Insights and Perspectives

Driving Workforce Engagement Through Mobile-First Communications

Fri, 20 Feb 2026 17:11:49 GMT

Have you noticed an increase in text messages and mobile engagement? Whether it’s Macy’s, Kohl’s, or simply your family’s dentist, it seems like companies everywhere are using mobile engagement and communications strategies based on Short Messaging Services, or SMS.

There are several types of SMS, including iMessage and Rich Communication Services (RCS). Regardless of the type of messaging, get ready to receive more communications from companies and agencies via text message in 2026. The why is found in recent research from SAP Emarsys’s 2025 Customer Loyalty Index, which surveyed 10,000 consumers across five different countries, showed SMS marketing as a close second to email marketing in terms of usefulness. In late 2025, email and SMS company Sender found that SMS open rates averaged around a 98% open rate. And Business Software and Services Reviews leader, G2, found in original research of their own that consumers were open to hearing from brands several times per week via SMS.

Meeting Job Seekers Where They Are

With all signs pointing to conversational commerce’s rise in the communications world, we invited Engage by Cell’s Senior Mobile Solutions Consultant, Max Schelkopf, to be our guest on Geographic Solutions’ Marketplace webinar series to get to the bottom of the impending text communications revolution.

Great communications in workforce development are key to building successful relationships with job seekers and employers. Some of the biggest challenges for professionals in the workforce development field are overcoming engagement and information accessibility barriers.

“For years, the outreach toolbox has been limited to email and phone calls, but engagement with emails has dropped significantly,” said Schelkopf. “Most of us have tens of thousands of unread emails sitting in our inboxes, and, if we don’t recognize the number, we let it go to voicemail.”

The challenge of engagement is significantly diminished when using a communications tool like Engage by Cell. While email is still a strongly favored way to communicate, this communications avenue typically faces a 20%-or-less open rate. Based on the research previously cited in the opening paragraph of this article, text messages offer the best chance that someone will read and interact with your message at 98%.

What about the second challenge of information accessibility? “Workforce systems are filled with incredible programs and resources, but often have resources scattered across websites, paper, and in-person career centers,” said Shelkopf during the Marketplace webinar. That complexity can be simplified by using a platform like Engage by Cell.

Client Spotlight: U.S. Virgin Islands

When the U.S. Virgin Islands (USVI) Workforce Development Board needed an efficient way to communicate with job seekers, manage client interactions, and share critical workforce information across multiple programs, they contracted with Engage by Cell. Using their platform, in conjunction with VOS Sapphire AI+, they’ve been able to communicate directly with clients, enabling case managers to engage in two-way conversations with job seekers. To date, they’ve sent 56,000 SMS messages, working in partnership with Metrix Learning and Workforce180.

“In the Virgin Islands, we’ve utilized it for everything from hot jobs to events and workshops. It’s such a versatile way to engage the community,” said Mike Fazio, Co-President of Metrix Learning and Workforce180.

By adopting two-way texting, the USVI’s Workforce Development Board has been able to streamline communications and improve engagement across its workforce programs.

SMSing into the Future

The texting revolution is already happening, and in 2026, more workforce programs will adapt to mobile engagement strategies. With the goal of most workforce development programs to create the fastest possible pathway to employment, text communication can be an especially effective channel – offering timely contact, greater accessibility to resources, and consistent engagement across the entire system.

Check your texts and buckle up for more mobile engagement in 2026!

Black History Month 2026: A Century of Recognition

Tue, 03 Feb 2026 15:32:31 GMT

Every February, we take time as a team to recognize and honor the contributions and sacrifices of African Americans who have helped shape our nation. Black History Month gives us an opportunity to celebrate a rich cultural heritage, reflect on both achievements and challenges, and learn from the stories that continue to influence who we are as a society.

Black History Month is often associated with well-known figures like Martin Luther King Jr., Rosa Parks, Malcolm X, and Harriet Tubman. But, more importantly, it’s about broadening our understanding by recognizing many others, including scientists, entrepreneurs, artists, academics, inventors, policy leaders, soldiers, and everyday people, whose contributions helped make our country what it is today.

Happy 100th Anniversary! Black History Month 2026 marks an important milestone — the 100th anniversary of the first Black History Week. This year’s theme, “A Century of Black History Commemorations,” honors 100 years of recognizing Black life, resilience, and contributions to American society.

Early Beginnings: What began as a single week of recognition in 1926 has grown into a month-long observance of Black history each February. Led by historian and educator Dr. Carter G. Woodson, the son of formerly enslaved parents, the movement was rooted in a powerful belief: that knowing and honoring one’s history is essential to recognizing one’s humanity.

Known as the "Father of Black History," Dr. Woodson intentionally chose the month of February because it commemorates the birthdays of two men who greatly affected the Black community: Abraham Lincoln (Feb. 12) and Frederick Douglass (Feb. 14).

Dr. Woodson’s goal was simple, but impactful: he wanted to ensure Black history was taught and shared in classrooms, public libraries, churches, and communities across the country. Over the next four decades, educators embraced the effort, churches helped amplify it, and civic groups built meaningful programming around it.

As the Civil Rights Movement gained momentum in the 1960s, this work continued to grow. In 1976, the United States formally expanded the week-long observance into Black History Month, carrying forward the core of Dr. Woodson’s vision.

Engaging During Black History Month: This month offers opportunity to learn, reflect, and take meaningful action. Consider exploring Black history through books by Black authors, local museums, and community resources. Support Black-owned businesses to help advance economic equity and learn about Black leaders whose contributions continue to shape society.

You can also engage by watching films and documentaries by Black filmmakers or participating in educational events such as discussions, guest speakers, or community service projects. While February offers a focused time for recognition, continued learning and engagement beyond this month creates lasting impact.

Ask the Experts: Navigating Veteran Employment in North Carolina

Mon, 10 Nov 2025 20:43:00 GMT

Every year, hundreds of thousands of dedicated service members transition from military service to civilian life, bringing with them unparalleled discipline, leadership, and technical skills. However, the process of translating those achievements into a successful civilian career is often complex. Veterans frequently face challenges like deciphering their military experience for civilian resumes and navigating a new professional culture. This Veterans Day, we explore how government programs can address veterans' needs, such as skill transfer, job search assistance, and access to training programs, ensuring a smooth transition to civilian life.

This Q&A from a recent webinar hosted by Geographic Solutions focuses on the North Carolina Works Veteran Portal, which assists veterans transitioning to civilian jobs. Chris Silvers and Amy Pritchett from the North Carolina Department of Commerce discussed the portal's development, challenges, and features such as the military occupational code (MOC) job search, Veterans Crisis Line, and HIREvets Medallion program. They highlighted the portal's accessibility to veterans and their spouses, along with the importance of personalized resources and collaborative efforts.

SPEAKERS

Q: Among the key challenges in designing and launching the NC Works veterans portal, what are some of the main issues you’re encountering while working with veterans in North Carolina?

Chris Silvers:

One of our challenges was developing the overall concept. Initially, we started with a mobile app designed exclusively for veterans to provide support. This app was our initial approach before we transitioned to what is now known as our veterans portal. Creating and refining this concept was a key part of our process.

The other challenge was the content. We aimed to deliver all essential information to veterans without overwhelming them. Given the vast amount of information available today, we wanted to share it all, but in a manageable way. It took nearly 10 months from initial mock-up to go into production, giving us ample time to address many challenges. However, some issues persist, such as keeping resource links current. We provide numerous resources to veterans, but sometimes these links become inactive, their certificates expire, or the websites themselves go offline. We typically review them quarterly, but whenever our staff identifies issues, we aim to get them fixed as soon as possible.

Another challenge we sometimes mention, especially for anyone planning to do this in the future, is that we often have trouble agreeing on logos or colors. That was one of the hurdles we encountered, but we finally resolved those issues, and I think it looks good now. Those were our biggest challenges.

Q: We know that the NC Works general site is for all job seekers, but the veteran site is tailored to their specific needs. So how does the portal specifically address those unique needs compared to the general NC Works site?

