The RISQ RECAP: August 8th – August 12th, 2022
August 8th – August 12th, 2022
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
Independent Agents Place Majority of U.S. P&C Insurance: Big I
“The independent agency channel places 62% of all property-casualty insurance written in the U.S., according to the Big “I” 2022 Market Share Report. The annual Market Share Report compiles and analyzes property and casualty premium data from AM Best and provides insights for agencies and carriers on current market shares by distribution types. Based on 2021 data, this year’s report points to independent agencies’ dominance in commercial lines, finding that nearly 88% of all commercial lines written premium is placed by the independent agency channel.” Full Article
– Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Permanent COVID-19 Standard for Healthcare Workers Still Slated for the Fall “The recently released spring rulemaking agenda reflected a September 2022 target for a permanent COVID-19 rule for healthcare workers. Although the spring rulemaking agenda outlines a non-binding schedule, Assistant Secretary of Labor for Occupational Safety and Health Doug Parker has confirmed that the permanent COVID-19 standard should meet, or at worst nearly meet the September timeline.” Full Article – Cozen O’Connor
Equal Access to Travel Benefits “As more employers announce that they cover travel benefits under their medical plans that will allow participants to be reimbursed for certain travel expenses necessary in order to access otherwise covered medical benefits, proponents on the pro- choice and anti-abortion platforms seek ways to support or block those benefits.” Full Article – Seyfarth Shaw
Monkeypox in the Workplace: Key Considerations for Employers “As of July 26, 2022, there are 3,591 confirmed cases of monkeypox in the United States, according to US Centers for Disease Control and Prevention (CDC) data, and the World Health Organization (WHO) Director-General has declared the multi-country monkeypox outbreak a Public Health Emergency of International Concern (PHEIC). With much about the potential impact and scope of monkeypox still unknown, employers should consider taking proactive steps now, as may be appropriate for their workforce, to enhance and reinforce the safety protocols already in place from the COVID-19 pandemic.” Full Article – McDermott Will & Emery
3 Key Considerations Under GINA – the Federal Law You May Have Overlooked “The Genetic Information Nondiscrimination Act (GINA) may be the sleepiest of the federal EEO laws, the one that many employers have never heard of or have entirely forgotten. It prohibits employers from collecting genetic information from employees and using that as a basis for employment decisions. Most employers, in the practical realities of day-to-day interactions, have little or no interest in their employees’ genetic information and never run afoul of the law. The EEOC’s charge-filing statistics reflect this as well. Of the tens of thousands of charges filed annually with the EEOC, typically only 200 to 300 include reference to a claim under GINA.” Full Article – Levy Employment Law
COBRA Notice Errors Can be Costly “McDonald’s recently notified a Florida federal court that a class-wide settlement was reached and ready for approval in the COBRA suit brought against them. This settlement is the result of an action filed in December 2020 by a former employee who alleged that the corporation was sending former employees deficient COBRA notices. The former employee heading the class action alleged that McDonald’s opted not to use the model notice to save money by pushing former employees not to elect COBRA coverage.” Full Article – Graydon Head & Ritchey LLP
This ‘n’ That in Employment Law “Catholic school guidance counselor supervisor is a “minister,” court says. And therefore she can’t sue the Archdiocese of Indianapolis for refusing to renew her contract after she entered into a same-sex union. About a year ago, all of the judges of the same court (U.S. Court of Appeals for the Seventh Circuit) held that the ministerial exception also applied to a lawsuit where a gay music director alleged that his pastor teased him about his sexual orientation and medical condition, creating an unlawfully hostile work environment.” Full Article – Constangy Brooks
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
CALIFORNIA
California Proposition to Raise Minimum Wage Delayed
“California voters almost had the opportunity to vote on an $18 minimum wage in November 2022. The State has a unique administrative process by which California citizens can propose laws and constitutional amendments without the support of the state government.” Full Article
– Jackson Lewis
PENNSYLVANIA
Pennsylvania Amends Overtime Rate Calculations for Salaried, Nonexempt Employees
