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in production line jobs that can be difficult to fill.Accessing these individuals often requires organizations to use a different type of recruiting outreach than they are accustomed to. Wendi Safstrom, president of the SHRM Foundation%u2014which has multiple initiatives to promote hiring workers from traditionally untapped applicant pools%u2014says employers are overlooking a solution to their recruiting difficulties when they don%u2019t consider these potential hires. %u201cTalent shortages are a structural issue,%u201d she explains. %u201cNot integrating untapped talent into your strategies will translate into perpetual shortages.%u201dThe skills these individuals bring to their jobs can make them uniquely well positioned to succeed in specific roles. For example, military veterans often bring innovation, flexibility, and problemsolving skills to the workplace, earned by working in exceptionally challenging circumstances when they served. According to the U.S. Department of Defense, military spouses%u201492% of whom are women in their prime working years%u2014experience an unemployment rate of 21%, according to the U.S. Department of Defense. They are often well educated and have learned to be nimble and adaptable because their lifestyles require it.About a quarter of U.S. residents (26 percent) havesome type of disability, which often unfairly impacts their job prospects. Although unwarranted bias can prevent these individuals from being considered for jobs, SHRM research has found that they are often more dedicated than other employees, and they tend to stay with their employers longer.Individuals with criminal histories%u2014who make up one-third of the U.S. populace%u2014also encounter significant hiring bias. Many completed their education while incarcerated, have been taught valuable job skills, and are willing to take on roles that are traditionally difficult to fill.Finally, there are nearly 5 million individuals ages 16 to 24 who are neither enrolled in school nor participating in the labor force%u2014whom SHRM calls %u201copportunity youth.%u201d When companies partner with advocacy organizations to recruit and employ these young people, 96% report positive results.The following case studies offer examples of employers reaching out to and successfully incorporating people from these groups into their ranks%u2014to the benefit of both.