Nicelle Herron

I'm a big fan of transparency and empathy in the hiring process like this. It's something we don't see nearly as much as we should in this market. In just a couple of paragraphs you can: 1) Let the hundreds of applicants to your role know that one way or another, they'll receive a response. Applications take both time and effort, so acknowledging you'll be seen is such a positive thing to know as an applicant considering the majority of the time folks receive no response whatsoever to the roles they apply to. 2) Show the thousands of people who will see this post that your company values you as an applicant. One can assume if they value you as an applicant, they'll also value you as an employee and as a customer of theirs too! A little can go a very long way here when it comes to helping you stand out as a company. Well done Jim Turbek and Box!

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How are other organizations preparing for the future? The UC Irvine team generously shared all their hot tips and expertise in this insightful webinar. From not overlooking “silent skills” and empowering employees to manage their careers there was lots of great advice! Learn more about why UC Irvine chose Fuel50 to help grow their people and ultimately their organization too. Carve out an hour and watch here: https://hubs.la/Q02BQFx50 . #Fuel50 #TalentMobility

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⚖️ California's SB553 is a game-changer for workplace safety! This legislation focuses on preventing workplace violence by mandating comprehensive prevention plans and empowering employers with tools like temporary restraining orders. 👉 Who's affected? All CA employers, with few exceptions. Stay compliant by: ● Establishing robust violence prevention plans ● Conducting regular training ● Leveraging tools (like AllVoices) for streamlined incident reporting. According to the enforcement framework set by the California Division of Occupational Safety and Health (Cal/OSHA), employers could face up to $25,000 for serious violations. For willful or repeated violations, the fines can escalate to nearly $160,000. July 1 is creeping up quick, book some time with us to avoid the insane fees! https://lnkd.in/dAHkiEyV Prioritize safety, stay compliant, and foster a secure work environment! #SB553 #WorkplaceSafety #Compliance

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Help support a young entrepreneur 👏

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For folks in my Bay Area network... Join me next week at HIGHER’s The State of TA breakfast briefing on Tuesday, June 18th at Chief Clubhouse San Francisco! I'm looking forward to catching up with a bunch of other TA leaders to discuss the challenges we’re all facing across the industry. It still feels like we are navigating uncertain times, but we'll do our best to make sense of it. I hope to see you there!! HIGHER’s The State of TA is grounded in detailed analysis from interviews with TA leaders across the US and Europe, alongside additional context provided by the panel. Here’s some of the topics we’ll cover: - Hiring and turnover: is this holding steady? - Talent quality: can this be defined and what key metrics do others use? - Talent teams: are we reaching the threshold for capacity and how do you bridge the gap between technology, efficiency, and capacity? - DEIB: is this falling down the priority list? Register today to secure your place: https://lnkd.in/gFd7TSE6 [eu1.hubs.ly] 

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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I have been recruiting for the state of California for over 4 years now. One of the most common mistakes I see in applicant pools is that candidates are submitting an incorrect version of the "Statement of Qualifications." I made a previous post recently about the most common mistakes I see in the application process, but this is a mistake that private *and* public sector employees are making when they are applying to CA. state jobs. It's an automatic DQ from the recruitment process if not done correctly, and I wanted to highlight what a "Statement of Qualifications" is for California state job seekers and hopefully help someone that may need it! Not every job will require this exercise, but it is important to read through the CalCareer job posting thoroughly and check the "Required Application Package Documents" section to ensure you are submitting all the required documents. I am including a screen shot here of a SOQ exercise for a great opportunity I am recruiting for to hopefully reach those who might not be doing this step correctly. You can see that there are specific directions as far as font and page length go. There are also specific questions that the hiring manager has listed on the job posting that they are requiring applicants to respond to. In the private sector we are used to a "summary of qualifications" which is similar to a cover letter or professional summary, but with the state it's different. Including some helpful resources here, but please feel free to reach out to me if you have questions or need help. That's what I am here for! How to write an SOQ: https://lnkd.in/gWby9Pu3 How to get a state job/tips (videos from Work4CA): https://lnkd.in/gBHk8fZF

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Maybe its just me, but California seems to have a history of paving the way for new regulations. I just read about California's "Right to Disconnect bill" from SHRM's site titled "Legal Experts: 'Right to Disconnect' Bill is Disconnected from Business Realities" by Allen Smith J.D (wouldn't let me post a direct link). While SHRM states that they oppose the Bill, they don't provide specifics or suggestions on how they would improve or clarify. One point that is made in regards to the "Operational Agility" scenario, I think this is an opportunity for establishing/enforcing standard work amongst the team to ensure that things don't get missed. By including checklists, or other work documenting practices as a part of the daily routine, it eliminates the need to call the employee in their off time. If an employee misses some of the necessary activities, then they can be reminded the importance and impact to the business when the work is not complete. I'd like to hear your thoughts on the "Right to Disconnect" Bill Linkedin community. Link to CalSHRM letter - SHRM_CalSHRM_Letter-of-Opposition_AB2751_CA_4.4.24.pdf

