New data from a joint study published by tax and consultancy firm RSM and the U.S. Chamber of Commerce indicates that entrepreneurs are buoying the labor market even as they face challenges in talent acquisition and meeting employee expectations. In a survey of roughly 1,500 business owners, 66% said they planned to ramp up hiring efforts over the next six months, even though 97% expect work shortages to pose challenges throughout 2024.

Despite concerns that tools such as artificial intelligence could negatively impact the labor market by displacing jobs, companies adopting these resources appear to be more focused on boosting productivity than lowering payroll expenses. A majority of respondents to the RSM and Chamber survey planning to leverage new technologies in 2024 said their primary goal was to boost efficiency and worker output. More than half (57%) of all business owners expressed interest in adopting automation or IT solutions.

The labor market has continued to outperform expectations, with early reports for January reflecting a substantial increase in employment. These gains seem to conflict with anxieties regarding a recession and an ongoing worker shortage. However, while business owners feel mostly pessimistic about the status of inflation and interest rates, they continue to express optimism toward their own enterprises and a desire to hire more employees, unwittingly helping the very economy in which they lack confidence.

What Is Predictive Analytics?

Predictive analytics takes massive amounts of data and taps into the power of machine learning to forecast behavior based on patterns in past purchases and user demographics. Some information the system might look at includes buyer age, income levels, browsing and buying behavior, and gender.

A human might need weeks to sort through reports, but a computer can analyze them and spit out results for further brainstorming in a few minutes. Computer-generated analytics tend to find similarities and note small details people sometimes miss.

How Businesses and Recruiting Managers Can Use Predictive Analytics for Hiring

According to Gartner, a mere 21% of HR leaders believe their enterprises utilize talent data effectively in recruiting. Unfortunately, many still use the “who you know” model of hiring. People with a lot of charisma sometimes stroll into positions they aren’t truly qualified for, while candidates with real skills and determination get overlooked due to quieter personalities.

Tapping into the power of predictive analytics frees up managers and recruiters for more in-depth interviews and screening. Those they might otherwise overlook move to the top of the resume pile. Here are the top benefits of using predictive analytics.

1. Find New Recruiting Sources

Companies tend to go back to the same sources repeatedly. After all, why fix something until it breaks? Unfortunately, the approach of utilizing traditional methods could leave a gap in hiring practices.

Reaching candidates in new ways can open the door to better-qualified applicants. Utilize AI to sort through data and identify the top places a brand’s best performers came from. Uncovering new options for advertising open positions and reaching new candidates is also possible.

2. Reduce Employee Churn

Tap into the power of data analysis to reduce employee turnover. The longer an excellent team member stays, the more money the organization recoups on the initial hiring investment.

AI helps by revealing untapped knowledge in videos, images and other sources, which makes up about 80% of enterprise data. Utilize predictive analytics to estimate how long a particular demographic will stay or which personality types thrive in the current culture. Gathering a fuller picture lets brands be more competitive.

3. Embrace Diversity

Businesses can also analyze staff data and figure out where they are missing diversity. Pay attention to race, gender and age. A diverse workforce thrives because each person brings a unique viewpoint.

If the employee demographics are skewed in a particular way, what new places can job postings occur to bring in a more diverse workforce? Bias in hiring practices gets reduced when a machine sorts through applications and resumes with an eye for skills rather than other details.

4. Improve the Quality of New Hires

The use of predictive analytics grew by about 50% between 2019 and 2022, according to one survey. It also revealed over 40% of companies fail to use any type of workforce analytics. A brand that taps into the power of analytics for talent acquisition will soon pull ahead of its peers.

Take the data on current employees, their skill sets, psychological profiles, education, demographics and other personal factors, and allow AI to develop a list of qualities to look for in new hires. Analyzing data improves the quality of new hires by avoiding past mistakes and repeating wins.

5. Create Better Candidate Offers

Enterprises can also use the data to determine a fair offer for a candidate and predict what others may provide. If a brand can meet or beat what its alternatives put in their offer letters, even a smaller brand might secure a candidate with stellar skills.

