All Levels Of Education Sector Must Invest In Relationships, Reputation To Battle Coronavirus Disruption

The loss of life – as well as health and safety issues – remains the primary issue when talking about the coronavirus pandemic. That said, economic and societal disruption cannot be ignored.  The education sector, from pre-school to our higher education institutions, finds itself in the direct path of the storm and needing to prepare for the next waves.education battle coronavirus disruption

 

The action plans required to navigate the new-normal are extensive and detailed, and emphasis should rightly be placed on instruction and learning, technology, infrastructure, and financial considerations. None of those issues, however, will matter if schools can’t sustain meaningful relationships with their long list of publics. Parents and students are more tolerant of change and disturbances if they have trust.  Educators and staff are willing to go the extra mile if they have faith. Partners and suppliers are more open-minded if they believe a school is credible. Individuals and institutions are more giving when they have confidence.

 

Senior educational leaders will undoubtedly spend the next few months discussing important, tangible assets that ensure the delivery of education, but how much time will be spent on intangible assets like reputation, relationships, and brand?

 

Important Intangible assets

 

Intangible assets – like reputation, relationships, and brands — will first be defined by behavior and then by communication. Every organization must accept that it operates with the permission of those it serves, including students, parents, employees, regulators, partners, and a lengthy list of others. Moving forward, every action and behavior must be focused on earning and maintaining permission and trust to operate.  In the end, reputation is a simple formula: EXPECTATION + CREDIBILITY. Organizations must meet or exceed expectations and achieve credibility by doing what they say they will do in all facets of the organization, down to the very smallest detail.

 

When it comes to communication, every organization must fortify its antenna to become more effective at listening, and more attentive to relevant sights, sounds, and sentiments. They must accept and communicate vulnerability and values and give power to their conscience, ethics, and empathy, thus empowering others to act. They must speak clearly, consistently, and honestly across all platforms – paid, earned, shared, and owned. Communication must be systematic, process-driven, proactive, and reactive, and also reach to all ends of the organization, both internal and external, prioritizing those directly impacted first … but realizing that information spreads.

 

There will be bumps along the way, and some may ignite a frenzied response from the media. The industry should also anticipate government, legal, and consumer actions, along with dis-informational attacks. And all of this will negatively impact reputation and the bottom line.  Schools must soon identify and cultivate third-party advocates to speak on their behalf, quickly knock down misinformation, and employ attitude inoculation or pre-bunking techniques.

 

When it comes to maintaining and building intangible assets like relationships and reputation, there’s no magic solution. Instead, taking appropriate steps now will ensure an organization’s ongoing viability. Bottom line: educational leaders must prioritize investment in intangible assets and the professionals who manage them if they hope to survive and ultimately thrive in the post-coronavirus world.

 

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Related blogs:

 

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SCG Trendwatch: Recruitment Industry Insights – April 2020

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

How to Win the War for Talent

Companies, and HR departments, in particular, are facing unprecedented challenges when it comes to attracting talent, retaining that talent, and effectively keeping talent engaged in achieving organizational excellence. Read more…

How a Mobile-First Automated Strategy Can Transform Your Recruitment

If your company is having trouble finding and retaining workers, you’re not alone: Employee recruitment and retainment remain a significant challenge for companies across industries. According to CareerBuilder, 50% of human resources managers say they currently have open positions for which they can’t find qualified candidates.  Read more…

Video and social posting up in COVID-19 recruiting era

While some companies have scaled back in response to the pandemic, others are hiring en masse, putting pressure on recruiters to source, engage and hire candidates in a time when in-person interviews or discussions are largely off the table.  Read more…

How Reward Gateway Successfully Shifted Their Teams To Remote Work

Before COVID-19, most of Reward Gateway’s work, collaboration, and communication happened online, but just like many businesses today are experiencing for the first time, transitioning our entire workforce to be fully remote teams has proven to be a difficult shift.  Read more…

Indeed applicants can mark themselves ‘#readytowork’

While unemployment claims continue to rise at unprecedented rates, some employers found their services in high demand and sharply increased recruitment to compensate. Read more…

What Employees and Employers Really Value at Work

With low unemployment and a good market for job opportunities, today’s employees are on the move more than ever before. According to a recent Job Openings and Labor Turnover Survey (JOLTS) from the Bureau of Labor Statistics (BLS), over 3.5 million Americans quit their jobs every month. This is an alarming statistic considering how much it costs from a monetary and productivity standpoint to train a new employee. On average, it costs small businesses about $1,200 to train a new hire and takes eight to 26 weeks for that person to achieve full productivity. Read more…

contact tracer people

For Hiring The Contact Tracers Who Monitor The Spread Of COVID-19, New Entity Launched

“ContactSCG” unveiled by New Jersey-based SCG Advertising + Public Relations

ContactSCG

 

 

 

 

 

PARSIPPANY, NJ (April 30, 2020) – Government agencies, non-profits, and private industry all are expected to hire upward of 300,000 health detectives – known as contact tracers – to identify and interview individuals who test positive for the virus and then trace those they’ve recently been in contact with. The Centers for Disease Control (CDC) and other experts have expressed the belief that contact tracers will be integral to preventing a second wave of the virus.

