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Hiring Trends in Education

John Garcia on March 22, 2023

Hiring teachers and school administrators has become one of the most challenging sectors in our workforce to hire for. There are several factors, including one glaring factor that is currently at the heart of a major teacher strike in Los Angeles. Let’s discuss some of the hiring trends that can help you find qualified teachers, as well as that elephant in the room, that can no longer be ignored.

Current trends in the recruitment process for teachers and school administrators include:

Emphasis on digital skills: With the increasing use of technology in education, schools are looking for teachers and administrators who are proficient in digital skills, such as online teaching, digital assessment, and management of online learning platforms.
Focus on diversity and inclusion: There is a growing awareness of the importance of diversity and inclusion in the education system. Schools are actively seeking candidates from diverse backgrounds and creating inclusive work environments.
Use of social media: Schools are using social media platforms like LinkedIn, Twitter, and Facebook to advertise job openings and connect with potential candidates.
Personalized recruitment strategies: Schools are developing personalized recruitment strategies that cater to the individual needs of candidates. For example, some schools are offering flexible work arrangements to accommodate the needs of working parents.
Recruitment of retired educators: With the shortage of qualified teachers and administrators, some schools are turning to retired educators as a source of talent. This trend has been observed in some regions where there is a shortage of qualified educators.

Overall, the recruitment process for teachers and school administrators is evolving to meet the changing needs of the education system.

How important are virtual job fairs for recruiting teachers?

Virtual job fairs have become increasingly important for recruiting teachers, especially since the onset of the COVID-19 pandemic. Virtual job fairs allow schools and districts to connect with potential candidates in a more efficient and cost-effective way.

Here are some reasons why virtual job fairs are important for recruiting teachers:

Increased reach: Virtual job fairs allow schools and districts to reach a wider pool of candidates, including those who live in different regions or countries. This can help schools find the best candidates, regardless of their location.
Convenience: Virtual job fairs are convenient for both schools and candidates. Candidates can attend the fair from the comfort of their own homes, and schools can access a large number of candidates without the need for travel.
Cost-effective: Virtual job fairs are generally less expensive than traditional job fairs, as they do not require the same level of investment in physical space and resources.
Efficient: Virtual job fairs can be more efficient than traditional job fairs, as they allow schools to easily filter and select candidates based on their qualifications and experience.
Real-time communication: Virtual job fairs allow schools and candidates to communicate in real-time, through chat or video calls, which can help to create a more personal connection and provide a better sense of the candidate’s personality and fit with the school’s culture.

Overall, virtual job fairs have become an important tool for recruiting teachers, as they offer a convenient and efficient way to connect with a wider pool of candidates.

The Elephant in the Room

In many countries, teacher wages have not kept up with the rate of cost of living expenses. In some cases, teacher salaries have remained stagnant or have only increased slightly, while the cost of living has risen significantly. This can create financial challenges for teachers, especially in areas with high housing costs or other expenses.

In some countries, there have been efforts to increase teacher salaries and improve overall compensation packages in order to attract and retain qualified teachers. However, there is still a significant gap between teacher wages and the salaries of other professionals with similar education and experience.

Furthermore, the COVID-19 pandemic has brought new challenges for teachers, including additional workloads and stressors, but these have not always been met with corresponding increases in compensation. This has led to concerns about teacher retention and recruitment, particularly in areas where teacher shortages are already a concern.

Overall, while there have been some efforts to address the issue of teacher wages not keeping up with cost of living expenses, it remains a significant concern in many parts of the world. Until these wages do catch up with cost of living expenses, and are comparable to wages of those professions with similar education and experience, not only will teachers be hard to find, but less and less people will join the profession.

Quiet Quitting/Firing and the Morale Issue it Causes

John Garcia on March 2, 2023

While the term “quiet quitting” may be a relatively new buzzword, the concept has been around for a long time. In the world of employment, quitting and firing are common occurrences. However, there are two types of these actions that can have a significant impact on hiring, recruiting, and retention: quiet quitting and quiet firing.

