The Benefits to a Master Vendor Solution 

A Master Vendor Program (MVP) is a contingent workforce management solution where a single vendor acts as the primary supplier of temporary staffing for an organization. The master vendor is responsible for all aspects of managing contingent workers, including sourcing, recruiting, onboarding, invoicing, compliance, performance management, and offboarding. This solution offers several key benefits, including: 

• fully scalable programs that can adapt to changing hiring needs 

• greater cost savings through centralized spend management and more aggressive pricing 

• a single point of contact for all supplier interactions 

• consolidated invoicing 

• improved reporting and analytics capabilities 

By streamlining the contingent workforce management process, an MVP allows organizations to enhance the quality and performance of their temporary labor program while freeing up internal resources to focus on other critical tasks. 

Breathing Life into the Medical Device Industry 

The medical device industry, which produces critical healthcare equipment, is experiencing growth with projected revenue of $225.4 billion by 2028. Despite facing challenges during the pandemic, the industry’s outlook is positive. To support this growth, companies must focus on developing a skilled workforce through strategies such as reskilling, offering flexible work arrangements, and emphasizing job fulfillment. The industry employs nearly 2 million people nationwide, with an average salary 49 percent higher than other industries. 

The Lasting Consequences of Ghosting in the Hiring Process 

Ghosting is a growing issue in the recruitment process, where recruiters or candidates abruptly cease communication. Ghosting can have significant negative consequences, including damaging professional reputations, with 72 percent of job seekers sharing bad experiences online and nearly 40 percent are less likely to engage with a company after being ghosted. The article emphasizes the importance of maintaining open, professional communication throughout the hiring process, highlighting that transparency and respect are crucial in building trust and preserving potential future opportunities. 

Renewable Energy Industry Outlook for 2024 

The blog outlines the robust growth trajectory of the renewable energy industry, projecting a 40 percent increase in employment opportunities by 2030, with an estimated addition of 10 million new jobs over the next seven years. Solar energy is expected to generate 75 percent of these new positions, while wind power will contribute 15 percent. The industry faces challenges including skills gaps, workforce shortages, and the need for adaptation to technological advancements like generative AI. To address these issues, the sector is focusing on upskilling existing workers, creating high-wage jobs with clear career paths, and collaborating with educational institutions to develop new talent. 

The Benefits to a Master Vendor Solution 

A Master Vendor Program (MVP) is a comprehensive contingent workforce management solution where a single vendor handles all aspects of temporary staffing, from recruiting to offboarding. The program offers significant benefits including fully scalable staffing, greater cost savings, centralized invoicing, and a single point of contact for all contingent labor needs. By streamlining workforce management, MVPs allow organizations to reduce administrative burden, gain better visibility into labor spending, and enable internal teams to focus on core business priorities. 

Aerospace and Defense Industry’s Demand for Talent Outpaces Supply 

The aerospace and defense (A&D) industry faces significant talent challenges, with workforce demand dramatically outpacing supply. Despite supporting 2.1 million jobs and offering salaries percent above the national average, the sector struggles with an aging workforce—29 percent of workers are over 55, potentially creating a 3.5 million worker gap by 2026. To address these challenges, companies must differentiate themselves by offering flexible work arrangements, creating compelling employee value propositions, focusing on skills-based hiring, and fostering a culture of continuous learning and collaboration. 

The post Acara’s Top Blogs for 2024 appeared first on Acara Solutions.

1. SHRM

As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With more than 325,000 members in 165 countries, SHRM impacts the lives of more than 235 million workers and families globally. SHRM Online publishes articles each day to help readers stay on top of emerging workplace issues and critical news.

2. HR Dive

HR Dive provides in-depth journalism and insight into the most impactful news and trends shaping human resources. Their newsletters and website cover topics such as talent acquisition, learning and development, diversity and inclusion, compensation, benefits, onboarding, and more.

3. HR Morning

HR Morning keeps readers informed and prepared through weekly insights, tools, and training highlighting the most relevant HR topics, management principles, and labor law changes.

4. HR Executive

Human Resource Executive was established in 1987 and continues today as a premier media outlet covering strategic issues in HR. Written primarily for vice presidents and directors of human resources, HR Executive provides these key decision-makers with the news analysis, insights, strategies, and timely research reports they need to excel.

5. HR Brew

HR Brew’s newsletter delivers need-to-know industry news and insights to HR pros every weekday. Topics include HR strategy, tech, DE&I, recruitment and retention, total rewards, and compliance.