 

In 2003-2004, contact tracers played a key role in defeating SARS, and are used regularly by health departments around the world to combat HIV, measles, H1N1, and even Ebola.

 

Among those companies and organizations already active in the burgeoning contact tracing technology sector are a partnership between Apple and Google,  Bloomberg Philanthropies, Contrace, and Partners in Health. In addition, several former health officials are calling for contact tracing support to be prominently featured in the next coronavirus aid package.

 

Beyond the tools, technology, and skills employed by contact tracers, quickly hiring hundreds of thousands of skilled investigators will be a challenge. To help organizations meet this challenge, the highly specialized recruitment advertising division of SCG Advertising + Public Relations has launched a dedicated unit called ContactSCG to focus on helping organizations market and hire contract tracers. The 60-year-old, New Jersey-based firm – with offices in Atlanta, Philadelphia, California and Florida – has, for decades, provided talent acquisition and recruitment advertising strategy and services to a wide range of healthcare, government, first responder, and non-profit clients.

 

“This is an astounding number of potential openings for a job that until now hasn’t even been researched by the Bureau of Labor Statistics,” says Mike Gatta, SCG’s vice president, national development. “It’s a major recruitment challenge for all 50 states, 16 territories, and thousands of local health departments – not to mention large corporations that may want their own to ensure the safety of their employees.”

 

Gatta notes that SCG has extensive experience in recruitment marketing, handling millions of jobs in all industries, including healthcare and government. By using the PESO model of Paid, Earned, Shared and Owned media, the agency has the tools to work with marketing and HR departments to quickly scale up and deliver results.

 

SCG’s recruitment marketing campaigns include a broad range of tools, including job-posting optimization for aggregators; digital and mobile strategies that include the Web, social, and shared media; and sophisticated programmatic advertising. Also featured are broadcast, out-of-home, and other traditional forms of advertising, plus diversity efforts, public relations, influencer outreach, special events, and including virtual job fairs. SCG is currently an approved vendor for government entities across the nation.

 

For more information, visit our website and contact Mike Gatta, Vice President, National Development at mgatta@scgadv.com or call (856) 795-7391 ext. 149 or Michael Cherenson, EVP Public Relations at mcherenson@scgadv.com or call973-597-5104 or 973-919-6228.

 

 

About SCG Advertising + Public Relations

Founded more than half a century ago, SCG (Success Communications Group) provides 21st century communication services highlighted by creativity, passion, and innovation. With specific expertise in advertising, marketing, public relations, social media, digital marketing, and recruitment, SCG is headquartered in Parsippany, NJ, with regional offices in the metro areas of Philadelphia, Atlanta, San Diego, and Tampa.

Additional information is available at www.scgadv.com as well as on Facebook  and Twitter.

 

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Contact Tracing

Contact Tracers: The New Normal for Local & State Health Departments

An unprecedented recruitment challenge

Contact Tracing

 

They’re not new. In fact, contact tracers helped defeat SARS in 2003-2004, and are used regularly by health departments to combat HIV, measles, H1N1, and even Ebola.

However, the incredible size of the contact tracing workforce will be the new normal as experts say that the Covid-19 Pandemic has created an explosive need for an army of these health detectives. Where now there are approximately 2,000 contact tracers across the nation, it is likely we will be needing a total force of 200,000 to 300,000.

 

This is an astounding number for a job that up until now has not been researched by the Bureau of Labor Statistics and a major recruitment challenge for our 50 states, 16 territories and thousands of local health departments – not to mention large corporations that may want their own to ensure the safety of their employees.

 

Experts believe that contact tracers will be integral to preventing a second wave of the invisible enemy. That is why the CDC says, “The time to start building the trained workforce is now.”

 

If you are not familiar with contact tracing (and we bet you are not) here is how it works. The positive person is interviewed by an investigator who then reaches out to those contacts suggesting 14 days of isolation and collecting information on others who have been within six feet for 10 minutes or more of the contact.

 

Some of the states are getting a head start on putting together an effective contact tracing team. Massachusetts is looking at a team of 1,000, New Jersey could have as many as 7,000 while California is putting together a team of 10,000 contact tracers. This is while many states are looking at creative ways of filling these critical roles.

