The Student Loan Debt Crisis


We know 2.03 million job openings requiring a bachelor’s degree go unfilled. Employers are reporting there are not enough skilled workers for them to compete in a global market. According to the National Association of Colleges & Employers, the 62.7% of recent graduates in low wage jobs or not fully employed represents a talent pool of 1.1 million people.

Why Your Company Should Invest in Career Sculpting


At the heart of a successful Career Sculpting program is a team of Career Sculptors – high-performing representatives designated to tap into employees’ skills, goals, interests and passions.

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To Celebrate or Not to Celebrate, That is the Question


Let’s start things out with a few quotes on the topic of celebrating success: “Celebrate what you’ve accomplished, but raise the bar a little higher each time you succeed.”- ”- Mia Hamm “Until further notice, celebrate everything.”- ”- Anonymous “The more you praise and celebrate your life, the more there is in life to celebrate.”-


Apprenticeships and Six Ways They Can Benefit Your Company


Here are some common myths about apprenticeships: Apprenticeships are only used in skilled trades and manufacturing industries& - While this was once true, today there are more than 545,000 apprentices nationwide in over 1,000 occupations across 170 industries, including Healthcare, Information Technology, Transportation, Logistics, Energy, Fashion, Law, Banking and Defense.

Live Webinar: What A Resume Hides – Avoid Toxic Hires with the Perfect Interview Process

It's not just the resume. In today's world, you have to screen for specific personality traits and behaviors to avoid potentially toxic hires. A toxic hire can have a perfect resume but can destroy your team, costing your business upwards of $12,000 a year. Sign up for this upcoming webinar to learn how to hire the right person, every time. Date: 1/25/18 at 11:00AM PT.

Career Ladders vs. Career Lattices - Tools for Employee Development


The difference between career ladders and lattices. You may have no idea what the difference between a career ladder and lattice is, because they pretty much sound like the same thing. Or maybe you’re somewhat clued in thanks to the appropriate climbing object analogies they’ve earned. That’s right folks, ladders are simply a vertical rung of steps moving you upward, and lattices have rungs in horizonal and vertical directions! BINGO!

Tools 45

Customer Relationship Management Is Not Just Software


Speaking just from a business perspective, according to the book Marketing Metrics, businesses have a 60 to 70% chance of selling to an existing customer, while the probability of selling to a new prospect is only 5% to 20%.

Goodbye 2016 – And Thank You


I believe taking the opportunity to recognize the truly great things in our life is important. We live in a time and culture where it is easy to both consume and contribute to negative information.

Addressing the Skill Shortage


But for a minute, let’s imagine a scenario where, in order to become a new parent, you did have to pass an interview, just like in the business world.


The Path To Creating A High-Performing Resilient Organization

Leaders who practice 'active listening' across the organization will tap into a wealth of actionable insight that would otherwise be difficult to access. Enabling and encouraging people to communicate inclusively and transparently helps to cultivate a 'listening culture'.

Road Trips, Talent and Maslow's Hierarchy of Needs


As I was reflecting on these trips, I found myself drawing parallels to the work environment. As an organization, we work with thousands of employers throughout the country, and they are all trying to win the war on talent by prevailing in the smaller battles on the attraction and retention fronts.

How to Think “Strategically” about Workforce Planning


SWP is critical because it helps maintain a focus on longer-term workforce development and business goals. We all know it’s easy to get caught in the weeds and tough to get out. SWP is the framework around which companies can build a longer-term plan to overcome fire-fighting tactics.

5 Tips for Keeping a Job


But landing that job opportunity is just a first step. Keeping the job as you continue to work towards your career goals can prove challenging for some. You must strive to demonstrate to your supervisors that you are a good worker – a fast learner who is dedicated to self-improvement.


Three Principles for Developing Talent


Understand People’s Strengths& Our goal is to understand each EDSI representative’s strengths, skills and future goals. Oftentimes, a person’s passion is not completely fulfilled by one job description. And that’s ok. Our goal is to give people opportunities to connect and build relationships across roles, projects and regions.


The Complete Guide to Buying an Applicant Tracking System

With 200 + offerings in the market, choosing the right applicant tracking system can be a challenge. To help, we have developed a comprehensive buying guide highlighting what you should look for along each step of the decision process. Download the guide and ensure that the ATS you choose is the right fit for your organization.

3 Leadership Lessons from Shackleton to Avoid Mutiny


1) Shackleton recruited people of passion.& & From the beginning he knew that he needed men of passion to have a remote chance of success.

How to Develop a High-Impact Succession Plan


Let’s take a closer look at the steps involved in developing a succession plan below. The starting point for any succession plan begins with two important questions: What is the main goal or goals you hope to accomplish? What does success look like for your organization?

3 Takeaways from Managing Thought by Mary Lore


Try replacing any “have” thoughts with “choose” thoughts How often do you think about how you HAVE to do something? I know I think about the Haves of life on a daily basis. Ever hear the saying “Life is a choice”? In this case, it is!

4 Reasons Most College Students Won’t Earn a Degree


2) High School graduates lack the “occupational maturity” their parents or grandparents had. In effect, they’ve usually had far less work experience than their predecessors upon graduation.


Are You Closing Candidates and Getting Them Onboarded Efficiently?

Once you choose a candidate to hire, the real work begins of trying to get them to accept your offer. And even if they do, you still need to get them onboarded efficiently. Are you doing a good job managing these steps? Take a 30-second assessment for a free evaluation of your job offer and onboarding processes.

