigenerational Workforce 

While the use of AI itself will not get an employer in trouble, the EEOC has made clear that it is incumbent upon employers to educate themselves on the risks and benefits of such use and the potential processes and outcomes tied to it. “AI made me do it” will not be an effective defense. Employers should be prepared for increased scrutiny if they use AI, as the EEOC has indicated it is considering workplace audits for such companies, like those used in pay equity, as part of its “crackdown” on the unintended consequences of AI use. 

To say that AI and automated machine learning in employment is a nuanced topic is, quite frankly, an understatement. Technological advancement is ever-evolving, and the EEOC guidance likely will lag far behind innovation. However, there can be no doubt that employers who use AI may attract the attention of the EEOC. Employers need to ensure they stay proactive to detect insidious legal risks, lest they find themselves the “test case” to develop new laws. One of the best ways to stay ahead of the curve is to speak with experienced Labor & Employment counsel.

Davis CarissaReagan MelissaCarissa Davis, an associate in the Labor & Employment department, provides all-inclusive services involving federal and state anti-discrimination law, wage and hour law, and labor disputes and negotiations.

Melissa Reagan is a member in Sherman & Howard’s Trial department, where she is a member of the firm’s Data Security and Privacy group. 

 

4 Ways to Offer Wellness Tools and Retain Your Workforce

As labor shortages continue to impact companies across industries, businesses are shifting their focus to employee retention. According to Bank of America’s recent Workplace Benefits Report, 46% of employers have seen an increase in resignations over the past year while one in three employees have switched jobs or thought about switching jobs. Colorado’s labor force participation rate dropped to 69.2% in November 2022 and according to some media reports, Colorado’s unemployment rate could go to 9.4% next year. That’s why it’s more important than ever to retain your workforce.

READ: Guest Column — Helen Young Hayes Talks Talent Pipeline Disruption

Our research shows employees are significantly stressed by current economic conditions, leading to a decrease in their feelings of personal financial wellness. The percentage of employees who feel financially well hit a five-year low in July 2022. Perceptions of financial wellness are also impacted by ethnicity, gender, and generational factors. For instance, women continue to trail men in their feelings about financial wellness and preparedness, and employees of color report significantly lower feelings of financial wellness compared to white employees.

Many leaders already feel responsible for their employees’ financial well-being. However, as employers address record levels of turnover amid a period of economic uncertainty, it is more important than ever to provide additional support and resources. What can leaders do to retain their workforce? A vast majority of employers now say that offering financial wellness tools can reduce employee attrition, and wellness tools can help attract higher-quality employees. To help retain your workforce, you should consider the following:

Embrace employee financial wellness and expand support.

Given higher than usual inflation, employees are feeling the pinch financially. Employers should embrace programs, such as financial coaching and digital tools that help employees better plan and manage their finances. For example, 91% of companies see higher employee satisfaction when they offer resources to manage overall wellbeing. Companies that take it a step further and broaden their wellness programs to include mental and physical wellness resources see noticeable improvements in productivity, employee stress, morale, creativity, and innovation.

READ: The Top 5 Ways You Can Support Mental Health in the Workplace

Providing access to investment advice.

Employees are eager to invest and grow their wealth, which can be an intimidating process. Four-in-ten employees say they want access to advice from an investment professional. Armed with that knowledge, 62% of employers now offer employees access to investment advice services. Whether it’s an internal team or external partner, give your team the tools they need to feel confident in financial decisions.

Focusing on health care education.

84% of employers feel very responsible for their employees’ understanding of retirement healthcare needs and costs, and 89% of employers who offer Health Savings Accounts (HSAs) contribute to their employees’ savings. Yet, only 54% of employers communicate about these topics at least once a year. There’s a big opportunity to improve communication and educate employees about their healthcare benefits. Take the time to remind them about their options, especially as you gear up for open enrollment.

Equity grants are powerful recruitment and retention incentives.