“Pennsylvania employers with salaried, nonexempt employees working in the commonwealth may need to adjust how they calculate overtime premiums for these employees in light of amendments to the Pennsylvania Minimum Wage Act that will go into effect on August 5. The amendments codify that Pennsylvania employers cannot use the fluctuating workweek method of calculating overtime pay for salaried employees.” Full Article
– Morgan Lewis & Bockius
MASSACHUSETTS
Massachusetts Enacts CROWN Act Banning Discrimination Based on Natural or Protective Hairstyles
“On July 26, 2022, Massachusetts Gov. Charlie Baker signed into law the Creating a Respectful and Open World for Natural Hair Act (CROWN Act), prohibiting discrimination against employees, students and other individuals based on their natural or protective hairstyle. By enacting the CROWN Act, Massachusetts joins 17 other states that have enacted similar protections, and similar legislation is being considered at the federal level as well.” Full Article
– Holland and Knight
MICHIGAN
Michigan Employers May Soon Face Increased Minimum Wage, Expanded Sick Leave Requirements
“A Michigan court recently held that the current versions of the state’s minimum wage and paid sick leave statutes are unconstitutional due to legislative foul play, immediately voiding the existing laws. Mothering Justice v. Nessel, No. 21-000095-MM (July 19, 2022). Now, absent a stay pending appeal or further legislative action, the original form of the laws—which had a far broader scope—will take effect, leaving most employers’ current policies noncompliant.” Full Article
– Benesch Friedlander Coplan & Aronoff LLP
MISSISSIPPI
How Employers Can Keep Up as Mississippi’s Equal Pay Law Takes Effect
“House Bill 770, “Mississippi Equal Pay for Equal Work Act,” recently took effect. That means aggrieved employees can now bring gender-based pay claims in Mississippi state courts that can’t be removed to federal court.” Full Article
– Phelps Dunbar
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NEWS BREIF: Senate Passes the Inflation Reduction Act
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
The U.S. Senate recently passed the Inflation Reduction Act, which includes provisions aimed at addressing climate change, reducing the high costs of prescription drugs and lowering the deficit by approximately $300 billion. The $750 billion spending bill passed through the budget reconciliation process, meaning all 50 Democrats and one tie-breaker vote from Vice President Kamala Harris were all that was needed.
How Will the Inflation Reduction Act Impact Health Care Policy?
The legislation includes provisions to lower prescription drug prices by allowing the federal health secretary to negotiate the prices of certain expensive drugs annually for Medicare. However, this will not impact every prescription drug and will not happen quickly. The negotiations will begin in 2026 for a maximum of 10 prescription drugs covered by Medicare, another 15 drugs in 2027 and 2028, and then 20 drugs in 2029. Additionally, pharmaceutical companies will be required to issue rebates if they raise drug prices beyond the rate of inflation.
The bill originally included a provision capping insulin at $35 per month for privately insured and Medicare patients. However, the Senate parliamentarian ruled the provision for privately insured patients out of order and removed it before the legislation was passed. The bill does cap out-of-pocket prescription drug costs at $2,000 for people on Medicare beginning in 2025.
Importantly, the bill helps millions of Americans avoid sharp increases in health care costs by extending enhanced Affordable Care Act subsidies for three years, one year later than originally proposed by the U.S. Congress.
What Else Does the Inflation Reduction Act Address?
The bill represents the largest climate change investment in U.S. history, with the goal of reducing U.S. carbon emissions by 40% by 2030. The bill contains tax incentives to reduce the cost of electricity by investing in renewable energy infrastructure and incentivizing Americans to switch to electric power for their homes and vehicles.
To boost revenue, the bill imposes a 15% minimum tax on the income of large corporations that earn at least $1 billion per year. This is expected to raise $300 billion in government revenue. The bill also levies a 1% excise tax on stock buybacks that will take effect in 2023. Some experts believe this will result in a rush on buybacks by some companies before the excise tax takes effect next year.
What This Means
The U.S. House plans to take up the bill at the end of the week. If the House passes the bill, which experts anticipate will happen, the legislation will be sent to President Joe Biden for signature. As this legislation is anticipated to impact large segments of the U.S. economy, employers will want to follow the process closely.
