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Proactive versus Reactive Hiring

Proactive vs Reactive Hiring

Many employers are finding it a gargantuan task to fill positions these days. More than ever, “we’re hiring” signs can be seen across major cities and local communities, reminding consumers that the job crisis is impacting most industries and areas.
It is estimated that the COVID-19 pandemic caused over 25% of workers to switch jobs in the hopes of securing higher wages, remote work opportunities, and more. As a result, employers are finding their vacancies open far longer than before. To thrive, or even compete in this environment, employers will need to adopt a proactive vs. reactive hiring approach.

Proactive Hiring

A proactive hiring approach starts with employee retention. Investing in an internal employee development program and succession plan are two main ways to keep current employees engaged and in their positions. Properly remunerating employees will also keep them from seeking employment elsewhere. Considering the cost of replacing staff, employers may have to be more generous with salaries and bonuses than ever.
In addition, proactive hiring means hiring when positions are filled. We recently wrote about the importance of adopting an “always be hiring” talent strategy. We believe that hiring, even when there is no immediate need to fill a vacancy, allows employers to connect with a steady pool of talent. Instead of reacting to resignations or expansions, employers that are “always hiring” have a consistent stream of potential candidates with whom to actively engage. This stream of candidates can be narrowed and invited to interview when a position opens up, maintaining momentum and preventing extended vacancies.

Reactive Hiring

Most employers, unfortunately, operate with a reactive hiring approach, which means that they begin looking for talent upon receipt of resignation or announcement of expansion. A reactive hiring approach has never been optimal but may prove disastrous during the current job crisis.
With a rising Quits Rate, at 2.90% in February 2022, the Great Resignation, as it’s being called, is a very real and concerning trend for employers. Between worker dissatisfaction, the rising cost of living, childcare shortages, and concerns over COVID-19, workers are having to rethink their employment status and career trajectory. Unfortunately for employers, seeking to replace employees after they have resigned will cost them, both in rising recruiting costs and diminished productivity.

Hiring Solutions

Online talent sourcing platforms are one of the most critical tools employers currently use to fill vacancies but they are not all created equal. Using the wrong platform may contribute to lengthened vacancies and mismatched hires.
At Veterans ASCEND, our AI-Powered Talent Sourcing Platform connects employers with a pipeline of top talent while diversifying their workforce and preparing for vacancies that may arise. Our focus on matching skills and abilities rather than titles and keywords expands recruiters’ access to qualified candidates that may have been missed using traditional, keyword-based sourcing platforms. Sign up today at VeteransAscend.com or email us at talent@veteransascend.com to learn how we can help your organization maintain a proactive hiring approach.
 

Adopt an “Always Be Hiring” strategy

INVESTING IN AN “ALWAYS BE HIRING” TALENT STRATEGY

The phrase “always be closing” became a salesperson’s mantra in the early 1990s when a character played by Alec Baldwin in the 1992 film Glengarry Glen Ross uttered those words. “Always Be Closing” is a phrase that has been used for decades to encourage salespeople to respond to opportunities, keep their eye on the prize, and never let up when it comes to closing a deal.
Salespeople don’t rest on their laurels if they want to succeed, and we think hiring managers can learn a thing or two from their momentum-based methodology.  At Veterans ASCEND, our mantra is "always be hiring."  We believe that consistent investment in hiring new talent, is a proactive approach that connects the right talent at the right time; ultimately leading to successful hires with long-term results.

BUILDING A CANDIDATE PIPELINE

Hiring, even when there is no immediate need to fill a vacancy, allows employers to connect with a steady pool of top talent. Instead of reacting to a resignation or expansion, these employers have a consistent stream of potential candidates with whom they actively engage. This stream of candidates can be narrowed and invited to interview when a position opens up.

ESTABLISHING MARKETPLACE RECOGNITION

Proactive hiring also helps employers promote their organization as a leader in their industry because they maintain a consistent presence in the job market. Potential candidates recognize the organization and become familiar with the opportunities that the employer offers, giving them an advantage over a company that otherwise rarely engages with candidates.

