RJ Milnor

Partnering with All Pro Recruiting (APR) for your next important hire amplifies the benefits of performing due diligence. Here's why: Expertise and Experience: All Pro Recruiting brings years of experience and industry expertise to the table. They understand the nuances of the recruiting process and have a proven track record of successfully matching top talent with leading organizations. Extensive Network: All Pro Recruiting has a vast network of professionals across various industries. This network allows them to tap into a pool of qualified candidates who may not be actively seeking employment but are open to new opportunities. Personalized Approach: All Pro Recruiting takes a personalized approach to recruiting, taking the time to understand your company's unique needs, culture, and goals. They tailor their search to find candidates who not only meet your technical requirements but also align with your company's values and vision. Comprehensive Screening Process: All Pro Recruiting conducts rigorous screening and assessment processes to ensure that only the most qualified candidates are presented to you. This includes evaluating technical skills, experience, and cultural fit to hedge your bet on your next hire. In summary, performing due diligence in hiring is essential for making informed decisions and mitigating risks. Partnering with All Pro Recruiting, LLC. further enhances this process by leveraging their expertise, extensive network, and personalized approach to find the perfect candidate for your organization's needs.

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Read this amazing insight by Skima.ai to streamline your high-volume recruiting processes, and build thriving workforces. Use AI to power your DEI programs, and build a diverse workforce that positively impacts your business bottom line. #hrtech #hr #recruitment

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What can ancient wisdom teach us about data driven talent development? According to Gobundance CLO Mike Duffy: a lot! In his article "Data-Driven Talent Development for Individual Fulfillment" Mike explores the transformative power of aligning talent development with business strategies through the lens of both data analytics and ancient wisdom. His approach is centered on creating personalized talent development plans that cater to individual strengths and aspirations, fostering both individual fulfillment and organizational success. Duffy's strategies for implementing personalized talent development include: - Comprehensive skills assessments - Targeted learning opportunities - Leveraging technology for customized learning experiences - Measuring progress to celebrate achievements He emphasizes the importance of diagnostic tools for self-discovery, allowing employees to understand their unique paths to fulfillment. Until now, all of this sounds like any other post I’ve written. But where Duffy’s knowledge of ancient wisdom really resonates with me is his discussion of the seven core themes that are statistically correlated with happiness: - Living in the now - Self-love and compassion - Understanding and utilizing one’s talents and potential - Pursuit of purpose and achievement - Resilience and growth from adversity - Creating and sustaining relationships - Freedom from oppression We can all turn our focus on precision skill development from the purely professional to the personal as well. The more we are able to hone in on what brings us happiness and fulfillment, the more we’ll be able to excell at all of our obstacles and ultimately succeed. Agree or disagree? Let me know in the comments. https://lnkd.in/gzZcgN_b #LearningAndDevelopment #TalentDevelopment #PersonalDevelopment #PrecisionSkillDevelopment #CLO

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AI's integration into HR holds transformative potential, poised to redefine how we approach everything from pay equity to talent development. Yet, its deployment must be deliberate and thoughtful. While AI promises efficiency and data-driven decision-making, it also raises ethical considerations around privacy, bias, and the human impact of automation. HR must navigate these complexities with transparency and empathy, ensuring AI enhances rather than replaces human judgement and empathy in workforce management. Striking this balance is key to leveraging AI's capabilities effectively, fostering a workplace where technology supports and enhances the human experience, rather than diminishes it. #HR #FutureOfWork #AI

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Cynthia and I have dealt with a lot of data over our compensation careers, and are hopping on a call to share some tips and tricks of the trade. Register for our chat next month below! #compensation #hr #hrtech #humanresources #comptech #comp #talent #pay #data #llm #ai #dataplay #artificialintelligence #analytics #learn #fireside #register #pequity

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What do you all think about this article? I've often said being CHRO is the hardest job in the c-suite. The article argues that the whole profession is miserable. Is that true? If so, what actions are you taking to make your job better? What should companies do differently to support the people who support everyone else?

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I see this all the time, and it's important to do what the article is suggesting before the any contact with the first candidate. Specifically: "pushing back on unrealistic candidate profiles to come up with something realistic given the pay and attractiveness of the work, helping the hiring manager define their actual hiring criteria (hint: A-player, strong culture fit, years of experience, and target companies are not interview-ready hiring criteria)" 👇 👇

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Talent Acquisition partners and internal talent acquisition teams have a direct impact on an organization's productivity. The criticality of building a consultative TA team has never been more important as the world finally shifts paradigms from TA moving from an operator to a consultative business enabler. Underscoring this is the criticality of insisting on the highest standards re: the talent you bring into your organization to hire your talent! #hiretowin #toptalent #scalebeyondthetalentbar #nwtalentsolutions https://lnkd.in/eHv3xfti

