Mac Prichard's Blog, page 9

How to Overcome Digital Overload: 4 Tips to Support Your Team

When you and your team are juggling Zoom meetings, emails, Slack messages, and day-to-day projects, it can feel hard to peel away and find balance. Many offices are approaching the year mark of working from home during COVID-19, and they’re feeling exhausted by so much screen time. 

Larry Rosen and Alexandra Samuel wrote in Harvard Business Review that digital overload might be the defining problem of today’s workplace. That was five years before COVID-19 upended office life and added work from home challenges. As Fast Company writer Aytekin Tank notes, we know too much digital communication can zap our productivity and ultimately lead to burnout. 

Even though we spend much of our working lives online, it’s important to take a critical look at our remote work experience. Doing so helps us implement practices to prevent digital overload. This guide will help you foster healthy habits and support your team with their digital well-being.

Implement a “Fake Commute”

“If the blur between work and home is still a struggle, mimicking your route from the Before Times may be the solution you need,” Kristen Rogers of CNN Business writes. You and your team can implement “fake commutes” as a daily habit to support your mental health and work-life balance. 

Rogers says that a fake commute can take the form of walking, running, or biking. The goal is to emulate the same time or mileage that your previous commute took. You can even go on a short drive if getting out for exercise isn’t available to you. The key is to make your fake commute a habit and take time for yourself to transition into the workday.

Outside of a fake commute, you can encourage your team to take breaks throughout the day. Support them in unplugging, getting outside, eating lunch away from the screen, and taking care of any at-home needs.

Solicit Feedback on Your Communication Tools

Gwen Moran, a writer for Fast Company, suggests that employers should take stock of their team’s digital communications tools. It could be that some employees are using certain platform features while others are not. Knowing the most useful communication and collaboration tools can help your workplace cut through the many options. Find solutions that work best for your team. 

You can then create policies around each tool and when to use them. These policies could include parameters for instant messages or texts, email, collaboration platforms, and phone and video conferencing. Moran also notes how important it is for employers to adapt their communication style across platforms, especially among workplaces with different generations.

Update Your Digital Communications Policies

You likely updated your digital communications policies when COVID-19 caused major workplace changes in spring 2020. Now we’ve had almost a year to recalibrate and find our footing with remote work. This is a great time to refresh your practices. 

In its guide about digital overload, The Conversation offers three changes you can make to help improve your remote work culture:

Switch between tasks less often – The guide says multitasking is a myth. For work that requires deep focus, it’s important to have uninterrupted time blocks. Reassess what necessitates a meeting for your workplace. Then, determine what can be covered in an email or Slack message instead. Support your team in blocking off meeting-free work periods. Schedule set times for regular tasks – Instead of expecting team members to check their email and instant messages incessantly, encourage them to work in time blocks that limit distractions and bolster concentration. For example, team members can respond to email at three designated times throughout the day (morning, midday, and end of the day). This will free them from feeling compelled to respond immediately to every message.Limit unnecessary communication – Be judicious about what information you share with your team. Open, transparent communication is important, but you don’t want to bog your team down with unnecessary details. Try to send updates in regular batches instead of separate messages. You can summarize the most important information your team needs to know and encourage them to do the same.

The Conversation says these three tips are far from a complete solution. “Addressing the problem of digital overload at work requires radical reflection on the temptations of technology – including thinking yet more technology will solve the problem.”

Model Healthy Communications Boundaries

As an employer,  you can establish norms that you and your employees don’t respond to emails or messages after hours, on the weekends, or during vacations (unless it’s an extenuating circumstance).  “With our home and work lives now enmeshed because of the pandemic, we need to start putting healthy communication policies in place so that we’re not inadvertently promoting 24/7 connectivity,” Tank of Fast Company writes. 

When you set this precedent of not sending after-hours emails or responding to messages on the weekend, it sends a powerful message to your team that you take work-life balance seriously. Creating time to unplug and recharge is crucial for the health of your team.

Looking for even more ways to help your employees overcome digital overload? Regina Borsellino wrote an excellent guide for The Muse with 14 tips for getting your screen time under control.

The post How to Overcome Digital Overload: 4 Tips to Support Your Team appeared first on Mac's List.

Recruitment Trends for 2021: What to Expect in the New Year

A 2020 marked by COVID-19, economic strife, and racial justice protests has challenged and transformed workplaces everywhere. After a tumultuous year, employers are looking ahead to what they can expect for recruitment trends in 2021. Despite the pandemic’s continued uncertainty, it’s becoming increasingly clear how workplace changes will carry forward into the future.