HIRING TO BUILD THE BEST TEAM

Team development is an ongoing effort and hiring the right talent requires momentum. Starting and stopping the hiring process can gravely affect an organization’s ability to reach the best talent with which to build their team. Hiring out of desperation can also lead to mismatched candidates being placed in key positions and, worse, being overpaid for their contributions. Reactive hiring situations impact performance, can affect results, and may lead to employee dissatisfaction and decreased team cohesiveness.

ELEVATING PERFORMANCE & STANDARDS

By maintaining an “always be hiring” approach, employers elevate the quality of their hires thereby elevating their performance and standards. Proactive recruitment practices allow employers to attract quality candidates before their competitors do and give them access to quality “backup” employees when needed.

PROACTIVE & ACTIVE HIRING WITH VETERANS ASCEND

Employers know that job vacancies can pop up at any moment. Previous hires may not work out, star employees may move on, and internal lateral moves or promotions can leave positions open and ready to be filled. This is why it is critical to be proactive when hiring, so that imminent hires don't become emergent ones.
At Veterans ASCEND, we match employers with veterans and military spouses based on skills and abilities rather than titles and keywords. Using our AI-Powered Talent Sourcing Platform, employers connect with a pipeline of quality candidates while diversifying their workforce and preparing for vacancies before they arise. Sign up today at VeteransAscend.com or email us at talent@veteransascend.com to learn how we can help you reach your “always be hiring” goals.

Vacancy Rates

Record Job Vacancies

According to The Department of Labor’s monthly Job Openings and Labor Turnover Summary, also known as the JOLTS report, employment vacancies in the US rose to over 11 million in October 2021. While vacancies dropped slightly in subsequent months, a vacancy rate of approximately 6.6% in November 2021 is worth examining.
During any other time in recent history, record job vacancies may have signaled a promising economy and noteworthy job creation. Unfortunately, however, the current vacancy rate speaks to an entirely different situation, one that has employers rightfully concerned they won’t be able to attain their revenue goals and may instead lose significant ground in 2022, all due to worker shortages.
To make matters worse, approximately 4.5 million workers voluntarily left their jobs in November 2021, creating greater competition for employers with vacancies to fill. Reasons for the high turnover rate include workers’ health concerns caused by the ongoing pandemic and new, more contagious variants, employees’ desire to ride the wave of worker demand to secure higher wages and better working conditions, and individuals’ need for greater flexibility, work-from-home opportunities, etc.
Filling vacancies is a top priority for most companies for various reasons, the most obvious of which is the tangible and intangible costs these vacancies represent. The tangible costs of filling vacancies include, but are not limited to, the ongoing cost of recruitment, the cost of overtime that is paid to existing employees in the interim, and the loss of revenues due to a company’s inability to meet demand. The intangible costs include existing worker burnout due to added hours and responsibilities, potential negative impacts on workplace morale due to the inevitable increased workload and strain, and customer dissatisfaction as a result of errors and delays.

"Everyone is Hiring"

In a climate in which it seems that “everyone is hiring,” it’s surprising that employers continue to use antiquated methods of reaching and screening candidates. Meanwhile, as the cost per hire and vacancy rates continue to rise, most organizations are simply competing against one another with misguided strategies and an approach that excludes outstanding candidates including those with military backgrounds due to limitations in popular applicant tracking systems.
As job vacancies remain at record highs, the employers that succeed will be those that focus on existing employee retention, optimized hiring processes, and making hiring decisions that lead to a loyal, long term and fulfilled workforce. Others will find themselves in a vicious cycle of ongoing vacancies, low productivity, and frustrating results while competing organizations engage the best, most promising candidates.

AI-Powered Talent Sourcing

Using Veterans ASCEND, an AI-Powered Talent Sourcing Platform that matches employers with veterans and military spouses, employers not only gain access to a highly qualified pool of candidates, but they also ensure better hires and better results by being intentional to include military talent based on skills and abilities rather than titles and keywords. Sign up today at VeteransAscend.com and start reducing your vacancy rate while saving time and money across your organization. Questions? Email us at talent@veteransascend.com
 

Adaptability, Dedication, and Perseverance

Military spouses are forced to adapt to challenges that those outside the military rarely face. Between relocating every few years, managing households, raising children alone during deployments, and learning to live without their partner for months at a time, military spouses make marked sacrifices. Unfortunately, one of the most significant sacrifices military spouses make is that of giving up their careers to support their active service members wherever their
military career may take them.