Amy Pritchett:

Yes, as you mentioned, our NCWorks site covers all the needs of individuals and employers for workforce activities, including job connections, training, and Labor Market Information (LMI) data access. With the NC Works veterans portal, we've adapted this concept specifically for veterans and employers hiring veterans. Essentially, the veterans portal builds on our NCWorks platform, providing the same features but tailored to veterans' needs. When veterans visit the portal, they should feel it's designed for them. We've added a Military Occupational Code (MOC) search feature to the homepage for job searches. This MOC job search is also accessible under the Employment tab of the Veterans Portal.

To better serve veterans, we've also added the Veterans Crisis Line to the footer of every page on the portal. We believe it's important to provide a quick link or contact number for them, which is accessible on all pages. Additionally, veterans can view the portal without logging in, which includes access to all our resources and links. Overall, while it offers the same functionalities as NCWorks, we tailored it more specifically to meet veterans' needs and provide relevant resources.

Q: We understand the Florida Veterans Portal may have inspired the North Carolina version. Could you specify which features you adopted from Florida and outline the innovations North Carolina added to improve that model?

Chris Silvers:

Our initial inspiration came in 2017 when our Employment Services Director saw the Florida site and recognized its potential. We adopted the Geographic Solutions general portal structure and many of the default resources, such as employment links for job seekers and employers. Where we really focused our innovation was in creating specialized tools and localized content to better serve our specific veteran population.

One of our most significant additions is the feature sometimes called the MOC crosswalk, which Amy previously mentioned. This tool allows veterans to input their MOC and automatically translate those military skills into corresponding civilian job skills; this is essential during the transition phase. recognizing that many service members may be new to the civilian job market, we created direct, highly visible links to local and regional job fairs specific to where they are transitioning, alongside ensuring easy access to links for utilizing the GI Bill and other education/training programs.

In September 2021, we added a feature that integrates direct links and search capabilities for employers participating in the Department of Labor’s HIREVets Medallion Program, helping veterans specifically target demonstrably vet-friendly employers. Finally, to make the portal feel truly ours, we replaced the generic stock photos with high-quality, personalized images taken directly from the various military bases across North Carolina, creating a much more relatable and welcoming aesthetic compared to other representative portals.

Q: What do you think are some challenges veterans encounter when transitioning from military service to civilian employment? Additionally, how does the NC Works veterans portal assist in addressing these challenges?

Amy Pritchett:

Veterans encounter many challenges when transitioning from military to civilian employment. These include translating military skills into civilian language, navigating unfamiliar job markets, figuring out hiring processes, and understanding the differences between corporate culture and military culture. They may also have difficulty or face challenges in identifying career pathways that match their military experience, accessing training or certification programs, or building professional networks outside of their military community.

The NC Works veterans portal is designed to help address these challenges by providing a centralized platform specifically for veterans and their families. It offers tools like the MOC search to help transfer military skills to civilian roles, along with career counseling, job search support, resume translation, training resources, and connections to employers who value military experience. Additionally, it links veterans to supportive services such as education, employment workshops, and partner agencies, ensuring they receive the guidance and resources needed for a successful transition to meaningful civilian careers.

Q: What kind of incentives or benefits do employers receive, besides the exceptional employees they gain from participating in the medallions program?

Chris Silvers:

The program has been very successful, and our veterans portal specifically targets employers that qualify for the HIREVets Medallion program and their job listings. This program is the Department of Labor's only federal award recognizing a company's commitment to hiring, retaining, and supporting veterans in professional development. What's interesting is that employers participate primarily for visibility, as there are no direct monetary incentives offered. Their main benefit, besides gaining great employees, is the prominent recognition on our site.

The medallion structure itself is tiered based on employer size—small, medium, and large—with varying eligibility criteria for each. Employers can strive for either Platinum or Gold status, each requiring them to meet specific benchmarks regarding the number of veterans hired, retention rates, and the frequency and depth of professional development offered. In our system, we visually represent this by displaying the actual medallions directly next to the employer names and their job listings. This instantly signals to veterans, and frankly to any job seeker, that these employers are highly regarded and committed to a veteran-friendly workplace.

Final Thoughts:

We want to thank Amy and Chris again for taking the time to join us today, and a special thank you to all of our veterans. We truly appreciate your service and are excited to showcase your contributions. We're also proud to highlight our partner’s NC Works veteran portal, which offers vital resources to help individuals transition seamlessly to civilian life.

Follow the link here to listen to the full webinar

Launch Your Future! How Kansas is Transforming Career Development for the Next Generation

Fri, 07 Nov 2025 15:10:57 GMT

National Career Development Month is an annual observance that emphasizes the importance of career development and planning. National Career Development Month has been observed every November since 1967, when the National Career Development Association first began promoting it. The National Career Development Association (NCDA) is a leader in advancing career development initiatives across the U.S. The NCDA has stated that one of their primary focuses is building early career awareness in young students, starting as early as elementary school.

For professionals, this is a moment to reflect on training and advancement within their careers, but for students, this is a critical time for them to start mapping their future based on the real world and the current labor market.

This year, to celebrate National Career Development Month, we’re spotlighting an innovative initiative from the Kansas Department of Labor (KDOL). They are successfully tackling a long-standing challenge in workforce development, which is making complex Labor Market Information (LMI) engaging and accessible for young individuals.

The Challenge: Turning Spreadsheets into Career Intelligence

National Career Development Month is all about taking proactive steps toward your goals. This involves self-reflection, research, and setting up a clear action plan. The T.O.T.O platform is designed to facilitate all three, transforming raw Labor Market Information (LMI) data into what KDOL calls "career intelligence" for learners of all ages. Labor Market Information includes data on wages, job demand, and required education. Understanding LMI data is the foundation of making smart career decisions.

However, as KDOL’s Deputy Director for LMI, Laura Crosswhite, noted during our recent Pathways to Employment webinar, “This data is often not presented in a way that resonates with its most crucial audience, which is students. Middle school kids and high school kids may not be able to utilize a lot of Excel spreadsheets or things like that to really make smart decisions about their future."

Kansas’s solution was a dedicated, creative platform called T.O.T.O., which stands for “Today’s Occupations and Tomorrow’s Opportunities.” The goal of T.O.T.O. was to create a Kansas-themed platform that makes career exploration interactive, creative, and accessible, transforming LMI data into career intelligence for learners of all ages, built on Geographic Solutions’ Virtual Career Center Portal.

From Spark to System: The TOTO Story

The idea for a site called Todays Occupation and Tomorrows Opportunities (T.O.T.O.) with a Wizard of Oz theme was initially intended for Kansas’s Labor Market Information Platform. The LMI platform was called KLIC, or “click” instead. The team still wanted to use the name T.O.T.O. and decided to use it for a single page on the LMI site, which contained career exploration and planning materials. But it truly took off after Laura and the KDOL LMI team saw a similar system in New Mexico and realized the potential for a dedicated Virtual Career Center.
For the Kansas LMI team, the platform’s creation was a proud, in-house effort. According to Laura, her team, including Gideon Hockenberger, Data Analyst, and Rosy Marquez, LMI Publications and Outreach Specialist, who joined Laura on the Pathways to Employment webinar was key in the creation and made the build of the system almost effortless, She described the alignment of skills as being "so cliche, it was just kind of magical, and everything just kind of fell into place." This internal capacity meant, as Gideon Hockenbarger put it, "The Kansas LMI shop finally had the resources available to actually do a project that they've been wanting to do for a long time."

Putting Data to Work: TOTO’s Key Features

The TOTO platform integrates all essential career resources and LMI data in a meaningful, simplified way, directly supporting the key aspects of Career Development Month.

1. Fostering Self-Awareness and Exploration
A core activity during Career Development Month is helping individuals, especially students, understand where their talents and interests align within the workforce.
TOTO’s built-in assessments turn this step into an efficient process.

Assessment Linkage: T.O.T.O. offers interests and values assessments, which Laura called one of her favorite features, detailing "How it links all that information together for kids after they take those assessments, and it links them up with the careers that really match their interests". This powerful linkage is key to "simplifying that process of career exploration and cutting out some of that extra work."

Path Planning: The system integrates directly with state educational goals, supporting the requirement that “Every student in Kansas has to have what they call an individual plan of study before they can graduate, and that’s something that T.O.T.O. can help with," according to Laura.