As an employer, you have insight into compensation and should regularly review pay and conduct an equity analysis. 76% of employers believe equity compensation is a differentiator for employee recruitment and retention, and 44% of employees who participate in equity compensation plans say it was an important reason for accepting the job.

The Bottom Line

Employers serve as significant advocates for their company and work, which is why it’s important that they have the resources and tools to bring their best selves to work. Employers can help by taking the initiative and give your team the tools to not only survive but retain your workforce in this new world of recruiting.

 

New HeadshotTy M. Aslin is the Colorado Market Executive for Business Banking at Bank of America

How to Craft an Ideal Employee Experience Strategy — 6 Easy Steps

Families are feeling more connected after the challenging times they’ve experienced over the past three years. In addition to enjoying more time together, they’ve saved money and found convenience from new workplace policies toward flexibility, choice, and remote or hybrid work — three factors that contribute to a successful employee experience strategy in 2023.

People are committed to finding a better work-life balance that supports both their personal life and professional growth along with competitive salaries. They expect support from their employers in achieving this goal. And employers are failing them in a big way. As a consequence, they risk failing themselves.

READ  — How To Balance Supporting Your Remote Workers and In-office Employees

TalenTrust’s nationwide research of more than 2,500 leaders over the past three years finds that close to half of those employers are failing to effectively address and monitor their employee experience (EX). EX, the soul of every workplace community, has a direct impact on the ability to recruit and retain talent — realistically, the only competitive edge a company has. 

Much of the problem is related to outdated thinking on the part of leaders and a refusal to discard the hierarchical, inflexible practices of the past, like mandating unnecessary “returns to work.” If you’re not offering remote or hybrid work options, haven’t developed a clear vision or purpose don’t see your people holistically with a healthy blend of home and work lives or have not empowered your employees to make decisions, you need to rethink your employee experience strategy and the costs of failure.

Crafting the ideal employee experience strategy is an ongoing process that includes embracing positive change and creating a community of dignity and mutual respect. It’s entirely possible to be empathic and kind while holding people accountable to each other and to your mission and goals. Following are six critical steps to guide you in crafting your ideal employee experieince strategy:

Step 1: Hire the right people at every level.

Develop a recruiting process built on a sales model with a pipeline of diverse and widely sourced candidates.

Step 2: Put People in the Right Roles.

Just as important as having the right people on board is making sure they are in the right roles to be challenged and fulfilled.

Step 3: Don’t try for perfection.

Aspire to create a community that’s irresistible, enabling you to attract and retain the top talent with the skills and culture alignment you need to succeed. 

READ — Why Being a Perfectionist May Actually Hurt Your Career in the Long Run

Step 4: Put your people first, above everything else.

Think of employees as your internal customers and treat both with the same care and interest. 

Step 5: Listen first. Then Act.

As a baseline, ask current employees how they feel working in your company and what would make it even better for them. 

Step 6: Think coach, not boss.

From CEO to supervisor, develop leaders who connect deeply with their people to build trusting relationships and healthy environments. 

Any organization can craft a uniquely irresistible employee experience strategy that meets today’s expectations and their business objectives. Clinging to past practices and policies is not the easy way out; it’s a path to failure. Don’t take it.

 

Kathleen Quinn Votaw2Kathleen Quinn Votaw is Founder/CEO and Speaker/Author of TalenTrust and KQV Speaks. Her first book, Solve the People Puzzle: How High-Growth Companies Attract and Retain Top Talent, debuted in February 2016; with the second book, Dare to Care in the Workplace: A Guide to the New Way We Work and related Podcast launched between 2021-2022.

Kathleen and her firm have achieved many recognitions from many well-known organizations, including ColoradoBiz Magazine, Vistage Worldwide, and the coveted Inc. 5000 for two consecutive years. Kathleen is a regularly published columnist and popular speaker on topics related to HR strategies and workplace culture. Reach Kathleen at [email protected] or (303) 838-3334.