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Curious about where AI could make the most impact in HR? Here are some of the use cases that Q Hamirani, David Hanrahan, and Stephen Huerta discussed at last month's SXSW HR & AI Summit: 1 - Talent Development David envisions a world where HR uses AI to better understand the skills and makeup of organizations. He suggests that if you can align this data with your business goals—merging two distinct datasets—you can develop a strategic plan. “This involves understanding our people with one set of data and our business goals with another, using both to guide our workforce planning. It seems game-changing to me. So far, I've only come across a couple of companies that are focusing on this. While there's a lot of emphasis on recruiting and using AI to mine data on external talent, the internal application of these insights for skill development is particularly compelling.” 2 - Personalized Learning Q is excited about the idea of personalized learning, which is connected to the skills flywheel. He says once you identify the necessary skills, you can tailor learning experiences to address the gaps. 3 - Persona-Based Employee Experiences Stephen believes we’ll be able to use generative AI to enhance the experiences we create for different roles within the company, such as executives or individual contributors. He finds this focus on personalization incredibly exciting, especially for the emerging younger workforce. ______ We're still early in this process, but the potential is already evident. Q noted that there are no true experts yet; we're all figuring this out together. Link to the full episode in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast #AI #AIHR

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Could the cap-exempt H-1B pathway "close"? I get this question all the time. Companies are looking to understand risks when considering a programs that offer part-time cap-exempt employment and enables employers to file full-time cap-exempt visas. There is currently a wave of positive momentum and other factors that have resulted in the answer being a confident, "no". 🔑 Key Updates: 1️⃣ USCIS Published Q&A: Over the last year, Jeff Goldman and I worked with colleagues Dan H. Berger, Tahmina Watson, Fiona McEntee, J.D., Stephen Yale-Loehr, Amy Nice, Steve Tobocman and others as part of the Global Entrepreneur in Residence National Peer Network to publish a Q&A with USCIS about cap-exempt H-1Bs and concurrent sponsorship. The outcome was quite positive in clarifying key components of the concurrent cap-exempt H-1B visa model (working part-time in cap-exempt status and full-time for a concurrent U.S. employer that is not cap-exempt). See the Published Q&A: https://lnkd.in/gQKVkK4z 2️⃣ New Rule for Cap-Exempt H-1Bs: The Proposed Final Rule Improving the H-1B Registration Selection Process and Program Integrity focuses on DHS proposals to revise the requirements to qualify for H–1B cap exemption under 8 CFR 214.2(h)(8)(iii)(F)(4) “so that they are less restrictive and better reflect modern employment relationships.” The rule specifically opens doors for foreign nationals employees by research institutions and located at university campuses. But broadly, “the proposed changes are also intended to provide additional flexibility to petitioners to better implement Congress’s intent to exempt from the annual H–1B cap certain H–1B beneficiaries who are employed at a qualifying institution, organization, or entity.” See more here: https://lnkd.in/g_V47bhG 3️⃣ Approvals on Concurrent Petitions: Six years ago, Jeff Goldman and I co-founded Open Avenues Foundation, a non-profit affiliated with universities offering a cap-exempt H-1B solution for foreign talent not selected in the lottery or who needed a work visa option at any time of year. With momentum from 170+ consecutive approvals from USCIS for cap-exempt H-1B petitions filed by Open Avenues Foundation, we launched The Build Fellowship by Open Avenues to expand the program to numerous non-profit organizations affiliated with colleges/universities. The Build Fellowship offers part-time employment opportunities and cap-exempt H-1B sponsorship just as Open Avenues has been doing, but now with a host of nonprofits affiliated with universities across the country. This expands the legal ability of any U.S. company to concurrently sponsor the same foreign national in cap-exempt H-1B status without the need of winning the H-1B lottery. Join our community for more updates: https://lnkd.in/gsEzh6-q or message me to schedule a call.

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Tech sector leaders advocate the use of merit, excellence, and intelligence (MEI) as their recruiting strategy to hire the best and smartest talent. Some decry diversity, equity, and inclusion strategies for hiring suboptimum talent. (If they mean reducing qualifications, I agree. DEI should never lower hiring standards to achieve a "diversity" hire.) MEI advocates say they want to select the best talent without any bias in any direction. The question I have for them is, without hiring metrics, how will they know? The history of MEI hiring strategies isn't promising. What are your thoughts? Learn more https://lnkd.in/g4g9gNkr #recruiting #hiring, #diversityandinclusion #mei #hrleadership Zahid Mubarik SHRM-SCP, SPHRi, GPHR Zuhal Uluturk Josh Drean Leslie Pomerleau Leslie Motter Casey Webster Casey Tonnelly, PCC Casey Birdwell Casey Bailey Lynda Anderson-Casey, SHRM-SCP, MHREL Kam St. Prix, PHR, M.A., LSSGB, ICP-APM, PhD Economics Kelly Murphy Andréa Armellini Danielle Farage Marianne Cooper Marvin Sanginés Tonya Torres Tonille Miller Ira Tiffenberg Ira Wolfe Bernadette P. Bernadette Jones, SHRM-SCP, SPHR, CEO David Bernstein Bernadette P. Bernie Berrigan Shaikh A Rahman Shannon Lucas Tony Richardson Michal Krautwurst (MBA)