6. Canadian HR Reporter

Since 1987, Canadian HR Reporter has served as Canada’s indispensable guide to human resources management. Canadian HR Reporter delivers industry-leading editorial, news, insights, opinion, resources, events, multimedia and marketing solutions for HR professionals and leaders.

7. Undercover Recruiter

Undercover Recruiter is a world-leading employer branding and talent acquisition blog. Born in 2009, out of frustration with the lack of industry transparency and personality, Undercover Recruiter became the independent voice in the talent space by sticking to founder Jörgen Sundberg’s mission: to uncover what goes on behind the scenes in recruiting—and investigate the future.

8. RecruitingDaily

RecruitingDaily offers a mix of content, news, webinars, podcasts, videos, eBooks, white papers, and events that develop professional best practices. Readers range from entry-level sourcers to strategy-level corporate executives in the human resources, talent acquisition, recruitment marketing, compliance and diversity and inclusion professions worldwide.

9. Forbes Human Resources Council

Members of the Forbes HR Council share their expert insights on the issues that matter most to today’s human resources executives.

10. Indeed

The Indeed blog covers popular topics including employer branding, diversity and inclusion, talent development, leadership, employee experience, and recruiting strategies. Indeed Hiring Lab is also a great resource, offering innovative data insights on the global labor market that inspire new conversations about the state of work.

11. ERE and TLNT

ERE Media, founded nearly twenty years ago, is one of the longest running and most trusted sources for information about recruitment, talent acquisition, and talent management. TLNT, part of the same media umbrella, is an online publication focused on the business of HR.

12. Recruiting Headlines

Recruiting Headlines is a news aggregator for recruiters, vendors, and HR professionals across the globe. Their mission is to keep readers informed and up to date on what’s happening in the fields of recruiting, human resources, staffing, and talent acquisition.

13. Glassdoor

Looking for a job? Need help finding a career? Want advice for your next online job application? Glassdoor’s blog can help you navigate your next career move.

14. Employee Benefits News

Employee Benefit News (EBN) is the primary media resource for decision makers in the worlds of employee benefits, human resources, and workplace culture. From helping benefits managers meet the challenges of reducing care costs and improving retirement plans to providing HR leaders with guidance on building a talented and diverse workforce, EBN drives the conversation and delivers the research and analysis to help readers support their companies’ objectives.

15. HR Bartender

Sharlyn Lauby, an HR pro turned consultant, created HR Bartender so people would have a friendly place to discuss workplace issues. HR Bartender focuses on topics that relate to the workplace, not just human resources. Some of the blog’s most popular subjects deal with how to be a better supervisor and leader, employee engagement, and career advice. Sharlyn frequently answers reader questions about everything from what happens during an employee investigation to providing job references during interviews.

Interested in more industry related tips and insights? Subscribe to our newsletter today.

The post 15 Recruiting and HR Resources You Should Be Reading in 2024 appeared first on Acara Solutions.

Talent Attraction

Your company’s EVP is important in the recruitment process because it tells a candidate why to apply for a position at your organization. 75 percent of employees research a brand before submitting a job application. A strong EVP demonstrates to candidates what your organization offers in terms of company culture, growth opportunities, and benefits. Highlight your EVP in your job postings, on your website, and anywhere potential job applicants are searching for employment. An effective EVP can also help attract passive candidates not necessarily looking to change employers.

Talent Retention

A strong EVP can help to retain your top performers by keeping them engaged and invested in your organization. Without a strong EVP, your employees can become disengaged and forget why they came to work at your organization in the first place. Gallup’s State of the Global Workplace report found that 85 percent of employees are not engaged–or are actively disengaged–at work resulting in approximately $7 trillion in lost productivity. To retain your top performers, it’s important to remind them of all the benefits your company offers by effectively integrating your EVP into the day-to-day operations of your business.

Examples of EVPs

Here are a few excerpts from examples of strong EVPs.

