One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?

The Effects of Workplace Racism and Sexism

Employers must address workplace racism and sexism to create safe and inclusive work environments. Educate and nurture your current employees, and aim to recruit and diversify your workforce to reduce racism and sexism in the workplace. Post a free job on Get to start building a more diverse team!

As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.

When Rage Applying Strikes: How to Identify Unserious Candidates

Rage applying is a surge in job candidates applying to multiple jobs without considering if they are interested. Employers can identify who is serious about the role by looking for red flags such as generic job applications, inconsistencies, and lack of preparation.

The Bureau of Labor Statistics has found that individuals, on average, have 12.4 jobs throughout their working life. So regardless of where you are on the career ladder, it’s inevitable that at some point, you’ll begin looking for another job. That said, you might be wondering, 

When to Tell Your Boss You're Job Searching

Job hunting can be a sensitive topic, but it doesn't have to be if you consider the situation and plan accordingly. Ask yourself questions about growth opportunities, your relationship with your boss, and the corporate culture at your current employer. Be honest, be professional, and don't burn bridges. Think of the mutual benefits that come from sharing your job hunt.

It can be stressful to interview candidates to fill an open role at your company. Maybe your boss is on you to hire someone who’s absolutely perfect as soon as possible. Maybe you don’t have a ton of experience yet in conducting interviews. Whatever the case, there’s a lot to take under consideration when you’re the one in charge of interviewing. For instance, “What questions can you not ask in an interview?” may very well be running through your mind given its legal ramifications. Knowing exactly which interview questions are off-limits (and which are fine to ask) will boost your confidence as you continue to search for the ideal new hire. 

What Questions Can You Not Ask in an Interview?

Know which topics to avoid in an interview to stay compliant with the law. Build rapport with candidates while gathering the information you need to make an informed hiring decision. Stay fair and respectful to avoid legal action and build relationships with candidates.

After one too many after-hours emails, you’re on the hunt for a new gig. But what makes a company a great place to work? And how will you know when you find one? Finding a motivating, safe, and productive work environment is important for our mental and physical health. If you’re financially frustrated, creatively stuck, or just plain over it, it’s time to find a healthier workplace where you can flourish.  

What Makes a Company a Great Place to Work

Find a work environment that celebrates individual differences, distributes factual information, values its people and is honest and ethical. Look for companies that demonstrate equal recognition, development opportunities, competitive salaries and creative benefits. A healthy workplace is one that has a culture of trust, collaboration, and appreciation. Invest in your people and your company will reap the rewards.

The goal of an interview is to evaluate candidates based on their skills, personality, and knowledge. You want to choose the BEST candidate from your candidate pool, so the interview is something you can't mess up. As you begin planning your interview process, one of the major decisions you'll face is whether the interview should be a structured vs unstructured interview. So let's take a dive into the differences and sort out which circumstances warrant which interview process. 

Structured vs Unstructured Interviews

Find the perfect job for you! Stand out in interviews with tips on structured and unstructured interview processes. Learn how to evaluate candidates, reduce bias and create a baseline to compare candidates. Jobseekers can explore the latest industry news, hone IT skills and get certified. Start your job search today!

Depending on where you are in your career, you might have first-hand experience with seasonal employment. Seasonal employment can be a great way to expand your skill set and earn extra cash while helping businesses meet seasonal increases in demand.

What is Seasonal Employment?

Seasonal employment offers financial and career benefits. Learn how to find, apply and make the most of seasonal employment - from retail, hospitality to construction and manufacturing! Get tips on how to maximize your income and skill set, while avoiding legal issues.

"A new employee who doesn't meet the minimum performance, quality, and culture fit standards you set when you began sourcing and recruiting. Additionally, bad hires will immediately show signs of self-interest instead of an interest in their role and the company."

How to Avoid a Bad Hire

Bad hires can cost a company up to 30% of the new employee's salary and pose non-financial risks like lower employee morale and reputation damage. To prevent bad hires, it is important to evaluate a candidate's skills and personality to ensure they are a good fit. A diverse hiring process and testing can also help to identify red flags.

A paralegal job is a great stepping stone to a legal career. As an expert in legal research, paralegals must be organized, strong writers, and a team player with others who require the assistance of the paralegal’s work. Sometimes known as legal assistants, paralegals are a critical part of a legal team’s work. Paralegals work across law firms, corporations, nonprofits, and government agencies.

Paralegal Resume Templates, Examples, and Tips

Paralegals are an essential part of a legal team, working in law firms, corporations, nonprofits and government agencies. Learn how to craft the perfect paralegal resume with our templates, examples and tips. Leverage internships, research projects and leadership roles to stand out and land the job!