2. Realistic Financial Literacy: The Wizard of Jobs

Career planning requires an understanding of the financial realities of various professions. Rosie emphasized the tool's value, saying, “LMI data tells you what occupations pay, and that's important to know, so that way you can live the life that you want.”

The TOTO platform’s Wizard of Jobs application is a powerful lifestyle budgeting tool that makes these realities tangible. Recounting the proud experience of testing with students, Laura explained the tool's impact.
“The Wizard of Jobs tool has been a fun one to test with kids. It tells them how much you need to earn to afford the lifestyle that you've chosen. We ask them, ‘What do you think about that? Do you think it's high or low?’”
The tool prompts a necessary conversation about wages, cost of living, and expectations, a critical component of career development.

3. Addressing Skill Gaps and Future Outlook

National Career Development Month is also about setting actionable goals for education and training. T.O.T.O. uses LMI data to give users the facts about their job's outlook. Laura detailed how the system makes the links for users.

Projections: Users can find out the “employment projections data, so they can understand whether their occupation might be growing or declining." This helps determine if they will "be able to get a job in this career field when I graduate from school."

Training and Education: Once a career is chosen, the platform shows them "Where in Kansas, specifically, they can get that education or training that they need."

Non-Traditional Paths: KDOL creates guides on the T.O.T.O. site, including one on “high demand, high wage jobs that require less than a bachelor’s degree” to help students who may not see a four-year degree as the right path. They also support students who are interested in hands-on learning, for example, the site can help by "linking up students with the Kansas registered apprenticeship program", supporting all forms of professional development and growth.

Success Through User Feedback

The ultimate measure of a Career Development resource is its adoption by the end-user. The T.O.T.O. team recognized that a digital tool must be continually shaped by its users.

The team conducted extensive end-user testing with schools and students. As Rosie noted, this included visiting schools and observing reactions in real-time, because "it's interesting to see what kids pick up on and what they don't pick up on."

They worked hard to walk the line between being engaging and being "too kiddy". Gideon explained that they couldn't use "overly cartoon graphics" or “overly simplified language” to ensure they were not treating teenagers like children.

The ultimate reward was positive feedback from the end-users. Laura recalled her "proud mom moments" when kids told them, "Oh, this is way better than Zella or way better than Naviance.” She summarized this celebration by saying, "I feel like I did it. I won"

Take Charge of Your Future This November

National Career Development Month is a great time to launch or refine your own career plan. Whether you’re a parent, educator, job seeker, or professional, explore the resources available to you.

This November, use TOTO’s example as inspiration. The Kansas T.O.T.O. platform is an excellent example of what happens when state agencies and technology align to deliver career development resources, helping every student find their “Pathways to Employment.”

America’s Got the Talent: The U.S. Economy Enters Its Golden Age

Fri, 26 Sep 2025 17:14:38 GMT

America’s Talent Strategy: Building the Workforce for the Golden Age is a framework released in August 2025 by the Trump Administration to equip American workers with skills for future industries, boost national competitiveness, and expand economic opportunity.

The strategy is built around five core pillars:

Industry-Driven Strategies
Worker Mobility
Integrated Systems
Accountability
Flexibility and Innovation

The new framework presents a vision for how the current administration aims to transform the federal government’s approach to workforce development. The strategy defines five strategic pillars that it hopes will equip American workers for the future of work. Additionally, a key tenet of the report shows how our country intends to fight the rise of artificial intelligence within the labor market.

What else does the framework entail? We break down each pillar below:

Increased Focus on Skills Development and Work Based-Learning

An important part of the new framework is co-designing training and apprenticeship programs. In a recent episode of the VOScast Podcast, a show produced by Geographic Solutions in partnership with Workforce180, guest Ron Painter, Principal at Forbes Field Associates, spoke about the importance of skills development and the creation of training programs, especially at the local level.

“We think that it’s going to take tighter collaboration among partners in a region to deliver workforce services and to deliver skill development,” said Painter, on the importance of finding regional partners to create new programs. “It’s going to take all of those organizations in a region to produce that skilled labor force.”

Registered apprenticeships and other work-based learning models will share an equal part of importance in this pillar. Since 2015, the number of apprenticeship opportunities in the U.S. has grown by almost 89%, reaching 678,014 active apprentices in 2025. Maryland, Tennessee, and Missouri, to name a few states, have harnessed the power of apprenticeships in a variety of industries.

In 2022, renewed interest in the practice of apprenticeship had started its ascent towards prominence in employment trends. In February of that year, Geographic Solutions hosted a Pathways to Employment webinar that featured several notable experts in the field, including Indiana Department of Workforce Development’s Associate Chief and Executive Director of Business and Community Engagement, Darrel Zeck.

“Apprenticeships have gained prominence nationally as more employers are recognizing the significance of engaging with the education system to fill their talent needs,” said Zeck, when asked about the impact of work-based learning programs across the Hoosier state at the time.

Zeck’s perspective was later included in a 2024 case study that further examined the apprenticeship’s inclusion in a new era of workforce development.

An Effort to Mobilize Workers

Pillar two of the framework hinges on the critical need for more Americans to be brought into the labor force. It calls for an alternative to the college-for-all approach. And while this pillar is seemingly targeted towards Americans who are reentering the workforce from unemployment or underemployment, another group that should be considered when talking about upward career mobility are those coming home from incarceration.

The North Carolina Department of Adult Correction’s Workforce Development Manager, Torrey Leach, is part of a collaboration between two teams working to provide opportunities to this group of workers before leaving jail or prison. NCJET, or North Carolina Jobs Exploration in Transition, is the employment system that is the fruit of this collaboration. All of this is part of an effort to provide upward mobility for reentry.

“To me, successful reentry means more than just not recidivating,” said Leach in a recent Pathways to Employment webinar. “It means stability, purpose, and community connection.”

Programs that assist veterans as they reenter the civilian workforce highlight the importance of worker mobility. In a similar vein to the work being done by the NC Department of Adult Correction, Chris Silvers serves as a Regional Analyst at the NC Department of Commerce, Division of Workforce Solutions, where he facilitates connections between employers and veterans. Not only is Silvers a veteran of the U.S. Armed Forces, he works closely with programs, such as the state’s Hire Vets Medallions Program, where employers can signify in job listings that they are veteran friendly.

“We list these employers, as well as the job orders on NCWorks.com, so that veterans can see right which ones are veteran friendly right off the bat,” said Silvers.

As new resources become available, Silvers’ team adds them to the website, updating links and adding new employers on a regular basis.

Bringing Together Disparate Information

Integrated systems that streamline and coordinate what the report calls a fragmented web of duplicative programs will be a best practice of the future, according to the new framework.

In 2022, Nebraska became the first state to fully integrate their labor exchange, labor market information, unemployment insurance benefits, tax, and appeals operations into one singular system for heightened accountability and efficiency.

At the time of the launch, Governor Pete Ricketts had this to say: “Our state’s job creators will benefit from having one primary platform where they interact with the Department of Labor rather than navigating multiple websites and systems.”

Iowa has also integrated its workforce and unemployment insurance services, the result of which has led to shortened unemployment durations, a boost in Iowa’s available workforce, and savings to employers in the form of lower unemployment tax rates. At the end of 2024, Iowa ranked third in the nation for the shortest average unemployment claim durations.

In California, a partnership between the California Prison Industry Authority (CALPIA) and the California Employment Development Department (EDD) yielded the Entry to Employment (E2E) Network. This partnership is part of larger integration with the state’s labor exchange system, CalJOBS.

Creating a Level of Accountability Through Reporting

The fourth pillar of the new strategy involves being able to measure results through accountability. Because many programs are funded by taxpayers, this part of the framework aims to ensure training leads to results. Liliya Tanska, Workforce Business Analyst Team Lead for Geographic Solutions’ Reporting Team, described back in 2024 on an episode of the VOScast Podcast why reporting is a critical piece when talking about accountability for workforce programs.

“All of our clients use our reporting services for their strategic planning, for their performance monitoring, and also for understanding and assessing data or program information to improve various aspects of the services they provide,” said Tanska.

Tanska mentioned that she has seen a higher demand in recent years from not only frontline staff members, but senior-level leaders as well, especially when examining how programs are performing, year after year.