 

If you are a Government Health official, Healthcare Administrator or Talent Acquisition professional with an urgent need to hire high-demand individuals as contact tracers, there is one way you can stay ahead of the hiring curve.  Contact SCG.

 

As a valued client of SCG, you will have the power of an award-winning company with 60 years of experience in public relations, research, advertising and association management.

 

More importantly, we have extensive experience in Recruitment Marketing – handling millions of jobs in all industries including extensive experience in health care and government. By using the PESO model of Paid, Earned, Shared and Owned media, we have the tools to work with your marketing and HR departments to scale up quickly and deliver results.

 

The bottom line is, we have the tools and the experience that equip us ready to hit the ground running to meet your Contact Tracing recruitment challenge. Contact Mike Gatta, Vice President, National Development at mgatta@scgadv.com or call (856) 795-7391 ext. 149.

 

Related information click here.

 

 

 

Recruitment Insights – Coronavirus 4/13/20

 

 

April 13, 2020

Coronavirus Brings Record Jobless Claims

The Coronavirus Pandemic has had an immediate impact on a job market that was at record unemployment lows just two months ago. Nationwide unemployment in February was 3.55%, jumping to 4.44% in March. April will assuredly be even higher

 

Some Major Hiring Initiatives During The Pandemic

Although much of the focus has been on mass layoffs across the country, there are some that have needed to step up recruiting efforts as they are being overwhelmed.

 

Retirees Are Being Sought After

Even with a huge number of talented individuals are available for hire, both the U.S. Army and the U.S. Postal Service are pursuing retirees to fill their rising hiring needs.

 

Your Employer Brand During the Pandemic

During these difficult times layoffs, furloughs, and preserving as much of your current staff as possible are front and center in your efforts. However, you must remember that what you do now will have an impact our your employer brand for years to come.

 

 

 

Recruitment Insights – Coronavirus 4/3/20

April 3, 2020

Job Losses by State

Due to the Coronavirus Pandemic the nation has seen the number of jobless claims reach the highest level in our history over the past two weeks.

• The 3.28 million reported last week was four times greater than any week ever but did not affect states equally. See the chart here.

• A staggering 6.6 million filed new claims this week. See the week to week percentage difference here.

• Another look at the impact of the huge jump in unemployment claims by state. Study the map here.

 

Industries Affected by Coronavirus

Layoffs are coming at a more rapid rate than ever. Some industries felt an immediate impact and are still reeling. Look at the impact on different industries.

• Food & Beverage felt the immediate and powerful impact of the Coronavirus Pandemic. Here is a graphic that shows how they compare with other industries.

• Three most decimated industries.

 

Hiring During the Coronavirus Pandemic

There is no doubt that the coronavirus is creating joblessness in most all areas throughout the nation. However, there is a high level of hiring, too.

• Companies still hiring in Philadelphia.

• Here is a list of companies hiring in Atlanta.

• Hiring still going on in Tampa.

• Companies hiring in San Diego.

• Essential retailers ramp up hiring in New Jersey.

 

Recruitment Insights – Coronavirus

Industries Affected by Coronavirus

The Coronavirus Pandemic has brought an otherwise strong jobs environment across the United States to the brink of potentially massive layoffs. However, it is essential to understand that industries are not affected equally.

 

Regions affected by the Coronavirus

The Coronavirus has affected the jobs of millions of Americans. So how are some of our regions faring during the pandemic?

 

News of interest about the Coronavirus economy

True to our “can do” spirit, there are a variety of great things happening during this pandemic.

  • Joann Fabrics is using its classrooms and supplies to mobilize crafters across the nation to help protect healthcare workers.
  • 16 companies working on the vaccine or treatment.
  • Crucial maintenance work to our nation’s trucking industry is still on the move.

 

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SCG Trendwatch: Recruitment Industry Insights – March 2020 “COVID-19 Crisis Edition”

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Coronavirus: How Employers Around the Globe Are Responding

Companies are scrambling to respond as the coronavirus, which causes the respiratory illness COVID-19, spreads around the world. During a Society for Human Resource Management (SHRM) webcast March 10, an official with the U.S. Centers for Disease Control and Prevention asked employers to do all they can to slow the coronavirusRead more…

Should You Suspend Hiring During the Coronavirus Outbreak?

United Airlines recently announced that it will be implementing a hiring freeze through June in light of the recent outbreak of coronavirus in the United States. Part of its decision stems from the fact that many travelers have suspended their plans, resulting in less air traffic, and therefore, there isn’t as high of a demand for new employees when business is down.   

As the coronavirus continues to spread throughout the nation, it leaves us wondering: Should all employers suspend their hiring process until the virus has run its course?  Read more..

