Inventum Group’s Post

I've been thinking about our offshore talent agency, LTG Assist, and the challenge of rejecting hundreds of applicants for each job opening. Honestly, it kind of sucks. It raises the question of how we can upskill or provide opportunities for those who aren't quite at the level we're looking for Given six to nine months of development, many of these candidates could potentially become highly qualified and eligible for the positions we're hiring for. I'm exploring ways we might solve this problem and would love to hear any suggestions on how we could approach it. What is a way to bridge the skill gap for people who just arent there yet? #CapitolCreatorsAndChampions #WashingtonDC #NetworkingEvents #Tech #RealEstate #Consulting #PrivateEquity #VentureCapital

Collaboration Opportunity: Empowering Ex-Offenders 🌟 About The Chevron Group: At The Chevron Group, we’re committed to making a positive impact by helping ex-offenders reintegrate into the workforce. Our data-driven approach demonstrates that providing employment opportunities significantly reduces recidivism rates, benefiting not only the ex-offenders but also their families and the broader community. 🌟 Exceptional Talent: We’ve been thrilled with the caliber, attitude, and performance of the ex-offenders who work with us. Their dedication and work ethic are outstanding! 🌟 Challenges and Solutions: Despite our best efforts, we occasionally face challenges in placing everyone. Whether due to limited local vacancies or lack of a driver’s license, some individuals remain unplaced. However, we’re actively addressing this. 🌟 Collaboration in the Construction Industry: As part of our commitment to community collaboration, we engage with other businesses in the construction industry. Together, we explore suitable job openings for those we can’t directly place. This collaborative effort has yielded positive results. 🌟 Join Our Collaboration List: If you’re interested in joining our collaboration network, please share your details and criteria. Let’s work together to empower ex-offenders and create a brighter future for all. #collaboration #exoffenders #bettercomminities #helpinghelps Kayleigh Ashton Gemma Strickland Craig Beazley

It’s certainly no secret that talented people are at the heart of any successful company – but too often, they’re assigned to a prescriptive career path that can limit their abilities to capitalize on their unique skills and interests. We see things differently within the Oilfield Services & Equipment business at Baker Hughes. We believe that our people should play a big role in developing their respective career s and bringing their own passion, creativity, and commitment to the mix. We want them to take their own paths – and we want to give them strong support from a common corporate framework that includes: ·      Knowing our company ·      Living our culture ·      Performing with impact ·      Cultivating meaningful relationships ·      Pursuing lifelong learning Together, our talented employees and our common framework are the foundations of our #RunYourRace program. Last week, the OFSE Talent team spearheaded and hosted a week-long "Run Your Race" campaign to spotlight this 360º approach to talent development – and what a success it was! More than 11,000 team members – about a third of our OFSE employee base – attended online sessions, watch parties, and workshops hosted by more than 100 speakers. Throughout the week, our people interacted with leaders, asked some pointed questions, and contributed their own insights about growing their careers at Baker Hughes. And all of this information is available to our employees now via online sources. Run Your Race is just one of the ways that Baker Hughes is building a team of talented, inventive, and well-trained people who are primed for successful, rewarding careers in energy. A big thank you to our Talent organization, led by Ryan McAllister and Melody Kelleher, CPHR, SPTD, and their teams, and to everyone who made the Run Your Race week so enriching, so informative, and so successful! #WeAreBakerHughes #RunYourRace #EnergizingChange

5 months ago, I interviewed an experienced candidate for our Oil & Gas client who has been looking for an opening to join O&G for a while. We had a smooth conversation through her competences, Initiatives, her real-time achievements and her passion. I was aware she was from an NGO background and had zero O&G experience but I was convinced she was a great hire. My client rejected her onspot on grounds of zero industry experience even after pitching her competency very well. A month later she was hired by another company from O&G. We recently had a chat and she shared with me how she was recognised as a top strategic innovator of the quarter after 3 months on the job. This left me wondering why do organisations intentionally continue brutally discriminating people over industry experience? How can people gain industry experiences if you don't give them chances yet you call yourselves equal employment Opportunities/EEO crusaders? What really matters here? Is it my competences, skills, education? Or its about the industry the companies I worked for belong? Alright the usual excuse is always related to market knowledge or business acumen!! But should these matter really? How long does it take one to study and adupt to the new markets and trends? And what about that onboarding process where new hires are taught about the business objective/strategy, industry norms and cultures and market expectations? Equal Employment Opportunity policy needs to be re-visted. It doesn't seem working properly if people are descriminated against sectors they have been denied an opportunity to work with. This habit is common with technology, NGO & Government sectors mostly. #Give#People#achance.

Innovate your technician recruitment and retention strategies with the comprehensive insights from our latest LinkedIn article. We delve into the secrets behind successful programs, emphasizing the role of the Technician Career Path in solving industry-wide challenges. Learn how to apply these strategies for maximum impact at https://lnkd.in/eAFUk688. #AutoDealers #TechnicianTraining"

Our dedicated Business Development Director, Michael Lee, talks about why choosing NES Fircroft as your Employer of Records (EOR) is a smart move. 📣 With NES Fircroft, you'll have a dedicated team behind you that is fully committed to ensuring your success throughout the entire process.👏🏻 Check out the video below for some valuable insights! #NESFircroft #EOR #BusinessDevelopment

We recently asked our community if the marine industry is facing a genuine skills shortage or if there are other issues... Here’s what you had to say: Real Skills Shortage: 45% Market Conditions: 22% Talent Reluctance to Move: 16% Staff Retention Needs Improvement: 16% It’s clear from the results of our LinkedIn poll that many believe there is a genuine shortage of skills in the market, but challenges like retention, talent mobility, and market conditions also play a significant role. 🌊 💬 We want to hear more from you... What do you think is the best way to address these hiring hurdles? Do we need better upskilling programs, improved workplace culture, or new strategies to attract fresh talent? Your insights can help shape the future of recruitment in the marine industry, so drop your thoughts in the comments below! ⬇️ #MarineRecruitment #TalentShortage #SkillsGap #Retention #CareerDevelopment #MarineIndustry #HiringChallenges

Innovate your technician recruitment and retention strategies with the comprehensive insights from our latest LinkedIn article. We delve into the secrets behind successful programs, emphasizing the role of the Technician Career Path in solving industry-wide challenges. Learn how to apply these strategies for maximum impact at https://lnkd.in/gwr_wDp7. #AutoDealers #TechnicianTraining"

The meeting of core placement students with HR is essential for setting clear expectations. During this meeting, HR should meet out the expectations, encourage questions, discuss recruitment process and highlight the development process One such meeting conducted today via online mode with HR of NEXORA Academy for NDT - Core training underwent students for their Placement process. The meeting was a successful one.  #nexora #ndt #hr #placement