JVS Seeks Employers for May 9 Job Fair in Southfield

Are you hiring? Participate in JVS’s 5th annual job fair on May 9 in Southfield to connect with hundreds of potential employees.

Employers: fill your job openings by meeting and prescreening job candidates at the 5th annual JVS Job Connection from 9 a.m.- noon, May 9, at the Southfield Pavilion in Southfield. A few recruitment booths for companies are still available.

Open to the general public and veterans at no charge, the job fair is expected to attract hundreds of job seekers.
Job Connection will feature more than 40 companies including Henry Ford Health System, Oakland County, Tapper’s, Elba Laboratories, City of Southfield, Robert Half and more. Companies interested in participating may contact Angela Bevak at abevak@jvsdet.org or (248) 233-4482. See flyer for more information. (bit.ly/FindGreatEmployees2018)

JVS, a career resource for job seekers and employers, sponsors the event in partnership with Oakland County Michigan Works!, the City of Southfield and the Jewish Federation of Metropolitan Detroit.

About JVS
Celebrating 75 years of helping metropolitan Detroiters realize their life’s potential, JVS is an award-winning human services organization with four main locations in the metro area. Through a variety of programs designed to help people maximize their self-sufficiency, the agency helps job seekers jump-start their job searches, provides jobs and meaningful programs for people with disabilities and helps seniors remain active and engaged.

Millennial Truth: A Closer Look at How Gen-Y Work in Today’s Workforce

By Daniel A. Washington

Kelly Services’ Mark Lanfear, vice president and global practice leader of life sciences solutions, has spent years helping health care companies get the most out of their millennial talent and the rapidly changing workforce.

millennialQuick to point out the surge of millennials entering the workforce, Lanfear describes the often-misunderstood employee group as “driven and more talented” than some employers would like to admit. The thought leader in talent management credits millennials for being efficient and often times the most valuable employees.

“I think the biggest myth when it comes to millennials is that they have an attention problem or a devotion or a loyalty problem,” Lanfear said during an interview with the Detroit Regional Chamber. “It’s just that problems get solved more quickly and because of the way in which millennials focus on their work they don’t spend nearly as much time on finding solutions as previous generations.”

RELATED: Attracting And Engaging Millennials Is Much More Than Beer Carts And Slurpee Machines

Recalling a recent conversation with his older brother, Lanfear said millennials attract attention from industry leaders and companies across the region for good reasons. He said he believes that the rapidly increasing entrant to the workforce is changing the way companies think about employment and what they must offer.

“Right now, quicker than any other time, millennials are forced to take the wheel,” he said. “We talk about millennials being 30 percent of the population but they are already 40 percent of management.”

The staggering statistic he said is due to what he refers to as the “silver tsunami,” a common metaphor to describe the aging workforce population.


Mark Lanfear, vice president and global practice leader of life sciences solutions at Kelly Services

“We have what I like to call the ‘silver tsunami’ happening faster than anyone could have predicted. This is the population (Generation X) that is leaving the workforce,” he said. “Not just because of age, because that’s happening with the baby boomers, but also because a lot of people enjoyed a lot of success in the 1980s, and so there are pockets of folks around the globe that are financially secure and are stepping away from the workforce.”

With retention and attraction on the minds of business leaders, Lanfear encourages a different perspective on the matter: maximize a millennial’s potential by providing challenges and assignments related to their passions and let go of the idea of retaining them.

“Retention is a word that I have been asking clients to move away from,” said Lanfear. “Retaining a millennial workforce is going to be a challenge because it’s against their nature to stay especially when there is not a challenge or passion for them to commit to.”

Despite the misconceptions and labels associated with millennials, Lanfear said he is confident that as more research is done, those in the age group will become more understood. The numbers suggest that management styles and work cultures in the future will be defined by millennials who will be forced to leave a lasting mark in their roles in leadership positions.

“The wheel is just simply being handed to millennials fast,” he said. “So, I think we will see a lot changes as to how they are perceived in the coming years.”

Daniel A. Washington is a marketing and communications coordinator at the Detroit Regional Chamber.

Read more from Daniel A. Washington:

Trillium Academy Seniors Hear Career Lessons from Chamber Millennials

Lear Innovation Center, Detroit’s Latest Automotive Design Incubator, Opens Downtown

American Society of Employers (ASE) looks at 5 emerging HR trends in 2016

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, along with McLean & Company, a trusted ASE collaborator and service partner, announced today the 5 emerging trends in HR based on McLean’s annual survey of top HR priorities and trends in the U.S. and Canada. Survey respondents in the international survey included more than 100 ASE member companies.