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【Minimum Wage vs. Automation Debate】 $20 hour minimum wage in California and this is how McDonald's responded. The debate around minimum wage and automation centers on how these two forces interact and impact the job market, particularly for low-skilled workers. Does minimum wage increase automation and cut jobs? 1) Incentivizes automation: Businesses may be more likely to automate tasks if the cost of human labor (especially repetitive, low-skilled tasks) increases due to a minimum wage hike. This could lead to job losses in sectors susceptible to automation, like manufacturing or fast food. 2) Disproportionate impact: Low-skilled workers in automatable jobs might be especially vulnerable to job displacement caused by automation spurred by minimum wage increases. There are some counter arguments too: 1) Automation creates jobs too: While some jobs are lost, automation also creates new ones, often in sectors like maintenance, design, and data analysis. These new jobs, however, may require higher skills than the replaced ones. 2) Minimum wage's impact unclear: The overall effect of minimum wage on automation is a complex issue with ongoing research. Some studies suggest a minimal impact on overall employment. Additional factors to consider: 1) Job retraining: Equipping workers with skills needed for new, automation-driven jobs is crucial to minimize job displacement. 2) Higher wages, higher spending: Increased wages from a minimum wage hike can boost consumer spending, potentially creating new jobs in other sectors. Overall, the minimum wage and automation debate is nuanced. While there's a chance minimum wage increases could accelerate automation in some sectors, the full picture considers job creation, retraining efforts, and the broader economic impact.

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If you’re a business owner or safety leader in California—Senate Bill 553 is a new law that expands on existing regulations to help employers prevent and prepare for #workplaceviolence. The law aims to tackle increasing violence in #California and rising mass shootings. AlertMedia's data confirms this trend, highlighting workplace violence as a prevalent issue nationwide, with 1 in 4 workers having encountered such incidents. 😔 Our team compiled a comprehensive guide outlining the bill's provisions, exemptions, and steps for ensuring compliance for your business. 👇🏼 See it at the link below and follow AlertMedia for additional safety resources. #WorkplaceSafety #SB553

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Did you know you can still access California Paid Family Leave benefits even if you move out of state? Whether you're relocating for a new job, family reasons, or just seeking a change of scenery, your benefits go with you! Here's how: 1. As long as you have at least $300 in wages paid into "CASDI" (check your paystub) you qualify to take California Paid Family leave 2. This means that you can still take short term disability plus paid family leave even if you are not living in California! 3. You would get 60-70% of your wages from the last 5-18 months paid out to you! 4. Expecting partners can also take paid family leave as well (as long as they have the $300 paid into CASDI) Let me know if you have any questions! I offer 1:1 45 minute custom leave planning sessions where we can map out your specific leave situation! I've worked with over 40 expecting parents now to help them maximize their parental leave time, link in the comments to book!

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Employee terminations: they're a topic no one wants to discuss but that every company has to navigate. Thankfully, Melanie Naranjo and wonderful Ethena advisor (& Gusto's former People Leader) Jess Yuen are tackling this tricky topic for the next Ethena webinar. Register if you want to learn more about these topics: How to pressure test whether or not termination is the right course of action Best practices for communicating termination decisions How to minimize risk and choose the best course of action when things get tricky Critical pitfalls to avoid

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Hi everyone, TLDR: I want to issue a WARNING to all of you job seekers. IF A RECRUITER ENGAGES WITH YOU ONLY THRU TEXT (linkedin, skype), DO NOT ENGAGE WITH A RECRUITER WITHOUT SEEING / SPEAKING WITH THEM. They are trying to get you to fill out a W-4 by faking a high paying offer for a role. This is how they will get your SSS#. Although I figured it out in time and did NOT follow thru with filling out any W-4, they did end up getting my address and phone number and email, as well as my wifes phone # (asked for emergency contact) While text-based communication can be an initial step in recruiting, be cautious if a recruiter relies solely on texting through platforms like LinkedIn or Skype. Here's why: Scammers may impersonate recruiters and lure you with high-paying offers to steal your Social Security Number (SSN) through fake W-4 forms. Here's how to protect yourself: Verify the recruiter's identity. Ask for their company email address and contact information. Then, try to find their profile on the company's website or LinkedIn. Never share your SSN unless you're confident it's a legitimate job offer. Filling out a W-4 is typically done much later in the hiring process. Schedule a video call or phone interview. Reputable recruiters will be happy to speak with you directly. If something feels off, trust your gut and report the suspicious activity to the platform you're using. By staying vigilant, you can avoid falling victim to these scams. Additional Tips: Research the company and the position before engaging further. Never pay for a job application or interview. info about incident in comments

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As companies think harder about how to keep their talent, a new role has emerged: head of employee listening. Emily Pelosi, PhD took on the title in 2022 at software giant Intuit and leads a team that tracks how workers are feeling, analyzing that feedback to try and improve the company’s workforce strategy. Pelosi told Fortune's Paige McGlauflin that although her job might sound offbeat, it’s actually totally on trend for companies trying to get smarter about their people strategies. “I noticed more and more of these types of roles emerging during the pandemic,” Pelosi says. “When employers realized we have to listen differently, we have to act differently, to navigate the first of many unprecedented global crises.” Read more in the #CHRODaily newsletter: https://lnkd.in/gKhNsrDz