From the flexibility of remote work to the importance of equity initiatives, the past year has profoundly impacted our relationship with work. Ready to dig in and learn about workplace predictions for the year ahead? Here are five recruitment trends to expect in 2021, drawing from the Jobvite Recruiter Nation Report. 

Workplaces will shift to a hybrid office environment. 

In the Jobvite Recruiter Nation Report, one-third of surveyed recruiters reported that 50 percent or more of open roles at their organizations are being hired as remote workers. Once COVID-19 is under control and it’s safe to resume working in shared spaces, we’ll see a combination of remote and office work. 

This hybrid model will provide more flexibility around when we work as well as where, pairing structure and sociability with independence and flexibility. Stanford economics professor and remote work expert Nicholas Bloom offers three pieces of advice for work from home policies: 

Plan to work from home 1-3 days a week, allowing employees to use their at-home days for quiet, thoughtful work, and let them use their in-office days for meetings and collaborations. 
Recognize the inequities that a work from home economy can exacerbate. Workers face different challenges and obstacles to working from home. For example, some workers may have childcare duties or lack a designated workspace. Advocate that local government policymakers ensure broadband service is expanded. This way, more workers can do their jobs away from a traditional office.
Make work from home optional. Empower employees to choose the right mix of work from home and office days for them. It will also help to tie working from home to thoughtful performance management metrics.

While post-COVID work will combine working from home and office work, virtual interviews are here to stay. Half of Jobvite’s surveyed recruiters conduct 50 percent or more of their interviews via video. Forty percent of recruiters believe virtual interviews will be the default moving forward. 

Employer brands will become crucial to attracting top talent. 

According to the  Recruiter Nation Report, a strong employer brand remains crucial to attracting candidates. The channels recruiters report finding most effective in growing employer brand are social networks, a company’s career website, and in-person or virtual recruiting events. Post-pandemic, an organization’s mission, commitment to equity and inclusion, and worker satisfaction will be more important than ever to attract and retain talent. 

A 2019 Glassdoor survey of over 5,000 adults in the U.S. and Europe detailed in Forbes revealed that 56 percent of respondents prioritize workplace culture over salary. Furthermore, 73 percent of workers said they would not apply to a company that didn’t share their values. This percentage is likely to rise after the COVID-19 pandemic.

“Job seekers are going to remember which employers rose to the occasion and how companies managed and led through this crisis,” Jillian Einck, director of employer brand at New York City-based recruitment marketing agency Recruitics, said in an SHRM interview. “Doing things that are not seen as people-centric during this time will have a detrimental impact to both consumer and employer brand.”

Recruiters will continue to leverage AI and automation. 

According to the Recruiter Nation Report, recruiters will delve deeper into using AI and automation. This will help build efficiency as they communicate with candidates, schedule interviews, input applications, and organize candidate databases. Recruitment chat boxes, in particular, are gaining in popularity as a way to engage and inform candidates. 

In a SHRM article, Athena Karp, founder and CEO of New York City-based AI HR tech company HiredScore, said AI shouldn’t replace recruiters or HR managers, but rather augment their capabilities. That way, they can hire the best people and spend more time on candidate care and other strategic aspects of their jobs that require human attention.

A critical consideration of using AI as a hiring and recruitment tool is avoiding unconscious bias. Karp said employers need to be sure their algorithms are transparent and their decision parameters explainable — and tested. That way, their screening technology itself doesn’t inadvertently introduce or perpetuate a bias.

Mental health benefits and workplace flexibility will become sought after. 

In the Recruiter Nation Report, close to half of the surveyed recruiters reported that job seekers are inquiring about mental health benefits more frequently since the onset of the COVID-19 pandemic. Additionally, interest in accommodations and flexibility for working parents is even higher, with two-thirds of recruiters reporting more frequent inquiries.

More and more candidates are inquiring about these offerings and prioritizing them in their job searches. “As companies continue to power through the pandemic, they cannot ignore their role in supporting employees who are struggling,” Hibob CEO Ronni Zehavi said in an interview with SHRM. 

Employee happiness is good for business. Take a look at the benefits you offer and how you can expand them. You can start by looking into your group health plan. Then, explore options such as an Employee Assistance Program (EAP). These programs offer counseling options with licensed professional counselors and referrals for long-term counseling or specialized care.

Even if your company isn’t able to expand its benefits at this time, you can get creative. Put together a collection of mental health resources. Consider offering virtual events that support mental health and well-being. 

Social media, employee referral programs, and job boards will be key recruitment tools. 

According to the Recruiter Nation Report, recruiters will continue to invest in social media as a recruitment tool, particularly LinkedIn. Employee referrals and job boards will also continue to be top recruitment focuses. Among surveyed recruiters, 74 percent anticipate text recruiting capabilities to increase. 