Colorado Finishes 8th in the Nation for Employment Growth in 2022

Colorado ended 2022 with continued strong job growth and is outperforming the nation in many areas, according to a report released today by the University of Colorado Boulder and Colorado Secretary of State Jena Griswold.

The Quarterly Business and Economic Indicators report is prepared by the Leeds Business Research Division (BRD) at CU Boulder in conjunction with the Colorado Secretary of State’s Office. The latest report for the fourth quarter 2022 shows that Colorado recorded 48,806 new entity filings, posting the largest quarter in the report’s history. Filings increased year-over-year by 37.2% and 11.8% quarter-over-quarter.

READ — Top Insights in the Colorado Job Market: A Look Back at 2022

However, delinquencies and dissolutions were also up year-over-year. There were 13,293 dissolutions in Q4, up 17% year-over-year and 14.5% from the previous quarter.

Existing renewals remained positive, increasing 2.9% (171,210 renewals) in Q4 year-over-year and 4.5% quarter-over-quarter.

“Colorado has continued our upward economic trajectory,” said Secretary Griswold. “With another strong year of employment gains and continued job growth, new business entity filings growing at a record pace and inflation diminishing faster than the national average, Colorado continues to lead when it comes to owning and operating a business.”

Inflation in the state continued to improve but remained high. In the Denver-Aurora-Lakewood region, the Consumer Price Index (CPI) increased 6.9% year-over-year in November 2022, compared to 7.1% nationally.

December 2022 employment growth in the state increased 3.7% (104,700 jobs) year-over-year, which made Colorado eighth best in the nation. The largest annual percentage increases came from professional and business services and leisure and hospitality.

The state’s high labor force participation rate is driving down the unemployment rate and pushing up wages. Colorado’s unemployment rate fell to 3.3% in December, below the national rate of 3.5%.

READ — Veteran Unemployment: Untapped Workplace Resources

Colorado’s per capita personal income of $75,557 ranked seventh nationally, and per capita personal income growth (7.9%) ranked first for the second consecutive quarter.

Real gross domestic product (GDP) in Colorado grew 3.2% year-over-year in Q3, sixth highest in the nation. Real GDP in the nation also grew 3.2% in Q3.

Retail gasoline prices continue to yo-yo in the state: Prices began to normalize in late 2022 after spiking earlier in the year, according to the Energy Information Administration. In January 2023, prices were down $1.22 per gallon in the state compared to the June peak, but prices in mid-January were up $0.92 per gallon from the end of December.

You can find monthly information on key economic statistics and trends that impact the state on the Colorado Business and Economic Indicator Dashboard, launched by the Colorado Secretary of State’s office in conjunction with BRD.

6 Ways to Find New Employees During the “Great Resignation”

One of the lingering outcomes of the pandemic is a dwindling workforce, where it has become increasingly difficult for companies to find, attract and retain employees.  This trend is being referred to by some as the “Great Resignation” and the numbers support the term. For example:

  • On average, 4 million Americans are quitting their jobs each month in 2022 (4.2 million+ left in August 2022).
  • Throughout 2021, an average of 3.98 million workers left their jobs every single month, with 4.5 million in November.
  • Over 47 million Americans left their jobs by the end of 2021.
  • 40% of employees have thought about leaving their jobs in 2022.

There are a number of new and creative things that small and medium-sized companies can and should do to find employees for even the hardest-to-fill roles (especially considering that the cost to replace an employee is 2x their salary).

As a small or medium-sized business, here are some approaches you might find to be effective.

READ — The Great Resignation’s Untapped Talent: The Autism Community

Remote & Hybrid Roles

As a result of the pandemic and technology, remote work has become more of the norm in the modern world and an increasing number of employees want to work remotely.  It’s up to employers to determine how they can best accommodate this desire (demand) and identify jobs that can be done remotely without affecting overall production and morale.  It’s a tricky balance, but if done correctly it will help your business to succeed, both in attracting and retaining quality employees from across the world and generating profits.