Career Sculpting


Members of the program are paired with a career sculptor who acts as a coach. The purpose of the relationship is to discuss the employee’s strengths, career aspirations and areas of personal learning and development.

The Beauty of Hiring People with Disabilities


In addition, I have seen that people with disabilities bring unique perspectives to the table. Many of them have learned to think outside of the box to overcome architectural, attitudinal, and accessible technology barriers that are still a part of their daily lives.

Reflections on Dan and Chip Heath's Concept of Bright Spots


Anything jump out at you? Well, if you’re like most parents, all you really see is this. You’d hire a tutor, and your kid would be grounded, and they can kiss their Wii goodbye.

Message from Michigan: Bet on Talent


What are some ways that employers can build their internal talent? Here are a few of the key takeaways the EDSI team heard at the Michigan Works Conference: Own the Training: Employers must take ownership for developing their existing employees and future hires.

5 Key Aspects of Accurate Human Resource Management Systems Pricing

Simplify your software evaluation process with this free Human resource Management Systems software pricing guide! Don't let price confusion keep you from selecting the best HR software for your organization's needs. Download your free guide today!

Three Tenants to Developing Talent


Understand People’s Strengths& Our goal is to understand each EDSI representative’s strengths, skills and future goals. Oftentimes, a person’s passion is not completely fulfilled by one job description. And that’s ok. Our goal is to give people opportunities to connect and build relationships across roles, projects and regions.


Making a Commitment to Action at the Clinton Global Initiative America


Written by Roe Falcone – Regional Director of Operations with EDSI rfalcone@edsisolutions.com In June, I had the opportunity to represent EDSI at the 5th annual Clinton Global Initiative America (CGI America) meeting in Denver, Colorado.

4 Basics When Assessing the Level of Stress in a Company


Written by Chuck Mouranie - Partner and Managing Director with EDSI& cmouranie@edsisolutions.com & What stresses a company? When a company is stressed, several variables, both external and internal, may be at play. Examples of external forces include governmental regulations, legal issues or market changes. These external issues are mostly beyond the control of the company’s leadership. However, our experience suggests the vast majority of reasons companies become distr

Demystifying Talent Development and Employee Retention


Written by Jennifer Giannosa - Senior Consultant with EDSI Consulting jgiannosa@edsisolutions.com& & What do top HR execs, consultants and specialists say are the biggest challenges in retaining and motivating their talent heading into 2015?& & “Keeping critical employees engaged and challenged while competing with progressive employers and dealing with steadily shrinking HR budgets.” ” Sound familiar? & These HR issues represented some of th

7 Steps to Attract and Engage More Candidates

Want to improve the candidate experience of your job application and drive more candidates to apply? This guide covers: presentation of your careers page and jobs, length and complexity of your online application, application technology, and candidate acknowledgement.

Five Concerns of the 50+ Client


Concern #1 – I have worked 15 + years for the same company. What do I do now? Most folks identify themselves by their job titles; I was a Sleep Specialist; I was a Medical Billing Clerk. One of the keys to this concern is to identify skill sets rather than job titles.

WIOA - The Role of Local WIBs in Career Pathways Development


Written by Terri Kaufman - Workforce Development Specialist with EDSI tkaufman@edsisolutions.com & WIOA requires Local Workforce Investment Boards (WIBs) to work with representatives from secondary and postsecondary education providers to develop and implement Career Pathways. This occurs by aligning employment, training, education and supportive services to meet the needs of adults and youth, focusing on those with barriers to employment. What is a Career Pathway? The National

Using the Theory of Constraints as a Key Element in Your Growth Strategy


Written by Jim Bitterle - Managing Partner with EDSI& jbitterle@edsisolutions.com & As we work with clients to develop Growth and Diversification Plans (Strategic Plans), we consistently find constraints that limit a company’s ability to grow. Given this, it’s imperative that the Theory of Constraints (TOC) is integrated with your company’s strategy. If you don’t know what TOC is, here it is in a nutshell.

Reflections from the American Public Transportation Association (APTA) Bus and Paratransit Conference


Written by Brian Lester – Senior Consultant with EDSI Consulting blester@edsisolutions.com The Public Transit industry has been a major focus of EDSI’s Workforce Development consulting efforts for nearly 15 years. Throughout this time, our participation as a business member in the American Public Transportation Association’s (APTA) conferences has been a consistently enriching experience.

Winning An Unfair Share of Elite Talent: Recruiting Resolutions in 2018

Speaker: Jordan Burton, Founder of Burton Advisors LLC

The difference between “good” and “great” could not possibly be larger when it comes to talent. Truly elite performers—the top 5-10% in any given domain—can deliver 10x or more the results of an average employee, and can change the destinies of entire organizations. Jordan Burton of Burton Advisors has worked as a hiring advisor to dozens of high-growth companies and their venture capital investors over the past 10 years. In this session you will learn the tips and strategies he has shared with Silicon Valley’s top names in their quest for competitive edge in the war for talent.

Building Your Talent Pipeline - Strategic Workforce Planning


Does that mean hiring for these skills, training current employees, or utilizing consultants? There are many different options to consider when filling the skills gap. The key is to take the time to plan ahead and determine what kind of organization and skills you need to have in the future. Organizations who fail to do this often end up ‘spinning their wheels’ in a never-ending hamster cage!