Analytics are helping recruiters shape and refine their recruitment strategies as they focus their efforts virtually. Internal hires remain the top-rated source for hiring, followed by employee referrals and job boards.

Another essential consideration in recruitment strategies is mobile engagement. AppCast notes, “Evaluate if your application process is quick and mobile-friendly because if not, there is a smaller chance (candidates) will revisit once they are near a desktop.”

As we head into a new year, the time you spend adapting your recruitment practices and prioritizing candidate experience will make a big difference. Take these tips and build upon them as your create strategies for 2021 and beyond!

The post Recruitment Trends for 2021: What to Expect in the New Year appeared first on Mac's List.

Equity Through Education: Joseph Hernandez’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story,  Joseph Hernandez, the chief human resources officer at the Northwest Regional Education Service District, shares how he found a role with an organization that leads with equity.

What do you do for a career? Who do you work for?

I am the chief human resources officer for the Northwest Regional Education Service District. In my role, I oversee all human resource functions within the district and serve as an advisor to the cabinet leadership. I am also focused on leading our staff’s diversification in conjunction with the talent acquisition and retention manager. It is critical to connect with diverse applicants so they may bring perspective in serving our diverse student population across our twenty component districts. We know that diversity is an advantage in serving our students.

In addition, I am responsible for the functions and operations of the Human Resources Department, which has multiple supervisory responsibilities and has a significant impact on the quality of human talent, capacity, and productivity within the organization.

How long did it take you to find this job?

Networking is critical, and I remain very active on LinkedIn. I had a LinkedIn connection to Workplace Change. It’s a culturally progressive human resource firm that creates measurable change in America’s workplaces. I was recruited by the firm to gauge my interest in the role at Northwest Regional Education Service District.

How did you find your job? What resources did you use? What tool or tactic helped the most?

As indicated, I was recruited by Workplace Change in gauging my interest in applying for the job. After reading the job profile and description, I was immediately drawn to the role as the organization has a great mission, vision, and values. One of the values that resonated with me was equity, as this is core to my values. It is important to understand all forms of diversity, and it is critical to continue to move equity work forward. 

Furthermore, I know that the power of education is limitless, which is why I was drawn to a full-time role in the education system. After much review, I decided to apply and went through the interviewing process. I feel that my understanding of the interview process helped me along the way by showcasing my values and assets in the best way possible. I believe practicing your interview skills is critical, and one can do so by practicing informational interviews as an example.

What was the most difficult part of your job search? How did you overcome this challenge?

From my personal experience as a person of color, it can be challenging to navigate a new job opportunity. For myself, I went through some self-doubt regarding being able to step into the job of chief human resources officer. To be honest, I have not encountered a male-identified Latinx individual in this type of role before. In my career development, I have overcome many barriers in navigating the human resources field. So, in the search process, I became more confident in what I could provide, including my perspective and insight.

Additionally, I felt comfortable in the interview process because I saw diversity on the panel and knew the organization’s values aligned with my own. This helped me overcome my doubt. It brought comfort knowing that the Northwest Regional Education Service District is committed to diversity initiatives. 

What is the single best piece of advice you would offer other job-seekers?

My most significant piece of advice that I have received and will share is to remind yourself not to be your own barrier. To continue to persevere even when you need that little extra encouragement. We all have a voice to share and a perspective to bring to the table. In my own experience, I am the first person in my family to graduate high school to go on to earn a bachelor’s degree in science and a master’s degree in business administration.

I truly believe that one can achieve their goals with the right resources and support systems in place. It is critical that you find a mentor and understand the power of networking with others. Share your values in as many ways as you can to connect to others. I want to inspire individuals through my personal story and always want to continue to advocate and encourage all individuals to achieve their dreams and goals. 

Why do you love your job?

The Northwest Regional Education Service District inspires me because of the leadership, the staff, and the children and families that we serve. I feel fully supported by my organization to continue to grow and develop. Through my role as the chief human resources officer and an individual representative of the communities we serve, I believe that I can make positive and meaningful impacts in many ways.

My biggest hope is that I would inspire tomorrow’s future leaders by serving in this leadership role. I love my job because of how we can make meaningful changes in the educational setting by leading with equity. Education is the key to unlimited potential.  

The post Equity Through Education: Joseph Hernandez’s Job Search Success Story appeared first on Mac's List.

Taking Care of Your Team: How to Support Employees Through Pandemic Winter

With COVID-19 cases spiking across the country and a long winter ahead, many employees are struggling to keep their morale up. You may not be able to host your annual staff holiday party or other end-of-year office traditions, but this is an important time to extend patience and grace to your staff.