How Businesses Should Handle the Coronavirus Outbreak

With the coronavirus still continuing to spread across the world, we’ve put together a handy guide on best practices companies and human resources departments should follow to help their employees stay healthy and infection-free.

HR departments should pull together information pertaining to the coronavirus to create a ready-to-refer instructional guide for employees that not only educates them about the viral infection, but also enlists ways to avoid it.  Read more…

Recruiting in an Era of Coronavirus

One of the key tools to developing a successful recruiting program is the ability to pivot on a dime and stay in front of our ever-changing environment. Right now, we’re facing a pandemic of sizable proportions. People are scared. Professional conferences are cancelled. Job fairs shuttered. But some essential personnel positions need to be filled – and you still have an applicant pipeline to populate.  Read more…

U.S. Factories Closing Due to Coronavirus Concerns but Some Must Keep Producing

​Shutting down a factory is never an easy call, but in the face of growing concerns about the coronavirus, more manufacturers are opting to go idle rather than risk spreading infection among employees and their families.

A watershed moment came March 18 when automakers in Detroit announced a complete factory shutdown in the U.S., Mexico and Canada until at least March 30, following news that workers at several auto plants had tested positive for COVID-19.

Read more…

Coronavirus and Teleworking: Tips for Preparing your Workforce

The coronavirus is prompting a wide range of employers to ask employees to telecommute, but many employees are not experienced in working remotely. In fact, as of 2018, only  24 percent of U.S. employees did some or all of their work at home, according to the U.S. Bureau of Labor Statistics. Workers spent more time in the workplace—7.9 hours—than they did working at home—2.9 hours. Read more…

Coronavirus at Work: How Companies Are Responding to COVID-19

With the outbreak of the novel coronavirus, the world is in the midst of what could turn out to be one the of the biggest pandemics of the century—or, at the very least, a disease epidemic unlike anything the U.S. has seen in over a decade. And it’s hitting people hard where they spend a huge chunk of their time: at work. Read more…

Coronavirus-Related Jobs are Percolating

The unemployment rate peaked at 25% during the Great Depression. Decades later, the United States may soon be facing 20% unemployment due to the COVID-19 pandemic. That we might be on the precipice of the Great Depression 2.0 is…well…depressing.

That’s the bad news. Here’s the less-bad news. (“Good news” would be an overstatement.) Our current crisis is also spurring hiring in some areas. Read more…

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SCG Trendwatch: Recruitment Industry News & Insights – February 2020

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Fortune’s 2020 List of the 100 Best Places to Work Is Out, and Here’s What It Reveals

On February 18, 2020, Fortune Magazine released its 2020 list of 100 Best Places to Work for. With some companies finding a spot on the list for years in a row, we assess what has made the top five companies the best place to work in 2020.

When we talk about the future of work and the elements that embody it, these companies offer at least some of the key elements that comes together to deliver a top-notch employee experience. For instance, most companies in the top 10 offer telecommuting options, while others offer fully-funded health insurance. Workplace diversity is also a priority for them, with a higher minority and female representation.  Read more…

What does the Kronos and Ultimate Software Merger mean for HR?

​Users of Kronos and Ultimate Software—two of the largest HR technology vendors—may want to get in touch with their account representatives. The two companies have announced a merger, creating the largest pure HR tech company by market share, which could bring changes and new possibilities for customers.   Read more…

Hireology Simplifies Automotive Hiring With New Mobile App

Hireology, the leading recruitment CRM for multi-location, decentralized enterprises, announced a new mobile application, available this summer.

The mobile application will enable hiring managers to engage candidates on-the-go, hire faster and avoid losing applicants to competing job offers in a tight labor market. The app will be available to all customers and included in the base subscription price.  Read more…

Sourcing Reddit To Find Unique Teaching Candidates

In the world of test prep, the hardest talent to find and keep are MCAT teachers. It’s our biggest book of business and therefore, the highest volume of classroom and tutoring assignments that we fill.  We need to hire a lot of MCAT (Medical College Admission Test) instructors but what makes this pursuit doubly hard is the industry’s turnover rate.  This means that we are sourcing constantly. Read more…

How Chatbots Are Revolutionizing the Hiring Experience

It is no secret that applicants often feel burned out by the job application process, especially when 65 percent of them report never or rarely receiving any notice on their status. This lack of communication can render people dehumanized and fatigued, and it also can leave them with a negative view of these companies. Not only will that opinion prevent them from further interacting with a company, but they are likely to share their experience with others. Read more…

Recruiting firms say employers need to raise wages

Most recruiting firms (77%) responding to a recent survey said employers must raise wages to compete for qualified talent in 2020. Forty-four percent said this need was one of their top three hiring challenges for the next three to five years, up from 30% last year, according to findings released by cloud-computing company Bullhorn Jan. 28.  Read more…