Dasher, Inc. shares how they are helping economically challenged people find hope and be productive.

The participation of Black students in science, technology, engineering, and mathematics (STEM) fields, is an issue of national concern. Educators and policymakers are seeking to promote STEM studies and eventual degree attainment, especially those from underrepresented groups, including Black students, women, economically disadvantaged, and students with disabilities. Literature shows that this has been of great interest to researchers, policymakers, and institutions for several years (Nettles & Millet, 2006; Council of Graduate School (CGS), 2009; National Science Foundation (NSF), 2006), therefore an extensive understanding of access, attrition, and degree completion for Black students in STEM is needed. According to Hussar and Bailey (2014), the Black and Latino postsecondary enrollment rates will increase by approximately 25% between 2011 and 2022. It is critical that this projected enrollment increase translates into an increase in Black student STEM enrollment, persistence and consequently STEM workforce. In view of the shifting demographic landscape, addressing access, equity and achievement for Black students in STEM is essential. Institutions, whether they are secondary or postsecondary, all have unique formal and informal academic structures that students must learn to navigate in order to become academically and socially acclimated to the institution (Tyler, Brothers, & Haynes, 2014). Therefore positive experience with the academic environment becomes critical to the success of a student persisting and graduating. Understanding and addressing the challenges faced by Black students in STEM begins with understanding the complexities they face at all levels of education. A sense of urgency is now needed to explore these complexities and how they impact students at all educational levels. This book will explore hidden figures and concerns of social connectedness, mentoring practices, and identity constructs that uncover unnoticed talent pools and encourage STEM matriculation among Black STEM students’ in preK-12 and post-secondary landscapes. Section 1-Socialization Social discourse concerning how male and females are supposed to enact their socially sanctioned roles is being played out daily in educational institutions. Individuals who chose STEM education and STEM careers are constantly battling this social discourse. It is necessary for P-20 STEM spaces to examine and integrate understanding of socialization within the larger societal culture for systemic and lasting change to happen. Section 2-Mentoring A nurturing process in which a more skilled or more experienced person, serving as a role model teaches, sponsors, encourages, counsels, and befriends a less skilled or less experienced person for the purpose of promoting the latter’s academic, professional and/or personal development. Section 3-Identity Research focusing on identity constructs in STEM has become more common, especially as it relates to student retention and attrition. Researchers have been able to use identity as a way to examine how social stigma can cause students to (dis)identify within STEM spaces.

Tens of millions of people in the U.S. with criminal records are highly talented, reliable, and eager to work. Implement these second chance hiring practices to give your company a significant competitive advantage over those that do not. Researched, tested, and written by the chief investment strategist of one of the country’s leading business banks, Jeffrey Korzenik includes dozens of examples of businesses that have successfully implemented the second chance hiring practices outlined in this book. Korzenik shows those companies that have learned to go beyond the label and to evaluate the qualities of the individual applicant have tapped into an often-overlooked source of loyal and productive talent. In Untapped Talent, you will: Understand what goes into a successful second chance hire, from the support that will be needed internally to the resources that are available from outside agencies. Learn how businesses from a variety of industries have instituted successful second chance hiring programs and how this has positively impacted their culture and bottom line. Gain practical onboarding and coaching strategies that will help ensure a smooth transition and a productive, happy new employee. Acquire relevant knowledge of the criminal justice system to provide context in identifying the potential of second chance hiring. Your path to a loyal, engaged, and productive workforce starts with the clear competitive advantage you’ll gain by implementing the second-chance hiring practices within Untapped Talent.

As the recruiting landscape changes, different methods are needed to attract talent, and social media is a key channel. However, many HR and recruiting professionals are not equipped with the knowledge and understanding to create a social media recruiting strategy. Social Media Recruitment combines practical guidance with case studies and insights from industry thought leaders to provide a full understanding of what social media means for HR and recruitment and how to successfully integrate and use it. In a series of easy-to-follow chapters and manageable steps, Social Media Recruitment covers the essentials from the beginning to the end of the process, including: how to implement a social media strategy; the crossover between HR, recruiting and marketing; measuring ROI; HR policies and procedures needed; big data and HR; using technology in recruiting, such as video interviewing; social media as an internal collaboration and communication tool across companies; how social media will impact recruiting and HR in the future. Ideal for all HR and recruitment professionals, and anyone responsible for talent strategy, Social Media Recruitment focuses on devising and implementing a social media recruitment strategy that works for your organization and is aligned with your recruitment objectives.