According to the Department of Defense, military spouse unemployment has been more than seven times the national average for over a decade. In 2019, military spouses faced a staggering 22% unemployment rate and 26% wage gap when compared to their non-military peers. Currently and due to the impact of the Covid-19 pandemic, both unemployment and the wage gap among military spouses are on the rise.

When asked about the challenges they face, military spouses cite multiple factors that hinder their ability to pursue careers. For many, moving every two to three years creates a significant obstacle to career development and growth. For others, the distance from family and difficulty finding reliable and affordable childcare make it impossible to consider full time employment.

Those in professions that require certifications and licenses, such as nurses and teachers, which account for approximately 34% of military spouses, cite that the costs and recertification processes, which are often state-specific, can be prohibitive, especially when they don’t know how long their spouse will remain at each duty station.

A study by Blue Star Families, an organization established in 2009 with the goal of “empowering military families to thrive as they serve,” found that the reduced labor force participation among military spouses costs the U.S. economy almost $1 billion per year. The cost to military families is also significant. With home prices on the rise, housing shortages on military installations, and inflation rates climbing, many military families require two incomes to meet their financial and lifestyle goals.

Yet, with the obstacles they face, military spouses are often forced into involuntary part time employment, direct sales, and other less lucrative forms of employment. Many remain unemployed because finding the right match seems impossible and opportunities vary greatly from one location to another.

While representing a notable loss for the economy and for military families themselves, military spouse underemployment also represents a loss for employers. Per Blue Star Families, approximately 45% of military spouses, 92% of which are female, have bachelor's or advanced degrees in contrast to about 33% in the general population. Military spouses possess extensive skills that would benefit a wide range of workplaces and industries.

Their ability to navigate the demands of a military lifestyle while pursuing fulfilling work proves that they are driven and mission-focused. The skills they develop while managing their homes, coordinating relocations, caring for their families, and supporting their spouse in what is an exceptionally demanding profession, demonstrate their adaptability, dedication, and perseverance, qualities from which a wide range of businesses and organizations can truly benefit.

South Carolina Trucking Association partners with Veterans ASCEND

"Recruiting the next generation of front line supply chain soldiers."COLUMBIA, SOUTH CAROLINA, USA, November 11, 2021 /EINPresswire.com/ -- Since 1933, South Carolina Trucking Association (SCTA), a non-profit trade association located in Columbia, South Carolina, has served as the voice of the trucking industry in South Carolina. Membership has grown from 17 dues paying members in 1936, to a high point of almost 900 companies by the mid-nineties, to about 600 members today. The partnership with Veterans ASCEND is a value add to SCTA members, connecting them with skilled military talent through an AI-powered talent sourcing platform.

SCTA’s members will have direct connections to military service members, veterans and military spouses matched specifically to career opportunities such as CDL Drivers, Service Technician, Diesel Mechanic, Dispatch, Logistics and Customer Service. Members will also be provided the opportunity to realize a tax credit for hiring veterans, putting money back into the company while providing great careers to those who have served our country. Veterans ASCEND impacts an organization’s competitive advantage by aligning military talent within an organization, increasing the number of qualified, capable, skilled, candidates coming through the door.

Veterans ASCEND, a veteran owned, woman owned company is breaking employment barriers for veterans and military spouses by translating occupations into skills and automatically aligning military talent to employers. Veterans ASCEND’s proprietary, streamlined sourcing process results in a better candidate experience, reduced time to hire, lower overall recruiting costs, and better retention.

“Partnering with Veterans ASCEND provides an excellent supply line to recruit the next generation of front line supply chain soldiers. These driving and technician career opportunities for our veterans create win-win opportunities for them and our economy.” J. Richards Todd
President & CEO

“We are honored to utilize our AI-powered Talent Sourcing platform to match candidates with South Carolina Trucking Association members whose intentional effort to hire military talent will contribute to the successful transition and long-term success of our military families right here in South Carolina" said Robyn Grable, Founder and CEO of Veterans ASCEND.

About Veterans ASCEND
Veterans ASCEND, a veteran owned, woman owned company, completely changes the way employers source military talent through an innovative, digital skills matching software as a service. Through a custom translation program military and civilian occupations are translated into a skills profile. Veterans ASCEND instantly matches employers with candidates. Aligned on skills, location and salary. We reduce the cost per hire and remove barriers and bias for employers to connect with the right talent quickly and efficiently.

