Laura Hopkins

Discover the top strategies for seamlessly integrating veterans into your workplace with our expert tips: ✅ Assign mentorship: Pair veterans with experienced colleagues to facilitate their transition. ✅ Clarify terminology: Translate military jargon and company-specific language to avoid confusion. ✅ Set clear expectations: Define roles and responsibilities upfront for a smoother onboarding process. ✅ Offer tailored training: Provide opportunities for skill development and career advancement. ✅ Foster a supportive environment: Cultivate a workplace culture that values diversity and inclusion. Ready to enhance your veteran onboarding process? Let's ensure a successful integration for both veterans and your organization. Check out our free resources https://lnkd.in/eRV5tPN8 #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Discover the top strategies for seamlessly integrating veterans into your workplace with our expert tips: ✅ Assign mentorship: Pair veterans with experienced colleagues to facilitate their transition. ✅ Clarify terminology: Translate military jargon and company-specific language to avoid confusion. ✅ Set clear expectations: Define roles and responsibilities upfront for a smoother onboarding process. ✅ Offer tailored training: Provide opportunities for skill development and career advancement. ✅ Foster a supportive environment: Cultivate a workplace culture that values diversity and inclusion. Ready to enhance your veteran onboarding process? Let's ensure a successful integration for both veterans and your organization. Check out our free resources https://lnkd.in/eRV5tPN8 #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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"Roughly 60% of diversity officers at S&P 500 companies left their positions between 2018 and 2021, according to a recent study. Furthermore, the study found that the average tenure of a chief diversity officer has decreased from three years to now less than two years. And many of those positions are being left unfilled..." It is interesting to see where we were vs where we are now, 4 years after the rise of social justice. Sadly, the burnout outcome is not surprising. What do you think? #hrtrends #workforcetransformation #chro #careergrowth #wellbeingatwork #careermanagement #dei https://lnkd.in/eV6HwEKz

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Struggling to Recruit and Retain Veterans? Finding and keeping the right veterans can be challenging, but strategic approaches can make all the difference. Here are 6 key strategies to streamline your process: ✅ Use Veterans for Recruitment: Engage veterans with recruiting experience to bridge communication gaps and better match military skills with civilian roles. ✅ Participate in Transition Events: Attend or host veterans’ transition events to connect with potential candidates early and review resumes before the competition. ✅ Network with Transitioning Veterans: Invest in transition-focused career fairs and online networks to access and understand veterans’ needs and skill sets. ✅ Ensure Inclusive Job Postings: Adjust your job requirements to reflect the skills and attributes veterans bring, even if they don’t match every industry-specific requirement. ✅ Move Promptly: Veterans value stability and quick decisions. Be swift with your offers to avoid losing top talent. ✅ Involve Current Veterans and Families: Leverage the insights of current veterans and their families in recruiting, interviewing, onboarding, and mentoring to improve fit and retention. Ready to transform your hiring strategy? Let’s connect and turn your veteran recruitment challenges into opportunities for success. Need support with your hiring needs? Visit hiregi.com #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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As 2024 comes to a close, Korn Ferry posted a 2025 TA trends report. Agree with the “progress not perfection” theme but also believe a TA strategy needs to lean in on balancing the science and art of recruiting. Things are already changing in the landscape of the talent market as Q4 is underway and I predict 2025 will become more competitive with niche or specialized talent being harder to find and secure. #culture, #totalrewards, #values and overall #employervalueprop will play critical roles in what makes an employer stand out above the competition. 🏆🥰

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SHRM Update: The Differences Between HR Business Partners and HR Generalists! 😊 We typically find true-to-form HRBPs working at major corporations and organizations with the scale to execute a shared services HR model. As a business-facing and strategic-oriented job, they serve as more of a consultant to the company, offering the most pertinent personnel solutions while serving in an advisory capacity (alongside business executives and managers). On the other hand, HR generalists have end-to-end contact with every aspect of HR. They are typically found in smaller/medium-sized organizations and serve everyone there in a more hands-on way. While an HR generalist can function strategically, much like an HRBP, they are more operations-focused and take on daily tasks. An HR Generalist, for instance, would typically handle a problematic employee matter from beginning to end and complete the inquiry. Still, an HRBP would only become involved indirectly and instead rely on a specialized Employee Relations team to take appropriate action. Along with that, the 'hybrid' model is becoming more prevalent. People in these hybrid roles typically receive far more support than a genuine HR Generalist while still being accountable for everything under operational responsibility. Although jobs like this one are frequently referred to as HRBPs, they are typically found in organizations trying to transition but have not yet created the proper structures to support an HRBP in its purest form.

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Your HR friends, JoLynn Haresign, SHRM-CP and I, always enjoy hosting our monthly webcast. This month, we discuss the important topic of navigating workplace harassment. We'll also share key takeaways from recent conferences, highlight upcoming events, and discuss the latest EEOC and Supreme Court updates. Check it out!

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I had the opportunity to listen Johnny C. Taylor, Jr., SHRM-SCP at #SHRM24 discuss the cyclone of changes coming for HR: 🌀 AI’s reshaping of work 🌀 Disappearing jobs and reskilling demands 🌀 Rising incivility and challenges to IE&D These changes will challenge HR and deepen our impact on the world. But we MUST bring our people and organizations through the coming storms.

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If you are a Veteran or Military Spouse that is in the job market I highly encourage you to sign up for the Oplign, LLC job seeker webinar. This is a free tool that helps match veterans to thousands of jobs nationwide. Starting the job search process can be tough. This tool will help you focus your job search and connect you with multiple companies big and small that are looking to hire Veterans and Military Spouses. Sign up info below!!!