Quiet quitting is when an employee resigns from their job without making any noise or drawing attention to themselves. This can happen for various reasons, such as dissatisfaction with the job, a desire for a change in career, or personal reasons. Quiet quitting can have a significant impact on hiring and recruiting because it can lead to a lack of communication between the employer and the employee.

Reasons why employers are struggling to identify it.

This lack of understanding can make it difficult for employers to improve their hiring and recruiting strategies, as they may not know what led to the quiet quitting. Additionally, if an employer does not recognize the reasons why an employee may have quietly quit, they may struggle to retain their current employees. Retention is essential in any organization, and understanding why employees leave is key to improving retention rates. Employers should strive to create a work environment that encourages open communication, allowing employees to voice their concerns before they quietly quit.

Quiet quitting can have a significant impact on the morale of other employees in an organization. When an employee quietly quits, their departure can create a sense of uncertainty and unease among their colleagues. This can be particularly true if the employee was well-liked and respected within the organization.

The departure of a well-liked colleague can lead to feelings of sadness, loss, and even anger among the remaining employees. This can create a sense of disconnection and mistrust among the remaining employees, particularly if they feel like they were not given a clear explanation for the employee’s departure.

The Toxic Work Environment

In some cases, quiet quitting can also create a sense of fear and anxiety among the remaining employees. They may worry that their own jobs are in jeopardy, particularly if they were not aware that the quietly quitting employee was unhappy in their role. This can create a toxic work environment, where employees are afraid to speak up or voice their concerns for fear of being quietly fired.

To mitigate the impact of quiet quitting on morale, employers should strive to create a culture of open communication and transparency. This means providing regular feedback to employees, addressing any concerns or issues that are brought to their attention, and being clear about the reasons for any departures. Employers should also consider conducting exit interviews with quietly quitting employees, to gain insight into any issues or concerns that may have led to their departure.

By creating a culture of transparency and open communication, employers can help to build trust among their employees, and reduce the impact of quiet quitting on morale. Employees who feel heard and

valued are more likely to be engaged and productive in their work, which can ultimately benefit the organization as a whole.

What about Quiet Firing?

Quiet firing, on the other hand, is when an employer terminates an employee without informing the rest of the staff. This can happen for various reasons, such as poor performance, inappropriate behavior, or a lack of fit with the company culture. Quiet firing can have a significant impact on hiring and recruiting, as well as retention.

When an employer quietly fires an employee, the rest of the staff may not know why the termination occurred. This lack of transparency can lead to confusion and mistrust within the organization, making it difficult for employers to retain their current employees. Additionally, if the reasons for the quiet firing are not communicated to potential candidates during the hiring process, it can lead to a lack of trust in the organization and impact recruitment efforts.

To mitigate the impact of quiet quitting and quiet firing, employers should strive to create a culture of transparency and open communication. Employers should encourage employees to speak up if they have any concerns or issues with their job and should make sure that all employees are aware of the reasons for any terminations. Additionally, employers should conduct exit interviews with employees who quietly quit to gain insight into any concerns or issues that may have led to the resignation.

Key Takeaways

In conclusion, quiet quitting and quiet firing can have a significant impact on hiring, recruiting, and retention. Employers should strive to create a culture of transparency and open communication to mitigate the impact of these actions. By understanding the reasons why employees may quietly quit or be quietly fired, employers can improve their hiring and recruiting strategies, as well as increase employee retention rates.

Steve Edwards
CEO – Premier Virtual
Podcast Host – Weeding Through The BS
Steve@premiervirtual.com
Premier Virtual – South Florida Business Journal #6 Ranked Top Place to Work – Small Business Category

Top Challenges for Talent Acquisition Professionals

John Garcia on February 21, 2023

Talent acquisition professionals are responsible for finding, attracting, and retaining top talent for their organizations. In today’s fast-paced and ever-changing business landscape, talent acquisition professionals face numerous challenges that make their job more difficult than ever before. In this essay, we will discuss the challenges faced by talent acquisition professionals and suggest some strategies to overcome them.