We will keep you apprised of any notable updates. Contact RISQ Consulting for more health care resources.
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Suicide and Crisis Lifeline Help for Alaskans
By Ashley Snodgrass, Employee Benefits Analyst
As of July 16, 2022, the National Suicide Prevention Lifeline is changing to be more easily accessible. Now help is only a three-digit number (988) away.
According to Alaska Department of Health Division of Behavioral Health, this change has been planned for many years. The goal is to make it easier to connect anyone in distress to “compassionate, accessible support,” including trained crisis counselors.
I’d like to highlight some statistics that support why this hotline is needed. These are taken directly from the State of Alaska’s FAQ about the new 988 hotline:
“Alaska and the nation are experiencing a mental health crisis. But the crisis is not irreversible.
- In Alaska in 2020, suicide was the leading cause of death for American Indian and Alaska Native youth ages 10-19, and for youth ages 10-14. Suicide was the 2nd leading cause of death overall for all Alaska youth and young adults, ages 15-34.
- According to the most recent Youth Risk Behavior Survey in 2019, over 1 in 3 Alaska high school students reported feeling sad or hopeless almost every day for 2 or more weeks in a row; 25% seriously considered attempting suicide; and nearly 20% attempted suicide.
- When fully implemented, 988 will improve Alaska’s system of care that responds to individuals experiencing a behavioral health crisis.
- Those statistics are sobering, but there is good news:
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- Suicide is most often preventable. For every person who dies by suicide annually, there are 316 people who seriously consider suicide but do not kill themselves.
- Over 90% of people who attempt suicide go on to live out their lives.”
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An FAQ about the 988 Hotline has been made available on the State of Alaska’s webpage, accessible at https://health.alaska.gov/dbh/Pages/Prevention/988/default.aspx#faq
I’ve compiled some additional resources for mental health services in Alaska below:
- Alaska’s Careline: 1-877-266-4357 (HELP) or text “4help” at 839863
- 24/7 free and confidential crisis line
- UAA Psychological Services Center: 907-786-1795
- Telehealth counseling services available at reduced costs to all members of the community.
- Veterans Crisis Line: 1-800-273-TALK (8255) and press 1 or text to 838255, or use Veterans Crisis Chat on the web
- The Veterans Crisis Line is a free, confidential resource that connects veterans 24 hours a day, seven days a week with a trained responder. The service is available to all veterans, even if they are not registered with the VA or enrolled in VA healthcare.
- State of Alaska Behavioral Health Links & Resources
- https://health.alaska.gov/dbh/Pages/TreatmentRecovery/MentalHealth/links.aspx
- Including links to Community Treatment and Recovery Providers with Websites:
In case of emergency, always call 911 or go to your nearest emergency room for treatment.
- Published in Blog
The RISQ RECAP: August 1st – August 5th, 2022
August 1st – August 5th, 2022
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
Takeaways from Our Conversation About Why Most Small-to Mid-Size Cannabis Operators Shun D&O
“Directors and officers insurance has been pricey and tough to obtain for cannabis companies since the industry started requiring coverage. D&O is difficult in most business sectors (For more on that check out: “You’ve Heard it Before, so Here it is Again: D&O is a Tough Pill for Cannabis.”), but cannabis businesses may pay up to 50% more in premiums for D&O – if they can get it.” Full Article
– Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
We’re Trying to Help! Employer Guidelines to Avoid Legal Pitfalls with Tuition Assistance Benefit Programs “Put it in writing; look for tax caps, and; don’t forget the Truth in Lending Act (TILA) or the Fair Debt Collection Practices Act (FDCPA). Income-Share Agreements (ISA) are considered ‘credit’ under TILA. Check state law before requiring a non-compete agreement or repayment requirement.” Full Article – Bradley
HHS Proposes to Reinstate, Revise, and Expand ACA Section 1557 Nondiscrimination Rules “Now in their third iteration, these regulations are full of detailed rules and explanations that may again become a lightning rod for litigation. Group health plan sponsors, insurers, TPAs, and advisors may wish to submit comments. Meanwhile, HHS emphasizes that Section 1557 and the 2020 regulations remain in effect.” Full Article – Thomson Reuters / EBIA
