I started noticing then following GoodHire a while ago because they were publishing about the need to give ex-offenders a second chance. I loved their voice on employment discrimination and the ex-offenders reentering the workforce. If you have been listening to this podcast for awhile, you know I champion the “Ban The Box” campaign—very related to how GoodHire is helping ex-offenders having a second chance. More than 30,000 employers rely on their skilled compliance experts, helpful US-based customer service reps, and customizable technology to build teams based on trust, safety, and fairness.
Matthew Monahan is the CEO of GoodHire. l would love to hear your thoughts about this episode in one of three ways:
- Call and leave a voicemail at 708-365-9822, or text your comments to the same number
- Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
- Send email feedback to firstname.lastname@example.org
- Matthew Monahan founded GoodHire with his brother Brian. For the last ten years, GoodHire has been helping job seekers with knowing what employers see on their background checks. The ex-offender especially benefits because they can add a personal narrative to their results. Unlike most company’s background checks, this humanizes the process.
- Here are a few of our talking points:
- Matthew explained that GoodHire’s mission is to build trust between job seekers and employers
- Good Hires focuses much of their attention on the job seeker
- Services are free to job seekers, give them a sense of empowerment by making background screens to job seekers
- Unique features are available to job seekers to annotate their background check
- Job seekers can see what employers can see and provide an explanation for the employer
- GoodHire’s “True Me” feature adds humanity to the background. Opposite of most companies conducts where the process is automated
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First things first, I always find things that shouldn’t obstruct the job search. The Federal U.S. Court ruling this week is a problem for black job seekers particularly. This feature on CNN highlights the racial pay gap through a survey showing the glaring disparity in pay between blacks and whites. It’s important to see more studies like this since the gender pay gap differences are finally addressed.
This issue impacts the job search for people of color, but there are other issues more disparaging.
For me, as I explained in an interview (coming near you soon), my passion for the thresholds of the gender pay gap to be broken originate from the same place for the racial pay gap. For the latter, there are few and far between studies showing this difference despite the familiarity of its existence.
For people of color, the firewall of laws permitted employers to continue with reasons to deter hiring us. It is just not with pay, but reasons not to hire people of color.
One example is the U.S. Federal Courts signing off on discrimination of candidates with dreadlocks. Everyone knows people of color wear this style of hair. The firewalls of racial disparity are filtered by other issues making it more exhaustive to address, and incessantly demanding to build dialogue around.
One thing I consistently see is terrible social media updates from people who are struggling to find new jobs. There are several types of updates are damaging to you, your job search and personal brand:
- They are inappropriate. Even the Memes are offensive to anyone if there serve no value but promote or encourage racially or hateful conversation. Posting about race or hate and how to get past it in our lives is good. Posting updates making fun or provoking heinous comments are bad practices.
- Posting out of date news articles and presenting them as current. It only shows your sleep and keen to irrelevant information.
- You’re quick to jump to conclusions (and drag others with you). I’ve seen entrepreneurs who have disqualified themselves for opportunities because they did not research a certain business claim for themselves. How can you pretend to be a social media expert without using the Internet to screen people offering something anyone can do themselves?
I wrote an article on Career Cloud where I share 6 Social Media Updates Killing Your Job Search! Check that out as I expound on what I just discussed here.
In case you didn’t know, this blog has received multiple recognition and top blog awards over the years. The podcast has had a slower start since it is a new medium but it’s growing. I’ve been doing it three years (September 2013), and more than 130+ episodes of episodes and many guests.
For the last year, my podcast has made several best job search podcast lists. The latest one is on CareerPivot.com, A Baby Boomers Favorite Podcasts – What I Listen to Weekly.
One of the profoundly nicest things someone has said about my show was found in this article:
“What I love about Mark’s podcasts are the guests. Every week, he has great guests from all facets of the job search and career space.
I have listened to other podcasts in this arena, but The Voice of the Job Seeker has the greatest staying power.” ~Marc Miller, Career Pivot
Staying power. I like that! Marc will be starting his podcast in a few weeks. If you have never heard our conversation on my show, listen to it on iTunes and subscribe!
I wrote an article published on Recruiter.com, 15 Reasons Your Job Search Will Self-Destruct Today. There are things most job seekers do to themselves to harbor bad karma in their job search. If you’re not cognizant and aware of your behavior, you’ll hurt your own efforts. It’s worse than shooting yourself in the foot.
Let me know what your thoughts are about this article.