“ASE was pleased to facilitate member input in this year’s survey,” Mary E. Corrado, ASE CEO, said. “Their participation allows ASE to look at survey findings with an emphasis on HR practices and trends particularly relevant to Michigan. “

According to the McLean & Company survey findings, the top 5 emerging HR trends in 2016 are:

1. Creating manager accountability for performance coaching. Shifting accountability for performance coaching is the first step in creating more agile performance management.
2. Encouraging managers to hold frequent engagement conversations. Engaging leadership behaviors are a series of micro experiences that leaders have with their employees. Through ongoing dialogue, leaders influence employees’ energy and connections to business outcomes. Employee engagement is essentially a reflection of effective day-to-day management practices.
3. Identifying when to develop staff for career opportunities rather than hiring externally. An ongoing challenge is the decision to build or buy talent to fill vacant roles. A thoughtful, balanced approach is required to meet short term needs while anticipating and preparing for the needs of tomorrow.
4. Driving employee engagement through recognition and appreciation. Sometimes the greatest power lies in a simple thank you and focus on desired behaviors.
5. Improving the candidate experience. Organizations must ensure their talent acquisition process places a strong focus on the candidate experience or otherwise risk losing candidates to employers who do.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

About McLean & Company
McLean & Company, a division of Info-Tech Research Group, Inc., is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that have a clear and measurable impact on business..

Core3 Solutions Hosts Spring Hiring Fair – Keeping Talent in Michigan

Troy, Mich., April 27th, 2015 – Core3 Solutions, Excited to Announce New Hiring Initiatives!

It is no doubt that Michigan has seen an explosion in the technology industry over the past few years. Detroit has been ranked first in the Midwest and fifth in the nation for the number of technology-based jobs, according to Automation Alley’s Technology Industry Report. Core3 Solutions is proud to be a part of the tech movement and ready to hire Michigan’s best!

In 2014, to adapt to the ever-changing needs of the technology industry, Core3 Solutions rebranded to create Element5, Detroit IT and Mac Detroit. With more than 17 years in the industry, Core3 Solutions is now looking to fill full-time positions as well part-time internships within its three brands.

Core3 Solutions will be hosting a spring hiring fair at Automation Alley, Michigan’s largest technology business association on Wednesday, April 29th from 11:00 a.m. – 5:30 p.m. The job fair will be held at 2675 Bellingham Drive, Troy, Mich. 48083.

Since the rebranding, each company has seen significant growth, providing new career opportunities for skilled professionals. Detroit IT and Mac Detroit, specializing in information technology, and Element5, focused on digital marketing, design and development, will hold onsite interviews at the upcoming job fair.

Each of the three firms seeks career-driven individuals with a knack for customer service and detail-oriented work.

Managed Service Providers, Detroit IT & Mac Detroit, are seeking Service Desk Support Technicians & Interns, Apple Support Specialists, Systems Administrators, Network Operations Management, and a Junior Project Manager.

“The Detroit IT staff focuses heavily on strong customer support and technical problem solving. We are always looking for candidates who excel in both areas.

Additionally, we offer internship programs to build strong foundations for future IT technicians,” Eric Grundlehner, CTO, said.

In the digital marketing realm, Element5 is looking for creative Project Managers, Web Developers, Graphic Designers, Digital Marketing Specialists, and interns to assist in various upcoming projects. “We are looking for individuals who are passionate about technology and digital marketing to join our family,” Paul Chambers, CEO, said. “Our culture is a vital piece of who we are, and we’re looking to hire people who complement our team.”

If you are a candidate interested in attending the hiring fair, please RSVP at core3solutions.com/hiring-fair

About Core3 Solutions

Headquartered in Troy, Mich., Core3 Solutions is the holding company for Detroit IT, Element5 and Mac Detroit. The three companies service mid- to enterprise-level clients throughout Metro Detroit and Southeast, Michigan. As a Michigan-based company, Core3 Solutions is passionate about retaining talent here in Michigan, and continuing to build a company culture that is welcoming to all!


