CARES Act: An opportunity for both student debtholders and employers

Posted by Peter DeBellis, Robert Davis on May 7, 2020.

The Coronavirus Aid, Relief, and Economic Security (CARES) Act—passed in late March—provides a sweeping $2.2 trillion emergency relief bill for businesses and individuals affected by the coronavirus pandemic in the United States.1

Among the headlines, the bill offers up to $1,200 immediate cash payments to most individuals earning less than $75,000 (or $2,400 for couples filing jointly and earning less than $198,000), plus an additional $500 per child. The bill also expands unemployment benefits to include independent contractors, gig workers, and the self-employed while increasing the duration of unemployment benefits. Additionally, the bill provides $500 billion to the Treasury Department’s Exchange Stabilization Fund (ESF) for distressed industries and authorizes the Federal Reserve to provide approximately $4 trillion in direct aid to various industries and local governments.2

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Virtual Onboarding

Considerations to support delivering an exceptional onboarding experience during business disruption

Posted by Kevin Moss, Sona Manzo on April 29, 2020.

A significant focus for many organizations right now is managing through unprecedented workforce conditions resulting from the response to COVID-19.

computer2Many companies continue to hire, but are faced with disruptions to their traditional onboarding processes.  Stay-at-home orders and social distancing have accelerated the need to establish or  implement fully virtual onboarding programs.  Given that effective onboarding is key to both enablement and retention of new talent, it is imperative that companies develop simplified, personalized and engaging virtual onboarding experiences that help ensure critical tasks are completed and that your new hire feels welcomed and connected to your company and culture and has the tools and team support to quickly contribute in their new role. 

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Talent Acquisition – Candidate Experience

Considerations for delivering an exceptional candidate experience during business disruption

Posted by Kevin Moss, Sona Manzo, Nicole Brender a Brandis on April 29, 2020.

A significant focus for many organizations right now is managing through unprecedented workforce conditions resulting from the response to COVID-19.

resumeAs Talent Acquisition priorities are disrupted, it is critical to recognize the deeply human impact the employment process has on candidates.  It is also important to keep in mind that often your candidates are your customers, and their candidate experience informs their decisions to engage with your brand as a consumer. This requires an effective candidate experience to provide personalized, proactive and timely communications with accurate and transparent information. 

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The Impact of COVID-19 on the Future of Talent Acquisition

Considerations for the future of your talent acquisition function during business disruption

Posted by Kevin Moss, Sona Manzo, Nicole Brender a Brandis on April 29, 2020.

covid talent 2As the world shifts in response to the COVID-19 pandemic, many organizations are experiencing unique challenges related to their demand for talent. Entire industries adversely affected by the crisis are decelerating or pausing hiring, while other industries facing unexpected increases in demand for talent are accelerating critical hiring at an unprecedented pace.

During this disruption it is critical that Talent Acquisition assess the business needs and priorities and act quickly to address their organization’s specific challenges.  Decisions should be made considering both the immediate need and their longer-term impact.

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Talent Acquisition – Alignment with the Business

Considerations for aligning your Talent Acquisition function with business leaders during disruption

Posted by Kevin Moss, Sona Manzo, Nicole Brender a Brandis on April 29, 2020.

LEADA booming economy, record growth and the lowest unemployment numbers in half a century have kept Talent Acquisition organizations busy while they searched for talent over the past several years.

The COVID-19 global pandemic has changed all of that.

In the weeks and months to come, as we all adjust to the ‘next normal’ and respond to this crisis, it’s important for Talent Acquisition organizations to quickly shift their focus in an effort to provide the right level of support for their business in the short-term, while preparing for the eventual recovery. This involves leveraging critical workforce planning and talent forecasting strategies. Each organization will need an approach that meets the needs of their size and scale.

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