Leveraging the Gig Economy

Not all of the roles within a company need to be full-time positions, yet many small and medium-sized businesses continue to maintain a full-time staff, regardless of productivity.  Not only is this difficult to do, but it’s costly.  There are millions of consultants who are populating the gig economy (independent contractors who are experts in their field) and can provide companies with the service they need, on a part-time basis, at a fraction of the cost of a full-time employee.  They are also easier to find and hire for a specific amount of time.

Employee Referral Programs

Some of your company’s best resources for engaging and hiring outstanding new employees are probably employed by you right now.  There’s a reason you hired your current team and they undoubtedly have a network of friends, family members and colleagues who could be outstanding candidates to fill positions with your company.  Some of the ways to leverage this network is with incentives and bonuses for your current team to make introductions to your company via social media or personal introductions.

Networking Strategy

It’s important to maintain a networking strategy to engage and attract new employees.  The employee referral program is one component of this strategy (see above).  Additional forms of networking include:

  • Sharing exciting news about your company with others via social media with rhetoric that encourages people to find out more.
  • Hosting coffees, luncheons or other social events to familiarize others with your business.
  • Attending community events and business functions.
  • Visiting local non-profits and offering to host a “career day” at a local high school or community college.

READ — Five Common Networking Mistakes Made by Executives

Partnerships with Diverse Chambers of Commerce

Local chambers continue to be a great resource for finding quality employees, as they actively host events to bring people together.  Don’t overlook this tried-and-true network.  Pay for a company membership and stay active by hosting your own events, offering to be a mentor to members of the chamber and getting to know other members.

Hire Workers Over 50 

There is a vast pool of outstanding employees who are plus-50 years old.  In a world seemingly dominated by tech-savvy youth, older workers have more real world and professional experience, are quick learners and bring the maturity and professionalism required to help a company succeed.  Don’t fall victim to “ageism”, just because a young candidate knows all about the latest fads.

A tight labor market is here to stay, which means leaders can’t rely on the old playbook for finding and hiring new employees.  It’s more important than ever that small and medium-sized companies utilize innovative methods to find new employees.

 

Griffen O'Shaughnessy
Griffen O’Shaughnessy
Chelle Johnson
Chelle Johnson

Griffen O’Shaughnessy is the Founder & CEO of Canopy Advisory Group and Chelle Johnson is the Talent & Professional Development Expert at Canopy Advisory Group.

Guest Column — Helen Young Hayes Talks Talent Pipeline Disruption

Why do employers still rely on a four-year degree as an indicator of job readiness? Especially in fields where technology rapidly changes, a majority of companies continue to screen candidates by requiring a university education. A computer science degree that includes humanities and general education credits is often required to prove one’s ability to do well in fields like cybersecurity. In fact, up-to-date and rigorous job skills training, technology bootcamps and apprenticeships are not only sufficient, but in many ways are superior.

As employers face critical IT worker shortages and cybersecurity threats become more ominous, employers in tech must embrace these alternative credentialing strategies to broaden their talent pipeline.

READ — How Colorado Can Make “The Great Reset” a Reality for a Disrupted Talent Pipeline

But we need more than just ensuring employers can acquire talent quickly. Traditional hiring, which may overlook those without four-year computer science degrees, leaves out vast segments of our population. U.S. Ambassador Susan Rice recently remarked that there are 700,000 vacant cybersecurity jobs, but the current field is made up of less than 25% women, 9% black and 4% Hispanic workers. Fortunately, those numbers are the impetus for the National Initiative for Cybersecurity Education and the Cybersecurity Workforce Framework that will help K-12 teachers introduce cyber curricula and resources. But the need is urgent. We must call upon private industry to also recognize the need for technical job preparation outside of a university setting. Or as Rice says, “create new pathways” for those who did not or cannot attend a university.