1. “We are stronger as a result of the diverse strengths, styles, cultures, and experiences of our people. With different perspectives come different solutions that enable us to win for our stakeholders. We are one global team in which everyone has a voice and can make a difference. We ensure our people can fulfill their potential through individual development plans, on-the-job learning, and various formal career development programs. Providing our people with the opportunity to grow, gain experience, and take ownership moves us closer to realizing our winning aspiration.”
2. “We may be young, but we take care of our employees. We focus on flexibility, and we reward excellence and contributions to our mission. Ultimately, this helps to nurture a community that inspires growth and innovation, so that together, we can make healthcare more affordable for employers, employees, and their families. You’ll have a platform to develop your skills. Furthermore, you can take on stretch assignments and be part of a unique brand that is shaking up the broken healthcare system. Our team is ready and willing to embrace innovative methods, including virtual and remote work arrangements, to ensure everyone can deliver their best. To stay connected, regular full company huddles give everyone a chance to engage directly with senior leadership – with no question off-limits. Our great benefits include medical, dental, vision, life, and disability insurance, a 401K plan, access to a health savings account, and a commuting and dependent care FSA. Furthermore, in addition to base pay, employees have the opportunity to earn bonuses and equity, so they can share in our company’s success.”
3. “We recognize that our true strength is our people–people from different backgrounds, with different experiences, and different ways of thinking. While we boast a global presence, our managers and employees work hard to maintain a “small company spirit”. We provide an excellent working atmosphere that encourages an entrepreneurial attitude, open communication, and collaboration from the shop floor to the senior management team.”
4. “We refuse to do things the way they’ve always been done. Motivated by a collective commitment to a sustainable future, we work to build an inclusive environment in which everyone—regardless of gender, race, religion, age, or background—can succeed. We’ve replaced corporate hierarchy and bureaucratic conventions with open communication and a collaborative working environment. By promoting a safe, innovative, and inclusive culture, anyone with the talent, energy, and focus to solve hard problems has a seat at the table. We provide employees and their families benefits like medical, dental, vision coverage, 401(k), and generous paid time off from day one. With flexible scheduling, fitness resources, and stock benefits for everyone, we invest in team members to help them do their best work.”
5. “One Team. One Purpose. Many Voices. We trust in each other and are united in the service of our customers and our purpose. Collaboration, transparency, and mutual trust form the foundation of our team culture. Every voice and action matters. We aren’t afraid to take initiative because we’re upstanders, not bystanders, all of us active contributors to our culture and growth.”

Summary

With the current economic recovery and labor shortages, job seekers are experiencing a candidate-driven market where jobs are abundant and top talent is scarce. Candidates receive multiple job offers—providing them with more bargaining power. Counteroffers—used as a negotiation tool to help entice an employee to stay—are commonly used in response to an employee’s resignation announcement. To stand out among your competitors, it’s important to have an effective EVP to attract, engage, motivate, and retain employees toward peak productivity and brand advocacy.

For more information and some helpful tools, read our guide—How To Develop a Compelling Employee Value Proposition.

The post The Importance of a Strong Employee Value Proposition With Examples appeared first on Acara Solutions.

Sleep

Sleep is what brings you into the new day and the effectiveness of your workday is dependent on the amount of sleep you get each night. The American workforce loses 1.23 million working days due to sleep-deprived employees. The cost of insufficient sleep ranged from $299 billion to $433 billion in 2020. Without proper sleep, employee wellness and performance are affected in the following ways.

• Difficulties paying attention and focusing: Without the proper amount of sleep, your body can’t metabolize glucose and turn it into energy deposits. This leads to difficulty concentrating and a diminished attention span.
• Cognitive decline and memory impairment: Memory consolidation occurs during sleep and when you don’t get enough hours each night, it leads to gaps or blind spots in memories—never a good thing at work! When you’re sleep-deprived, you’re more likely to make errors and omit important information. You will also suffer from decreased creativity—which you need for brainstorming and strategic planning sessions.
• Poor emotional regulation: When you’re not well-rested, it’s much more difficult to keep your emotions in check—causing you to act impulsively or lash out at a coworker in anger.
  
• General health issues: Continued lack of sleep negatively affects your body physically and mentally. This results in more doctor visits and an increase in the number of days you call out sick to work.

Here’s what I do: Jocko Willink—a former Navy Seal Commander, author, leadership consultant, and motivational speaker—is famous for his routine of waking up at 4:30 a.m. He has inspired me to get up at 5:30 a.m. to start my day. To do this, I have to go to bed earlier to get the proper amount of sleep— usually before 10 p.m. This routine gives me more time in the morning to prepare for what I need to accomplish and complete my exercises while my family is still sleeping. Laying my work clothes out the night before eliminates potential morning frustrations. I no longer start my day feeling rushed and have plenty of time to get to work. As a result, I am in a more positive, motivated mood when I arrive at work.

Exercise

An International Journal of Workplace Health Management study found that workday exercise improved time management and workload completion by 72 percent. Exercising regularly improves employee wellness and work performance in the following ways.