This year has put tremendous stress on everyone. Your small acts of kindness and understanding have the potential to make a big difference in your employees’ lives. Here are a few ways you can support your team through the pandemic winter.

Support Work-life Balance

Offer extra paid time off or personal days so that employees can rest and care for themselves. Fast Company notes that a recent study from Blind found 68 percent of employees feel more burned out now than they did pre-pandemic, a number that’s been steadily rising. Flexibility and work-life balance mean a great deal amid COVID-19.

A 2015 Glassdoor Survey shows that 80 percent of employees would prefer benefits or perks over a pay raise. Consider your team’s individual needs and offer them a variety of perks that encourage work-life balance. These perks might include a flexible schedule, childcare assistance, or a professional development stipend.

You can also set the tone for work-life balance for your team through empathy and role modeling. Take the time to check in with your employees individually and know how they’re doing. Encourage them not to work or respond to emails in the evenings or on the weekend. Then, demonstrate these boundaries yourself.

Look Beyond the Box for Holiday Gifts

Many companies have traditionally hosted end-of-year gatherings and given their teams branded swag or other company gifts. Instead of gifts this year, consider Visa gift cards for groceries, self-care, and other necessities. Your team has different needs and stresses during the pandemic. Having extra money on hand to use at their discretion means more than fancy gifts.

If you typically host an annual staff holiday party, explore re-allocating these funds to your team members as a bonus. You can also look into offerings such as mental health or wellness benefits to bolster your existing benefits package. 

Even if the budget isn’t available for cash gifts or extra benefits, there are plenty of creative, low-cost ways to recognize your team and boost their morale. Be gracious with your staff and let them know you’re ready to support them in whatever ways work best for them as individuals. 

Support Mindfulness and Self-care

One meaningful way you can support your team is by gathering and sharing resources that will help them through COVID winter. Everything from national hotlines to meditation apps such as  Calm, Headspace, and Shine to creative winter activities can help employees know you are there for them and want to ensure their well-being.

You can even start a Slack Channel or a Google Doc where employees share resources and ideas they’ve found helpful. Informal threads such as “Mindfulness Monday,” where team members share words of wisdom, or “Furry Friend Friday” where team members share photos of their pets, can be a simple way to boost morale.

Encourage regular check-ins with managers where team members can openly share what they need to be successful in their roles. Role model setting professional boundaries so that your employees feel empowered to care for themselves and advocate for their needs.

Don’t Lose Sight of the Importance of Community. 

In-person gatherings may be off the table, but what about hosting a low-cost, virtual holiday party focused on staff appreciation and boosting morale? We’re all stronger when we stick together. By offering virtual community-building opportunities throughout the winter, you’ll ensure your team has a strong professional support network to lean on.

Priya Parker, author of “The Art of Gathering,” offers helpful tips for how to reimagine virtual gatherings. “Connection doesn’t happen on its own,” Parker said in a conversation with Brené Brown on the “Unlocking Us” podcast. “You have to design your gatherings for the kinds of connections you want to create.”

Keep online gatherings optional, short, and with a purpose. Maybe it’s a themed happy hour, a skill-building workshop, or a conversation about your favorite local organizations and what they do to better your community. 

The cold, dark winter will exacerbate existing COVID-19 challenges for employees everywhere. Above all else, focus on leading with compassion and understanding. The camaraderie you foster and the resources you share will help your team weather this difficult season together. 

The post Taking Care of Your Team: How to Support Employees Through Pandemic Winter appeared first on Mac's List.

Overcoming Uncertainty: Miranda Whitters’ Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Miranda Whitters of Columbia Distributing shares her advice on how to balance the uncertainty of job searching with self-care.

What do you do for a career? Who do you work for?

I work as a recruiting specialist with Columbia Distributing. Our company is among the largest beverage distributors in the Northwest. We distribute a wide range of beverage products to chain stores, convenience stores and private businesses. 

My role is to help support the recruiting needs for our new warehouse opening in Canby, Oregon. I help identify and pre-screen candidates for our openings in the merchandiser, warehouse and delivery departments. In this role, I have learned several unique ways to recruit during these difficult times. (We just finished two successful virtual hiring events for our delivery helper and night warehouse roles). I’ve also gotten the chance to expand my human resources skill set and have led orientations for new hires. 

How long did it take you to find this job?

 It took me four months to find this job.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I was contacted by an awesome recruiter at Ajilon. She proposed this opportunity to me and I decided to take the leap and interview. I was also speaking to other recruiters to increase my chances of an interview. I was also participating in workshops to help make my resume better and to learn tips for virtual interviews. 

What was the most difficult part of your job search? How did you overcome this challenge?