“They want to track them and see how those services were utilized and what effect they had on that client. Have they obtained employment, and have they retained in years or business quarters.”

Tanska estimated that in products such as VOS Sapphire AI, there are more than 180,000 different types of reports, when taking into consideration the many ways a user can filter reports.

Prioritizing AI Literacy

This part of the new framework to bring Americans and the labor market into the golden era has the most focus on AI. The report notes that new models of workforce innovation must be created to match the speed and scale of AI-driven economic transformation. The pace of innovation around AI will require new skills, greater agility, and investment in AI literacy.

For Geographic Solutions, the infusion of AI into the VOS Sapphire platform has already led early adopters to see impressive results. Georgia deployed VOS Sapphire AI in December 2024, and Texas followed suit in March 2025. The number of résumés created with generative AI has increased by 70% since then, with a 74% increase in the number of résumés improved using generative AI. In April 2025, VOS Sapphire AI generated more than 2,300 new résumés and enhanced 3,100 others for both staff members and job seekers.

“AI integration has delivered a measurable impact across our workforce programs in Georgia,” said Damon Weller, Assistant Commissioner at WorkSource Georgia, as quoted in Microsoft’s case study that examined the effectiveness of Azure OpenAI.

Entering America’s Golden Hour

As the Trump Administration implements this framework, leaders in workforce development must keep an eye on trends. How will apprenticeship and work-based learning increase or decrease in year-over-year change? Will worker mobilization programs centered around veteran services and reentry employment initiatives thrive? Does a decreased reliance on ‘college for all’ necessarily mean that less individuals will end up attending universities?

And how will the labor market respond to the fast-paced march of AI? Recent reports from Axios and Fortune paint a stark picture. On the other hand, CNBC’s recent reporting on the subject shows less job elimination and more job evolution.

In terms of this new talent strategy framework, reactions have been mixed, with some praise for its forward-thinking goals, and some criticism mainly centered around concerns with implementation, funding, and the potential impact on existing programs.

However this next strategy shakes out, count on Geographic Solutions to be ready to accommodate and be ahead of change. Our VOS Sapphire software suite is constantly evolving to support organizations across the U.S. with meeting new federal guidelines and embracing the future trends of work.

Celebrating a Milestone with 20 Key Facts About Workforce Development

Wed, 03 Sep 2025 21:02:47 GMT

Workforce Development Month, founded in 2005, celebrates the programs and professionals who connect people with meaningful careers and businesses to skilled talent. This year, it is the 20th anniversary of Workforce Development Month. We are honoring the two-decade tradition of recognizing the impact of workforce development initiatives in shaping careers, strengthening businesses, and building thriving communities. To mark this special occasion, we've compiled 20 facts about Workforce Development Month and the industry it celebrates.

It’s important to understand where this tradition began, so let's hit rewind. The first five facts on our list focus on the history of Workforce Development Month, from its beginning in 2005 to key milestones that have shaped this observance over the past two decades.

#1: The Founding Organization. Workforce Development Month was established in 2005 by the National Association of Workforce Development Professionals (NAWDP). NAWDP is a professional organization that works to connect job seekers, educators, and companies to advance the workforce development community and build innovative partnerships with other industry-leading organizations.

#2: The Month Changed! Workforce Development Month was originally celebrated in May. NAWDP moved the observance to September in 2012.

#3: From WIA to WIOA. The transition from the Workforce Investment Act (WIA) of 1998 to the Workforce Innovation and Opportunity Act (WIOA) was a major change. Signed into law in 2014, WIOA put a greater emphasis on serving individuals with barriers to employment and aligning services more closely with the needs of businesses.

#4: Gaining Official Acknowledgement. Workforce Development Month received official recognition in 2022. The U.S. Senate passed a resolution marking September as National Workforce Development Month, and this designation has been renewed every year since.

#5: State and Local Recognition. While NAWDP started it, its success is a result of widespread support. Every September, governors and mayors across the nation issue official statements, called proclamations, that formally recognize the month.

While workforce development is celebrated in September, the work takes place all year, and American Job Centers are where the action takes place. The next facts are all about American Job Centers (AJC), also known as one-stop shops. These centers are the front lines of workforce development, offering resources and personalized help to job seekers and employers in communities nationwide.

#6: They are Everywhere: There are nearly 2,400 American Job Centers nationwide, with a location in almost every community. They serve as a central hub where people can access a wide variety of career services in one place.

#7: They are a Product of WIOA: The modern American Job Center system exists because of the Workforce Innovation and Opportunity Act (WIOA) of 2014. WIOA requires states to provide an integrated system, ensuring job seekers can access the resources they need to succeed in a competitive economy.

#8: Built on Collaboration: AJCs are a collaborative effort, bringing together a variety of programs and agencies under one roof. They work with mandatory partners, including services for adult education, vocational rehabilitation, and veterans, to provide a coordinated approach to workforce development.

#9: Free and Accessible Help: The services offered by AJCs, such as career counseling, job search assistance, résumé writing workshops, and access to computers and phones, are provided at no cost to the public.

#10: They Are Locally Driven: The American Job Center network is a national system, but it is designed for local needs. State and local workforce development boards, which are made up of community and business leaders, manage the centers in their area. This ensures that the services that are offered align with the specific labor market demands of that community.

The American Job Centers are where workforce development happens, but the professionals and front-line staff make it work. These individuals are responsible for carrying out the mission of workforce development, helping job seekers and businesses in communities nationwide. The following five facts shine a light on those professionals who staff AJCs and other organizations.

#11: A Growing Field: The demand for skilled workforce development professionals is expected to remain strong. According to the U.S. Bureau of Labor Statistics, the employment of Training and Development Specialists is projected to grow 12% from 2023 to 2033, a rate much faster than the average for all occupations. This translates to roughly 48,500 new jobs over the decade.

#12: Certification is Key: Many professionals in the field get certified to demonstrate their skills and expertise. The most recognized credential is the Certified Workforce Development Professional (CWDP), offered by the National Association of Workforce Development Professionals (NAWDP). This certification proves a professional's expertise in key areas like communication, ethics, and job market knowledge.

#13: Leaders in the Industry: NAWDP is a member-driven organization. Its leadership, including the Board of Directors and staff, consists of elected members who represent different regions and states. This ensures the organization’s leadership reflects the interests of workforce development professionals nationwide. The Board and NAWDP staff work together to set goals and support the profession.

#14: Skills for Success: To work as a workforce development professional, certain skills are essential. The top skills requested in thousands of job listings are Workforce Development (53%), followed by Writing (38%), and Management (31%). These are the skills hiring employers look for most often.

#15: Diverse Career Paths: Workforce development professionals hold a wide range of jobs, from career counselors to program managers, and they work in diverse settings, including government agencies, non-profits, and private companies. Their main goal is to identify and address challenges in the workforce, helping people get the skills and support they need to succeed in their careers.

The individuals on the front lines are key, but what do their combined efforts achieve? The final five facts explore the impact of workforce development and why celebrating each September is so important.

#16: Growing Individual Income: Workforce development programs have a tangible impact on the earning potential of participants. People who complete these programs have the potential to earn more, and some participants do see a significant increase in their income. A study by the US Department of Labor on job training found that participants' earnings increased by an average of 49% after finishing their apprenticeship.

#17: Bridging the Skills Gap: The skills gap is a major challenge for businesses, with many employers reporting they cannot find qualified talent. Workforce development helps close this gap. According to a 2024 Workforce Skills Gap Trends survey, 70% of corporate leaders report a critical skills gap, and 63% identify skill gaps as the biggest barrier to business transformation. Programs like apprenticeships and customized training ensure that companies have skilled talent, boosting productivity and innovation.

#18: Driving Economic Growth: Workforce development strengthens local and national economies. Employees with relevant skills contribute more effectively to their industries, earn higher wages, and stimulate economic mobility. A skilled workforce can also quickly change to meet the demands of new industries or adapt to changes, making the economy more resilient.

#19: Employee Retention: Employee retention is directly tied to career development. Businesses that offer opportunities for growth and skill-building are more likely to retain their employees. According to Gallup's 2024 research, 42% of employee turnover is preventable, and career advancement opportunities are crucial. Employees with a clear path for growth and opportunities are more engaged and less likely to look for work elsewhere.