• Increased energy and reduced fatigue: Regularly increasing your heart rate gives you the energy you need to perform at your best throughout your workday. Exercise helps you fall asleep more quickly and sleep more soundly. We have already learned the benefits of sleep!
• Improved concentration: Exercise helps keep your blood, glucose, and oxygen levels high—which are all needed to feed your brain. When your brain is operating at full capacity, you focus better, concentrate more, and make smarter decisions.
• Lowed stress and anxiety levels: Exercising consistently has been found to increase the production and brain sensitivity to neurotransmitters that regulate your stress and anxiety. The less stressed and anxious you are, the better you perform.

Here’s what I do: My routine includes riding my exercise bike—my Christmas gift to myself— for 30 minutes a day, 5 days a week. I have also been drinking more water and resistance training with free weights. Since starting this routine, I‘ve lost weight, gained confidence, and increased my energy and stamina.

Diet and nutrition

Workers who eat five portions of fruits and vegetables—at least four days per week—have been found to show a 25 percent higher job performance than those who don’t. Eating unhealthily is linked to a 66 percent increased risk of loss of productivity and has been estimated to cost $1.24 trillion in lost productivity. Without a healthy diet, employee wellness and performance are affected in the following ways.

• Overall mental health and mood: When you’re hungry, you’re less focused and more irritable. Why is mental health important in the workplace? Having healthy employees that show up to work in a good frame of mind and are ready to work benefits everyone.
• Cognitive performance: Have you ever eaten a big lunch high in carbs and had trouble staying awake all afternoon? That’s because, after about 30 minutes, your glucose levels drop. If you eat a healthy lunch, your glucose levels will level off and you’ll be able to stay alert and focused all afternoon.
• Higher stress and anxiety levels: 83 percent of U.S. workers suffer from work-related stress. Popular lunch foods—like white bread sandwiches, pasta, and cookies—can increase your stress level because they affect your blood sugar and insulin level. After eating these foods, you’ll feel an initial energy burst but then quickly become tired and distracted—causing stress, anxiousness, and irritability.

Here’s what I do: I prepare meals for myself in advance. Meal prepping has helped me eliminate stress and ensures I’m eating healthier than I would be grabbing fast food on a work break.

This blog was written by Acara Recruitment Specialist Marc Sweger.

The post Habits That Foster Work Productivity, Mental Health, and Employee Wellness appeared first on Acara Solutions.

In what has become an increasingly prevalent trend across the U.S., over a dozen states have officially legalized the recreational use of marijuana for individuals over the age of 21. While this new legislation will have a tremendous impact on strengthening local and state economies, it also will have interesting implications for employers and marijuana testing, as well. So what do organizations need to know about these new laws involving marijuana? Can employees still be forced to undergo a traditional drug test? Acara’s Associate Counsel Earl Cantwell is here to present the latest legal insights to help employers remain in the loop about the business impacts of changing legislation.

Is it legal for employers to conduct drug tests for new hires?

Today’s most widely accepted drug test is the five-panel drug screen. This test detects the use of commonly abused substances including amphetamines, cocaine, marijuana, opiates, and phencyclidine (PCP). However, based on recent legislation passed in the State of New York and others across the United States, employers may be prohibited from terminating, denying employment to, or otherwise discriminating against employees based on their consumption of recreational marijuana. So while it is still legal for employers to ask their new hires to undergo a drug test, several states—such as Illinois, Nevada, New Jersey, Virginia, and Washington, D.C.—have barred the discrimination of adult workers based on prior marijuana use. And in some cities like New York, marijuana testing is completely prohibited. Although the use of recreational marijuana remains illegal at the federal level, look for similar pre-employment rules that protect marijuana users to continue spreading across the country.

Can employers prohibit their employees from using marijuana?

Employers operating within states that have legalized the use of recreational marijuana are legally allowed to forbid their employees’ use of marijuana in the workplace. For example, organizations can prohibit the consumption of marijuana during work breaks—both paid and unpaid—and meal periods.

What can my organization do to prepare for future changes in labor laws related to marijuana use?

In addition to staying up to date on pertinent state legislation, companies should continuously review their employee handbooks on a regular basis. Potential restructurings of specific pre-screening requirements could be looming in the near future, so organizations can begin to proactively train managers and supervisors on the importance of adhering to state laws related to marijuana use and testing. In addition, leaders must also be made aware of how to properly handle a situation in which an employee is suspected of being impaired by marijuana at work.

