Bring Change to Mind (BC2M)’s Post

“What on earth is going on with Gen Z and employers in the United States?” Bret Packard, 2024 North America - 4 in 10 employers avoid hiring recent college graduates in favor of older workers - 58% say recent college graduates are unprepared for the workforce - Recent college grads are entitled, 63% of employers say - Nearly half of employers have had to fire a recent college graduate - 1 in 5 employers have had a recent college graduate bring a parent to a job interview The Problem: Despite Generation Z poised to dominate the U.S. workforce in 2024, employers are disproportionately favoring older workers with better pay and increased benefits, potentially sidelining opportunities for Gen Z college graduates. Rectifying this issue is crucial for fostering a work environment that harnesses the diverse skills and perspectives of both older and younger generations. The Solution: Clinical | presented by The Packard Network w/Brielle Wohlenhaus Tuesday, 20 February  Las Vegas, 11 am New York, 2 pm London, 7 pm Johannesburg, 9 pm Details forthcoming… #genzworkforce #personaldevelopment #thepackardnetwork #bretpackardenterprises 

Should older people apply for job descriptions like "Early Career" and "Recent Grads Encouraged"? I have been applying but getting no responses. I'm not "early career". Why the bias for straight-out-of college kids? Pre-employment inquiries are also used to prescreen applicants for diversity targets. From EEOC: "…According to the EEOC’s suit, in 2017, Lilly’s senior vice president for human resources and diversity recognized at a Leadership Town Hall that Lilly’s workforce was composed of older workers. The senior vice president then announced goals for “Early Career” hiring to add more millennials to Lilly’s workforce. Thereafter, Lilly changed its hiring preferences and intentionally under-hired older candidates for sales representative positions in favor of younger candidates based on their age. …" (EEOC article link below) Americans of all ages are working more, largely due to financial need. Hiring on the basis of age is not cool. It's also illegal. https://lnkd.in/gegzAKui

“Say what ? Some employers in the United States are really doing this ?” Bret Packard, 2024 North America The Problem: Despite Generation Z poised to dominate the U.S. workforce in 2024, employers are disproportionately favoring older workers with better pay and increased benefits, potentially sidelining opportunities for Gen Z college graduates. Rectifying this issue is crucial for fostering a work environment that harnesses the diverse skills and perspectives of both older and younger generations. The Solution: Clinical | presented by The Packard Network w/Brielle Wohlenhaus Tuesday, 20 February  Las Vegas, 11 am New York, 2 pm London, 7 pm Johannesburg, 9 pm Details forthcoming… When you’re an elite performer, you participate in Clinical —— for unique insight. it’s what you do… #criticalthinking  #personaldevelopment #thepackardnetwork #bretpackardenterprises 

"Similar to the evolution of admissions and enrollment management, it is our prediction that over the next couple of decades career and professional development will continue to be elevated and eventually sit as its own division reporting directly to the president or provost and serving on the senior cabinet." Dey and Cruvergara (2014) made that prediction almost ten years ago. It's an exciting prediction and one that has come to pass at some institutions. Leaning into Casella's (1990) prior to model on career office paradigm shifts, Dey and Cruvergara stated that most major change is catalyzed by significant shakeups in the macro economic and social world. The upcoming shakeup is quite clear to anyone paying attention to enrollment trends: the creeping nation-wide enrollment cliff. Time will show if institutions' leadership continues to elevate career offices as competition between education options grows. While smaller institutions may not have deep endowments and national brands to lean on, in many ways they are more agile to implement intuition-wide career development protocols. And it's been my experience that there is a culture of career readiness often already baked into the campus at smaller institutions. But the institutions that are going to be ahead of the curve on career services aren't going to be the ones who are reactive, as Dey and Cruvergara observed in past cases. They are going to be the ones who are proactively and are already elevating their offices.

The Center for an Urban Future’s new report shines a light on a largely untapped opportunity for a more equitable economy: expanding skills-based hiring, the practice in which employers eliminate degree requirements or inflated experience requirements for some jobs and instead hire based on an assessment of demonstrated skills. By embracing skills-based hiring, the city can open up tens of thousands of well-paying jobs to highly skilled New Yorkers who might have been overlooked due to a lack of a specific credential. 🔗 Check out the full report here: https://lnkd.in/enavC7tJ #NYCJobs #SkillsBasedHiring #DiversityandInclusion #JobOpportunities #FutureOfWork

We need to prepare students for good jobs in high-demand industries that don't require a college degree. Industries like healthcare have two million open jobs today, and that's expected to double by 2031. To give high school students more pathways to economic stability upon graduation, and to address the healthcare workforce shortage, Bloomberg Philanthropies is teaming up with education and health leaders to create new specialized high schools in 10 communities in: Boston, MA; Charlotte, NC; Dallas, TX; Demopolis, AL; Durham, NC; Houston, TX; Nashville, TN; Northeast TN; New York, NY; and Philadelphia, PA. https://lnkd.in/eAWzbxPC

FANTASTIC NEWS! 📰 The Center for an Urban Future just published a report detailing the five steps for expanding #skillsbasedhiring in New York City. This report came about through multiple roundtable discussions at Indeed with employers and nonprofits within the space, including the New York Jobs CEO Council. As an organization that champions alternative pathways, these steps highlight the tactical ways that employers, government partners and nonprofit intermediaries can take in order to accelerate this progress. Here is a summary of those steps: 1️⃣ Develop and share data that demonstrates the value of skills-based hiring to employers and workers. 2️⃣ Remove degree requirements from thousands of city government jobs. 3️⃣ Encourage and support industry associations, chambers of commerce, and other employer intermediaries to help their member companies adopt skills-based hiring. 4️⃣ Adopt skills-based hiring for internships and other paid work-based learning opportunities. 5️⃣ Provide funding for CUNY to expand short-term, non-degree programs aligned with industry needs and embed skills-based certifications and credentials into degree-granting programs. Check out the latest coverage on the report here ⬇

Did you know that 45% of young people say that getting work experience is one of the biggest barriers to accessing work? 🤔 The dreaded work experience cycle ⭕️You need work experience ➡️⬅️To get work experience! This is a substantial barrier for younger generations to enter the workplace. 😓 If our 'entry-level' roles need 3-5 years' experience and a degree, are they really 'entry-level'? 🎓 We partnered with 16 to 18 year olds at a local college to hear their views and help us understand how we can attract, recruit, and retain young talent today. Check out our report here! 📋🔍 https://lnkd.in/e-4NdDdT