Heather Garey
Sales & Marketing Coordinator
T: (248)530-1001 ext. 122

Accounting MOVE Project highlights Plante Moran as a 2014 Best Public Accounting Firm for Women

Southfield, Mich. – June 26, 2014 – Plante Moran, one of the nation’s largest certified public accounting and business advisory firms, was recently named by the Accounting MOVE Project as a 2014 Best Public Accounting Firm for Women.

The MOVE project, now in its fifth year, surveyed 50 firms using benchmarks to evaluate the retention of women leaders in public accounting and their advancement to partnership.
Firms participating in the Accounting MOVE Project were ranked on the range, depth and success of programs and a workplace culture proven to remove barriers to women’s success, especially at midlevel and above.

The Accounting MOVE Project highlights Plante Moran for the firm’s nationally known work-life programs, strengthening the tracking of leadership-bound women and building out the firm’s network of champions for women in the firm’s 19 domestic offices. Specifically, the report applauds Plante Moran for its Women in Leadership program, or WIL, which is designed to accelerate the firm’s ability to both attract and retain women leaders. Introduced in 2013, the program’s long-term goal is to have equal presence, impact and influence from men and women at all levels of the firm, including partnership.

According to Plante Moran Managing Partner Gordon Krater, the firm has seen great success in the first year of the program.

“For more than 25 years, Plante Moran has been a leader in work-life programs and a pioneer in women’s career advancement issues,” Krater said. “The Women in Leadership initiative came into play because we needed to reassert our leadership position in attracting, retaining and advancing women to partnership and other positions of increasing responsibility.

“Since implementing the program last year, we have seen an increase in development opportunities for our staff, creating avenues for women to become partner and further advance their career during partnership. For example, Dianne Wells, who leads the firm’s retail dealer industry, one of the largest practices in the nation focused specifically on auto dealers, was appointed as office managing partner for the firm’s new Detroit office in November 2013. Recently, Dianne was named one of the winners of the Michigan Association of CPAs Women to Watch awards.”

The 2014 Accounting MOVE Project focused on a firm’s return on investment in women through internships, initiatives and influence. According to the report, internship experiences are the single most important factor in a student’s acceptance of a job offer. Eighty-one percent of MOVE firms offer paid internships and successful programs set high expectations and follow-through when those interns are hired as associates, increasing the chance of retention. As an example, the report introduces Michelle Goss, who started with Plante Moran as a winter intern in 1996 and is now a partner and mother of three.

To gain a return on initiatives, the report reveals that weaving succession planning with programs that equip women with key business development, leadership and confidence-building skills, such as Plante Moran does, are the most successful. When tracking a return on initiatives, key metrics are identified and tailored to the firm’s retention, growth and succession goals, as well as new business resulting from the initiative by individual, practice area, office and specific program.

In gaining a return on influence, the report notes that with male partners and principals outnumbering women four-to-one, these senior women have a higher profile with younger professionals, especially women. This increased exposure has resulted in many surveyed firms winning new business, developing brand ambassadors, increasing the firms’ credibility, and giving women the authority to advocate for diverse rising talent.

In responding to the report’s reminder that, “Business skills can be taught. Influence is caught,” Plante Moran partner Sue Perlin, who leads the firm’s WIL program, said her experience bears this out.

“Plante Moran recently elected 18 new partners, 11 of them were women,” Perlin said. “Our ability to have more women in senior leadership positions in the firm depends upon our ability to build a strong bench of women partners. It’s good to see the firm making strides in that direction.”

To read the full report, visit the Accounting MOVE Project website here.

About the 2014 Accounting MOVE Project
The Best Firms were among the 50 that participated in the 2014 Accounting MOVE Project. Through the project and its sponsoring associations, the Accounting & Financial Women’s Alliance and the American Woman’s Society of Certified Public Accountants, the profession can consistently measure the status of women and collaborate on proven and promising practices that advance and retain women. The Accounting MOVE Project research partner is Wilson-Taylor Associates, Inc., which has been measuring and supporting the advancement of women since 1998.

About Plante Moran
Celebrating its 90th anniversary in 2014, Plante Moran (www.plantemoran.com) is one of the country’s largest certified public accounting and business advisory firms, providing clients with tax, audit, risk management, financial, technology, business consulting and wealth management services. Plante Moran has 22 offices and a staff of more than 2,000 professionals throughout Michigan, Ohio and Illinois, with international offices in Shanghai; Monterrey, Mexico; and Mumbai, India. Plante Moran has been recognized by a number of organizations, including FORTUNE magazine, as one of the country’s best places to work.