Summary

As discussions surrounding recreational marijuana legalization continue to evolve throughout the United States, so too do state-wide laws surrounding employee drug testing. While it remains to be seen just how many states will jump on board with this emerging trend, one thing is clear: candidate drug testing in the future may be severely limited in light of this new legislation. The question of marijuana testing in the workplace looks to be a contentious topic—one that will be hotly debated for years to come.

Curious to know what hiring managers can and can’t ask candidates in a job interview? Our latest Acara E-Book has all this information—and more. Check it out here!

The post How Marijuana Legalization Will Affect Drug Testing in the Workplace appeared first on Acara Solutions.

The webinar will be comprised of three cross-border experts, each of which will provide valuable insight and advice on the best ways to scale operations in America. Acara’s Managing Director, Peter Petrella, will offer an array of talent acquisition strategies designed to attract qualified candidates. Tronconi Segarra & Associates will be represented by David Lever, CPA, principal in the firm’s Cross-Border practice area, and Dan Spada, CPA, principal in the Client Accounting Services practice area.

“Our team at Acara Solutions is excited to join Tronconi Segarra & Associates to present this informational webinar,” said Peter Petrella. “Our comprehensive insight on effective talent acquisition and tax strategies will be valuable for Canadian-based companies as they look to establish a foothold in the United States.

To register for the webinar or learn more about the event, click here.

Interested in reading more from our team at Acara? Check out the blog on our website.

The post Cross-Border Expansion: Webinar Opportunity appeared first on Acara Solutions.

February: Acara CEO Scott Stenclik Named One of Buffalo’s Most Powerful Leaders

Back in February, we learned that Acara CEO Scott Stenclik had been named to the annual Buffalo Business First Power 250 List.

Read the blog.

Congratulations to our CEO Scott Stenclik for earning a spot on the @BfloBizFirst Power 250 List! #Buffalo #leadership https://t.co/Mlih8BkFAW pic.twitter.com/RAJkKxeQQo

— Acara Solutions (@Acara_Solutions) February 14, 2020

March: 4 Questions You Must Answer to Retain Top Talent

Not only must companies develop a strategic approach to recruiting new candidates, but they also need to be diligent in retaining their existing employees. Take a look at these four questions to learn how organizations can prioritize a high-caliber employee experience.

Read the blog.

April: Prepare Yourself to Attract Top Talent After COVID-19

Future talent will inevitably quiz your organization on its response to the COVID-19 crisis. Are you prepared to respond? Check out this blog to learn how your team can prepare itself for these interview questions in the years ahead.

Read the blog.

May: Embrace Contract Labor

At Acara, we firmly believe that contract workers represent the future of the workplace. Learn about the many advantages to developing your contingent workforce here.

Read the blog.

June: Acara Named to Forbes’ List of America’s Best Professional Staffing Firms

In June, our team was honored to be recognized as part of Forbes’ 2020 list of the best professional recruiting firms in America.

Read the blog.

July: Case in Point: A Summary of Four Recent Case Studies

During the summer months, we published four case studies that highlighted our flexible and strategic recruiting plans. Learn how our customizable solutions helped our clients to address their most pressing workforce needs.

Read the blog.

August: Breeding a Successful Learning & Development (L&D) Program

Learning and development has become a critical retention strategy for organizations across the world. Discover how you can augment your L&D programs to encourage continuous growth and skill development among your employees.

Read the blog.

What is your organization doing to bolster Learning and Development programs? Which of your L&D strategies have been challenged by the recent pandemic?
 
https://t.co/PuwMvoVi9d #blog #thoughtleadership #LearningandDevelopment pic.twitter.com/4vWGiVK6QG

— Acara Solutions (@Acara_Solutions) August 18, 2020

September: Building Your Talent Network for a Post-COVID-19 World

In September, we wrote about how companies need to be prepared to attract top-tier talent as the economy began to show signs of improvement. Follow these steps to ensure that your organization is well-equipped for talent acquisition success.

Read the blog.

As the economy gradually recovers, are you prepared on the #talentacquisition front? Companies need a plan in place to leverage their talent pipelines to help improve their recruitment efforts. https://t.co/mortemDL9i pic.twitter.com/SYQfyO2nRW

— Acara Solutions (@Acara_Solutions) September 22, 2020

October: The Upside of Converting to Contingent Labor

Although contract workers gained notoriety during the pandemic, many individuals fail to understand the purpose of a contingent workforce. Learn how a commitment to contract labor can pay dividends for your organization.