Competition for Top Talent

One of the biggest challenges that talent acquisition professionals face is the competition for top talent. As the job market becomes increasingly competitive, it is becoming more and more difficult to find qualified candidates who have the skills and experience necessary to fill open positions. To address this challenge, talent acquisition professionals must be creative and proactive in their recruitment efforts. They may need to consider alternative sources of talent, such as recruiting from non-traditional fields or targeting passive candidates who are not actively seeking new job opportunities.

Keeping Up with New Recruitment Technologies and Strategies

Another challenge facing talent acquisition professionals is the need to stay up-to-date with new recruitment technologies and strategies. With the rapid pace of technological change, it can be challenging to keep up with new trends and tools. Talent acquisition professionals must stay informed about new recruitment technologies, such as artificial intelligence, chatbots, and social media, and be willing to adopt new strategies that will help them attract top talent.

Navigating the Complexities of a Diverse and Global Workforce

In addition to the challenges of competition and technology, talent acquisition professionals must also navigate the complexities of a diverse and global workforce. With an increasingly diverse workforce, talent acquisition professionals must be able to attract and retain candidates from different backgrounds and cultures. This requires a deep understanding of the needs and preferences of different groups and a willingness to adapt recruitment strategies to meet their needs.

The Impact of Covid-19 on Talent Acquisition

One of the most significant challenges facing talent acquisition professionals today is the impact of the COVID-19 pandemic. The pandemic has fundamentally changed the way that organizations recruit and retain top talent. With remote work becoming more prevalent, talent acquisition professionals must adapt their recruitment strategies to attract candidates who are comfortable working from home. They must also be mindful of the mental health and wellbeing of candidates and employees, as the pandemic has taken a toll on many individuals’ mental health.

To overcome these challenges, talent acquisition professionals must take a proactive and strategic approach to recruitment. They must develop a deep understanding of their organization’s culture, values, and strategic objectives, as well as the needs and preferences of the talent they are looking to attract. They must also be willing to invest in training and development to keep up with new technologies and trends.

A trend that began during Covid-19 and is here to stay is integrating a virtual hiring event platform like Premier Virtual as part of your hiring strategy. Many job seekers don’t have the time to search for jobs, and then attend in-person interviews. A virtual hiring event makes it easy to attend and explore available opportunities, and is a great way for talent acquisition professionals to effectively vet the best candidates. Another advantage to virtual is the ability to reach the passive job seeker, that is most likely employed and prefers virtual options to gauge interest in a new career move before applying for the position.

Creating a Strong Employer Brand

Another strategy that can help talent acquisition professionals attract top talent is to create a strong employer brand. A strong employer brand can help an organization stand out in a crowded job market and attract candidates who share its values and culture. Talent acquisition professionals can build a strong employer brand by developing a clear and compelling messaging strategy, building relationships with top candidates, and creating an engaging and positive candidate experience.

The ability to collect and analyze data can significantly help talent acquisition professionals overcome recruitment challenges. The data shows the effectiveness of different recruitment strategies, and talent acquisition professionals can identify areas for improvement and make data-driven decisions that will improve their recruitment efforts. They can also use data to identify potential talent pools and target their recruitment efforts more effectively.

In conclusion, talent acquisition professionals face numerous challenges in today’s fast-paced and ever-changing business landscape. They must navigate the complexities of a diverse and global workforce, stay up-to-date with new recruitment technologies and strategies, and adapt to the impact of the COVID-19 pandemic. To overcome these challenges, talent acquisition professionals must take a proactive and strategic approach to recruitment, building strong employer brands, and using data to inform their recruitment strategies. By adopting these strategies, talent acquisition professionals can attract top talent and help their organizations succeed in the long term.