Offer the same pay, benefits and days off but up the ante with unique offers bigger corporations might not have. Flexible work schedules, volunteer opportunities, on-site daycare or other perks can make an offer more attractive to top candidates.

Changing the Face of Talent Acquisition

How organizations utilize predictive analytics in HR makes a difference in retention and filling open slots with qualified candidates. Companies must embrace the changing face of machine learning to stay caught up with fellow businesses. To remain competitive, quickly analyzing data, predicting best next steps and pivoting when necessary is vital.

Competency-Based Interviews Explore the How and Why

Ensuring that a prospective employee meets the education and experience qualifications for the job is essential. With competency-based interviewing, also called behavioral interviewing, recruiters get a clearer understanding of how and why the interviewee completed a specific action. Furthermore, asking the candidate several different variations of competency-based questions allows the interviewer to confirm a pattern of behavior.

The term competency connects the parameters of attitude, knowledge, and skills. A job candidate may have a deep understanding of a topic and the skills to do the job, yet still not be a good fit. The missing component here is the attitude. In this case, envision an interview in which the recruiter uncovered an attitude of superiority in the person applying for the job. That would not work well in a situation where co-workers collaborate as a team, and no one person is more important than another.

Competency-Based Interviews vs. Unstructured Interviews

An unstructured interview is one where the interviewer asks more casual questions to determine if the candidate has the necessary skills for the job. These were more popular 15 to 20 years ago than they are today. Questions are often random and open-ended, such as “Tell me about yourself” or “Why should we hire you?” The interviewer forms an impression of the job candidate during this process and uses this to make hiring decisions. Unfortunately, this subjective approach usually fails to uncover the best candidate.

What to Expect at a Behavioral Interview

Depending on the demands of the position, an interviewer could potentially be looking to measure dozens of personal characteristics. Below is a list of five common traits that human resource managers desire to evaluate:

• Ability to delegate work
• Adaptability to changing priorities and workload
• Conflict management skills
• Decision-making abilities
• Verbal and written communication skills

To test a candidate on adaptability, interviewers may pose a question such as “Describe a time when you had many demands placed on you at the same time. How did you prioritize your work?” He or she is looking for a specific example from past work experience, not a hypothetical one.

Competency-based interviews are now the norm for everything from entry-level to executive positions. To prepare for them, job seekers should thoroughly familiarize themselves with the concept and research potential questions an interviewer may ask them. It is always best to prepare at least two examples for each competency in case the interviewer asks the candidate to describe multiple scenarios. Although this interview style can be stressful for candidates, it benefits them as well by giving a clear picture of whether the position appears to be a good fit.

Now, let’s dive into the importance, types, and laws of performing a background check and why your small business should prioritize and take strategic steps to run background checks on applicants to improve the hiring process.

Importance of Thorough Background Checks for Small Businesses

Background checks allow small businesses to mitigate potential risks of employee fraud and theft. Employee background checks work as a safety net for small businesses to spot hidden risks or red flags. A study by the Association of Certified Fraud Examiners shows that businesses with a low employee count report the most median losses because of internal fraud and theft, which amounts to $150,000.

Most importantly, it helps small businesses build a reliable and transparent team that instills more confidence and positivity in the work environment. Besides, hiring employees with clear backgrounds allows you to create a thriving and professional organizational culture and transform the hiring process. 

Unlike large corporations that can take a financial hit, small businesses cannot afford severe employee fraud and theft. It makes all the more reason to make background run part of the recruitment process.  

And when small businesses run background checks, it ensures that they’re getting the most qualified applicants for specific jobs. It can also help small businesses avoid significant expenses from recruiting the wrong individuals.

In the long run, it allows small businesses to reduce their overall liability risks. Background checks can reduce the risk of lawsuits against your business for negligent hiring or retention of an incompetent or unsafe employee.

Types of Background Checks

Criminal Record Checks

Criminal record checks help small businesses ensure that they’re hiring the “right” talent with a clean professional and personal track record. It builds trust and promotes safety within the company.