HHS, DOL, and Treasury Issue Guidance Regarding Birth Control Coverage “Following President Biden’s Executive Order on ensuring access to reproductive health care, HHS, alongside the DOL and the Treasury, took action to clarify protections for birth control coverage under the Affordable Care Act (ACA). Under the ACA, most private health plans are required to provide birth control and family planning counseling at no additional cost.” Full Article – Centers for Medicare and Medicaid Services (CMS)
Recent Trends in Patient Out-of-Pocket Cost Sharing “The share of out-of-pocket costs paid by patients with employer-sponsored health plans increased from 17.4 percent in 2013 to 19 percent in 2019, before a pandemic-related decline to 16.4 percent in 2020. The increase in the share of expenses paid out of pocket observed between 2013 and 2019 appears to be driven by an increase in the number of workers enrolling in plans with higher deductibles.” Full Article – Employee Benefit Research Institute [EBRI]
IRS Rev. Proc. 2022-34: 2023 Required Contribution Percentage for Determining Affordable Employer-Provided Coverage “This revenue procedure also updates the required contribution percentage in Section 36B(c)(2)(C)(i) (II) for plan years beginning after calendar year 2022. This percentage is used to determine whether an individual is eligible for affordable employer-sponsored minimum essential coverage under Section 36B. For plan years beginning in calendar year 2023, the Section 36B Required Contribution Percentage is 9.12%.” Full Article – Internal Revenue Service (IRS)
The Dobbs Effect: Equal Access to Travel Benefits “Litigants are challenging as discriminatory under Title VII, employer travel benefits that enable employees to travel in order terminate pregnancies in states where it remains legal. Specifically, litigants have begun to assert that providing travel benefits for the purpose of terminating a pregnancy is unlawful if the employer does not also allow travel benefits for pregnant women who intend to carry their pregnancy to term.” Full Article – Seyfarth
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
NEW YORK
Sexual Harassment Hotline Law Takes Effect in New York State
“Governor Kathy Hochul signed into law an amendment to the New York State Human Rights Law requiring that the New York State Division of Human Rights (DHR) establish a confidential statewide toll-free hotline to provide free advice to employees about workplace sexual harassment issues. The law took effect on July 14, 2022.” Full Article
– Phillips Lytle LLP
RHODE ISLAND
Rhode Island Enacts Tip Protection Law
“On June 28, 2022, Rhode Island Governor Daniel McKee signed into law a comprehensive tip protection bill. The law, which took effect immediately upon passage, generally prohibits employers from retaining any portion of an employee’s tips.” Full Article
– Epstein Becker Green P.C.
MARYLAND
Maryland Employers Beware – State Wage Laws Do Not Incorporate Federal Portal-to-Portal Act and Its Exclusions from Compensation
“Maryland’s highest court has ruled that the federal Portal-to-Portal Act has not been adopted or incorporated into Maryland’s Wage and Hour Law, Wage Payment and Collection Law, or the corresponding state regulations – meaning that employers may be responsible for more wages for their Maryland employees under state law than under federal law.” Full Article
– Shawe Rosenthal LLP
NEW JERSEY
What Employers Need to Know About Newly Proposed Non-Compete Legislation in New Jersey
“On May 19, 2022, the New Jersey Assembly’s Labor Committee voted in favor of Assembly Bill 3715 (A3715) (full text available here), which would create significant restrictions on the scope and enforceability of the most common restrictive covenants entered into by New Jersey employees. While it remains to be seen whether the bill’s proposed changes will become law, the passage of A3715 in its current form would represent a seismic shift for New Jersey employers.” Full Article
– Sheppard Mullin LLP
COLORADO
Colorado Updates its Paid Sick Leave Guidance, Including Clarifications on Carry-Over Amounts and Public Health Emergency Leave
“On June 24, 2022, Colorado’s Department of Labor and Employment (CDLE) published a revised version of its Interpretive Notice & Formal Opinion (INFO) #6B regarding the Healthy Families and Workplaces Act (HFWA), the state’s paid sick leave law that first took effect in 2020. Notably, the updated INFO #6B clarifies the amounts of accrued sick pay and public health emergency leave that employees are entitled to under the HFWA.” Full Article
– Littler Mendelson P.C.
