Kelsey Riley Goodnight, MSHRM

Human resource development (HRD) or human resource management (HRM)? 💼 HRM: You thrive in payroll, benefits, and hiring. 📚 HRD: You love training, developing talent and designing learning programs. Boise State’s online OPWL master’s program gives you the tools to thrive in HRD roles, such as: 🔹 Instructional Designer 🔹 Learning & Development Manager 🔹 Talent Development Director 🔹 Chief People & Culture Officer Plus, you can customize your degree with four specialized certificates. 🔗 Learn more: https://buff.ly/auaT0Aj

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Spring hiring season is approaching. For California employers, it may be a good time to review a few key hiring compliance areas, including: • Salary range requirements in job postings • Worker classification (ABC Test) • Required new hire notices We summarized a few reminders in our March newsletter. 👉 Book a free 20-minute check-in with us if you’d like to review your hiring practices. #CaliforniaHR #HRCompliance #HiringCompliance

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The region's workforce is shifting toward skills-based hiring👀 Greater Sacramento employers, educators and workforce leaders are aligning around skills-based hiring to better match training programs with real employer needs. This work is expanding access to high-wage jobs, strengthening talent pipelines and helping companies fill critical roles faster. Learn more: https://lnkd.in/gEqxS9bD

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JobNet 2.0 is a new program developed by the Bay Area Human Resources Connections (baHRC), designed specifically for HR and TA professionals navigating career transitions. This isn’t just another job board, panel, or passive event. It’s a peer-led initiative, facilitated by individuals who have experience on both sides of the hiring table. While baHRC will continue to focus on broader, strategic topics relevant to our profession, JobNet 2.0 is about building a supportive community for those in transition—offering connection, guidance, and a sense of belonging when it’s needed most. #jobnet #careertransition #hrcommunity

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Have employees in California? Then this update isn’t optional, it’s essential! California’s pay transparency rules have teeth, and the state expects employers to get specific. Here’s the real requirement right now: If you have 15+ employees, every single job posting must include a clear, realistic pay scale — no “competitive salary,” no “DOE,” no vague ranges. Just the actual numbers you reasonably expect to pay for the role. Internal postings, external postings, recruiter postings...all of them count. And yes, you’re responsible for making sure third‑party platforms get it right. Whew...that’s a lot. If you’re feeling the California compliance squeeze, you’re not alone. Let us know how we can help you get everything buttoned up quickly and confidently. #CaliforniaHR #PayTransparency #TotalComp #HRCompliance #CompBlue

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Attending the California State University, Bakersfield Spring Career Expo? 🌸💼 Your introduction can set the tone for the entire conversation with a recruiter. Here are practical tips to help you introduce yourself with confidence, clarity, and intention. Watch until the end for a full example you can use as a guide. #CareerDevelopment #Networking #CareerExpo #ProfessionalBranding #CSUBCECE #CSUB

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🌟 Proud moment for Washington State SHRM! 🌟 This month, a dedicated team of HR leaders brought real-world workplace insights straight to Washington, D.C., representing thousands of HR professionals across our state. 💼 From workforce development to immigration reform and paid leave, our delegation shared firsthand perspectives on the impact of public policy on the people and workplaces we serve every day. 👏 Huge kudos to the volunteer leaders and members who made their voices heard on Capitol Hill — your advocacy helps shape the future of work. 📣 HR professionals: Want to see what effective grassroots advocacy looks like in action? 👉 Read the full story from SHRM, link in the comments. #HRAdvocacy #SHRM #WorkplacePolicy #WashingtonStateSHRM #FutureOfWork #HRLeadership #PublicPolicy #HRVoicesMatter

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QuickStart is proud to partner with Sierra College Community Education to offer fully online Front End and Back End Software Development Bootcamps to learners in Northern California! These course offerings give local career-changers, upskillers, and aspiring developers a fast track to in-demand tech roles through flexible, online programs backed by expert mentorship and real-world projects. Read the press release here: https://ow.ly/nb8F50VXpSq Together, we’re expanding access to high-quality, career-focused tech training. #SierraCollege #QuickStart #TechTraining #CodingBootcamp #SoftwareDevelopment #EdTech #CommunityEducation #CareerPathways

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The older (okay, ~more mature~) I get, the more focused I am on benefits when I'm looking at new opportunities. The following are the benefits offered for an Associate Director-level position at a for-profit college in Southern California. I want you to really look at what they are offering here: - 5 DAYS of sick time per year. - 5 DAYS of paid vacation for your first year, which jumps to 10 days for every year after that (but you only start accruing after your first three months in the job). - 7 paid holidays, but only after your first three months in the job (so be careful about when you start...). - UP TO $380 towards monthly insurance premium. In Southern California, the average monthly insurance premium for an individual is $656. Also, it just says "health insurance", there is no explanation of what that does and doesn't cover. - Employees aren't even eligible to have a 401K until AFTER a full year of employment. There is no mention of any employer contribution to the 401K plan. Would YOU apply to a job where these are the "benefits"? Never mind the pitiful allowance for work-life balance (or even just... getting sick), but their policies around what they are offering and when are just cruel. Yeah, I said it. Employers are going to have to start reckoning with the fact that "benefits" like this aren't going to attract staff that will stay. They even use the word "service" in the job post. Why would anyone "serve" an employer that thinks these benefits will cut it? Employers: do better. Job seekers: want and demand better for yourselves. Life is too short not to.