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Absolutely, the recent piece by WorldatWork, "Could Constructive Communication Combat Compensation Challenges?" resonates deeply with the principles I discuss in "Human Beings First." The significant shift towards publishing pay ranges and the emphasis on transparency are crucial steps forward. As we see, 60% of organizations are now embracing this openness, which enhances fairness and cements trust within the workforce. Effective communication in compensation goes beyond mere numbers; it's about the why and how behind these figures. It involves detailed explanations and robust dialogue that demystify pay decisions and align them with organizational values and goals. This approach not only informs but also educates employees, making them feel valued and understood. Moreover, educating managers on the nuances of pay communication is paramount, as they play a critical role in how compensation strategies are perceived and received at the individual level. Fostering a culture where communication and education are pillars of compensation strategy supports equity and consistency and strengthens the organizational fabric, making businesses more resilient and adaptive in today's dynamic marketplace. #GetPayRight #Payscale Payscale

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The work readiness gap continues to expand, as new tech like AI continues to disrupt at a faster and faster pace. The days of going to school and doing one or two jobs for 45 years, then retiring are gone. If "59% of employees feel confident in their organization's ability to develop skills, compared to 88% of employers", what are you doing to close the skill gap? #skills #business #tech

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Are you finding it difficult to attract and retain veteran talent in your organization? Many companies face this challenge, missing out on the exceptional qualities veterans bring to the workforce. Veterans possess unique skills and experiences, but integrating them into civilian roles can be tricky. Understanding military terminology, bridging communication gaps, and matching veterans’ skills to the right roles are common obstacles. By leveraging key strategies, you can overcome these challenges and create a supportive workplace for veterans such as: ✅ Use a Veteran with Recruiting or Career Counselor Experience ✅ Participate in Veterans Transition Events ✅ Network with Transitioning Veterans ✅ Ensure Job Postings Don’t Unnecessarily Preclude Veterans Ready to Transform Your Workplace Culture for Veteran Success? Download our free guide, "Transform your workplace culture for veteran success," at hiregi.com https://bit.ly/3yndMXN to get started. Discover how these strategies can help you recruit and retain the best veteran talent. #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Hey folks! There is a TON going on with SIOP right now! Leading Edge Consortium: We have a terrific line up of speakers, on an essential and exciting topic - Developing Leaders in a Shifting World. Today, Sept 13, is the LAST DAY for early bird registration –Come join me in Minneapolis October 23-24!  https://lnkd.in/g5QWkWG8 Annual Conference Proposals:  It’s that time again! Every year our Annual Conference is an enormous celebration of learning and insight – be a part of the action! I have personally found participating in SIOP sessions, and in particular designing and coordinating sessions to be a great development experience as well as a terrific way to build relationships and expertise. Show us what you’ve got! The submission portal is open until Wednesday, October 9, 2024 at 5 pm ET, which seems like a lot of time, but I swear it isn’t! https://lnkd.in/gRsaAaRs Officer Nominations:  The SIOP community is lucky to benefit from a tremendous number of dedicated volunteers. This year, we have 4 positions on the ballot: President-Elect, External-Affairs Officer, Instructional and Educational Officer, and Professional Practice Officer. Did you know that you can nominate yourself? It’s true! Nominations are open until September 30! https://lnkd.in/gkChg2WT Fellowship Nominations:  SIOP Fellowship recognizes those members of our community who have made extraordinary contributions to Industrial-Organizational Psychology. Each year, I am blown away by the incredible impact that our folks can have. Nominators facilitate building a packet for the Fellowship Committee to evaluate, but contributions can (and do!) come from research, practice, teaching, service or administration – the main thing is to have demonstrably elevated the field. Fellowship nominations are open until October 1. https://lnkd.in/gB_u68XY I’m excited for all that lies ahead!

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Having trouble translating military experience to civilian roles? You’re not alone. Many HR professionals struggle with this, but here’s how you can bridge the gap: 🔹 Use Veterans with Recruiting Experience They can identify the right military specialties and translate terminology effectively. 🔹 Participate in Veterans Transition Events Join or host workshops to connect early with veterans and provide guidance. 🔹 Network with Transitioning Veterans Invest in career fairs to quickly access veterans' skills and needs. 🔹 Ensure Job Postings Are Veteran-Friendly Clearly distinguish between required and desired skills, and show openness to training. 🔹 Move Promptly Veterans value quick decision-making. Act fast to secure top talent. 🔹 Involve Current Veterans Use them in recruiting, interviewing, and mentoring for a better fit and smoother transitions. 🔹 Create a Military Support Group Provide ongoing support and camaraderie to help veterans thrive. Harness our job postings, career fairs and other services to help you succeed! #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Having trouble translating military experience to civilian roles? You’re not alone. Many HR professionals struggle with this, but here’s how you can bridge the gap: 🔹 Use Veterans with Recruiting Experience They can identify the right military specialties and translate terminology effectively. 🔹 Participate in Veterans Transition Events Join or host workshops to connect early with veterans and provide guidance. 🔹 Network with Transitioning Veterans Invest in career fairs to quickly access veterans' skills and needs. 🔹 Ensure Job Postings Are Veteran-Friendly Clearly distinguish between required and desired skills, and show openness to training. 🔹 Move Promptly Veterans value quick decision-making. Act fast to secure top talent. 🔹 Involve Current Veterans Use them in recruiting, interviewing, and mentoring for a better fit and smoother transitions. 🔹 Create a Military Support Group Provide ongoing support and camaraderie to help veterans thrive. Harness our job postings, career fairs and other services to help you succeed! #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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