Read the blog.

November: Brian Christel Celebrates 30 Years at Acara Solutions

In November, we celebrated Acara President Brian Christel’s thirtieth work anniversary with our company. Talk about a milestone!

Read the blog.

December: The Future of the Workplace Under President-Elect Biden

The U.S. presidential election will induce significant reform to our nation’s labor laws and employment regulations. Find out how these policy changes will impact your business model.

Read the blog.

To help businesses prepare for the road ahead, our internal legal counsel and team of talent experts compiled a number of changes that could be on the way.https://t.co/tp9OnHHUIa

— Acara Solutions (@Acara_Solutions) December 17, 2020

Be sure to check out our Acara blog as we head into the new year! Don’t forget to follow us on LinkedIn, Facebook, and Twitter.

The post Acara Solutions: 2020 Year in Review appeared first on Acara Solutions.

1. HR Dive

Sitting atop our list is HR Dive, a well-respected publication in the HR content space. Its site provides in-depth journalism and reporting on the most impactful news and trends that have come to shape the world of human resources. HR Dive covers a variety of topics, including talent acquisition, diversity & inclusion, compensation, onboarding, and more.

HR Dive is operated by Industry Drive, a leading publication that influences 10+ million decision-makers across a number of different industries. Check out their content on social media:

LinkedIn / Twitter / Facebook

2. SHRM

SHRM, or Society for Human Resource Management, strives to “create a better workplace where employers and employees thrive together.” Their global presence is hard to overlook; with 300,000+ HR and business executive members in 165 countries, SHRM impacts more than 115 million workers and families globally.

SHRM well-versed in all areas in business, with key content topics which include talent acquisition, compensation, benefits, diversity & inclusion, and labor relations. Be sure to check out SHRM’s social media pages for all their content:

LinkedIn / Twitter / Facebook

3. Fast Company

Another well-established HR resource, Fast Company produces content that puts a creative spin on business and HR. Its goal is to inspire readers to think expansively, lead with purpose, embrace change, and shape the future of business. The publication claims to be the “world’s leading business media brand” and includes an editorial focus on innovation in technology, leadership, creativity, and design.

While Fast Company positions itself as a progressive resource for those with an itch for innovation, the site continues to cover areas in business such as organizational culture, work life, HR technology – not to mention its exceptional collection of video content. Take a look at their strong presence on social media:

LinkedIn / Twitter / Facebook

4. Harvard Business Review

One of the most recognizable publications in the world, the Harvard Business Review positions itself as a high-level, educational resource for business leaders. The site looks to “improve the practice of management in a changing world” in the eyes of its readers. HBR gains credibility as a member of Harvard Business Publication (HBP) and hones its focus on three key areas: academia, corporate life, and individual managers.

The site refers to its most popular content topics as leadership, strategy, team management, innovation, and work-life balance. Harvard Business Review holds a strong presence on social media, as well. Check out HBR’s content via the pages below:

LinkedIn / Twitter / Facebook

5. HR Trend Institute

Based in the Netherlands, HR Trend Institute boasts a clear objective to proactively identify and encourage positive trends in HR and the overall business world. Its mission is to “facilitate an open community for people who are interested in HR trends” by helping organizations to “use these trends to their benefit.” Key content topics include employee experience, HR strategy, HR technology, performance management, and talent/recruitment.

As the first foreign/European resource on our list, HR Trend Institute has gained global credibility in the eyes of business leaders around the world. Another source for great video content, HR Trend Institute deploys an in-depth news page to capture all kinds of breaking business news. Learn more about the publication and its content via social media:

LinkedIn / Twitter / Facebook

6. Workology

Considered by many to be one of the premier HR and workforce industry resources, Workology may be the most unique resource on our list. The publication positions itself as more of a learning outlet and a source for disruptive leaders to grow. Workology is “focused on the art and science of the workplace leaders across all experience levels” in the human resources, workplace, and recruiting industries.

The site and its wide-ranging content of blogs, videos, podcasts, and virtual events have become widely popular in recent years. The publication places much of its focus on learning and sharing insight between hosting seminars, upskilling courses, and full memberships that offer exam prep and other perks. Learn more about Workology’s position in the market through its social pages:

LinkedIn / Twitter / Facebook

7. HRZone

HRZone promotes itself as a source for finding “advice, guidance, opinions, and up-to-date information on how the working life and responsibilities of the modern HR professional are being shaped.” An excellent resource for any HR professional, the publication places a heightened focus on promoting positive company cultures and encouraging workplace productivity.