Importantly, providing a method for advanced technical job skills training for non-college students is a matter of economic equity. People deserve to achieve their fullest potential and pursue economic freedom even without the resources to attend a four-year university. In Colorado, 64% of top jobs require a post-secondary credential, yet only 28% of Blacks and 17% of Hispanics in Colorado attain a bachelor’s degree. According to the Colorado Talent Equity Agenda, Colorado ranks 37th in terms of racial disparities measuring how well the state puts households of color on a pathway to economic prosperity.

Consider a report from the Bureau of Labor Statistics on income disparity based on college attendance. Families that include at least one wage earner with a bachelor’s degree have nearly 8 times the wealth of families without a college graduate.

Ep Chart 001

If Americans can afford college degrees, they’re rewarded with a better job. But they’re not necessarily coming to those jobs with in-demand skills. According to a Harvard Business School survey, employers perceive that a college degree does not necessarily guarantee higher productivity or faster promotion rates in middle skills jobs. Companies need to hire for skill sets, not sheepskin, and widen access to employment in an equitable way. Job skills training and certifications must be promoted to the populations least likely to attend universities and embraced by the companies that will benefit from skilled technical talent.

READ — Veteran Unemployment: Untapped Workplace Resources

Companies need talent today. In the last decade, 9.8 million jobs were created, and due to new technology and retiring baby boomers, there are more than 35 million jobs waiting to be filled. According to Georgetown University’s Center on Education and the Workforce, only 36% of those job openings will be available to workers with less than a bachelor’s degree. Short-term credentialing, job skills training, and apprenticeship programs build desired skills and add to the existing talent pool inclusively and efficiently. Companies must embrace and implement programs and credentialing that screen in the skills they want, rather than screen out the workers they need.

In short, it’s time to rethink the education and hiring process so that every member of our society has the ability to learn and earn.

 

Helenhayes Hs Large

Helen is the founder and CEO of ActivateWork, a nonprofit recruiting, training and coaching firm that connects employers to a diverse pool of exceptional talent. 

 

Prepare for an Interview — 5 Easy Ways to Impress your Future Boss

It’s a question that haunts us all: how should I prepare for an interview? Most recruiters believe the most important thing a candidate can do is get comfortable talking about themselves. What’s your background? What strengths and weaknesses? What makes you unique? The more comfortable you speak about yourself and your experiences, the more likely the interviewer will see the real you, not just what they want to see.

READ — How to Successfully Recruit Talent Today

How to Prepare for an Interview: The Keys to Success

The first thing you should do is prepare for an interview. This means getting ready for questions related to your education, experience, and qualifications. You’ll want to answer these questions clearly and concisely so they stand out as something other than weaknesses in your application.

The next thing you should do is research the company itself. You can learn much about a company by looking at its website or social media accounts. Still, it helps to talk with people who have worked there before or even someone who works at another company with similar goals or values (which is also an excellent place for you). This will give you an idea of their culture and insight into what makes them unique.

Building Self-Confidence Through Practice and Preparation

What if we told you that there’s one thing that can help you get ahead of the game? And it doesn’t involve more work or preparation than you already do? It’s called self-confidence.

Self-confidence is something that most people think they have naturally—but what many don’t realize is that it’s a skill that can be learned through practice and preparation. When we’re talking about self-confidence for an interview, what we mean is having an attitude of confidence in yourself and your abilities that will show up in every aspect of your performance: from how you dress to how you answer questions, from how well you shake hands with someone new to how confidently you respond when asked a question that makes you uncomfortable.

Understanding Common Interview Questions and Planning Answers

Prepare for in interview like you’re preparing for a test. You want to know exactly what to expect and be ready with the answers that will impress your interviewer and get you the job. For example:

What’s Your Greatest Strength?

This is one of the most common interview questions, so it’s essential to have an answer ready. You can talk about how you’re great at multitasking, working under pressure, or keeping calm in an emergency. You could also talk about something more intangible: how you’re good at building relationships or communicating with people from all walks of life.

