Overlooked Experience and Talent Build an Innovative Talent Pipeline Including The Unemployed

Overlooked Experience and Value:  

Build An Innovative Talent Pipeline Including the Long Term Unemployed/Older Workers

April 25, 2018 - 2pm EST

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Businesses succeed when their communities thrive. Recognize the benefits of engaging experienced, yet untapped talent, including the long-term unemployed. Upskilled long-term unemployed job seekers can bring real value to your company.  They are a qualified and motivated talent pool that you may be inadvertently overlooking thereby preventing your company from meeting critical goals and objectives.

Studies show that long-term unemployed job applicants are frequently overlooked and sometimes excluded from job opportunities—even when they may have identical resumes and skills to other candidates. Employers can reduce sourcing costs by utilizing workforce and non-profit organizations as an alternative talent pipeline that identifies capable, pre-screened candidates.

Hiring the long-term unemployed can also achieve business objectives by: filling costly open positions with upskilled talent, improving retention rates due to greater company loyalty among the previously long-term unemployed, investing in local communities where long-term unemployed are located, capitalizing on market brand while realizing corporate social responsibility goals, and vastly expanding innovation, diversity, and inclusion.

  • Have you reviewed your company’s screening and evaluation process so it does not intentionally or inadvertently (1) provide barriers toward filling critical jobs and (2) filter out vs filter in individuals for employment consideration based solely on their unemployment status

  • Is there a value and/or cost to “overqualified” applicants?

  • Are employers working with educators for qualified skilled workers?

  • What ‘soft’ and ‘hard’ competencies do older experienced workers bring to an employer?

  • What is the real ROI of the upskilled, reskilled and professional experience of the long-term unemployed?

  • Is there an unintentional bias towards the long-term unemployed?

 

 

Video of the Event

 

Speakers & Panelists

Maria Heidkamp is the Director of the New Start Career Network, an initiative launched by the Rutgers University Heldrich Center for Workforce Development in late 2015 to assist New Jersey’s older (45+), long-term unemployed job seekers to reenter the workforce. She is also a Senior Researcher at the Heldrich Center, where since 2006 she has worked on research and technical assistance projects regarding dislocated workers, older workers, the long-term unemployed, and persons with disabilities. Recent publications have included Improving Education and Training for Older Workers, co-written with Dr. Carl Van Horn and Kathy Krepcio and published by the AARP Public Policy Institute. 
 
Before joining the Heldrich Center, Ms. Heidkamp worked overseas for the U.S. Department of Labor and the U.S. Agency for International Development as the director of the Labor Market Transition Project in Hungary and served as a technical adviser on dislocated workers, customized training, and economic development in transition economies. She received an award from the Hungarian Ministry of Defense for her work with the Hungarian army as it was facing mass layoffs leading up to NATO accession.
 
Previously she worked as a policy analyst for the National Governors Association covering a range of workforce issues and served as director of the Wisconsin Labor-Management Council.  

Abby Kohut is an award-winning speaker, author, and Human Resources professional who is known around the world as "Absolutely Abby". In the past 23 years, Abby held positions such as Senior Director of Recruiting for Kaplan, Interim Director of Recruiting for Continuum Health Partners, and Manager of Global Recruiting for Alpharma. She is responsible for helping to hire 10,000 people in 8 industries and at all career levels. Abby's website, AbsolutelyAbby.com, was selected as one of the “Top 100 Websites for Your Career” by Forbes and she was also selected as one of the top 100 influential people online according to Fast Company Magazine. She has delivered over 800 live workshops across 34 states on a variety of human resources, job search, social media and business-related topics. Abby has been interviewed on Fox 5, NBC, CBS, ABC, LinkedIn, Monster, Real Simple, The Ladders, Bloomberg Radio, and Forbes. In 2014, CEOWORLD Magazine rated @Absolutely_Abby one of the "Top 25 Women for your Job Search" on Twitter and Business News Daily rated @Absolutely_Abby as "1 of Top 10 Twitter Accounts Every Jobseeker Should Follow". To learn more about Abby, please visit AbsolutelyAbbySpeaks.com

Christine M. Gillespie currently serves as Dean of Continuing Education, Corporate and Public Sector Training at Bergen Community College. Gillespie enjoins a number of key workforce initiatives including employer-driven workforce reentry training and academic pathway development, funded initiatives. Recognizing the need for accessible, affordable programming at the local level, a key area of interest is non-traditional student success, competency-based learning models, and leading-edge prior learning assessment techniques.
Prior to her return to higher education, Gillespie spent over a decade in Latin America and Europe leading domestic and international start-up projects in the private sector for Fortune 50 companies.
Gillespie earned relevant degrees from the Pennsylvania State University and Indiana University of PA, graduating summa cum laude from both institutions.
 
 

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Ready To Work Business Collaborative works cooperatively to help employers develop hiring best practices that target the long-term unemployed, underemployed, people with disabilities, military veterans, and Opportunity Youth.

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