- Published in Blog
In A World of Immediate Gratification
By Natasha Kwachka, Employee Benefits Service Manager
In today’s world almost any need can be met with relatively instant gratification. Want to binge watch a show? Netflix. Need a Nicholas Cage sequin pillow? Amazon. Want to know how truffles are found? Google. But with so much information and so many choices, have you ever thought that you might be overindulging… in almost everything?
Sometimes I wonder if this path actually leads us to towards a successful, well rounded, and well lived life. Mentally, physically, or even emotionally, could this world of immediate gratification be damaging?
These thoughts often cross my mind as I raise my children, pour my soul into my job, and try to maintain a healthy balanced lifestyle. My own superficial needs become intermixed with the world’s ability to give me what I want, which often creates this continuous toxic cycle within me to strive for more, more, more… and give it to me now, please!
More information, more results, more material items. What could all this add up to? Will this be the road to great success? I often think not. But then, my competitive nature strikes, and I am compelled to seek out more again. So as of lately I have found myself asking the question, “What can I give up?”
Why must I feel the need to watch the entire series of my latest show on Netflix and know all the answers to the ending by midnight? Why do I think I have to try all the latest Reese’s released right when I see them? Why can’t I go to the store and buy a piece of décor one at a time instead of feeling I must redecorate my entire living room in one stop? What could possibly relieve this constant need for the “immediate”?
So as the days went on, I found myself implementing small, but manageable, changes. I slowly started taking away the race to the instant result in everything. I realized that I am in control of the speed of my own life. I don’t want to spend it constantly chasing the next immediate gratification, only to get there and realize I’m off to the next stop without even realizing why. I’m making conscious efforts to show gratitude for all that I have already obtained and experienced.
Such a small question has allowed me to find such a high level of peace.
What could you give up?
- Published in Blog
Expanding the Talent Pool With University and College Recruitment Strategies
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
A common misstep in attracting or recruiting talent is setting narrow restrictions on who to interview or where talent is sourced. Often, highly talented job candidates are overlooked due to inexperience. Employers have an opportunity to expand their recruiting reach by pursuing entry-level candidates at universities, colleges and trade schools, but it comes down to hiring for skills or the right fit—rather than experience—and offering training and career development on the job. This kind of strategy is considered a core recruitment function for many organizations.
As new generations enter the workforce and everyday job skills change, savvy employers can secure candidates who have the potential to grow in a new career. This article explores the opportunity for recruiting and hiring employees from universities, colleges and trade schools and ways to build a sustainable recruitment strategy.
Types of Institutions and Skills
Understanding the various learning institutions employers partner with and their differences is essential to determine which will be more beneficial for employers to recruit from. A university generally refers to a larger higher education institution that offers both undergraduate and graduate programs. They often have an emphasis on conducting research.
On the other hand, a college is often smaller and usually refers to community colleges, technical schools and liberal arts colleges. They typically only focus on undergraduate studies. A trade or vocational school offers programs that can be completed within one or two years and focus on a career-intensive curriculum with hands-on experience.
Just as there are various learning institutions, there are different skill sets employers may want to seek out depending on their industry or organization. In some cases, many may desire workers with an undergraduate degree or master’s degree; other companies may be interested in trade talent or specialized skills.
The Opportunity and Benefits
The opportunity to build a continual talent pipeline is there and will remain. The U.S. Bureau of Labor Statistics reported the following about graduates (ages 20 to 29) in 2021:
- 3 million earned a bachelor’s degree.
- 371,000 completed an associate degree.
Keep in mind that these statistics don’t include other age ranges, many of whom could be graduates—and great potential employees.
Educational institutions have been providing employers with high-quality talent for a long time. Still, there are reasons to amp up those efforts and explore additional ways to throw a wider net for entry-level candidates.
Consider the following benefits of targeting and hiring candidates via universities, colleges and trade schools or from different sectors or even roles:
- Continuous supply of candidates—Universities and colleges offer talent continually; multiple groups of students graduate in a given year. As such, employers can connect with new graduates several times throughout the year.