#20: Support for All: Workforce development provides resources for specific groups to help them overcome unique employment challenges. This includes services for veterans transitioning to civilian careers, individuals with disabilities seeking accommodations, youth looking for their first job, and older workers seeking to reskill. These programs ensure everyone has an opportunity to succeed in the job market.

We've covered the history, the professionals, the places, and the powerful impact of workforce development. This work is about more than a single month. It is a year-round commitment to building a more skilled, resilient, and equitable workforce.

Geographic Solutions celebrates this important month and the essential work that happens year-round. We are honored to provide the technology that helps connect job seekers with training and careers, supporting the mission of workforce development professionals every day.

Your Personalized To-Do List: How Work Items Find You (Instead of You Finding Them)

Mon, 11 Aug 2025 19:55:08 GMT

What if you had a personalized and intelligent to-do list for every unemployment claim and appeal? One that automatically updated, prioritized your work for you, and showed you exactly what to do next?

Geographic Solutions Unemployment System’s (GUS) comprehensive and integrated Workflow Management module, or work items, offers exactly that. Think of it as the central command center for your workday, and no longer worry about digging through emails and spreadsheets to figure out your next steps. Instead, work items will automate and guide you through the process of providing unemployment insurance claims, benefits, and appeal services.

Laura Ragain, Monetary/ICON/SIDES - Team Lead I, or as she is known at Geographic Solutions, as the Work Items guru, explains: "One should think of work items as post-it notes. They are simply a notification to you that something happened in the system that you need to know about and react to. They do not prevent anything from happening, though the work item may be tied to a non-mon (or issue that is considered non-monetary) which may prevent payment on a claim."

A Dashboard Built for You

The dashboard is your home base. It’s the tab you have at the top of your bookmarks and the place you always return to. It displays all work items related to your area of responsibility and updates as new activity is added or when it is completed.

Sort by what matters: It is YOUR dashboard! You can organize it however you want. Need to tackle the most urgent claims first? Sort your dashboard by priority. Is meeting your deadlines most important? Sort your dashboard by due date.

Search like a pro: Need to be even more specific? You can also use the Advanced Search feature to enter specific criteria, such as a claimant name or claim ID, to display only work items tied to a particular claim.

A top priority: One of the most critical parts of the system is the Adjudication Queue, where the highest-priority work items reside. These items are directly tied to issues that could prevent a claimant from receiving payment. This queue ensures that these time-sensitive cases are addressed front and center, so you can quickly resolve any potential payment delays.

Take initiative: If you’ve completed all your assigned tasks, you’re always free to visit the workgroups queue and pull a new item or view unassigned work items and choose to work on them or reassign them. Take those steps to keep your team on track and show initiative!

No More Piled-Up Work Items After Vacation

The system ensures your workload doesn't overload while you're away. Supervisors can use the blocked availability feature to temporarily prevent work items from being assigned to you.

Your queue stays clear, and you can breathe fresh air: On vacation, relax a little and stop worrying about the work you are behind on. The system won't assign you any new work items for the duration of your vacation and instead those new work items will automatically be routed to your available teammates, keeping the workload moving along without any disruption.

Realistic workday due dates: To ensure deadlines are realistic and achievable, the module automatically adjusts due dates that fall on a weekend or holiday to the next business day. However, you maintain full control over all work item configurations. All configurations, including due dates and priority, are set by you in the admin area. Do you want a work item due in 10 days? No problem. Do you want it to generate with a high priority? You've got it.

Now enjoy your time off knowing that everything is under control!

Screenshot of Staff Schedule

Build the Process Your Way

Creating new workflows is easy and intuitive. The system already has predefined workflows that align with your state’s specific needs and regulations, but you have the power to create, edit, and manage work item workflows by defining the steps and setting the rules. The system will handle the rest!

Specify business rules: As shown in the image below, you can determine exactly what needs to happen. The Client Identifier field is completely customizable for your organization to use as a way to organize or refer to certain work items internally, and it has no bearing on the work item itself or how it is routed. Beyond that, you can set rules to assign work items based on staff attributes, such as Staff Workgroup, Areas of Responsibility, availability, and experience level. These are the three core attributes that a work item needs to be assigned automatically. Without a role in the associated workgroup, an area of responsibility, availability in said role, and an experience level, work items will not be auto assigned to a staff member. Pro tip: If you are the manager or supervisor of an area of responsibility and do not want to be assigned any work items but have the ability to work them if you choose, you just need to leave your availability in that role blank.

Use experience and position to assign work: Are you a newbie or are you seasoned employee? It’s no secret that new employees and employees who have more experience can handle different amounts of work. The system can use a staff member's work item experience level to gauge how much they can take on. For example, a rule can be created to manage how many work items are assigned to a specific user based on their experience level.

Identify required documents: Make sure every piece of information is collected at the right time. No more getting to end of task and realizing that you missed a step, five steps ago. The module won't let the work item move forward until all required documents are attached, which helps you meet your state's documentation standards every time.

Smart automation and scheduling: The module is proactive, not just reactive. Your workflows can be triggered by specific events, such as an exact date. For example, you set up a workflow that automatically begins the review process for seasonal workers on a specific date each year.

Screenshot of Work Item Configuration Details

The Ultimate Toolkit for Your Tasks

Work items gives you more than just a list of tasks, it also gives you the tools to manage them effectively.

View and change status: You can easily see a work item's status and where it is in the workflow. Once you complete an action, the status will update in real time. You can also manually change the status and priority of a work item if needed.

All the info, all in one place: When editing a work item, you can access all the important information, including the claimant's name and claim ID. You can also add notes and attachments directly to the work item and have them automatically linked to the claim, ensuring a complete and accurate history.

Flexible reassignment: Need to reassign a work item? You can easily change the assignment to another staff member or an entire workgroup. Assign a work item to a different workflow, all with a simple drop-down selection.

Screenshot of Work Item Tools

Insight and Analytics

Understanding performance and spotting trends within your workflows is just as important as managing individual tasks. The report component of work items gives you the data you need to see exactly what is happening. You can find reports on key metrics such as work item status, assignments, and time reporting.

For supervisors, the My Staff Workgroups link provides valuable information on staff productivity. Supervisors can see each staff member's workload, how many items are overdue, experience level, and availability. The system even generates an error report to quickly identify and work items with data issues and keep your workflows running smoothly.

What About VOS?

Work items can also be used as an integrates component in our Virtual OneStop (VOS) solution. This module offers the same intelligent workflow management capabilities, but it is designed specifically for the workforce process. It automates and guides the business of connecting job seekers with opportunities, managing training programs, and supporting employers.

Within both our GUS and VOS solutions, work items are a must have to get work done efficiently, with a complete audit trail, and in compliance with your organization's business rules.

Interested in learning more about the Workflow Management Module and how it can revolutionize your workflow? Request a demo today to learn more and see our solutions in action!

Second Chance Month: Challenges, Misconceptions, and Benefits of Reentry

Fri, 11 Apr 2025 17:22:46 GMT

April is Second Chance Month, a nationally recognized observance founded by Prison Fellowship in 2017, dedicated to raising awareness and support for reentry programs that help justice-impacted individuals reintegrate back into society. Since the first Second Chance Month, multiple U.S. presidents and more than 25 states and D.C. have recognized the observance.

In the United States, nearly one in three adults has a criminal record and every year over 650,000 individuals are released from state and federal prisons, meaning more than 70 million Americans have been involved with the criminal justice system. Many of these individuals face obstacles when reentering into society. Securing stable employment, housing, healthcare, education, and other essentials becomes a difficult task for those with a record. As a result, nearly 75 percent of justice-impacted individuals remain unemployed a year after their release. Successful reentry into society is crucial as it helps individuals rebuild their lives, reduces recidivism, improves public safety, and strengthens communities.

In observance of Second Chance Month, this blog will explore some of the challenges, misconceptions, and benefits of reentry, highlighting the importance of supporting reentry programs and the role of Geographic Solutions' VOS REO solution.