I think the most difficult part is trying to not feel discouraged during the uncertainty of the job search. There were some days it felt like I would never find a job and it was hard not to feel overwhelmed. But I knew that if I just gave up, there was no way I’d ever get a job. So, I told myself to take it day by day and to keep applying.

What is the single best piece of advice you would offer other job-seekers?

Give yourself grace when looking for jobs. It’s so easy to compare ourselves to others and to feel discouraged by the competitive nature of the job search. I really had to practice this and to put my circumstance into perspective of the world we live in. Balance the job search with self-care if possible – whether it’s going on a walk, practicing your hobbies, or journaling. 

Why do you love your job?

I love my job because of how many different people I get to speak with on a daily basis. Also, being able to help provide people with new employment (especially during these times) is a really rewarding part of my job. I’m also grateful that I’m able to learn different skills, not just those related to recruiting. This is the first time I’ve had the opportunity to lead orientation for new hires, and it’s really exciting to practice this and expand my human resources skill sets.

The post Overcoming Uncertainty: Miranda Whitters’ Job Search Success Story appeared first on Mac's List.

Moving Forward After a Layoff: Blair Denniberg’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market!  In this job search success story, Blair Denniberg of New Avenues for Youth shares her advice on how to grieve a layoff and move forward in your career. 

What do you do for a career? Who do you work for?

I’ve dedicated my working years to serving nonprofit organizations that hold a strong commitment to social justice and education. I thrive working behind the scenes as an Executive Assistant, ensuring the leaders I support can effectively fulfill our mission. I worked in the museum field for over 12 years prior to the COVID-19 pandemic. After a surprising detour into unemployment, I saw a job posting for a nonprofit I long-admired: New Avenues for Youth. At New Avenues, I support our executive director as well as our development team. I feel fortunate every day to work alongside a team dedicated to preventing and ending youth homelessness in Portland. 

How long did it take you to find this job?

Like so many others all over the country, I lost my beloved career on May 1, after my organization was forced to downsize due to COVID-19. It took me short of two months to find and land the opportunity at New Avenues for Youth. 

How did you find your job? What resources did you use? What tool or tactic helped the most?

I knew I wanted to be very discerning about where I would be applying for my next career move, even in the midst of a pandemic. I wanted to ensure I was applying to organizations whose missions excited me. Every weekday of my unemployment, I made a routine for myself. One of those tasks, in-between doting on my cats, and watching the Price is Right, was searching Mac’s List for that one posting that gave me a jolt of excitement. Most days, nothing excited me, and that was okay. I knew I had to be patient. 

When those job postings that did excite popped up, I carved out time to write an original and heartfelt cover letter. I took time to research the organization and educate myself. I took time to carefully share my story, who I was, what I was passionate about, and why I wanted to join their team. I wrote about my commitment to anti-racist practices and education, my enthusiasm for their mission, my dedication to a progressive organizational culture, and how I could help them as their Executive Assistant. I found my honesty, enthusiasm, combined with a little vulnerability worked very well, and earned me four out of the five interviews I went after during my unemployment. 

What was the most difficult part of your job search? How did you overcome this challenge?

Although I like to fancy myself a confident interviewer, getting rejection after rejection can wear on you very quickly. I quickly learned that a rejection must be viewed as a positive redirection, not as a personal failure. 

Furthermore, who knew interviewing on Zoom would be so much more awkward than it already is in real life? I found myself embarrassed by the shaky bandwidth on my budget Chromebook many times mid-interview. Sometimes interviewers couldn’t hear me, or I’d freeze, or some other awkward moment would happen. I found I would often lose my train of thought when technical difficulties popped up. My advice to job seekers is to prepare for those moments, because they are inevitable. Be sure to jot down the interviewer’s questions, so if you get distracted, you can refer back to your notes. 

What is the single best piece of advice you would offer other job-seekers?

When I was suddenly laid off, I felt broken. I felt like something I built for a decade was demolished right in front of me and there was nothing I could do about it. My advice, especially to those that find themselves unemployed right now, is to take the time to grieve the loss of your career or organization.  Once you’ve given yourself time to heal, remember: you should dedicate your working life to the values you believe in, not an organization. One of the hardest things about losing my previous career was that my personal identity was so tethered to the museum profession. When I lost that, I had to take a personal inventory focusing on what made me so passionate about the museum field. From this introspection, I learned I was dedicated to social justice, education, and combating white supremacist culture. From there, I sought out organizations that aligned with those values. That’s when I found New Avenues for Youth. 

Why do you love your job?