Employment History Checks

An employment history check helps small businesses verify the applicant’s experiences and qualifications. It allows small businesses to find candidates that can perfectly fit into their small teams.

Reference Checks

Reference checks offer valuable insights to small businesses about candidates’ previous employers. It gives a clear perspective and objective view of potential applicants. Reference checks are common and allow small businesses to build up a great team.

Step-by-Step Guide to Perform Background Checks

Here are steps you can take to run background checks for your small business:

• First, emphasize the significance of getting consent from your applicants to run background checks, and make sure to have open and direct communication.
• Your next step should be to navigate the legal space and make sure you follow all the relevant and current regulations.
• When running a background check, follow the best practices and maintain a high level of fairness and accuracy.
• Make sure to run background checks with ease and confidence, and don’t be reluctant to get the help of a professional.

Laws on Background Check Small Businesses Need to Know

Violation of background check regulations and laws can trigger significant penalties and lead to liability risk. When it comes to federal-level background check laws, small businesses should be aware of FCRA, or Fair Credit Reporting Act. FCRA governs employers and background check service providers and involves what information agencies can collect, report, and retain.

Small businesses should also be aware of the 1964 Civil Rights Act Title VII. This law prohibits businesses from discriminating against any candidates based on their status. Remember that the governing laws usually vary when it comes to state-based background checks. So, consult with your professional legal counsel and learn as much as possible about your state’s background check laws. 

Practical Steps to Review and Choose Reputable Background Check Service Providers

• If you want to select a solid background check service provider, opt for the agency that offers you the most reliable and accurate results. 
• Gravitate toward the most reputable and trustworthy background check service provider that communicates and collaborates with you.
• Make sure the background check service provider meets compliance standards in your industry.

Final Thoughts

Small businesses often face consistent pressure in hiring the best talent from a competitive job market. So, make employee background checks part of your recruitment process to build a robust internal team and improve your organizational culture. In hindsight, small businesses can take proactive measures to make sure they hire highly trustworthy, competent, and qualified individuals. 

As we navigate business and technology, one thing becomes apparent, the future belongs to those who can adapt and evolve. Joining us on today’s episode of The Small Business Show is Meridith Elliott Powell. Powell, award winning business expert, keynote speaker, and best-selling author, breaks down the steps of achieving a ‘future-focused workforce.’

Meridith Elliott Powell is the developer of the THRIVE SYSTEM, a thoroughly investigated, tried-and-true approach that addresses the most pressing issue in business today- how to thrive in a constantly altering and very uncertain market. Her work sparked a movement, a belief that you can influence upcoming market shifts and that even the most challenging disruption can result in unprecedented growth.

Key Takeaways:

1. Today, we live in a world that moves very rapidly. CEOs and executives require their teams to think more about the future than just their current position.

2. The term ‘future-focused workforce’ focuses on employees’ current workforce but constantly growing, evolving, and building skills for what’s to come.

3. Powell believes one strategy leaders can implement into a future focus is setting the tone for learning and development. Utilizing a brainstorming tactic allows the team to understand better how society and technology are changing and what they’re doing now to be more prepared for the future.

4. Employees resist change, but Powell believes, “People don’t like change because they feel it gets pushed upon them.” Therefore, leaders must include their people in their change processes. Ask how they can change rather than telling them.

5. Powell believes artificial intelligence is a great place to start the conversation around change. Since AI will never replace human connection, leaders can discuss the roles AI can fill and how it will evolve the workforce.

Employee engagement is a crucial but difficult-to-obtain element in small business management. While engaged workers are more productive, innovative and collaborative, the stresses of a fast-paced job and a disconnect between the perspectives of leaders and their teams often make it impossible to keep employees on the same page.

On this episode of The Small Business Show, host Shyann Malone is joined by Chester Elton, executive coach, keynote speaker and bestselling co-author of “Leading with Gratitude: Eight Leadership Practices for Extraordinary Business Results.” Elton has dedicated his career to helping business owners and high-profile executives achieve success by teaching the rules of business management and the advantages of empathetic leadership. He has also conducted extensive research into employee engagement and the principles driving worker productivity. Now, he discusses strategies small businesses can follow to keep their teams on task, along with the importance of an “all-in” work culture.