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Most hiring delays start at the top of the funnel. 300 applications. One recruiter. Limited resume evaluation bandwidth. At an average of 3 minutes per resume, first-level screening alone can consume 15+ hours per role. Under time pressure, decisions default to surface signals like, brand names, job titles, keyword density. Context is lost. Strong candidates are often filtered out early. This is not a sourcing problem. It is an assessment scalability problem. Lemonvolt’s Resume Scoring introduces structured evaluation into high-volume screening. Each resume is parsed and matched contextually against the job description and recruiter notes. The system evaluates: - Role relevance across experience history - Applied skill depth mentioned within the experience - Responsibility alignment with expected outcomes Candidates receive a contextual fit score, generating a list of top candidates based on structured criteria that closely resembles manual intent. Book a Demo Now! https://lemonvolt.com/ #HiringOperations #RecruitmentEfficiency #HRTech #TalentLeadership

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Empower Your Workforce with No-Cost Training! San Bernardino Community College District is offering customized English & Digital Literacy training—at no cost to employers—through the State of California Employment Training Panel. Whether your team needs support with workplace communication, digital tools, or AI-powered workflows, this program is built to boost confidence, productivity, and long-term success. ✅ Tailored to all skill levels and job roles ✅ Certificates awarded by SBCCD ✅ Topics include Microsoft 365, Google Workspace, AI tools like Copilot & ChatGPT, and more! Email enroll4etp@sbccd.edu to request a custom training plan for your organization. Build a smarter, more connected workforce! #WorkforceDevelopment #EmployeeTraining #DigitalSkills #ComputerSkills #AITraining #MicrosoftExcel #SBCCD #ETP #ProfessionalDevelopment #NoCostTraining #CaliforniaEmployers #CaliforniaETP #SBCCDTraining

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How to Adjust When the Job Search Seems Hopeless Career Coaching Expert Recommendations to Build Confidence, Overcome Rejection. The Job Market Will Respond. You’re not alone. Everyone taking on an executive job search winds up in this windless sea at one time or another. Don’t criticize yourself or blame other people. The stasis may not really be stasis at all, and success may be brewing beyond your sight. Or it may indeed be stasis, in which case you simply have to ride it out. You will regain momentum if you are persistent and continue to focus on improving your job search strategy, the quality of your executive resume, and your interview preparation expertise. Job Search Strategy It’s like poker. Play with five people and over time you will get one-fifth of all winning hands. But luck is luck, and you’ll go through spells where nothing works out right. The solution is simply to look long-term and not to change your overall sound strategy. The bad luck always ends. Understand, too, that your job campaign may face intrinsic uphill problems. If you are a senior vice president seeking to become a CEO, for instance, you face the problem of board preference for sitting CEO’s. And that preference is understandable since a current CEO will have a record performing the task. So you may require career planning advice and your job search may take longer—but it may also reward your patience. Keep in mind that if your job search has been underway for only a month or two, expecting immediate results isn’t fair. There are many likely reasons that are not your fault. If you send in your resume but don’t get an interview: - The screener may have missed the right points in scanning your resume. The document may have failed to highlight them or the screener may simply have succumbed to resume brain-blur. Professional resume writing services can help, but cannot always prevent brain-blur. - Many positions have unspoken requirements and you may have failed to meet one. To succeed, you would have had to be a mind-reader and perhaps a liar. - An unusual number of outstanding candidates may have appeared. You can’t control the quality of the competition. - The employer may have withdrawn the position, because of, say, financial constraints. - The employer may have known the successful candidate from the outset, and run through the application process as a formality. Read on: https://lnkd.in/g7b-6My #jobsearch #jobsearchstrategy #careercoaching #careercoach #jobsearchtips

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AI is changing talent acquisition in ways that go far beyond sourcing and screening. Teams today are utilizing AI to simplify complex workflows, enhance preparation for conversations, reduce bias in interviews, and provide faster, clearer communication to candidates. It’s also reshaping internal mobility and providing TA leaders with real insights into skill gaps, potential attrition, and future hiring needs - capabilities that traditional tools have struggled to deliver. However, adopting AI isn’t just about integrating new technology. It requires clean data, the right workflows, thorough piloting, and strong human oversight. That’s why our latest guide includes a dedicated section on how Logix Guru helps organizations adopt AI responsibly and effectively, allowing teams to scale what works, without disrupting what doesn’t. Swipe through to explore how AI is reshaping talent acquisition, from candidate experience to interview intelligence and predictive planning. If your team is exploring where AI fits into your talent workflows, we’d be happy to share our insights, what’s working, and how others are approaching this shift.   #TalentAcquisition #AIinTalentAquisition #TalentSolutions #AIPowered #TechnologySolutions

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Recruiting doesn’t have a tools problem. It has a conversation capacity problem. Here's Taj Haslani’s take on how AI voice agents are reshaping recruiter productivity. If you’re in staffing, this is worth your time. #Recruiting #AIinRecruiting #Staffing #VoiceAI #TalentAcquisition

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Recruiting in 2026: What’s Next? 2025 reshaped recruiting with AI, skills-based hiring, and rising candidate expectations. As we head into 2026, trends like quiet hiring, deeper skills assessments, and human-centric recruiting will define success. But challenges, like fake candidates and skyrocketing benefit costs, are on the horizon. Want to stay ahead? Check out our latest insights on how to hire smarter in 2026 #recruiting #recruitingtrends #recruitingin2026 #kmarecruiting #hrtrends #talentstrategy #kmahr #weknowtalent https://lnkd.in/g7mw2jJc

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