I love that every day I can see the tangible impact my organization makes on the community, helping some of our most vulnerable populations with a progressive and trauma-informed lens. Although I was familiar with New Avenues prior to being employed, I had no idea the wide breadth of services the organization offers all over Multnomah County. My colleagues are some of the most dedicated folks I have ever had the pleasure to work alongside. 

The post Moving Forward After a Layoff: Blair Denniberg’s Job Search Success Story appeared first on Mac's List.

Beyond Diversity, Equity, and Inclusion: How to Build an Anti-Racist Workplace

Amid a pivotal time for racial justice, many organizations are wondering what steps to take next. “It’s tempting to think that the broad recognition of inequity and resulting activism is enough to bring change to organizations,” writes social psychologist Evelyn R. Carter. “But meaningful and long-lasting action to create an anti-racist workplace requires strategic vision and intent.”

Standing up for racial justice in the workplace goes beyond implementing a diversity, equity, and inclusion plan. It requires an active, ongoing commitment. In the past, we’ve written about hiring and recruiting with DEI in mind and how to retain diverse talent. This guide will help you engage, take action, and hold your organization accountable.

Start with Yourself

Before sharing a statement or implementing sweeping changes, take a deep look inward. Public statements ring hollow when organizations’ words don’t align with their actions. If you’re a white or a non-Black person of color, reflect on how your racial identity has afforded you benefits and privileges. Think critically about the racial makeup of your organization and who is in leadership positions. 

As you reflect, take note of the cultural norms your organization has set. The conferences you participate in, the vendors you partner with, and the holidays you recognize all matter. Michelle Garcia of The Muse writes, “Introspection is only a preliminary step. Once you evaluate your past actions, you’ll be able to think about the ones you’ll need to take to move forward.” 

There are a wealth of resources about anti-racism in the workplace you can commit to learning from and sharing. These learnings can be a launching point to host discussions about race and bias in the workplace. Additionally, you can implement anti-racism trainings led by facilitators with lived experience. 

Commit to Taking Action

In its Building an Anti-Racist Workplace Guide, TIME’S UP writes, “Be humble about where you’re starting from and commit to backing up public statements with action. If you have not done this already, now is the time to add anti-racism to your core values and operationalize those values by evaluating all of your policies and decision-making processes through an anti-racist lens.”

One everyday change you can make to interrupt racism is to speak up and address microaggressions. The Muse notes that in a 2019 Deloitte survey of employees at large companies, 64 percent said they experienced bias at work in the previous year. Eighty-three percent of those people said the bias was subtle, while 32 percent said it was blatant or obvious.

Be prepared to report illegal or overt discrimination in the workplace. This could be an incident like a hiring manager passing over a candidate specifically because they’re Black, or someone using slurs about people of color. 

Follow a Tangible Plan

PitchBlack Founder Stephen Green organized the Do. Do More. Do Better movement in response to Black Lives Matter protests and the rising awareness of systemic racism by white and other non-Black people in Portland. This tangible pathway helps you to engage in the movement and lead your organization through this work. 

For example, you can start by attending at least one professional networking or hiring event focused on the Black community each quarter. Down the line, you can advocate for your company to sponsor and support at least one of these events per quarter. As Do. Do More. Do Better suggests, an important aspect of anti-racism in the workplace is redistributing opportunities and resources. 

Invest your time and money into BIPOC (Black, Indigenous, and People of Color) events and businesses. Alongside this work, amplify BIPOC thought leaders in your field on social media and in the community. By laying this groundwork for becoming an anti-racist workplace, you will be in a stronger position to hire and retain diverse talent.

Hold Yourself Accountable

Fighting structural racism in the workplace is an active, ongoing process. Commit to the longterm picture, knowing that you may not always say or do the right thing. Garcia writes, “Perhaps the most exhausting thing about structural racism is knowing that it is so persistent and so invasive. It’s everywhere, so it will take a lot of work to dismantle. This work is a marathon, not a sprint, so you have to train accordingly.”

As your organization undergoes training and updates policies, solicit feedback from your team. It’s particularly important that BIPOC staff members feel they have a safe place to share their thoughts. This feedback will help your organization progress forward. The TIME’S UP Building an Anti-Racist Workplace guide offers tips for how to lead with empathy and create safe spaces for people to share their experiences.

“Becoming an anti-racist organization is not a static achievement; it is life-long work that you and your colleagues must commit to each and every day,” the TIME’S UP guide reads. “Make sure that the goals you set are understood, measurable, and embodied by everyone, and that every member of your team knows what role they play in achieving these goals. Remind everyone that you are building an essential muscle which will grow stronger with effort and time. There is no shortcut to this work; the only way forward is through.”

The post Beyond Diversity, Equity, and Inclusion: How to Build an Anti-Racist Workplace appeared first on Mac's List.