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Sharing these thoughtful ChatGPT prompts to the #HR community for creating good communications with job applicants using #AI. And saving, for me as there's some great advice on prompting using a #persona and ways to reduce #bias. #peopleanalytics #HRTech #jobpostings https://lnkd.in/g_caThv2

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People advocating MEI are not fully aware of DEI basic definitions and philosophy. Diversity is about expanding the demographic base WITHOUT compromising on merit. Reasonable accommodation (without hardship) is essential to bring marginalised segments into mainstream. Inclusion is making the feel valued genuinely and Equity is proportionate reward. We should not confuse equity with equality. Thanks for raising this important point

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I’m going to save you time. Here are the three takeaways from my post below: 1. **Generative AI Democratization**: What once seemed like exclusive technology is now accessible to most. 2. **Transforming HR Technology**: Generative AI allows HR teams to tailor AI solutions, fostering greater creativity and efficiency. 3. **Essential Skills of the Future**: Understanding and harnessing generative AI will soon be a minimum qualification. HERE IS THE FULL VERSION: There was a time in history when the idea of a personal computer was so far-fetched, it was laughable. Now we live in a world where many of us have multiple advanced computing devices in our backpacks and pockets. What took decades to accomplish with personal computing is taking weeks with generative AI. Generative AI is transforming personal productivity and the HR technology landscape. Innovations from major players like Apple, Microsoft, and OpenAI make powerful AI tools available to everyone. We are no longer at the mercy of vendors to design and sell use case-specific platforms (there are many doing great things). This democratization allows individuals and businesses to tailor AI solutions to their unique needs, fostering greater creativity and efficiency. Understanding and harnessing generative AI is becoming as essential as knowing how to operate a word processor, navigate a web browser, or manage files and folders. Designing your own GPT models and leveraging AI are critical skills for the future of work and personal productivity. I haven’t seen a résumé that says "must be proficient with computers" in a long time. The same thing will happen with generative AI—it’s going to be an expectation. #GenerativeAI #Innovation #Productivity #futureofwork (Gen AI was used to help get my thoughts from concepts to contnet)

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Talent's New Frontier 🌐 The talent war is evolving. With remote work dismantling geographic barriers, companies now have access to a global talent pool. The question isn't simply "who is the best" but "where is the best". As we embrace this broader reach, the debate between hybrid and remote setups intensifies, raising poignant questions about the value of face-to-face interaction in a world growing increasingly virtual. This war on global talent has some questioning if local 'homegrown' talent is being overlooked. Do you have a view❓ #peopleandculture #talentacquisition #talent

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"When asked whether they think their organization cares about their well-being, only 24% of U.S. employees strongly agree, whereas 65% of CHROs agree with the statement." What is your gap? [A] "tactic for improving well-being is investing in employee recognition. When employees receive recognition and appreciation for doing good work, the likelihood of them being engaged at work increases substantially. There are three types of recognition that organizations can provide employees that can help improve well-being." We can help. Learn more here: https://lnkd.in/diKVpmmn #recognition #wellbeing #appreciation #humanresources

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The Wall Street Journal has reported that SHRM, the United States top organisation for human-resources professionals “is distancing itself from the ‘equity’ plank of diversity, equity and inclusion, or DEI.” A lobbying and advocacy group with 340,000 members, they have reasoned that “they want members to focus on diversity and inclusion in that order.” According to their statement on LinkedIn: “By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash,” But is it really the acronym that’s the problem? The work to challenge the status quo and redistribute power to the global majority in the face of white supremacy has taken various forms, and names, over the last decades (and centuries). By insisting its the acronym that is the problem, there’s a suggestion that existing corporate initiatives operating under this banner are sub par. Instead, why not have the courage to address the two elephants in the room? 1 - Leaders lacking courage: After a period of solidarity and white allyship during 2020 and the BLM movement, we’ve seen many white leaders in positions of power retreat out of the place of discomfort back into a space of comfort. And even worse, to a place of hostility towards historically marginalised groups pursuing fair treatment and justice. 2 - DEI is a clickbait phrase that's constantly misused: In the age of rage bait and click bait DEI as a term has been weaponised by politicians and pundits to desperately hoard attention. They tag it onto polarising topics steeped in prejudice to get a reaction from the masses and go viral. And this formula clearly works. By rebranding we are avoiding the real conversation: let’s embrace the discomfort and talk about what’s really going on. What are your thoughts? #leadership #diversityandinclusion #edi #dei

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University Recruiting / Early Career Recruiting teams shape the future of talent within organizations. Yet, gaining influence within broader Talent Acquisition and overall business strategy often remains a challenge. ⁉ That's where maturity modeling comes into play. As a framework, maturity modeling helps diagnose your team's level of sophistication and highlights areas for growth to achieve higher levels of impact. Through our work with hundreds of University Recruiting teams, our team at Veris Insights has developed a self-assessment tool to evaluate the maturity of early talent programs across six key factors. Curious to see where your team stands? Take our brief quiz and benchmark your program against your peers!

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