About South Carolina Trucking Association
Headquartered in Columbia, S.C., South Carolina Trucking Association is a non-profit trade association, the SCTA serves as the voice of the trucking industry in South Carolina since 1933. The association's carrier members range from small, family-owned businesses with only a few vehicles, to large, national companies with major terminal facilities throughout South Carolina, the southeast and the nation. Our leaders are committed to growth, but also developing a larger, stronger core group of active and dedicated members who will partner with us in our mission: “To advocate, educate and collaborate for successful trucking operations in South Carolina.”

Disclaimer
This release contains forward-looking statements that are subject to various risks and uncertainties. Future results could differ materially from those described in these forward-looking statements due to certain factors, e.g. changes in business, economic and competitive conditions, regulatory reforms, results of technical studies, foreign exchange rate fluctuations, and the availability of financing. We do not undertake any responsibility to update the forward-looking statements in this release.

###

Robyn J Grable
Veterans ASCEND
+1 864-887-5865
email us here
Visit us on social media:
Facebook
Twitter
LinkedIn

Veterans ASCEND named a finalist for the InnoVision Award in the Small Enterprise category

FOR IMMEDIATE RELEASE                                                                   

                                                                                                       

August 19, 2021                                                                                                                      

ANNOUNCING 2021 INNOVISION AWARD FINALISTS

The InnoVision Awards Board of Directors is pleased to announce the finalists for the 2021 InnoVision Awards. This year’s finalists include both large and small organizations, representing an array of industries, from the upstate to the coast – a true reflection of South Carolina’s robust innovation economy. 

InnoVision Awards honor South Carolina individuals and organizations for impactful innovations under development in South Carolina within the last 18 months. The annual awards are the mark of distinction for the many organizations, individuals, educators and leaders who have been honored over the 23-year history of the InnoVision Awards.

The 2021 finalists in the six award categories are:

Technology Development

ArchCath LLC (Awendaw)

Elastrin Therapeutics Inc. (Simpsonville)

FRD Accel, LLC (Charleston)

Community Service

Advoco (Greenville)

Camp Happy Days (Charleston)

United Way of the Piedmont (Spartanburg)

Small Enterprise

Aconabolics LLC (Greenville)

Dru Feeding System LLC (Travelers Rest)

Veterans ASCEND (Simpsonville)

Education

Early College High School, Charleston County School District (Charleston)

IT-oLogy (Columbia)

SC Governor's School for the Arts and Humanities (Greenville)

Technology Integration

Diversey Holdings Ltd. (Fort Mill)

PunchList USA (Charleston)

QuicksortRx Inc (Charleston)

Sustainability

Clemson Composites Center (Greenville)

Ingevity (North Charleston)

Geomat, LLC (Columbia)

All finalists will be recognized during the InnoVision Meet the Finalists (MTF) Series sponsored by the South Carolina Research Authority.  The 2021 MTF Series will be held virtually at 4 PM on three consecutive Tuesdays:  September 28, October 5 and October 12. Each MTF reception will feature finalists in two award categories.  They are open to the public and are free to those who register in advance.   

InnoVision’s annual awards program will culminate with the Annual Awards Celebration on November 9th.  The Awards Celebration will showcase each finalist’s innovation with a video profile, announce the winner  in each award category, and present two special awards:  The Ibrahim Janajreh Young Innovator Award and the Dr. Charles Townes Individual Achievement Award. 

In 2020, the virtual Awards Celebration attracted more than 500 viewers from across the country and several international locations.  The Meet the Finalists Series and the Awards Celebration event are open to those who register in advance. You may sign up to receive an invitation and notification at www.innovisionawards.org.

About InnoVision Awards

InnoVision, founded in 1999, is a grass-roots, volunteer-led non-profit organization  dedicated to the advancement of innovation and technology in South Carolina. Through its Annual Awards Celebration, InnoVision recognizes and honors South Carolina businesses, individuals and organizations that have demonstrated outstanding advancements in these areas. InnoVision also highlights innovative achievements through daily posts on the InnoVision Awards Linkedin page and a weekly Spotlight on Innovation newsletter. InnoVision Forums held throughout the year provide opportunities for peers to learn about key advancements, innovation and leading edge technologies from other innovators. 