Key Takeaways

1. An “all-in” culture is a work environment in which employees feel that their efforts matter and are celebrated.

2. Celebrating employee engagement with gratitude is a recurring theme in the stories of many successful organizations.

3. To encourage productivity, managers must lead by example, enable their workers through proper training and be a source of energy for their teams.

4. Hybrid or flexible work schedules may increase employee engagement if a business team’s synergy is struggling due to remote jobs.

5. Giving workers a purpose, such as contributing to a social cause, is a critical solution to low employee engagement.

Businesses of all sizes are feeling the strain of today’s labor shortage. Unfortunately, it may be some time before companies feel any relief. As Tom Sullivan, vice president of small business policy at the U.S. Chamber of Commerce, recently stated, “If every unemployed person in the country found a job, we would still have around 4 million open jobs…” On this episode of The Small Business Show, host Jim Fitzpatrick is joined by Gene Marks, best-selling author, columnist, keynote speaker and CEO of The Marks Group, a customer relationship management solution provider, to discuss a possible solution to this labor shortage that many hiring managers may not have considered: hiring formerly incarcerated workers.

The labor shortage was at its worst in 2021 and 2022 when more positions were remote rather than on-site. Although the pressures have softened in 2023, many businesses are still struggling to fill positions. The inability to scale its workforce ultimately limits an enterprise’s overall growth, which is why it is important for hiring managers to explore all their options. One potential and overlooked resource is the massive population of formerly incarcerated adults looking to get back on their feet. While the thought may give some a feeling of apprehension, Marks notes that most of these individuals made simple mistakes for which they “have served their time.” By educating themselves and their employees, managers can overcome their distrust and ultimately benefit from a valuable resource.

Marks notes that formerly incarcerated workers are highly motivated and often stay with their companies for extended periods of time. “I talked to a few business owners in the Philly area that have been doing this for a number of years, and they couldn’t say better things,” he comments. “Each said that the people that they hired that were formerly incarcerated were more loyal and better long-term employees.” Additionally, the federal government and many states offer financial incentives to help these individuals find stability post-confinement and ease the prevailing labor shortage. By hiring a formerly incarcerated employee, businesses and nonprofits can qualify for the Work Opportunity Tax Credit, which provides up to $9,600 towards either payroll or income taxes. These companies may also be eligible for local workforce development grants, which can cover the costs of onboarding and training.

Furthermore, Marks has a “secret sauce” for businesses looking to leverage this resource but uncertain where to search. Nearly every state contains a nonprofit connecting formerly incarcerated workers with jobs. These organizations not only serve as middle-mans between employee and employer but also provide a variety of services to make the hiring process as easy as possible for all parties. These often include training assistance, educational resources and help with interviewing. This means that hiring managers can cut their search time in half and avoid the challenges posed by the labor shortage simply by partnering with a reputable nonprofit in their local area.

Ultimately, formerly incarcerated workers are looking for the chance to rebuild their lives. By hiring these individuals, businesses not only protect themselves from the labor shortage but also make a positive impact on their communities. “You would be surprised at how grateful and loyal those employees are when you do give them that chance. We’re looking for people that we can mold, that we can teach, that will stay with us for a while, that we can retain; and if you do it the right way, you really can find a good resource of potential employees,” concludes Marks.

Research highlights that a multi-faceted and multi-generational workforce favors the companies. Gen X is the first generation that grew up “after” the historic civil rights movement. It is the main reason Gen X cherishes the values of diversity and equality for all. You may not realize it, but Gen X is still climbing the top of the corporate ladder and directly influencing organizational culture.

A Closer Look at Generation X Workforce 

Data shows that Gen X holds over 51% of leadership roles on a global scale. Today, Gen X is seasoned managers and business leaders and looks for opportunities to continue lifelong learning and ensure professional development.

