Workforce Readiness


Vision: A strong economic workforce for our community.
Mission:
Building bridges between employers and talent.

The Workforce Readiness Committee’s mission is to bridge the gap between job seekers and employers. Our goal is to remove the barriers that may prevent qualified workers, such as veterans, military spouses and caregivers, individuals with disabilities, justice-involved individuals, the aging workforce and the unemployed and underemployed from being fully considered for jobs. Workforce Readiness is committed to informing and educating employers on how to capitalize on these underconsidered diverse groups to fill the gaps need for talent. Workforce readiness also provides online education for job seekers preparing for the workforce, and/or re-entry into the workforce.

Job Seekers

Workforce readiness provides educational training and resources through online webinars on the followings topics:

- Career Exploration
- Personal Branding
- Networking
- Resume Writing
- Interviewing

Subscribe to our Facebook page to get information on upcoming webinars and tips on job seeking @SHRMGTWorkReady

Employers
Workforce readiness provides educational training and resources for employers to support the needs of a skilled labor workforce in the following areas:

ACRC Credential
Arizona Readiness Credential (ACRC) - for talent recruitment and retention to fill the skills-gap needs for 60% of the jobs in today’s market. Below are the 7 competencies that the ACRC credential covers. When employers throughout

the state of Arizona were surveyed, these were the top core competencies that were in demand.

• Communicating Effectively
• Teamwork and Collaboration
• Professionalism
• Critical Thinking and Problem Solving
• Applied Mathematics (using math in the real world, no algebra required!)
• Reading for Information (reading work orders, assembly instructions)
• Locating Information (reading bus schedules, mixing charts for chemicals)

Click here to learn more on how the ACRC can help you today!

Veterans at Work
HR professionals report that veteran recruiting is a top three priority to help to meet their workforce needs. Research shows that 65% of veterans have some college, education, or higher, making veterans more educated than their civilian peers; 68% of employers report that veterans perform “better than’ or much better than” their civilian peers; and 57% of veterans stay at their jobs longer than the median tenure of 2.5 years (for subsequent role after their first post separation job). Veterans are a valuable member of our workforce, and this initiative will help HR professionals attract, hire and retain members of the military community. Arizona has the highest number of veterans amongst all the states across the U.S.
(SHRM Foundation, 2020)

Take the pledge and register here for the FREE Veterans at Work Certification

Getting Talent Back to Work — Justice-Involved Individuals
Nearly 700,000 people are released from prison each year and are locked out of the job market. Those who have served their time should not be “re-sentenced” by employers, especially when businesses are experiencing a human capital crisis.
Join business leaders & pledge to consider all qualified candidates.

Click here to learn more and to take the pledge in Getting Talent Back to work.

Click here for the Getting Talent Back to Work Toolkit

How Much Do You Know About Criminal Background Checks in Employment Decisions?

Employers who use criminal records in their hiring decisions need to be aware of applicable federal and state laws. Legal compliance with these laws is key when considering formerly incarcerated applicants for hire.

To learn more about compliance, background checks, interviewing and assessments, screening guidance, risk analysis, negligent hiring, incentives and support, culture and communication begin the quiz here

The Aging Workforce
There are several misconceptions about older workers and the attributes they bring to the workplace. Employers may need to research these issues and re-educate their management on the realities of the aging workforce. Human resource issues
associated with employing older workers cross almost all functional areas of the HR taxonomy including diversity, talent acquisition, benefits, and training and development.

Workforce Planning
Due to the aging workforce, employers may need to consider what will happen when a significant proportion of their employees opt for retirement.
Here are some workforce planning strategies to consider when  preparing for employees' retirement:

Analyze. Look at employment data and determine what percentage of the workforce is eligible for retirement. Examine past retirement rates to see what percentage of those eligible might opt for retirement.
Work with benefits actuaries to determine what the numbers will mean to the organization.

Conduct stay interviews. Have managers conduct stay interviews with all employees to help assess employee engagement and retention concerns on a one-on-one basis.  See Stay Interview How-To: Core Features and Advantages and Stay Interview Questions.

Focus on Succession Planning. Listen for clues of employees who may take advantage of retirement eligibility. Identify employees who are asking for retirement advice and use this information to  determine possible gaps for succession planning and knowledge retention.

Engage. Discuss prospects for continued employment under different terms with employees who are considering retirement. Determine if a position with less responsibility or fewer hours may be an option. Consider  phased retirement or for snowbirds, seasonal work or virtual work. See Phased Retirement Gets a Second Look.

Survey. Conduct exit interviews with all exiting employees, especially those who are retiring, to assess the prospects for their continued employment under different terms.  Consider post-retirement consulting for high-performing employees whose knowledge or skills cannot easily be replaced by new workers. Explore alumni groups to keep retirees linked to the organization.

Employing Abilities @Work — Disabilities Inclusion
Only 13 percent of workplaces in the U.S. have disability-specific inclusion initiatives according to the 2019 Employing Abilities @Work Research Report. This has led to great misunderstandings
about the employability of people living with disabilities and an unemployment rate twice that of the national average.

The Employing Abilities @Work Certificate is designed for human resources professionals and hiring managers. With eLearning content provided by the Workplace Initiative by Understood, the training program dispels myths and highlights pportunities to hire, retain, develop, and advance employees with disabilities in the workplace. Training program participants will advance through 12 micro-learning modules that define concrete steps to foster inclusion at work and outlines the business benefits of investing in disability inclusion programs. Courses focus on how to welcome and support employees with disabilities in the workplace.  Specific courses include:

▪ Best Practices in Recruitment and Hiring
▪ Building a Culture That Supports Disclosure and Self-Identification
▪ Understanding the American with Disabilities Act
▪ Breaking Down Stereotypes; Building a Culture of Inclusion

Click here to sign up for  the Employing Abilities @Work training and certificate. The Employing Abilities @Work Certificate is free and open to all. You do not need to be a SHRM member, and you do not need to hold a SHRM
credential to earn this certificate. You will need to create a free account when you register to begin the program.

Contact Us: 
Sherri Smith
Workforce Readiness Director
[email protected] 

(800) 778-6178

Workfoce Readiness Committee Spotlight 
(previously known as Future Workforce Development)