Being Open to New Opportunities: Berk Nelson’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Berk Nelson a Policy Analyst for Oregon Health Authority, says you never know who can connect you with your next great job opportunity.   

What do you do for a career? Who do you work for?

As part of the State’s efforts to support local health systems prepare for COVID-19 surge capacity, OHA will be building capacity to use existing Regional Health Care Coalitions to track local surge planning capacity and help organize state and federal resources needed to support local communities. The Regional Health Care Coalitions provide a setting for regional planning and cooperation between health care organizations. This helps to maximize local resources and provide technical assistance for planning, logistics, and communications support to capitalize on regional partnerships. The coalitions (organized into five regions) currently exist and have liaisons that work with local health care emergency managers.

Additional staff are needed in Salem to support the liaisons. Desk managers will be located in the Salem Emergency Coordination Center and will be the Salem-based counterpart to coalitions liaisons who are based in the community. The desk managers will serve as a vital connection between the state’s emergency response team and local health care systems. The desk managers will track surge capacity efforts that are occurring around the state. They will field requests for information or support from local communities so that the state can support community efforts to plan for and respond to COVID-19.

How long did it take you to find this job?

A month.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I used my connections and relationships. Being honest with your friends and former work colleagues. You never know who knows what is open, available, and who is looking for an employee. It also helps to be open to other opportunities that may not be in the front of your mind. At this time it is beneficial to look in other employment sectors that are immune to blowback from COVID-19. Grocery stores are thriving, certain government jobs, health care assistance.

What was the most difficult part of your job search? How did you overcome this challenge?

Being patient and waiting for responses. Because I had so much time on my hands without working at the time, I had to learn not to badger my contacts and check on progress. I had to learn to let the process take place.

What is the single best piece of advice you would offer other job-seekers?

Apply to as many jobs as possible whether qualified or not. You do not know what they are looking for. But the best advice is to talk to friends and former co-workers.   

Why do you love your job?

It provides an opportunity for me to help others in their time of need.

The post Being Open to New Opportunities: Berk Nelson’s Job Search Success Story appeared first on Mac's List.

Finding a New Job When You’re Not Looking: Katrina Holland’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Katrina Holland shares how she knew the time was right to move on to a new opportunity with JOIN.

What do you do for a career? Who do you work for?

I am the Executive Director of JOIN.  

How long did it take you to find this job?

I wasn’t looking for a job, actually. I was at Community Alliance of Tenants and someone approached me about applying for the job. I’m a firm believer that you never turn down an opportunity before exploring it to see if it’s a right fit. I was prepared to tell the interview panel in the second interview that I was going to say no, but after meeting with staff, hearing more about the mission, seeing the passion of team members, I made the decision that if we could get to an agreeable compensation package, I’d seriously consider the position. We did and the rest is history.

How did you find your job? What resources did you use? What tool or tactic helped the most?

See above.

What was the most difficult part of your job search? How did you overcome this challenge?

The biggest challenge for me was actually making the decision once a final offer had been negotiated. While we reached an agreement on compensation the decision to leave my current position at the time was very hard. I had grown attached to my team members after five years and the thought of leaving was sad. I knew the team was very capable though and they would carry on the work. I also kept reflecting on how great it would be for CAT to have an Executive Director that could travel on demand without the difficulties my physical health posed. It would be better for the mission of the organization.

What is the single best piece of advice you would offer other job-seekers?

I’m a firm believer that everything happens for a reason. When we face uncertain times and challenges in our lives – even if it’s hard to see – there is a lesson or some greater purpose behind the situation happening in the moment. Our call is to be patient enough to listen and find what that greater purpose is. Sometimes the purpose won’t be readily available to see, but if we wait it out trying our best to think clearly, feel the feelings we have through the time, and be open to exploring what about ourselves we’re learning to be better to self and others, the purpose will be seen. I’ve yet to experience otherwise in life.

Why do you love your job?

I’m so inspired by my team, actually. The way they serve to accomplish the mission makes me want to work hard each day to support their efforts. I’m also inspired by the folks we serve who have incredible stories to tell. JOIN places people in housing who’ve been on the streets and the joy folks experience when they finally get a place is beyond magical.

The post Finding a New Job When You’re Not Looking: Katrina Holland’s Job Search Success Story appeared first on Mac's List.

Hiring in a COVID-19 World: How Recruitment is Forever Changed

COVID-19 has permanently changed the way employers recruit and hire. Even recruitment strategies that worked well in 2019 have already become obsolete. As an employer, it’s more important than ever that you understand the challenges and opportunities posed by COVID-19 hiring and pivot your recruitment strategy, interview process, and employee onboarding to meet these unprecedented times.