The Rehabilitation Van Driver transports consumers to and from Goodwill in a 15 passenger van or wheelchair bus.. Split Schedule (early morning and to return in the afternoon).. The minimum requirements include: High School or equivalent, good driving record, organizational skills, prior experience in transporting people helpful, applicants must be able to pass road test, background check, DOT physical and pre-employment drug and alcohol test and random test through employment, knowledge of streets throughout Cincinnati helpful.. We offer excellent benefits including medical/dental/vision, life insurance, STD/LTD, 403 (b) with company match, paid sick time, holidays, and vacations.. Location: 2990 Harrison Ave. (Westwood) Selected as '2022 Best Workplace in Ohio' by Ohio Business Magazine!

Rehabilitation

The Rehabilitation Van Driver transports consumers to and from Goodwill in a 15 passenger van or wheelchair bus. Split Schedule (early morning and to return in the afternoon). This position requires a very flexible schedule to cover vacations and other times. The minimum requirements include: High School or equivalent, good driving record, organizational skills, prior experience in transporting people helpful, applicants must be able to pass road test, background check, DOT physical and pre-employment drug and alcohol test and random test through employment, knowledge of streets throughout Cincinnati helpful. Must have a good driving record (no more than 4 points) and be able to pass criminal background check and DOT's physical & drug tests. Must have personal reliable transportation to get to work. We offer excellent benefits including medical/dental/vision, life insurance, STD/LTD,&#160; 403 (b) with company match,&#160; paid sick time, holidays, and vacations. Pay rate: $15.00 per hour. Location: 2990 Harrison Ave. (Westwood) Selected as '2022 Best Workplace in Ohio' by Ohio Business Magazine! EEO Employer/Vet/Disabled Powered by JazzHR

Rehabilitation Van Driver

Young Adult Case Manager. Provide case management and support services to assist participants in maintaining employment and achieving a better quality of life.. Act as a resource and guide; serve as a role model and mentor to participants.. Minimum 2 years’ experience in one of the following areas: vocational assessment; working with more than one disability population; job placement skills; and/or case management preferred.. Must maintain the ability to pass a criminal background check and random drug screens.

Adult Case Manager

Young Adult Case Manager$750 Sign-On Bonus (Restrictions Apply)Summary Provide case management and support services to assist participants in maintaining employment and achieving a better quality of life. Essential Duties & Responsibilities <ul><li>Provide participants with training, job-readiness, and social skills.</li><li>Act as a resource and guide; serve as a role model and mentor to participants.</li><li>Assist participants of Goodwill Easterseals Miami Valley services to maintain employment and achieve a better quality of life.</li><li>Link participants to community resources as needed.</li><li>Advocate for and represent participants with employers and community organizations.</li><li>Provide job development and retention services for participants.</li><li>Other duties as assigned.</li></ul>Knowledge, Skills, & Abilities<ul><li>Bachelor’s Degree in a Human Service related field.</li><li>Minimum 2 years’ experience in one of the following areas: vocational assessment; working with more than one disability population; job placement skills; and/or case management preferred. Experience may be considered in lieu of a degree.</li><li>Ability to demonstrate good written and oral communication skills.</li><li>Knowledge of community resources and a demonstrated understanding of employer needs preferred.</li><li>Must have working knowledge of Microsoft Office products.</li></ul>Qualifications Must maintain a valid driver's license and a driving record acceptable to Goodwill's liability insurance provider.Must maintain the ability to pass a criminal background check and random drug screens.The above duties and responsibilities are essential job functions subject to reasonable accommodation. The employee must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job and/or apply for the position, absent undue hardship.This job description is not to be interpreted as an all-inclusive list of duties, responsibilities, or requirements. Employees may be required to perform additional job- related tasks as assigned, subject to reasonable accommodation.Goodwill Easterseals Miami Valley is firmly committed to Equal Employment Opportunity (EEO) and Affirmative Action (AA) compliance with all Federal, State, and local laws that prohibit employment discrimination on the basis of age, sex, color, race, creed, national origin, religion, marital status, citizenship status, ancestry, sexual orientation, gender identity and/or expression, genetic information, disability status, protected veteran status, membership or activity in a local human rights commission, status with regard to public assistance, or any other classification protected by applicable law. This policy applies to all employment decisions, including, but not limited to recruiting, hiring, training, promotions, pay practices, benefits, disciplinary actions, and terminations.SDL2017

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