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Now that we’ve delivered custom workforce management solutions for a few contractors in California, I’ve had a chance to really see the folks in the field and the management issues that trace back to the days when laptops were a luxury thing. (I’m talking about small to mid-sized organizations here.) It turned out to be quite a conservative vertical, with many still relying on outdated stuff. Challenges Faced by Field Service Businesses: A survey by Verizon Connect highlights the most challenging issues: - Customer satisfaction (56%) - Profit margins (48%) - Talent acquisition and retention (47%) Other challenges include: Technology Alignment: Many companies use multiple outdated technologies that don’t integrate whatsoever. Operational Cost Increase: Dispatches generate revenue but also generate crazy overhead. Talent Pool: Poor technology frustrates field staff, leading to higher turnover. When it comes to field service management, some industries are particularly notorious for poor management. The top five industries that struggle the most with FSM are: Telecommunications: Companies in this sector often face challenges with scheduling, dispatching, and maintaining the vast network infrastructure, leading to delays and inefficiencies​ Utilities: The management of services like electricity, water, and gas supply is complex, often plagued by outdated systems and equipment, leading to frequent service disruptions and customer dissatisfaction​ Healthcare: Field service in healthcare involves the maintenance and repair of critical medical equipment. Issues here can severely impact patient care and safety due to delays in service and equipment downtime​ Construction: Managing field services in construction is challenging due to the dynamic and fragmented nature of projects. Poor coordination and communication often result in project delays and increased costs​ Manufacturing: This industry deals with maintaining machinery and equipment both in-house and at customer sites. Ineffective FSM can lead to prolonged downtimes and significant productivity losses​ TBC

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🌟 Meet 1Moore: Seattle's DEI Superhero 🌟 In the bustling tech hub of Seattle, a new superhero emerges, not with a cape, but with the power of Diversity, Equity, and Inclusion (DEI). Meet 1Moore, the advocate our community never knew it needed so dearly. Each day, 1Moore champions for change, ensuring every voice is not only heard but also valued. Whether it's by hosting inclusive workshops, leading brave conversations, or advocating for policy changes within leading corporations, 1Moore moves us one step closer to a truly inclusive society. Why the name 1Moore? Because there's always room for one more perspective, one more story, one more chance to make things right. BTW if you need 2 more solutions you have a problem. Join 1Moore in making Seattle not just a place of technological innovation, but a beacon of inclusive growth. Because when we lift each other up, we all soar higher. #DEISuperhero #InclusionMatters #SeattleLeaders #ChangeMakers #embraceAI #notafraidofAI

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Reflections on 10 months since being laid off… This week marks ten months since I was impacted by layoffs at my former company. With a San Diego mortgage and at an age when shoring up my finances is now-or-never-time, I’m not going to lie and tell you that I don’t miss a steady income. But I’m mildly surprised at how much I’ve strangely enjoyed using this unasked-for gift of time and focus to re-invest in myself, dial my assertiveness-meter up to MAX, and for lack of a better term, figure shit out. My top three takeaways upon reflection where I’m at with a bummer anniversary approaching: 1.) Humility and gratitude above all. I’m thankfully in the position where I can remain career-focused based on what I want to do and what I’ve been building towards through my experience. I have not had to find or take any jobs out of desperation or attempt to change careers out of necessity. I recognize that I am unbelievably fortunate in this regard, and I don’t ever lose sight of this. 2.) Job tip-offs are good, but referrals are everything. The challenge in this marketplace is in no way the number of open jobs – there are plenty of these. I’ve seen a gazillion job postings for remote director-level work at cool global/national brands, but the competition for attention for these roles is nearly inconceivable. Without having a direction connection or introduction at these companies, I might as well just go out and buy a Powerball ticket instead. However, in almost every instance during these past ten months, the interviews I’ve had have come from referrals, introductions, and in-house connections – either established in the past or built through active networking during this time off. 3.) Contract work is the present and future. While I’m not closing the door on full-time in-house opportunities by any means, having read the tea leaves these past nine months, it’s become clear that fractional work, consulting and tactical projects are abundant. This past week, I’ve laid out the contract work shingle here on LinkedIn. Having played in pretty much every marketing media channel there is, I can provide top-level strategy and insight, while, as with most project work, getting my hands dirty as well in executing work. I’ve been able to get some work from my connections in the health & fitness and entertainment industries – the two where I have the most extensive recent experience, and I look forward to building out my portfolio further, as well as being able to chip in on expenses as my wife maintains current breadwinner status.

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Denny's handled the new fast-food law changes in California like a boss, y'all! It just shows that when you invest in the development and well-being of your people, the guest experience improves as well: "Employees stayed partially because of the company’s GAIN program investments, which allowed employees to obtain high school equivalency diplomas, college credits, life skills, and career pathways." - Robert Verostek With investments in #EmployeeExperience and savvy off-premise strategies on top of localization of marketing efforts, sky's the limit for this staple breakfast chain. Read the full article by Ron Ruggless (Google Alerts FTW) ➡: #CareerPathing #LearningandDevelopment #RestaurantLeadership #CasualDining

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