Successful Workforce Solutions – Hiring Event Guide

John Garcia on December 5, 2022

Anyone that dedicates themselves to helping others find employment has recognized a fundamental shift in hiring. Not only have many jobs permanently moved to remote, but most of the successful HR departments have made virtual hiring an integral part of their hiring strategy.

What exactly does that mean?

It means that savvy HR departments understand that it’s best to be flexible and meet the most qualified candidates on their terms. The days of scheduling an in-office interview to find out about a potential candidate are no longer a productive option for either party.

Candidates want to apply online, and they want to meet online and determine if there is a mutual fit, before investing a lot of time and energy in an interview process. Adding virtual accommodates these needs and makes the hiring process much more efficient.

Helping your corporate partners and employers understand this might be one of the most crucial roles your workforce development organization plays in this new hiring environment.

We should know!

After powering nearly 7,000 virtual hiring events, Premier Virtual has become the leading platform in the workforce solutions industry.

Our platform is dedicated to hosting hiring events, and we’ve built it with the experience our founder accumulated from hosting hiring events for nearly 9 years. The platform has also benefited from the feedback we receive from our clients. We take every bit of that information very seriously, and developed many features and upgrades as a result of that.

The success our clients have experienced is no fluke. In this guide we detail the most important steps we’ve seen our clients implement to achieve the best results, including:

Be ‘Virtual Ready’
How to leverage your virtual event platform
Building Value
Advance Interview Scheduling
Platform Training
Metrics and Analytics
Future Focused

This guide also includes many different use cases, that we see our workforce clients doing across the nation. They have leveraged the platform well beyond hosting hiring events, making it an all-in-one virtual recruitment suite.

Download this guide to make sure your workforce board is getting the most out of your own virtual and hybrid hiring events and is prepared for the continual evolution in hiring.

CLICK HERE TO DOWNLOAD THE GUIDE NOW

Video Conferencing Software for a Virtual Career Fair?

Sergio on April 12, 2021

You won’t have trouble finding great video conferencing programs on the market. Let’s face it, without programs like Zoom, this entire pandemic would have been a much more difficult landscape to navigate. However, when it comes to virtual events, there are advantages to using a dedicated event platform like Premier Virtual.

Ultimately, whether or not you can use a video conferencing program to power your virtual career fairs depends on your needs. If you’re an employer with just a few job openings, you may want to host a virtual career fair to attract more candidates and gain exposure while doing so. In that case, a video conferencing program like Zoom can be a perfectly acceptable option.

However, if you’re hosting a career fair with multiple employers or your organization has dozens of job openings with locations throughout the state or country, your needs will far outweigh the features that video conferencing programs can offer for a successful event.

Essentially, video conferencing is just one element in a virtual career fair. While some of these programs offer additional features like chat and breakout rooms, they don’t include the unique features offered by virtual event platforms that will increase your event’s ability to mirror in-person events.

In the Premier Virtual platform, recruiters can review resumes well before ever speaking with a candidate. They can also view pre-recorded video resumes. If the employer feels it might be a good fit, they can enter into a one-on-one chat or invite the candidate into an interview using the integrated video feature. These features make it possible for recruiters to engage with more than one candidate simultaneously, increasing effectiveness and efficiency.

It’s also important to note that this is not a group chat that everyone else in the room can read. In the Premier Virtual platform, the job candidate’s communication is always ‘one-on-one,’ securing both parties’ privacy. The Premier Virtual platform also has a ‘smart-chat’ feature that follows the candidate throughout the event. This feature allows the candidate to start a chat and continue with the event without having to wait in a long queue or for a response from a recruiter that might be busy at the time. Whenever the recruiter is available and responds, the candidate will receive the chat message and continue the conversation.

