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CAREERS & the disABLED Magazine, established in 1986, is the nation's first and only career-guidance and recruitment magazine for people with disabilities who are at undergraduate, graduate, or professional levels. Each issue features a special Braille section.

CAREERS & the disABLED has won many awards, including several media "Award of Excellence" acknowledgments from the President's Committee on Employment of People with Disabilities.

This magazine reaches people with disabilities nationwide at their home addresses, colleges and universities, and chapters of student and professional organizations through a paid subscription.


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 HR Job Growth

Through 2028, employment for human resources managers will grow 7%, and employment for HR specialists will grow 5%.
Source: U.S. Bureau of Labor Statistics (BLS)
 
 
What HR Looks Like in 2020
The Rise of Skills-Based Hiring: As the battle for top talent continues, we’ll see more companies turn to skills-based hiring as a way to more readily identify and connect with qualified candidates in 2020. And, since they provide a verified record of an individual’s knowledge and skills, we’ll see digital credentials emerge as an invaluable tool in skills-based hiring. Next year, companies will hone in on these credentials as a way for people to be discovered for opportunities for which they wouldn’t normally have been considered.
Say Hello to a Standardized Skill Framework: Historically, every employer has had a different way of communicating skills, performance and accomplishments - if they communicated it at all. Now, with a critical mass of employers moving to recognize and certify the skills of their employees, the importance of a standardized approach to reporting outcomes has become clear. Digital credentials are bringing consistency, data, and trust to skill recognition and human capital decision-making, and we’ll see more companies placing value on these credentials as the universal competency framework in 2020.
Source: Jonathan Finkelstein, CEO of Credly, a digital credentials firm
 
https://www.humanresourcestoday.com/2020/trends/, https://www.humanresourcestoday.com/2020/trends/?open-article-id=12591089&article-title=top-3-employee-experience-trends-for-2020&blog-domain=vignetteagency.com&blog-title=vignette-agency-, https://www.humanresourcestoday.com/2020/trends/?open-article-id=12562834&article-title=corporate-culture-trends-for-2020&blog-domain=vantagecircle.com&blog-title=vantage-circle, https://www.humanresourcestoday.com/2020/trends/?open-article-id=12599845&article-title=7-recruitment-trends-to-watch-for-in-2020&blog-domain=pandologic.com&blog-title=pandologic
Top HR Trends in 2020
Companies making it clear what they truly believe in as employees increasingly value clarity.
Training to retain employees as developing their own employees will be a big priority for companies everywhere.
Elevating employee experiences to the next level.
Prioritizing employee engagement, and continuing to reinvent employee engagement strategies and devising all of the available plans about employee engagement.
Offering flex schedules as 80% of employees would prefer flexible work options if there were no negative consequences.
Providing the benefits that matter and are useful.
Emphasizing psychological safety, which is defined as feeling comfortable on your team and being more open about admitting mistakes, speaking without being embarrassed, and being clear about trying out new things.
Practicing mindfulness in the workplace via meditation programs that result in less stress and improved positive psychological energy in the workplace.
Emphasizing more equality in terms of work and diversity to increase respect among teams and coworkers, and to enhance employee morale.
Creating a good employee experience that has a positive impact on employees’ levels of engagement and productivity; in fact, this is something that 80% of HR and business leaders say is significant to them.
Providing the right tools for development to precipitate the right opportunities for growth for employees.
Using recruitment tech that’s most adaptable with robust APIs.
Choosing recruitment tech that’s personalized for each company’s specific HR needs.
Watching the recruitment tech industry creating more value via acquisitions.
Continuing to make HR tech user-friendly and easy to implement for employers.
Having a greater focus on candidate engagement.
Ensuring mobile optimization to more easily reach candidates.
Tailoring hiring practices for gig recruitment.
Source: Human Resources Today
 
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