The Challenging Road to Reintegration

Securing Safe Housing

Justice-impacted individuals face significant barriers in accessing affordable and safe housing, potentially leading to instability, homelessness, and higher risk of recidivism. Adrianne Slaughter, Montana Department of Corrections Government Relations Director, stated that "housing is the biggest obstacle to success both in getting released and making it in the community." Without a secure place to live, these individuals may struggle to meet parole requirements, further complicating their reintegration process. Elayne Weiss, Senior Policy Analyst at the National Low Income Housing Coalition, highlighted a study that found returning inmates without stable housing are twice as likely to recidivate compared to those with stable housing. Programs that provide transitional housing and support services are essential in helping individuals build a foundation for a successful reentry.

Technology Transition

Many individuals who have been justice-impacted for a long period of time struggle with using modern technology when released. For example, someone who has been in prison for 20 years may find it challenging to navigate advances in technologies such as smartphones, computers, or online job applications. In an article by Wired, author Luke Elliott Sommer who served time for 17 years, highlighted his experience with technology changes while he served his time.

“I have watched flip phones become iPhones, EVs become ubiquitous, and AI start to take over the world,” said Sommer. Still, I have been largely unable to use that technology myself.”

Sommer is not alone in feeling these sentiments, many justice-impacted individuals feel disconnected from the outside world and technology skills and training are often essential in new job markets and this technological gap can hinder their ability to find employment.

Financial Literacy

Justice-impacted individuals often lack financial skills, making it hard to budget, save money, and manage debt after release. In April 2023, Geographic Solutions' Marketing Content Team Lead, Evan Brenner, interviewed Augie Ghilarducci, President and COO of 2nd Opportunity. Augie, who was incarcerated for 13 years, shared his firsthand experience of reentering society. He stated that, during his time in prison, he met many fellow prisoners that had never had a bank account and if they needed to transact any type of banking business, they would be paying fees though cashing checks essentially losing a portion of their paycheck due to a lack of guidance on banking and credit.

Augie founded 2nd Opportunity with the goal of educating justice-impacted individuals on topics such as financial literacy before their release. By providing education on topics such as budgeting, saving, and understanding credit, reentry programs empower justice-impacted individuals to make informed financial decisions. His inspiring story and impactful work were featured in this Second Chance Month's Pathways to Employment webinar on April 8th, 2025, alongside Torrey Leach, Workforce Development Manager at the NC Department of Adult Correction. The webinar also covered crucial topics such as the barriers faced by justice-impacted individuals, strategies to create job opportunities, and programs aimed at reducing recidivism. Check out the webinar recording to learn more!

The Realities of Reentry

Myth: Justice-impacted individuals are not interested in education.

Justice-impacted individuals are eager to pursue education and training to improve their chances of finding employment. A study conducted by the RAND Corporation found that justice-impacted individuals who participated in educational programs were highly motivated to improve their skills and knowledge and that those who engaged in correctional education had a 43% lower chance of recidivating and a 13% higher chance of obtaining employment after release. This demonstrates a strong interest in education among justice-impacted individuals to work towards bettering their lives and securing stable employment. In the article Intersections and Opportunities: Correctional Education Programming and Supporting the Complex Needs of Returning Citizens by Alex Tabor, the author explains how education fosters productive collaboration, teamwork, and group encouragement among incarcerated men and returning citizens completing their GEDs. These examples showcase the reality of justice-impacted individuals' motivation towards education. Many are highly motivated to pursue education to improve their chances of finding stable employment and successfully reintegrating into society.

Myth: Correctional facilities that want to expand access to technology and education must be willing to compromise the security of the facility.

Correctional facilities have successfully used technology to broaden the scope of education programming while maintaining appropriate and effective safeguards. The E2E Network, developed by Geographic Solutions in partnership with CALPIA, demonstrates that it is possible to expand access to technology and education without compromising security. Innovations by Geographic Solutions' software development team ensured that all security requirements were met. The E2E Network operates via a secure connection, without access to the internet, social media, or common messaging platforms. Security protocols restrict inmates from using any internet-based programs that might lead to illicit activities. All communications are strictly monitored by approved staff members and confined to the internal database, ensuring a secure environment while providing essential skills and resources for successful reentry. Reentry education programs face the challenge of ensuring educational and digital materials do not interfere with prison security protocols but with innovative approaches and strategies, they can effectively provide inmates with the technology to learn the necessary skills and knowledge for successful reintegration into society.

Myth: Employers cannot protect themselves from potential losses when hiring justice-impacted individuals.

Programs like the Federal Bonding Program established by the U.S Department of Labor in 1966 provide insurance to employers, protecting them from potential losses due to employee dishonesty. Thousands of employers across the country have integrated the Federal Bonding Program into their hiring practices with over 56,500 job placements made for at-risk job seekers who were automatically made bondable. This program offers a safety net, encouraging employers to give second chances without the fear of financial risk. The program not only helps employers, but it helps individuals gain employment and allows them to demonstrate honesty. The Work Opportunity Tax Credit (WOTC) offers another layer of support. This tax credit provides financial incentives to employers who hire individuals from certain target groups, including those with felony convictions. These federal programs help reduce risks for employers and promote inclusive hiring.

The Impact of Successful Reentry

Boosting Local Economies

Providing justice-impacted individuals with the opportunity to earn a living stimulates the local economy. When justice-impacted individuals become taxpayers and consumers, they fuel growth and stability back into their communities. On February 3, 2025, the Second Chance Business Coalition (SCBC) announced milestones in advancing second chance employment. Jamie Dimon, Chairman and CEO of JPMorgan Chase and co-chair of the SCBC, stated, “By tapping into the potential of individuals with criminal records, we are addressing workforce shortages and strengthening our economy.” The importance of these efforts is further emphasized by the fact that an overwhelming 85% of employers report that second-chance employees preform as well as, or even better than, those without criminal backgrounds. This highlights the value and reliability of hiring justice-impacted individuals, supporting economic growth and stability.

Improved Mental Health and Sense of Purpose

Successful reentry into society provides justice-impacted individuals with a renewed sense of purpose and self-worth. By securing employment, engaging in community activities, and rebuilding relationships, these individuals can experience improvements in their mental health. The opportunity to contribute positively to society and support themselves creates a sense of accomplishment and belonging. This sense of purpose can be a powerful motivator, helping individuals to stay on a positive path and avoid recidivism. In Geographic Solutions’ interview with Augie Ghilarducci, Augie shared his experience of developing social anxiety while serving his time. Upon release, he often felt like an outcast, which made it challenging for him to open up and engage in everyday conversation. The stability and routine provided by employment and community involvement can reduce this stress and social anxiety. Fauso Basso, an individual incarcerated since 2006 with 70 days left in his sentence stated his experience with mental health while using the E2E Network, developed by Geographic Solutions in partnership with CALPIA, “This program is a blessing to have,” said Basso. “It lowers my anxiety to find employment right when I get out … it has given me confidence and self-worth, it’s given me a purpose in my life, being able to show up and work every day. I’m not taking away from society like I used to.” These stories illustrate the impact that successful reentry programs can have on individuals' mental health and wellbeing.

Reduced Recidivism Rates

Reentry programs significantly lower the likelihood of justice-impacted individuals committing new crimes and returning to prison. The proof is in the numbers, in a dissertation presented by the U.S. Department of Justice entitled, “The Impact of Reentry Programs on Recidivism: A Meta-Analysis" found that reentry programs reduce recidivism, on average, by 6%. Geographic Solutions’ partnership with CALPIA on the E2E Network is another example of a reentry program reducing recidivism in the state of California. The E2E network already gives second-chance job seekers exposure to job offers before leaving prison. According to a recent joint study between CALPIA and the University of California, Irvine, CALPIA participants have a return to custody rate of 15% after three years and 85% of all CALPIA participants do not return to prison, saving the State of California millions of dollars annually. These statistics highlight the benefit of reentry programs in reducing recidivism and helping individuals rebuild their lives and contribute positively to society.

How VOS REO Makes a Difference

Second Chance Month is an opportunity to support reentry programs and advocate for second chances. By learning about the challenges, misconceptions, and benefits of reentry, we can help justice-impacted individuals reintegrate successfully into society. Learn more about how Geographic Solutions' VOS REO solution is making a difference in the lives of justice-impacted individuals here. Together, let's celebrate the impact and importance of Second Chance Month.