This process is much more cumbersome with video conferencing. The host or employer would have to schedule an interview with the candidate ahead of time, or the recruiter has to ask that candidate to leave the main group and enter into a ‘breakout’ room.

There are many other advantages to using an event platform. For example, if you have multiple employers, you can customize the lobby so that each company has its hiring booth, complete with logo, bio, job openings, social media and website links, as well as downloadable PDFs. Everything you need to replicate an in-person event. Not to mention the robust reporting that employers receive before, during, and after the event that makes follow-up much more effective.

Event platforms also allow you to scale very quickly without needing additional upgrades or bandwidth. For example, a recent statewide career fair in Virginia had 350 employers with thousands of job openings that attracted over 15,000 job applicants. Those are numbers that could never be replicated in person or managed properly using video conferencing software.

Monetizing Your Career Fair

One key advantage is the ability to use our virtual platform to monetize your events. During Covid-19, many chambers of commerce organizations and event organizers in general, have had significant setbacks due to CDC guidelines for in-person events. Using a virtual event platform like ours allows you to easily monetize events by selling booths and securing sponsorships just like you would in a live event.

The bottom line is if you’re managing hundreds of employers, thousands of jobs, and tens of thousands of job candidates, it is simply beyond the capacity of video-conferencing platforms. When it comes down to virtual career fairs, choosing a virtual event platform that is dedicated to powering them like Premier Virtual is the wise business decision.

If you’d like to learn more about the Premier Virtual event platform, please visit www.PremierVirtual.com for a free demo.[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

Premier Virtual Set to Launch Version 2.0!

Sergio on April 6, 2021

Announcing the release of Version 2.0!

Based on our client’s wants and needs, Premier Virtual is proud to announce the first major upgrade of its platform…Version 2.0. The platform remains easy-to-use while adding significant new features that make it the most innovative virtual hiring event platform on the market. As one of our beta-testers said, “We didn’t just remodel the house, we tore it down and built a mansion!”

What you can expect:

We set our standards so high, we always want to go above and beyond your expectations. As we power more and more events, 7,000 and counting, we keep learning what our clients need to succeed. Based on their feedback and focus groups, we’ve been able to completely revamp the platform and provide you with the best in class technology for hiring events.

Not only that, but we continue to release new updates each week. The job market is always changing and so is the technology that powers the tools and resources hiring managers need to fill open positions. To keep up with the latest we are always testing our platform to insure it provides the best possible features, so that you can host the best virtual hiring events.

The upgrades will significantly improve the user experience, for the host, employer, and job candidates by providing enhanced customization tools and improved design. Below is a comparison chart with the significant upgrades listed.

Schedule Your Training Demo!

In the next few weeks, we will be coordinating a series of training webinars. Your account executive or account manager will be contacting you with a complete schedule so that you can participate in the most convenient one. It’s because of our loyal clients that helped to make this possible, and for that we thank you, and look forward to your continued support! If you are not a client, please schedule a demo by visiting premiervirtual.com

Steve Edwards – CEO, Premier Virtual

Powering Hiring Events for Workforce Development Boards

Sergio on March 29, 2021

In less than 1 year, Premier Virtual has compiled an impressive list of workforce development board clients.

Clearly, Premier Virtual has become the leader in virtual hiring events among workforce boards. There are many reasons for this, starting with the flat-rate pricing that Premier Virtual offers. Beyond that the technology, features and dedication to customer service make this the number one option among workforce boards across the nation.

It makes sense that the South Florida based company is the official virtual platform for CareerSource Florida on a statewide level (24 boards), but we are also the statewide board for:

Massachusetts (17 boards)
Virginia (16 boards)
Wisconsin (11 boards)
Tennessee (24 boards)

Premier Virtual is also powering virtual job fairs for workforce boards in:

Texas (17 boards)
California (18 boards)
Ohio (5 boards)
Colorado (2 boards)
Maine (1 board)
Maryland (1 board)
Minnesota (1 board)
New York (1 board)
Utah (1 board)
Washington (1 board)

In addition, there are several job training agencies that have chosen our platform including:

New Jersey – Department of Economic Development
N.Y. Schenectady Job Training Agency

If your workforce board, school board, or related government agency is looking for an economical virtual platform that is rated best-in-class, please schedule a demo to see how we can help.