READ — How Business Leaders Can Embrace a Multigenerational Workforce

How Would Your Coworkers Describe You?

This question is tricky because it’s often asked as part of an interview’s “strengths” section. If you give them some examples of people who would say positive things about you, they’ll trust that those are true about you! So if someone says that they think your work ethic is top-notch, that might not convince them—but if three different coworkers mention how hardworking you are, it will give you a chance to impress your employer.

Making a Good Impression With Professional Attire and Grooming

You may be surprised to learn how your dress for an interview can influence your hiring. Research shows that employers often make their decision within the first few seconds of meeting someone—and your appearance is one of the deciding factors!

So what should you wear? It depends on where you’re interviewing and what job is available. A suit might be appropriate if it’s a formal office environment. But if it’s more casual, like at a restaurant or retail store, something casual would work well, too. Just remember: try not to look too flashy or casual—you want to find the right balance between the two extremes so that people will see you as professional but also approachable and friendly.

Follow Up After the Interview to Demonstrate Your Interest

It’s not just about showing your interest in the position; it’s also about showing your interest in the company. And if you want to do both of those things well, here are some tips for following up after an interview:

  • Send a quick email within 24 hours of your interview to thank the recruiter or hiring manager for taking the time to meet with you. This would be especially important if they were kind enough to invite you in for an interview at their office because they don’t get many applicants who will do this!
  • If something during your conversation made sense as a follow-up question or topic of further discussion, include it in your email. For example: “I loved hearing about how your company uses [insert solution]. Is there any chance we could talk more about how [solution] has helped other businesses?”

 

Lindsay KarnyLindsay Karny is a Certified Professional Resume Writer and Interview Coach at https://resume2023.com/.

Top Insights in the Colorado Job Market — A Look Back at 2022

2022 has been a spectacular year for the Colorado job market (at least from the viewpoint of the job seeker), with a reported nearly twice as many job openings as there as job seekers, giving people across the country yet another reason to move to the great state, home of the Rockies.

If you’ve been contemplating a move to Colorado, or if you currently live in Colorado and are considering making a career change, now is an excellent time to do so. Companies in Denver, such as Wells Fargo, AT&T, and Amazon, are hiring. From tech to finance, retail, and the healthcare industry, opportunities abound in Colorado.

In this short article, we’ll take a look at the Colorado job market and the projections going into next year.

READ — How to Successfully Recruit Talent Today

Why Are There so Many Jobs?

The labor shortage (or abundance of work opportunities, depending on how you see it) is not unique to Colorado. Although the Colorado job market has been experiencing a greater number of job openings remaining unfilled, this phenomenon is being recorded all across the country.

Several factors are contributing to the high number of job openings compared to the number of job seekers:

Post-Covid Shake-Up

During the economic turmoil that was the Covid-19 pandemic and consequential lockdowns, many workers were either laid off or switched to remote work. Following the pandemic, as many companies went back to full strength, there has been a rush to try and fill the many open positions. However, a significant number of workers have taken to their new status as under-employer or freelance and are choosing not to return to the workforce.

The Great Resignation

Starting from the spring of 2021, we have seen a record number of workers voluntarily leave their jobs in what industry experts have coined The Great Resignation.

READ — The Great Resignation’s Untapped Talent: The Autism Community

High GDP and Economic Growth

In contrast to many of the states in the Union, Colorado has been experiencing economic growth. This, in turn, has led to businesses either moving to Colorado or increasing their investments in the region.

The Public Sector

The labor shortage has hit both the public and the private sector hard. Private sector jobs, such as with the Department of Corrections, have proven tough to fill. In fact, the Colorado Sun reports that the Department of Corrections has had to scale back on vaccine mandates in order to try to fill job openings. As of September 2022, they still have nearly 1,700 jobs to fill.

The public sector job board, State of Colorado Job Opportunities, has openings in pretty much all areas of public service: law enforcement, education, and athletic associations, to name a few.