By 2020, 40 percent of the workforce won’t want to be your employee. That means managers and executives have to forget the old recruit-and-search for-months methods to acquire talent and revise their perception that “talent” is only full-time employees. The good news is that this talent allows you to achieve the biggest impact on your projects in the fastest time possible. In Navigating the Talent Shift, author Lisa Hufford introduces you to SPEED: a fast, and flexible talent strategy that shows companies how to access the 65 million people that make up the on-demand, specialized talent pool. This strategy shows you how to: • Stop spending months searching for talent• Have a team of on-demand talent at your fingertips• Exponentially expand your talent pool • Test ideas and change direction fast to stay competitive and drive innovation• Reduce severance and layoffs• Bring a fresh perspective with strategic doers on your team• Do more with less Navigating the Talent Shift will show you and your team how to tap into an on-demand workforce while providing you with the talent you need to be nimble and successful.

Divulging counterintuitive revelations about what it "really" takes to attract, develop, and retain top performers, this is the definitive guide to today's most urgent business dilemma.

According to Paul C. Light's controversial new book, The New Public Service, this January's 4.8 percent federal pay increase will do little to compensate for what potential employees think is currently missing from federal careers. Talented Americans are not saying "show me the money" but "show me the job." And federal jobs just do not show well. All job offers being equal, Light argues that the pay increase would matter. But all offers are not equal. Light's research on what graduates of the top public policy and administration graduate programs want indicates that the federal government is usually so far behind its private and nonprofit competitors that pay never comes into play. Light argues that the federal government is losing the talent war on three fronts. First, its hiring system for recruiting talent, top to bottom, underwhelms at almost every task it undertakes. Second, its annual performance appraisal system is so inflated that federal employees are not only all above average, they are well on their way to outstanding. Third and most importantly, the federal government is so clogged with needless layers and convoluted career paths that it cannot deliver the kind of challenging work that talented Americans expect. None of these problems would matter, Light argues, if the government-centered public service was still looking for work. Unfortunately, as Light's book demonstrates, federal careers were designed for a workforce that has not punched since the 1960s, and certainly not for one that grew up in an era of corporate downsizing and mergers. The government-centered public service is mostly a thing of the past, replaced by a multisectored public service in which employees switch jobs and sectors with ease. Light concludes his book by offering the federal government a simple choice: It can either ignore the new public service and troll further and further down the class lists for new recruits, while hoping that a tiny pay in

Ageless Talent: Enhancing the Performance and Well-Being of Your Age-Diverse Workforce provides organizational leaders, managers, and supervisors with clear, evidence-based tactics by which to develop and manage an aging and age-diverse talent pool. This volume provides an easy-to-implement set of tools for addressing the difficult problems related to employee performance and well-being amid ongoing technological and social change. Ageless Talent introduces a straightforward framework (PIERA) that translates scientific advances into actionable steps and strategies. Using this framework, this book provides practical illustrations to help readers design their own small-scale interventions to achieve desirable goals under diverse organizational constraints. Furthermore, the book addresses modern management challenges arising across the globe, and offers suggestions for leaders interested in short-term and long-term change. These suggestions, grounded in time-tested and leading-edge research evidence, include specific step-by-step guidelines, customizable to different types of organizations and industries. With economic, cultural, technological, and demographic shifts making the changing nature of work a pressing concern for organizations around the globe, Ageless Talent is an essential text for practitioners – HR professionals, organizational leaders, and managers – as well as management education programs and professional training and leadership programs. It will also appeal to instructors and students in the field of industrial/organizational psychology.

Powerful ideas to transform hiring into a massive competitive advantage for your business Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring is essential reading for every leader who knows that hiring is crucial to their organization and wants to compete for top talent, diversify their organization, and build winning teams. Daniel Chait and Jon Stross, co-founders of Greenhouse Software, Inc, provide readers with a comprehensive and proven framework to improve hiring quickly, substantially, and measurably. Talent Makers will provide a step-by-step plan and actionable advice to help leaders assess their talent practice (or lack thereof) and transform hiring into a measurable competitive advantage. Readers will understand and employ: A proven system and principles for hiring used by the world's best companies Hiring practices that remove bias and result in more diverse teams An assessment of their hiring practice using the Hiring Maturity model Measurement of employee lifetime value in quantifiable terms, and how to increase that value through hiring The Talent Makers methodology is the result of the authors’ experience and the ideas and stories from their community of more than 4,000 organizations. This is the book that CEOs, hiring managers, talent practitioners, and human resources leaders must read to transform their hiring and propel their organization to new heights.