At the Intersection of Vocational Rehabilitation and Accessibility

Tue, 18 Feb 2025 17:17:39 GMT

With the impact of advanced technologies such as artificial intelligence, to the rise of hybrid work, 2025 promises to be a transformative year for Vocational Rehabilitation (VR) and accessibility.

These changes influenced Geographic Solutions to host a timely discussion on trends in vocational rehabilitation and accessibility with Council of State Administrators of Vocational Rehabilitation's (CSAVR) Chief Executive Officer, Steve Wooderson and Director of Business Relations, Kathy West-Evans. The panel also included Joe Devon, GAAD Foundation Chair, and the Founder of A11y Audits, a boutique consultancy that derives its name from the numeronym for the word accessibility.

Throughout his career, Wooderson has been acutely involved in public VR programs with over 40 years of service in the industry, initially starting his career as a counselor with the Missouri Vocational Rehabilitation Agency. At CSAVR, his guiding principles are still very much intertwined with the programs he supported at the beginning of his career.

“We help folks with disabilities return to work, find new employment, and gain skills necessary to retain employment through a variety of different employment-related services,” said Wooderson during the webinar of his work with VR and at CSAVR.

West-Evans’ career began in 1978 working at the community, state, federal, and national levels during what has become over a 45-year tenure in the industry. At the beginning of her career, she worked as a vocational consultant and manager of the Projects with Industry program at the Hearing, Speech, and Deafness Center. From there, she joined Washington State’s Division of Vocational Rehabilitation, holding several positions over a 14-year tenure. She worked at the Federal level in the Rehabilitation Services Administration for close to ten years before being hired by CSAVR.

“Twenty-eight percent of people in the United States are individuals with disabilities, and disability can happen at any time during your life, including the employment life cycle,” said West-Evans communicating the importance of VR to the career journey.

Perhaps most well known as co-founder of Global Accessibility Awareness Day (GAAD), Devon is a seasoned tech entrepreneur and public speaker. He’s consistently at the forefront of technological advancements, especially with accessibility.

“Almost everybody does work that is connected to a computer, and any at any place that touches a computer, you need to make sure that there’s digital accessibility,” said Devon.

Devon’s inspiration for accessibility stems from his father. He observed the challenges his father would go through after losing his eyesight and hearing. It would take all day for his father to do a simple task, such as visiting a bank using a standard ride-share program.

In an article that first appeared in the Jewish Journal, Devon stated that he believed developers and designers were not making websites inaccessible out of malice, but simply out of ignorance. Thus, his journey began.

How does this tie in with VR? Keep reading!

VR at its Core: A Brief History

CSAVR, the organization represented by Wooderson and West-Evans, was initially formed to maintain and enhance a strong, effective, and efficient national program of public VR which, in partnership with education and business, and the workforce system, empowers individuals. The Council is made up of chief administrators of public agencies serving individuals with physical and mental disabilities in the states, the District of Columbia, and U.S. territories.

Within CSAVR is the NET, or National Employment Team, a network of 78 public vocational rehabilitation programs united in serving its customers. The NET is based on a dual customer strategy, connecting the talents of candidates with disabilities to the employment needs of business.

VR established its roots in the World War I era. The Soldier’s Rehabilitation Act of 1918 helped hundreds of thousands of soldiers returning home with war-related disabilities. The Act essentially sparked the first vocational rehabilitation program, establishing training for injured veterans to find new jobs. The act also created a federally-funded program to help veterans find employment in civilian jobs. The success of this program made it easy for Congress to extend its offerings to civilians through the 1920 Smith-Fess Act.

Since then, there have been a lot of changes to the program. But its core mission remains the same – provide a variety of different services, including career counseling, skills training, job career placement, workplace accommodations, support services, and working with businesses for job placement.

Today, the program is still constantly evolving. Many of the trends that are causing transformation and disruption in similar industries that are tied back to employment, are also affecting VR.

Where Does VR and Accessibility Intersect?

Employment and the activities around finding a job, upskilling, reskilling, or applying for benefits more often are found at this intersection. From legislative mandates, to simply using a mobile device to search for jobs, VR and accessibility have many intertwined waypoints.

“Accessibility and independence for individuals, as well as accessibility in the workplace, are key elements of the work that we do, supporting people in their training, their careers and independence” said West-Evans.

Devon built upon West-Evans’ sentiments adding that as the world becomes more technology driven, there are even more intersections between VR and accessibility.

“When you’re doing work remotely, it’s almost all digital accessibility…this very platform that we’re on is a prime example,” said Devon, referencing the GoToWebinar platform for virtual meetings.

The Influence of AI

There is no shortage of industries that AI has touched. VR and accessibility are no exceptions.

“We’re seeing artificial intelligence being developed and deployed to assist with communications between the VR staff and the VR customer, even to the point of reminders, appointments, and initial information gathering,” said Wooderson. “It still blows my mind.”

Wooderson added that there is still a ways to go in understanding how AI maximizes access to employment for VR customers. He advised that caution still be applied to developing AI tools for employment, especially to combat bias, and that the disability community remain vigilant in the design of products that use AI.

"Hire talent with disabilities to be part of the team that is developing the tools," recommended West-Evans.

Devon hosts a podcast called Accessibility and AI. Being a part of this production has exposed Devon to many AI tools, some because of captioning and transcription. Devon talked about how in this instance, it’s still very important to put a human in the loop.

“The way I view AI is that it’s all very highly connected to disability because artificial intelligence is trying to emulate all of the different sensations, senses, and generative abilities,” said Devon.

What’s in Store for Vocational Rehabilitation and Accessibility?

From AI and automation in vocational training, to the expanded need for digital accessibility for job seekers with disabilities, these two industries will continue to intertwine. Coupled with the rise of hybrid work and the need for personalization in Individualized Plans for Employment, the software industry will have the opportunity to rise to the occasion with new solutions that bring both features that are both accessible and poised to assist in rehabilitation.

Towards the end of Pathways to Employment: Empowering Abilities, Devon imparted wisdom about the uncertainties around AI with regards to both VR and accessibility, and employment in general, but also his innate excitement.

“Don’t let fear stop you from paying attention to AI and playing with it,” said Devon.

Interested in seeing the full webinar that this article is based on? Visit our Pathways to Employment page to watch.

Embracing Change: The Rise of Hybrid Work in a Post-Pandemic World

Fri, 31 Jan 2025 20:15:00 GMT

Since the COVID-19 pandemic, the professional landscape has undergone significant transformation. Back in 2020, many organizations adopted fully remote work. Now, as preferences shift once again, there is a shift toward hybrid work models. This evolution reflects a growing desire among employees for flexibility that accommodates both their professional and personal lives.

This is especially evident across generations. A recent survey by Geographic Solutions of 500 active job seekers sheds light on the shifting attitudes. The findings reveal a noticeable decline in the desire for fully remote roles with only 13% of job seekers across all ages preferring this work model. Instead, the spotlight is firmly on hybrid work models, especially among younger job seekers, such as Gen Z (57%) and Millennials (50%).

Job seekers are placing greater value on flexibility – not just in terms of where they work but how they work. Robert Half’s 2025 U.S. Hiring Outlook underscores this point, stating “Workplace flexibility has become a paramount candidate expectation. Firms that prioritize hybrid work and flexible schedules may have more success in wooing the skilled professionals they need. “

Corporate Resistance to Hybrid Work

Not everyone agrees with this new way of working. Many companies are doubling down on a traditional office setup, expressing concerns over productivity, collaboration, and company culture. Amazon, Dell, and AT&T are a few of the countless other high-profile companies that are mandating a return-to-office policy for their corporate employees. Such moves have sparked debates about the future of work, with many employees pushing back against rigid policies.

Despite this pushback, the momentum behind hybrid work seems unstoppable. Companies that embrace this model are better positioned to meet the evolving expectations of today’s workforce. By offering employees flexible schedules, employers can foster higher job satisfaction, improve mental health, and boost productivity.

A report from McKinsey Global Institute shows that 87% of employees say they would be more productive if they had greater control over their work environments. Additionally, research from ADP shows that flexible work arrangements have helped 36% of employees reduce stress and thrive in their roles.