In addition to an increase in the number of public sector jobs available, we are seeing restrictions being lifted (such as vaccine mandates) and an increase in the compensation offered.

The Private Sector

In August of 2022, unemployment went up in 32 states. However, in Colorado, unemployment rose by only .1%, a significantly lower rise than in other states in the union. And over the past 12 months, the unemployment rate in Colorado has fallen by almost 2 percentage points. Colorado now ranks as the state with the 2nd highest worker participation rate in the country. 

Over the past 12 months, nearly 107,000 jobs have been added in the private sector alone.

Screen Shot 2022 11 28 At 10423 Pm
Graph provided by the U.S. Bureau of Labor Statistics and taken from this site.

The private sector industries that have recorded the greatest amount of job growth include manufacturing (no doubt as a consequence of government initiatives to help American-made products), transportation, construction and engineering, and utilities, with health and education not far behind.

In addition to more jobs being added to the market, we are seeing an increase in compensation and a decrease in restrictions (such as vaccine mandates which have largely been lifted). This is due mainly to the fact that companies are scrambling to fill positions in the midst of an unprecedented labor shortage.

The Salary Transparency Law

In an effort to combat wage inequally between male and female members of the workforce, Colorado enacted the Equal Pay for Equal Work Act. This act went into effect in January 2021. The law requires all companies state-wide to disclose salary ranges in their job offers. The law also requires companies to perform regular pay audits and keep detailed accounts

The law aims to reduce – if not eliminate – wage discrimination through actionable measures in transparency and accountability.

The Bottom Line

While many states in the union are showing signs of economic downturn, the Colorado job market is particularly favorable for job seekers. There are twice as many job openings as there are people looking for work. Across both the public and the private sectors, we are seeing companies and institutions raise compensation and decrease restrictions in an effort to combat the labor shortage. Additionally, a new law went into effect in 2021 to help prevent wage discrimination through transparency and accountability.

 

Russell RidgewayRussell Ridgeway is an American writer based in Budapest, Hungary. He writes in business, tech, and fashion, as well as creative fiction. You can reach him by email ([email protected]), or on LinkedIn and other social media platforms.

Veteran Unemployment: Untapped Workplace Resources

As we celebrate our military service members this time of year, it’s time to acknowledge the veteran unemployment issues and think about how employers can take full advantage of veteran skill sets and fill critical roles on their teams.

With veteran unemployment reaching 18.5 million, the Bureau of Labor Statistics reports the veteran unemployment rate at 2.7% is lower than the national average of 3.4%. These stats do not consider the underemployment gap between veterans and nonveterans. A ZipRecruiter and the Call of Duty Endowment report shows nearly one-third of veterans are underemployed, 15.6% higher than nonveterans. Veteran candidates have the skills to succeed in higher-earning jobs with greater responsibility, yet employers fail to consider veterans for these roles. Many times, civilian employers may not understand how veterans’ military skills and experience transfer to the job position at hand.

The veteran hiring pool can bring the skills that make for a successful business, even if their resume may not tick the typical boxes.

Commitment

Military veterans are committed. Most have entered the service due to a commitment to their country, which translates into a commitment to their unit. This commitment boils down to the success of a team, and teamwork is an essential skill for them to master. For a company or organization, it translates into impeccable follow-through. In their military career, the consequences were dire, but the same commitment to their work tends to carry through to help meet business goals and objectives.

Creativity

In the military, creative problem-solving skills are taught so these men and women quickly tackle difficult circumstances with limited resources. Today’s business environment and tight labor market need creative problem solvers who can quickly look at a situation and adapt their approach to ensure success.

Veterans have had to master a number of jobs while in the military, filling their quiver with a variety of skills. Because this is a must in their military careers, veterans can quickly adopt and master new concepts. This is extremely valuable to any business facing staffing challenges.

