03Feb

Jennifer Nielsen Joins Bridging as Director of Programs and Services

Client News!

Our client Bridging welcomes Jennifer Nielsen as its new Director of Programs and Services.

Jennifer has over 20 years of experience in education and non-profit program management. She has served as Director of Programs at CommonBond Communities, and before that as Associate Director of the Anti-Defamation League in Chicago. She started her career in the public school system in both Minnesota and Chicago.

Jennifer has an extensive background in operations management, program development and evaluation, volunteer management, staff development, and training. At Bridging, she is responsible for client services, warehouse operations, individual volunteers, and logistics. She has a passion for working with others to solve problems, create inclusivity, and reduce barriers to housing stability.

We look forward to hearing great things from Jennifer and thank the team at Bridging for their partnership in a successful search outcome.

11Jan

The Effects of Layoffs on the Job Market

In a time when many companies are struggling, layoffs have become an unfortunate but necessary consequence. For recruiters, hiring managers and job applicants, it can be difficult to navigate the changing job market. So how does a company layoff affect the job market and what should recruiters, hiring managers and candidates do in response? Let’s explore.

Recruiter Response to Layoffs
When layoffs occur, recruiters have to adjust their strategies accordingly. Companies may find themselves with a large number of open positions that need to be filled quickly. This can mean that recruiters need to adapt their recruitment process by shortening the timeline for filling positions or opening more roles for remote work. They also need to be aware of the potential influx of applications from recently laid-off employees who are looking for new jobs as soon as possible.

Hiring Managers in a Layoff Period
The hiring process is often disrupted during layoffs as well. Hiring managers have to consider not only how they can fill the new openings created by layoffs but also how they can make sure those openings are filled with qualified talent. Hiring managers must focus on finding candidates with the right skillset, which may require them to look outside their usual pool of applicants or shift their approach when searching for candidates. It is also important for hiring managers to stay up-to-date on industry trends in order to ensure they hire employees who will best fit their organization’s needs now and in the future.

Candidates After Layoffs
Candidates who were laid off due to no fault of their own should not be discouraged if they are unable to land a role immediately after being laid off—it can take some time for the job market to recover from layoffs and there may still be more openings than applicants available until then. It is important for candidates who were laid off due to no fault of their own that they stay positive and remain proactive when searching for new jobs—they should use this time wisely by updating their resumes, brushing up on interview skills and taking advantage of any free online courses or webinars that could help them stand out among other applicants.

In conclusion, layoffs can have far-reaching impacts on both companies and individuals alike. Recruiters, hiring managers and jobseekers should all be aware of how these changes could potentially impact them—whether it’s through adjusting recruitment strategies or preparing resumes—so they are better equipped to navigate this ever-changing job market landscape during these challenging times. With the right knowledge and preparation, everyone involved can come out of this period stronger than ever before!