What’s interesting is that Gen X continues to expand its managerial footprint across the world. A Bureau of Labor Statistics survey shows that Gen X professionals earn more than other generations.

And when it comes to the modern-day workplace, CNBC highlights that Gen X is the one pushing digital transformation – not millennials. In essence, Gen X has become an interconnected generation. Gen X is highly self-sufficient, resourceful, and professional. 

You’ve probably noticed in the workplace that Gen X exercises the most creativity and acts as a problem-solvers. No wonder companies recognize their role and don’t want to lose them. Unlike their successors and predecessors – Gen X understands the value of self-reliance, personal growth, and work-life balance. 

Sure, Gen X opts for job satisfaction, but not through job compensation. Instead, Gen X seeks out job satisfaction by finding meaning and purpose in their roles. The goal of small business owners and HR professionals should be to create a diverse and inclusive workplace that supports, respects, and acknowledges these values to garner and retain the Gen X workforce.

Effective Strategies for Small Businesses to Attain and Retain Gen X Employees

Focus on Workplace Flexibility and Growth-driven Culture

When it comes to retaining the Gen X workforce, prioritize creating a collaborative, communicative, and respectful work culture. These are the values that skilled Gen X employees treasure most in a company. And the goal of HR and business owners should be to create skill development and career advancement pathways. And these pathways will eventually help Gen X find a sense of meaning and purpose in their work.

Align Your Job Offerings with Aspirations and Motivations

That’s right – the Gen X workforce gravitates toward companies that value personal growth. So, communicate your business’ values throughout the recruitment process. In fact, clearly highlight opportunities for career growth, work-life balance, and skill development so that Gen X employees can understand your commitment to their professional advancement and well-being.

Follow Standard Retention Strategies

Simultaneously, adopt the most common strategies to retain the workforce. It includes offering great job benefits and making hiring decisions objective and transparent. You should also adopt a recognition and reward policy and roll out these changes strategically. Similarly, take advantage of technology to support traditional style learning for Gen X.

Gen X Workforce: Elements that Influence Long-term Commitment 

Create and Offer Opportunities for Career Growth 

Gen Xers are ambitious and consistently look for opportunities that can advance their careers. So, offer a path and opportunities that Gen X employees can leverage to support and grow their professional careers. This can include mentorship, challenging projects, and mentorship programs. 

Workplace Culture

Diverse and equitable workplace culture is “the” factor that influences Gen X to stay longer and ensures their long-term commitment. But it’s not enough to recognize the contributions of Gen – make sure their opinions are heard and valued. 

Flexible Work-Life Balance

Work arrangements should be flexible for the Gen X workforce. This means offering flexible work hours or remote positions so that Gen X employees can keep up with their professional and personal responsibilities without potential burnout. In fact, job flexibility is bound to boost job commitment and the satisfaction of Gen X with your company.

Final Thoughts: What Should be YOUR Approach?

Retaining Gen X is all about bridging the generational gap and creating a highly inclusive workplace culture that builds cohesive teams that drive growth and success. So, if you want to attain and retain Gen X employees, make sure there’s generational diversity in your company. Also, objectively tailor job perks and benefits and encourage collaboration and communication across the board.

Celebrating generational diversity in the workplace matters – leads to improved Gen X retention and ensures the long-term success of companies. Gen X wants job empowerment, respect, and purpose, and it is up to “your” company how you bring out these values to the forefront. Reward Gen Xers’ loyalty and boost engagement to extend their stay.

As with any diversity program, the first step in achieving equality for the LGBTQ+ population in the recruiting process is to support the current LGBTQ+ talent and strengthen workplace inclusion initiatives. In light of this, here are 10 ways to ensure that your small business’s recruiting strategy is LGBTQ+ friendly: 

1. Train Your Existing Employees Regarding Inclusivity Policies

Even though a company’s principles come from the top, all employees need to be aware of its rules on equality and inclusion. During onboarding, the organization should also teach new hires about maintaining boundaries and following cultural and behavioral norms. Fostering a transparent atmosphere where staff members feel at ease, offering feedback and reporting bad behavior is also crucial. Companies must provide managers with the necessary training to create and implement a fair policy that protects everyone from unfair treatment and abuse. Set up training sessions at your organization to educate staff members on the following: 

• How can anti-LGBTQ+ prejudice and abuse present themselves inside teams?  
• Why discrimination against the LGBTQ+ population is harmful to both employers and employees? 