Premier Virtual Hiring Event Platform, We Give You More!

Sergio on March 8, 2021

Unlike our competition, the Premier Virtual hiring event platform was created by recruiters. For nearly 9 years, Founder and CEO, Steve Edwards hosted in-person job fairs throughout the state of Florida. In 2018, he saw the writing on the wall and knew that a shift in the market was coming. Instead of waiting, Steve set out to create his own virtual event platform and poured everything he knew from in-person events into developing Premier Virtual.

The results are undeniable, with over 1,200 events, 15,000 hiring companies, and 150,000 job-seekers and counting, using the platform to connect. As we start to look at what will happen post-covid, it’s clear that a company that offers virtual hiring events as part of their recruitment strategy will have a much better chance to succeed than those who don’t. That’s why our platform is essential, and that’s why we give you more!

We give you more than Brazen, XOR, vFairs, or any other virtual platform, and more is coming soon, as we get set to publish our 2.0 update. You’ll have more flexibility, more quality time with job-seekers, more reliability than any other platform on the market, more efficiency, and more live, local support so that you can have the best possible hiring event.

Schedule a demo to see for yourself why we give you more, and why Premier Virtual is the best option for your virtual hiring events.

What are the Best Virtual Hiring Event Platforms?

Sergio on January 19, 2021

When it comes to selecting the best possible virtual hiring platform for your organization, three companies continue to rise to the top; Brazen, V-Fairs, and Premier Virtual.

While Brazen and VFairs have been in the virtual space a long time, Premier Virtual has quickly emerged as one of the top virtual hiring event platform options on the market.

<<CLICK HERE TO SCHEDULE YOUR COMPARISON DEMO>>

In just over 1-year Premier Virtual has powered nearly 1,000 virtual hiring events, where over 10,000 employers have filled positions from among 100,000+ registered job applicants!

One particular segment of the hiring industry that has embraced the Premier Virtual platform is the Workforce Solutions sector. Across America, nearly 1 in 3 workforce boards have hired Premier Virtual to be their exclusive platform provider. In fact, Premier Virtual is the primary statewide provider for the workforce boards in Tennessee, Virginia, Wisconsin, Massachusetts, and Florida.

How Does Premier Virtual Compare?

Innovations – offering the most advanced features, and preparing to release all-new upgrades and additional features, scheduled for March.
Ease of use – the launch of a new ‘Set-up Wizard’ will make creating and launching events easier than ever before.
Customization – the ability to host virtually any type of event.
Affordable – Best-in-class experience for employers and job seekers at the best price point in the market!
Communications – Text and 1-on-1 integrated video chat!!

These benefits combined with the state-of-the-art technology combined with the superior customer service, has made Premier Virtual the clear choice when hosting a virtual hiring event. Already, Premier has powered thousands of events, more than they did in 9 years of hosting in person events. It was that experience and that knowledge that Premier Virtual took, and poured into their virtual platform to make hiring events as efficient and productive as possible.

If your organization is looking for a virtual hiring event platform option, please feel free to schedule a free demo by clicking on this link, or visit www.PremierVirtual.com

561-717-9717

Hiring Trends in Education

Quiet Quitting/Firing and the Morale Issue it Causes

Top Challenges for Talent Acquisition Professionals

Successful Workforce Solutions – Hiring Event Guide

Video Conferencing Software for a Virtual Career Fair?

Premier Virtual Set to Launch Version 2.0!

Powering Hiring Events for Workforce Development Boards

Premier Virtual Hiring Event Platform, We Give You More!

What are the Best Virtual Hiring Event Platforms?

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