While the site covers an array of HR topics, its key content section center around leadership, engagement, performance, and talent trends. Learn more about HRZone’s engaging content through social media:

LinkedIn / Twitter / Facebook

8. Human Resources Today

Human Resources Today is another top aggregator of HR content. The site aims to bring together the best content for HR professionals from the widest variety of industry thought leaders. HRT’s collection of content – paired with its easy-to-navigate website and informative newsletters – positions itself as a leading resource for HR professionals.

Featuring plenty of video and webinar content, its major topic areas include employee engagement, talent management, and onboarding. To learn more about Human Resources Today, follow the site’s social media pages:

LinkedIn / Twitter

9. TalentCulture

TalentCulture is an award-winning site that provides articles and community access to HR professionals, HR tech providers, brands, and marketers. Based in Portland, Oregon, TalentCulture specializes in HR marketing empowerment and support through the utilization of industry experts to promote thought leadership content. The site features a suite of highly-informative webinars, eBooks, podcasts, and white papers, as well as a vast library of articles and stories on HR trends.

TalentCulture is unique in that the site supports other HR and marketing professionals with marketing services and brand awareness. The organization strives to help increase awareness and engagement for your company through a collection of valuable content. Find out more about TalentCulture by accessing its social media pages:

LinkedIn / Twitter / Facebook

10. HRreview

HRreview aims to be a one-stop information resource for HR and related professionals. The site covers a wide range of areas including HR strategy and practice, recruitment, health and safety, wellbeing, reward, diversity, and training. The site, based in London, is supported by daily email newsletters that allow readers to access the latest news, analysis, opinion, and feature stories directly from their inboxes.

Although the site features a tremendous amount of content on HR law and HR analytics, HRreview still finds time to cover HR trends, diversity & inclusion, recruitment strategies, and employee wellbeing. This resource has a strong social media presence, too. Check it out for yourself:

LinkedIn / Twitter / Facebook

Looking to enhance your organization’s talent acquisition approach to improve your HR department? Check out our Acara blog and follow us on Facebook, Twitter, and LinkedIn to learn more.

The post Acara’s Top 10 HR Blogs of 2020 appeared first on Acara Solutions.

As government unemployment payouts are set to decrease, a large percentage of America’s unemployed population will be looking to return to the workforce. Whether you’re a recent college graduate seeking an entry-level role, a laid-off tenured industry professional looking to get back in the saddle, or a currently-employed worker craving a fresh start with a new organization, here are some tips to finding a new position.

Consider contract labor

It’s clear that many companies will be hesitant to commit to long-term direct employees until our world puts COVID-19 in the rearview mirror. The gig economy has thrived in recent years, and its popularity has only continued to rise since the outbreak of the pandemic. As such, all job seekers should consider contract labor as a legitimate employment opportunity. Working as a contractor or consultant is a perfect way to forge relationships with new companies and prove yourself in the workplace in the hope of securing greater job stability in the months ahead.

Get a daily business journal update

To stay in tune with what’s happening in your local market, sign up for an email subscription through your local business journal. These informative business publications stretch from the east to the west coast and are well-established in 44 different markets across the country. Once you identify the journal that’s closest to your area, enroll in its free daily newsletters to gather more insight on potential hiring opportunities.

Focus on alternative industries that are in “hiring mode”

While many industries have been forced to make significant reductions to their workforces, some segments of the business world have actually been looking to augment their companies with added talent. Over the past several weeks, we’ve seen an uptick in demand for workers at banks and financial institutions. Due to infrastructure projects, we’ve also witnessed a rise in the number of hires made by construction and engineering firms nationwide. And, of course, manufacturers of personal protective equipment have shown no signs of slowing down, either. Whether you desire white-collar work or would prefer a blue-collar gig, work opportunities are becoming more available by the day.

Utilize social media

As companies attempt to maintain their online presence and increase brand awareness on social media, now is the perfect time to study up on different organizations that you find appealing. Use this time to become well-versed in industry lingo. Examine the organization’s website or LinkedIn page to find out more about their mission, vision, and values. If you’re fortunate enough to secure an interview with the company, you’ll be able to impress the hiring manager or recruiter with your knowledge of the organization and have a leg-up on your competition.