Calm

The business environment has been especially frantic with changing legislation, new workplace rules and economic uncertainties. This forces businesses to quickly adapt. Many veterans thrive under pressure, keep the end goal in mind and focus under the most difficult situations. An employee who has the ability to remain calm and focus on the organization’s goals in the midst of change can be a person leadership relies upon and one who employees look to for guidance.

Control

Intrapersonal skills – discipline, motivation and innovation – are some of the first skills learned in basic training. These happen to be the same skills every entrepreneur and business owner values within themselves. Finding a pool of employees who share the same drive is a gold mine.

The self-control and tenacity veterans exhibit make them an employee that leadership will rely upon. These are employees who will naturally gravitate toward leadership opportunities and make it their mission to help meet and exceed business goals.

When business owners and leadership dream of their ideal candidate, they are looking for the skills that motivate a team and an organization, which many veterans possess. A few technical skills can easily be taught but hiring based on the core beliefs and unique skills held by veterans can transform organizations.

 

Niki JorgensenNiki Jorgensen is a director of service operations with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.

5 Ways to Improve Your Resume in 2022

Making your job application stand out to employers in today’s competitive job market can be challenging, especially if you haven’t updated your resume in a while, but using a few simple resume writing strategies can set you up for long-term career success. 

Here are five ways to improve your resume in 2022 and boost your chances of landing more job interviews.

READ — Hiring and Attracting Talent

Study the resumes of other professionals in your industry

By connecting with others in your field and building strong relationships in the workplace, you can learn a lot about what employers are looking for — and how to present yourself in the best possible light. 

Scout out the skills, experience, and certifications other professionals in your field use on their resumes. You can find examples of peoples’ resumes through LinkedIn, online groups and organizations, or by directly asking your colleagues and mentors for their advice.

And while you shouldn’t copy anyone’s resume word-for-word, you can still gather inspiration from your research. 

After viewing what others deem to be important on their resumes and online profiles, reconsider what sections, formatting, or skills you’ll need to update on your own application to set yourself up for success.

Target your resume’s keywords to the job posting

Tailoring your resume’s keywords to the company you want is essential for getting noticed by recruiters. 

Currently, modern companies use applicant tracking software (ATS) to filter out and select suitable candidates with the skillset and experience they seek. So if you use the exact keywords from a company job posting on your resume, you’ll have a higher chance of moving past the ATS software and into a hiring manager’s inbox. 

Include numbers throughout your resume

As you’re looking through your resume, try adding numbers to the bullet points of your work history so hiring managers can visualize what you’ve done in each role.

Numbers like percentages, dollar amounts, lengths of time, and other data tell employers you’re capable of achieving concrete results and show them how you’d contribute to their company.

Write down a range of numbers (e.g., 10–20) if you don’t have exact figures, and write numbers as figures instead of words to save space on your resume.

Use the active voice instead of the passive voice

To make your resume writing more powerful and direct, remove any passive voice phrases. Instead, replace these phrases with the active voice.

Using the passive voice can make your resume descriptions sound ambiguous and add extra words to your resume (e.g., Involved in the planning of 3 successful meetings during Q3). 

On the other hand, writing phrases using the active voice accurately describe your contributions and impact so employers can better grasp your work history (e.g., Planned 3 successful meetings during Q3) and see you as a leader in your field. 

Invest in professional assistance 

Many services are available online or through local professionals that can help you create a high-quality resume highlighting your strengths as a candidate. 

For example, using a resume builder or downloading a pre-formatted resume template can be helpful if you don’t have much experience with writing resumes, are short on time, or aren’t sure how to market yourself effectively in your target industry.

If you can afford it, you can also search online for licensed professionals, such as Certified Professional Resume Writers, to help you write your resume. They’ll typically interview you and ask you for all of your professional qualifications and distill it down into a one-page resume.

Eva Chan is a Career Counselor and Certified Professional Resume Writer (CPRW) at Resume Genius, and has a background in the education management industry. Eva graduated from the University of British Columbia with a bachelor’s degree in English. She’s since coached several professionals with building their resumes and finding fulfilling work.