- Fresh, transferrable skills—It can be beneficial to hire someone with solid communication, leadership, teamwork and problem-solving skills instead of focusing on years of industry experience. This is because employers can offer learning and development opportunities to help such employees learn about the industry, department or role. For example, some liberal arts colleges may focus heavily on writing and thinking skills, which apply to many positions and may not necessarily be able to be taught in the workplace.
- Increased innovation—A candidate outside your sector won’t have industry fatigue and is positioned to bring fresh ideas to the workplace. Employees new to an industry tend to be more adaptable and open to new ways of working. This fresh perspective can push organizations out of their comfort zones and help them consider innovative or competitive approaches. Universities and colleges generally stay up to date, so students are poised to bring in the freshest ideas and forward-thinking perspectives.
- Improved employer branding—Organizations can build a renewed perception of their employer brand by building their brand within university and college settings. Campus recruitment is a great way to reach a wider audience for the organization’s brand.
- Diverse talent pool—Hiring candidates from various universities and schools can help an organization expand its candidate reach and find potential employees of varying backgrounds.
While experience and industry knowledge have their places in recruitment and hiring, it can be beneficial for organizations to hire talent from outside their industry or consider candidates with the right skills but not enough experience yet.
University and College Recruitment Strategies
Employers looking to expand their recruiting reach should review the following considerations to sustainably engage candidates in a learning environment:
- Attend in-person events. Especially before the pandemic, many university recruiting strategies relied on visiting select campuses to recruit entry-level candidates. This is still a successful strategy for employers to engage and connect with candidates on campus. Most universities and colleges hold in-person career fairs.
- Actively recruit virtually. An organization hiring remote or hybrid workers can leverage online platforms to engage with candidates and bolster their company’s brand. But it takes more than simply establishing online accounts; employers should be proactive and promote that they are open to hiring outside candidates since they offer learning and training opportunities. Additionally, online portals (e.g., Handshake) can help employers connect with students where they are and start personalized recruiting conversations.
- Participate in virtual recruiting efforts. Many universities have integrated virtual learning, and using that same approach for entry-level recruiting is effective. Virtual recruiting is an efficient way to broaden and diversify the recruitment reach for college students. Virtual career fairs will likely be hosted by colleges, trade associations or other organizations. Alternatively, a virtual event or webinar may be focused on a particular industry, profession, experience or geographic area, which can help recruit mid-level and senior positions or other nonuniversity candidates.
- Build relationships with stakeholders. For a partnership to succeed or be impactful, employers must develop long-term relationships with institutional stakeholders, such as career centers and professors. Employers may find through a quick phone call or email that career centers, for example, will be very receptive to learning more about an employer’s opportunities and establishing a relationship.
- Establish an internship or apprenticeship program. Such programs can be a strategic way to get talent in the door early and provide candidates with real-life experience. Ultimately, employers will also know if candidates have the necessary skills and if they are a good match for the company culture. Candidates may also be more likely to select a full-time employer they’ve already worked for in a less permanent capacity. An internship or apprenticeship program allows an organization to show off its workplace culture and career opportunities to rising top talent.
- Offer learning and development opportunities. Regardless of industry or age, today’s workers want career growth opportunities. Learning and development opportunities can help employees become better at their jobs and overcome performance gaps due to a lack of access to knowledge or skills. Remember that training only fills a gap, whereas professional development focuses on long-term employee and company growth.
Recruiting from higher education institutions relies on establishing effective relationships with educational institutions and identifying and engaging with suitable candidates that can bring value to the workplace and grow in a career there. Recruitment can be a mutually beneficial opportunity for both employers and universities.
Summary
Suppose employers are having a hard time finding qualified candidates. In that case, they could consider expanding their recruitment reach by pursuing entry-level workers from universities and other types of higher education institutions. New energy and fresh perspectives from recent and soon-to-be graduates can help organizations innovate and develop a strong workplace culture.
Contact RISQ Consulting today for more information and help finding ideal candidates for your company.
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