Stay active

Ultimately, the more active you are in your search for employment opportunities, the greater your chances will be of finding the role that’s right for you. In this business climate, the odds of a job landing in your lap are slim. Your diligence and dedication will eventually be rewarded, so don’t grow discouraged by a lack of progress. Rather, use this as motivation to continue to drive you forward. Keep your eyes, ears, and options open – you never know what could come your way!

Have a question for Jeanne? Email her at remikj@acarasolutions.com or connect with her on LinkedIn.

For more job-seeking tips and tricks, be sure to follow our Acara blog.

The post Finding Your Perfect Job During COVID-19 appeared first on Acara Solutions.

In recent weeks, the U.S. Equal Employment Opportunity Commission (EEOC) has continued to guide employers on how to manage health concerns and maintain worker safety during a transition back to the workplace. In its latest publication, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws,” the EEOC provides valuable information regarding disability-related inquiries and medical exams, confidentiality of medical information, hiring and onboarding, reasonable accommodation, and more.

To help organizations understand the latest employment rules and government mandates surrounding the pandemic, our Associate Counsel, James Beyer, shared his thoughts on the legal complications that could arise from a return to the workplace.

Is an employee entitled to an accommodation under the ADA to avoid exposing a family member who is at higher risk of severe illness from COVID-19 due to an underlying medical condition?

Millions of Americans are fearful of physically returning to worksites because of the negative health impact it may have on themselves or their families. This is a perfectly reasonable concern. As a matter of law, however, the fear of exposing a high-risk family member to COVID-19 does not legally entitle the employee to an accommodation under the ADA. For example, an employee without a disability is not entitled under the ADA to telework as an accommodation to protect a family member with a disability from potential exposure to the coronavirus.

The EEOC had previously been silent while employers grappled with this particularly contentious issue. Thankfully, the organization has since recently clarified its stance on this issue. As noted in the newest update to the guidance, the EEOC clearly states that “the ADA does not require that an employer accommodate an employee without a disability based on the disability-related needs of a family member or other person with whom the employee is associated.” Essentially, that’s a long-winded way of saying that if the employee does not have a disability themselves, there is no legal obligation to accommodate him/her. Of course, an employer is free to provide such flexibilities if it so chooses, but it must be careful to do so consistently and equally.

Due to the pandemic, may an employer exclude an employee from the workplace involuntarily due to pregnancy?

No. Sex discrimination under Title VII of the Civil Rights Act includes discrimination based on pregnancy. Even where an employer has a genuine concern for the pregnant employee’s health, it is not permitted to single out workers on the basis of pregnancy for adverse employment actions, including involuntary leave, layoff, or furlough.

Is an employee age 65 or older entitled to an accommodation under federal law simply because the CDC says these individuals are at a higher risk for a severe case of COVID-19 if they contract the virus?

No. Unlike the ADA, the ADEA does not include a right to reasonable accommodation for older workers simply due to age. However, employers are free to provide flexibility to workers age 65 and older; the ADEA does not prohibit this, even if it results in younger workers covered by the ADEA (ages 40-64) being treated less favorably in comparison.

Workers aged 65 and older also may have medical conditions that bring them under the protection of the ADA as individuals with disabilities. If they request a reasonable accommodation because of their disability as opposed to their age, the employer would be required to go through both the interactive and accommodation processes.

Keep in mind that the phrase “no good deed goes unpunished” often rings true in the world of employment law. For example, the EEOC notes in its guidance that if an employer seeks to involuntarily exclude a healthy older employee from the workplace, the employee might have an age discrimination claim under the Age Discrimination in Employment Act (ADEA). This can occur even if the employer acted for benevolent reasons such as protecting the employee due to a higher risk of severe illness from COVID-19.

This is based on the same principle discussed above in the pregnancy-related question. Organizations cannot single out employees based on a protected characteristic – like age or pregnancy status – and take certain employment actions against them without their agreement.

The Takeaway

While return-to-work efforts in the time of COVID-19 may be fraught with challenges, they are not insurmountable! Your business could receive unique requests that you have never gotten before, which will force your team to come up with creative solutions that you have never contemplated before. Ultimately, how employers respond to questions and concerns raised by employees will have a lasting impact on organizations.

The interplay of federal and state employment laws can prove to be complicated, so do not hesitate to involve your Legal and HR teams to help navigate these novel issues.

If you have a question about this blog or a suggested topic for a future legal article, you can email James at beyerj@aleroninc.com with “Legal Bytes” in the subject line.

For more workplace insights from our Acara team, be sure to check out our blog on our company website.

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