Numly™ Partners With Veterans ASCEND to Launch a Peer Coaching Network to Upskill and Reskill Military Veterans for Jobs

Numly Brings Out the Best in People with Peer Coaching on Critical Skills, to accelerate employee engagement, performance, and growth.

September 30, 2021 /EINPresswire.com/ -- Numly™ and Veterans ASCEND announce a multi-year strategic partnership to support our military veterans, their spouses, and families in their transition to the civilian workforce, through skills matching, critical skills development, and peer coaching for even greater long-term success. This partnership aims at making this transition easier and more effective by helping the veterans develop the right kind of skillset required for their new job role, through peer coaching, and aid in finding jobs in high-growth companies that are matched to their skills.

Numly™, Inc. is a leading provider of AI-driven, Peer Coaching SaaS Platform for Hybrid Work teams at Enterprises. Numly’s mission is to improve employee engagement and talent performance through Peer Coaching, Critical Skills Development, and People Connections.

Veterans ASCEND, is an AI-powered Talent Sourcing platform in Simpsonville, South Carolina. Using algorithms, military and civilian occupations are translated into a skills profile that is then instantly matched to employers intentionally looking for skilled military talent. Together, Veterans ASCEND and Numly™ are teaming up to provide critical skills development while creating long-term success for our nation’s military in transition through peer coaching. Through this partnership, military veterans can choose from Numly’s™ content library of free training, upskill and reskill, and connect with a peer coach to assist them along the way.

“We’re excited about the partnership with Veterans Ascend,” says Madhukar Govindaraju, CEO of Numly. “Learning and perfecting critical skills is a lifelong journey. Our peer coaching platform enables veterans to build trusted connections that will help them upskill and reskill, and ultimately ease them into the workforce. In a pay-it-forward manner, they can in turn coach new veterans as they start civilian careers. Furthermore, this provides an excellent opportunity for companies to identify and attract talent when they’re actively seeking employment, making it a win-win for everyone involved.”

“Both Veterans Ascend and Numly™ are all about engaging connections,” says Veterans ASCEND CEO Robyn Grable. “Connections to great careers for our military veterans by focusing on skills. Highlighting those skills through our AI-powered talent sourcing technology and intentional hiring process. Learning to promote those skills through the development content and peer coaching in Numly’s™ proprietary platform gives our military veterans an edge to end underemployment and decrease turnover in their first-year post-military career.”

About Numly™
Numly™, Inc. is a leading provider of NumlyEngageTM, an AI-driven, Peer Coaching platform for critical skills. that accelerates employee engagement, performance, and growth for corporate customers, especially in the new normal of WFH / Remote and Hybrid work environments. Numly's mission is to improve employee engagement and performance through Peer Coaching, Critical Skills Development, and People Connections. Learn more about Numly™ at www.numly.io.

About Veterans ASCEND
Veterans ASCEND, a veteran-owned, woman-owned company, completely changes the way employers source military talent through an innovative, digital skills matching software as a service. Through a custom translation program, military and civilian occupations are translated into a skills profile. Veterans ASCEND instantly matches employers with qualified candidates. Aligned on skills, location, and salary, we reduce the cost per hire and remove barriers and bias for employers to connect with the right talent quickly and efficiently.

Aakriti Agarwal
Numly™, Inc.
+1 408-641-3033
contact@numly.io
Visit us on social media:
Facebook
Twitter
LinkedIn

Veterans ASCEND and Carolinas AGC Announce Partnership to Connect Military Veterans to Careers in Construction in the Carolinas

CHARLOTTE, N.C., July 13, 2021 /PRNewswire/ -- Veterans ASCEND and Carolinas AGC (CAGC) have announced a new partnership which will assist military service members, veterans and military spouses in obtaining great careers in the commercial construction industry. This initiative equally serves the construction industry during a time when there is a huge skills gap and a great need for an expanded workforce. Veterans ASCEND impacts an organization's competitive advantage by aligning military talent so that available positions are quickly filled to increase productivity and retention. Through a web-based service which will offer direct communication, CAGC members will be matched with program participants based on participants' specific skillsets and location.