• What should one do about discrimination towards LGBTQ+ people?

2. Support the LGBTQ+ Community and Causes

Showing your public support for LGBTQ+ people is one of the most crucial actions you can do if you want to attract and retain LGBTQ+ talent. Candidates researching future employers and those who care deeply about inclusion and diversity will want to see unmistakable proof of their position on social issues. One of the best ways to “show your pride” is to acknowledge Pride Month on social media or other external communications, provide LGBTQ+ workers a forum to express their employee experience with your firm, or even participate in pride parades or activities as a company. 

You may go beyond your initial commitment by contributing to LGBTQ+-related causes, organizations, or community centers. Additionally, this may be a fantastic chance to develop brand recognition among LGBTQ+ talent and engage staff in team-building volunteer activities, which has been shown to improve job satisfaction and staff retention. 

3. Make Your LGBTQ+ Recruitment Efforts Transparent

Create a declaration of non-discrimination that makes it clear that all gender identities and sex identities are welcome in all communications. Genuine feedback is also essential for any business. So, inquire about the impressions of your organization from candidates. Read their feedback, be open to new suggestions, and fix problems immediately. You can educate prospective applicants about the LGBTQ+ community by making a point of showcasing your current LGBTQ+ talent and taking notes of their recommendations, and sharing them on social media. You can also use the careers web page to emphasize your dedication to inclusion and diversity to inform prospective workers about your inclusive policy. 

4. Add Inclusivity to Your Career Site and Mission

Although many businesses have already made efforts to include lesbian, homosexual, bisexual, and transgender persons in their employment discrimination policies, it never hurts to check your policy. If you haven’t done, revise your policy to include a clause barring discrimination due to sexual orientation and gender identity. Examine your benefits to ensure they cover every employee equally, including life insurance policies covering same-gender relationships and medical benefits for transgender employees. Additionally, it’s critical to ensure that employees and management are aware of these safeguards and that any accusations of discrimination are addressed seriously.  

Make it simple for people to learn about your dedication to diversity and your backing for the LGBTQ+ community. You don’t want prospective employees to do a lot of digging to learn where your firm stands on the issues while they are studying your business. No matter where candidates look or how they first encounter your employer brand, you can ensure they know your position by consistently communicating it on all platforms where you promote your employer brands, such as your career site and mission statement. 

5. Consider Gender Neutral Communication for Recruitment

Gendered language may be subtle, even if you believe your job descriptions, employment programs, and other recruiting marketing content are already fairly gender-neutral. For instance, you could think that referring to a prospective employee as “he or she” in a job description covers all the bases, but in actuality, using “they” or the second-person “you” might be more accommodating of employees who identify as non-binary or gender nonconforming.  

6. Create a Safe Environment for the LGBTQ+ Community

It is crucial to consider applicants who identify as LGBTQ+ and their safety at work. A study from UCLA School of Law shows that almost 10% of LGBTQ+ workers encountered prejudice at work in 2021. For members of the transgender or LGBTQ+ community who are members of a racial or ethnic minority, this figure is substantially higher. Therefore, it is necessary to take action to fight discrimination in the working environment.  

You can also prioritize your business’s LGBTQ+-inclusive rules and benefits, demonstrate how you work with groups concerned with LGTBQ+ problems, describe your employee resource groups, and encourage team members who identify as LGBTQ+ to share their personal experiences with others. By only utilizing pronouns in email signatures, team members may demonstrate their dedication to inclusiveness on a smaller scale. 