What are the best ways to adapt your hiring practices moving forward? This guide will help you navigate key considerations as you work to hire and train new employees in a COVID-19 world. By working through each of these sections, you can put your best foot forward as an employer to improve your hiring practices and set your team up for success. 

Make Equitable Hiring A Top Priority

Diversity, Equity, and Inclusion were  crucial workplace topics long before the pandemic. COVID-19 and racial justice uprisings have sparked a renewed awareness and an ongoing discussion about equitable hiring practices. First and foremost, remember to practice empathy, flexibility, and transparency throughout your recruiting, hiring, and onboarding processes. This is a difficult and stressful time period for so many people.

As an employer, how you support and show up for marginalized communities matters tremendously. Human relations expert Katie Augsburger of Future Work Design talks about the significance of putting employees first with your policies and procedures. By creating a workplace that is accessible and inclusive for employees who have traditionally been excluded, the workplace becomes better for everyone. 

Whether or not your office is working remotely, be attuned to employees’ concerns about COVID-19 and support them by offering a variety of accommodations. Perhaps this means setting them up with a home office conducive to remote work, letting a parent shift their hours to account for childcare, or providing a BIPOC employee a bereavement day following an act of racial violence. Don’t be afraid to solicit feedback and adapt your company policies and hiring practices on an ongoing basis to meet your team’s needs and strive to retain talent.

Instate New Interview Practices

To preserve time and energy for you and job candidates, be transparent  about how your company has adapted your COVID-19 hiring. Detail expectations about in-person versus remote work, discuss how you communicate as a team, and demonstrate how you’ve built a sense of camaraderie during a pandemic. The more information you can convey early on, the clearer candidates will be about whether the job and company is the right match for both of you.

This is also an ideal time to rethink how you conduct interviews and find opportunities to make your processes more accessible. Reflect on how it feels to be in a job candidate’s shoes searching amid a pandemic and determine how you can help meet them where they are. Perhaps you can share interview questions in advance or develop rapport by opening up about some of the challenges your company has overcome during COVID-19.

Behavioral interview questions will help you not only determine candidates’ ability to work remotely but how they adapt and refuel themselves during a difficult time. Ask questions such as how candidates strike a work-life balance while working from home, how they overcome a slump in productivity, or how they collaborate with others to access resources and address issues.

If you choose to do a skills test or assignment, consider compensating the candidate for their efforts. It’s important to be mindful of the economic hardships many candidates may be experiencing and respect their time.

Enhance the Candidate Experience

During a tumultuous time, communication is key. You can improve candidates’ experience of your company by partnering with your marketing and communications team to develop thoughtful hiring communications. Incorporating crisis communications into your messaging will help you to acknowledge the impact of COVID-19 on job seekers and your company.

Ensure that your team is communicating with candidates every step of the way and following up even when a candidate doesn’t get the job offer. You can also establish clear expectations when candidates will hear from you. If there’s a candidate you think highly of but can’t offer a job to, consider sharing freelance opportunities or referring them to another company if you have the capacity.

Another great tool to leverage for a better candidate experience is your careers page. If you spend time upfront developing FAQs and sharing what it’s like to be an employee at your company, candidates will get a more robust snapshot of who you are and how you operate during COVID-19. When you can demonstrate employee retention and growth at your company, you’ll be able to better engage candidates and show them potential career paths at your company.

Invest in Your Onboarding

With so many workplace shifts due to COVID-19, remember to pace your onboarding process and give new employees an opportunity to absorb new information. It’s likely they’ll receive onboarding materials virtually or in a different format than usual. During this time period, anything you can offer to enhance employees’ remote office setup or ensure that their tech runs smoothly will go far. 

Setting up weekly one-on-ones  with managers and implementing chat channels such as Slack, Google Chat, or Skype are great ways to further develop relationships with new employees and ensure they have the information they need. Don’t forget picking up the phone is always an option to connect! Some businesses are even giving VR tours of their physical offices to help new employees feel connected while working remotely.

Another way you can build connections within your team is to offer virtual happy hours, professional development opportunities, or themed social events on Zoom or Google Hangouts. These optional events are a great way to cultivate team spirit, grow your team’s professional skill sets, and contribute to employee retention over the long run. Small gestures to build a cohesive community go a long way during difficult times.

With these tips, you can continue to improve your hiring practices and make well informed hiring decisions for your company in the COVID-19 era. Instead of viewing the pandemic as an insurmountable challenge, focus on how pivoting your practices can lead to better outcomes for your company, your team, and your potential employees.

The post Hiring in a COVID-19 World: How Recruitment is Forever Changed appeared first on Mac's List.