CAGC member Rich Adams with Wurster Engineering, after attending a recent demonstration of the service, said "I found the demonstration of the new Veterans ASCEND program to be very promising. The administrator seemed very knowledgeable on the challenges we face in the current market as employers of construction labor. I'm very hopeful that this new service will be another valuable tool for recruiting and to a perhaps under-tapped source of candidates."

"We are honored to utilize our AI-powered Talent Sourcing platform to match candidates with a CAGC member organization whose intentional effort to hire military talent will contribute to the successful transition and long-term success of our military families," said Robyn Grable, Founder and CEO of Veterans ASCEND.

About Veterans ASCEND 
Veterans ASCEND, a veteran-owned, woman-owned company, completely changes the way employers find and hire military talent through an innovative, digital-skills matching software as a service. A custom translation program translates military and civilian occupations into a skills profile, removing barriers and bias by automatically matching candidates to the needs of an organization. Getting to true candidates quickly and efficiently, Veterans ASCEND is a one-of-a-kind talent sourcing platform.

About Carolinas AGC
Carolinas AGC (CAGC) is a construction trade association made up of contractors and construction-related firms that perform work in North Carolina and South Carolina. CAGC is a chapter of the AGC of America (AGC) and the American Road & Transportation Builders Association (ARTBA). Our members are both small and large general contractors, specialty contractors, material/equipment suppliers, and service providers.

For more information contact CAGC VP of Operations and SC Director of Government Relations & Divisions Leslie Clark at (803) 240-6649.

SOURCE Carolinas AGC

Veterans ASCEND and Unmudl announce partnership to support military veterans

Through education and employment opportunities for even greater independence in their transition to the civilian workforce.

SIMPSONVILLE, SOUTH CAROLINA, USA, July 7, 2021 /EINPresswire.com/ -- Veterans ASCEND, an AI-powered Talent Sourcing platform in Simpsonville, South Carolina, and Unmudl Skills-to-Jobs Marketplace are teaming up to bring skills, education and employment together for America’s military veterans.

Through this partnership, to qualify for higher level jobs, military veterans can upskill and reskill with the Unmudl Marketplace of workforce-focused skills development, credit pathways, certifications and certificates offered through a coast-to-coast network of community colleges.

“As the wife of a military veteran, this partnership is incredibly important to me.” Says Unmudl’s CEO Parminder K. Jassal. “Our nation’s veterans, spouses and families sacrifice so much for this country, and the partnership between Unmudl and Veterans ASCEND gives them the opportunity to gain valuable skills, college credits and credentials needed for higher paying jobs and higher-level credentials.”

“Both Veterans Ascend and Unmudl are all about breaking barriers,” says Veterans ASCEND CEO Robyn Grable. “Breaking barriers to great careers for our military veterans by focusing on skills. Attaining skills through Unmudl’s marketplace and having those skills highlighted through our proprietary skills matching technology and intentional hiring process, gives our military veterans an edge to careers they want with the respect they deserve.”

About Veterans ASCEND

Veterans ASCEND, a veteran owned, woman owned company, completely changes the way employers find and hire military talent through an innovative, digital skills matching software as a service. Through a custom translation program that translates military and civilian occupations into a skills profile, true candidates are automatically matched to the needs of the organization. Unlimited jobs so employers can create a steady pipeline and see how each candidate fits across the organization. Veterans ASCEND delivers. Intentional Hiring. To learn more, join us on July 28th.

About Unmudl

Unmudl Skills-to-Jobs Marketplace connects learners and employers via a coast-to-coast network of leading community colleges. Through Unmudl, learners easily access courses and short-term credential programs that lead to jobs and higher credentials. These jobs pay family-supporting wages and contribute directly to the country's economic growth and recovery. Employers use the Unmudl Marketplace to source diverse talent directly from courses and programs. Learn more about Unmudl at unmudl.co

Disclaimer
This release contains forward-looking statements that are subject to various risks and uncertainties. Future results could differ materially from those described in these forward-looking statements due to certain factors, e.g. changes in business, economic and competitive conditions, regulatory reforms, results of technical studies, foreign exchange rate fluctuations, and the availability of financing. We do not undertake any responsibility to update the forward-looking statements in this release.

# # #

Robyn J Grable
Veterans ASCEND
+1 864-887-5865
email us here