7. Provide LGBTQ+ Competency Training

Their interactions with coworkers and supervisors may greatly influence how employees feel included and treated equally. Astonishingly, 59% of non-LGBTQ+ employees said they found it “unprofessional” to discuss their gender identification and sexual orientation at work, according to a 2018 report by the Human Rights Campaign Foundation. However, 80% of non-LGBTQ+ employees feel LGBTQ+ individuals shouldn’t have to hide who they are at work. This exemplifies why providing staff members with the right Diversity, Equality & Inclusion training is crucial, which particularly tackles gender and sexual identity. Remind staff to communicate effectively, respect limits, and use appropriate vocabulary. Also, make sure they are aware of the unacceptable actions. 

8. Be Open to Feedback

One of the greatest ways to determine the efficacy of your efforts to make your hiring process more inclusive is to ask candidates for their frank opinions. Make sure you ask specific questions about any experiences your candidates may have had during your process that led them to feel marginalized based on any characteristic covered by state and federal law, such as sexual orientation and gender one’s identity or expression when you survey or follow up with your candidates. 

9. Promote Support for the LGBTQ+ Community

Don’t wait for an employee to come out as transgender before developing a support strategy. Coming forth as transgender in the workplace may be a terrifying and isolated experience. Start by being familiar with the proper vocabulary for you and others. Establish a formal procedure for how an employee’s name change, transition, and pronouns will be managed and communicated to the rest of the company. However, before taking any action, respect the employee’s privacy and discuss the plan with them to ensure it is within their comfort level. Establish a gender-neutral restroom if possible; if not, make it plain that trans workers are encouraged to use any restroom they choose. Be ready to offer advice and respond. 

10. Practice Inclusion All Over the Workplace 

People who interact with candidates other than HR must know how to be included in the workplace, even if the entire organization must accept the idea. This phase requires everyone who manages, supervises, or teaches these candidates to understand microaggressions and how unconscious biases might interfere with their ability to do their jobs effectively. Practicing inclusion outside the HR department will bring overall support and diversification to the workplace for new hires.  

Conclusion

A small business can effectively work on the above recruitment strategies to cater to the values of inclusion and diversity for newly hired or interviewed employees. It is about time that each business work on efficient ways to make the LGBTQ+ community feel accepted. 

In honor of Memorial Day this year, we want to celebrate, honor and also highlight an organization that is helping America’s heroes daily. Hire Heroes USA is a non-profit organization that helps thousands of veterans and their spouses find employment.

We’re pleased to welcome Chief Operating Officer of Hire Heroes USA, Ross Dickman, to discuss the importance and benefit of recruiting veterans and their spouses today.

With a rich history spanning almost 16 years, the organization was founded by John Bardis, whose encounter with a particular soldier sparked a mission to address their number one fear—finding a job after their honorable service. Since then, Hire Heroes USA has gone above and beyond, successfully placing tens of thousands of veterans and military spouses into exceptional careers.

According to Dickman, one of the key figures at Hire Heroes USA, military life equips men and women with invaluable leadership skills such as discipline, accountability, and teamwork. He emphasizes that when you hire a veteran, you gain more than just a capable employee; you welcome someone who is profoundly inspired by the organization’s mission and values. These individuals possess an “owners’ mindset” while embracing creativity, which further enhances their potential to contribute significantly to your workforce.

Dickman passionately asserts that veterans offer a unique opportunity to bolster your team’s capabilities. Not only do they come from diverse backgrounds within your own community, but they also bring with them a wealth of skills acquired through their challenging experiences. Their unwavering commitment and ability to lead make them exceptional assets to any organization.

Furthermore, Dickman highlights the remarkable partnerships that Hire Heroes USA has cultivated with numerous organizations that recognize the profound cultural value and skill sets that veterans possess. He explains that their clients are advised that being a veteran alone won’t guarantee employment; rather, employers seek to hire the most suitable candidate for the job. However, if a veteran can leverage their specialized skills to become the best candidate, it presents a win-win situation for both the business owner and the veteran.

If you would like to be a client of Hire Heroes USA or an employer looking to hire, click here.