Strategies for Successful Hybrid Work Environments

For HR leaders, the challenge lies in creating policies and strategies that promote flexibility without compromising productivity. Establishing a successful hybrid work environment requires a thoughtful approach to maintain this delicate balance.

To achieve this, companies should develop comprehensive processes, actively nurture workplace culture, and provide clear guidelines and resources for team collaboration. By implementing intentional strategies that support and empower employees both in the office and at home, organizations can create a solid foundation for effective flexible work arrangements.

According to Chris Lobo, payroll manager at HR Options “…You have to ensure your colleagues have what they need to work effectively in and out of the office. You need to leverage collaboration, task management, and project management tools for people across the organization if you're going to successfully maintain a hybrid work model.”

The Future Landscape of Work

Looking ahead, this trend represents a fundamental shift in how, when, and where work gets done. As the labor market continues to evolve, hybrid work is rapidly becoming less of a trend and more of a fundamental restructuring of how we conceptualize professional productivity and workplace dynamics.

The future of work is not about choosing between remote and in-office arrangements – it’s about creating adaptive, flexible, and human-centric environments that meet the diverse needs of job seekers and employees. As younger generations continue to enter the workforce with their expectations and values, the hybrid work model will likely become the new standard rather than an expectation.

Ultimate Guide to Finding Scholarships Using Geographic Solutions Software

Fri, 22 Nov 2024 18:54:52 GMT

National Scholarship Month is the perfect time to explore scholarship opportunities available to fund education goals. Established in 1998 by Scholarship America, National Scholarship Month provides recognition to communities, organizations, and businesses in the scholarship industry and serves to encourage others to improve educational opportunities and educational achievement. With the right tools, finding scholarships can be easy and efficient. Geographic Solutions’ Virtual OneStop, also known as VOS Sapphire, and Virtual Career Center (VCC) help students and individuals find scholarships that match their academic qualifications, interests, and personal characteristics. These platforms simplify the search process, making it easier to secure the financial support an individual needs.

Here is a step-by-step guide for finding scholarships using Geographic Solutions’ software:

1. Creating a Profile

When using a Geographic Solutions-powered workforce website at the state, local, or college level, individuals can use our scholarship tool as a guest to quickly browse opportunities. For a truly personalized experience and to track your progress, create an account. By creating an account and building a profile, you can tailor your search for education and training, save favorites, and focus in on career planning criteria that might be relevant for scholarships such as field of study, demographic information, and extracurricular activities.

2. Using the Scholarship Search Tool

The scholarship search tool is available to all individuals using a VOS or VCC powered site. The tool allows individuals to filter scholarships based on various criteria such as:

•   Keyword: Use specific keywords to find scholarships that match your unique interests
•   Area of Study: Find scholarships specific to major or area of interest.
•   Demographics: Search for scholarships aimed at specific groups.
•   Location: Look for scholarships available in a state or region.
•   Academic Achievement: Filter by GPA requirements or other academic criteria.

The database of scholarships is comprehensive, using both Peterson’s database and other client-secured opportunities. Peterson’s scholarship database is a resource designed to help students find financial aid for their education. It includes over 1.9 million scholarships, grants, and fellowships, from more than 4,000 providers.

3. Review Matched Opportunities

Based on individuals' manual search, the tool will generate a list of scholarships that match the individuals' filters. The list will include details on the scholarship requirements, award amount, donor name, area of study, and more! As individuals click on scholarships, they can find more details on the application process and deadline. Saving favorites helps you stay organized with deadlines and focused on the scholarships that matter most to you.

4. Apply for Scholarships:

After reviewing your favorite scholarship opportunities, it is time to apply! Individuals should apply for scholarships that best fit their profiles. When applying for scholarships, it is important for individuals to follow the application guidelines and submit all required documents before the deadlines. Geographic Solutions’ software also provides additional resources such as resume-building tools, interview preparation tips, and additional career services which can aid individuals throughout the application processes.

5. Stay Updated

Regularly checking the tool for new scholarship opportunities and setting up alerts to stay ahead of deadlines can increase individuals’ chances of receiving scholarships to fund their education. Keeping profiles updated with new achievements or changes in interests helps the system provide more relevant matches. By staying proactive and engaged with the platform, individuals ensure that they do not miss out on any opportunities. Scholarship application processes and deadlines can vary depending on the specific scholarship. It is crucial to monitor these deadlines to avoid missing any key steps. Based on a member survey, Scholarship America developed a graph to map out the various deadlines and application processes throughout the year. The graph below illustrates the various times of the year when deadlines can occur.

6. Follow-Up and Networking

After applying for scholarship opportunities, following up and networking with scholarship donors and other individuals who have received the same or similar scholarships can improve chances for receiving the scholarship award. Additionally, building relationships with these contacts can be beneficial for both educational and career goals.

7. Achieve Educational Goals

Finding scholarships doesn’t have to be overwhelming. By following this guide and using solutions powered by Geographic Solutions, individuals can find and apply for scholarships that align with their qualifications and interests.

National Scholarship Month is the perfect time to take advantage of these resources and secure the financial support needed to achieve educational and career goals. Whether someone is a high school student planning for college, a college student seeking additional support, or an adult looking to further their education, there are scholarships available to help everyone succeed!

A Day Where We Honor Those Who Served

Mon, 11 Nov 2024 13:39:00 GMT

Did you know that, according to current U.S. Census Bureau data, there are 16.2 million military veterans that call the United States home?

The yearly calendar observance originated as Armistice Day on November 11, 1919, marking the first anniversary of the end of World War I. In 1926, congress passed a resolution to make this day a national holiday, and 16 years later, during President Dwight D. Eisenhower’s presidency, legislation officially changed the name to Veterans Day.

This important day is honored in many ways, including events and parades. At the Tomb of the Unknown Soldier in Arlington National Cemetery in Virigina, there is a ceremony to define the significance of the day.

Which states do the most veterans call home? Interestingly enough, Alaska is the state with the highest population of veterans who have served in the U.S. Military. Following the Northwestern state, Wyoming, Virginia, Maine, and Montana rounded out the top five.

Veterans Portals and Geographic Solutions

At Geographic Solutions, we count many veterans in our ranks. Some of our most important work is created in the form of Veterans Portals, which help when those who have served our country in the armed forces make their way back to the civilian workforce. Over the last year, those portals have accounted for almost 80,000 active users, according to internal data from Google Analytics.

Veterans Portals are an excellent solution for states that are seeking to help their veterans’ populations find jobs. Some states, such as North Carolina, show medallions next to employers who have been recognized by the Department of Labor as veteran friendly. “It’s a big thing for an employer to take money out of their pocket to apply and be awarded the program showing that they’re vet friendly, that they’ll hire, train, and retain veterans at a certain level,” said North Carolina’s Department of Commerce, Division of Workforce Solutions’ Chris Silvers.

How to Honor Veterans Day

How can we observe Veterans Day? In 2023, we interviewed CareerSource Palm Beach County’s Vice President and Chief Operating Officer, Steven Gustafson. A former member of the armed forces, he offered his thoughts on how to honor the day.

“I think that honoring that spirit of selflessness is a great way to honor our veterans, not only on November 11th, but year-round,” said Gustafson.

A big event that Florida has each year around Veterans Day is Paychecks for Patriots, a joint event coordinated by the Florida Department of Commerce, The Florida National Guard, the Florida Department of Veterans’ Affairs, and participating employers from around the state.

Geographic Solutions is proud to have 39 veterans amongst their workforce’s ranks, making up 12 percent of the total company workforce.

This year, thank a veteran at Geographic Solutions, in your community, your family, or amongst your friend circle for being selfless in their choice to serve the United States.

Understanding Cyber Threats in Workforce Development

Fri, 18 Oct 2024 18:07:00 GMT

In 2004, President George W. Bush declared October as Cybersecurity Awareness Month, which has become over time a way for groups and organizations to raise awareness about the importance of being secure. With cyberattacks occurring every 39 seconds, many organizations, especially those within the workforce development industry, must implement measures and practices that safeguard their computer systems and strong security protocols, complex encryption methods, and proactive countermeasures. Understanding the types of cyber threats and the measures that are needed to safeguard the integrity of workforce data improves the effectiveness of workforce programs for job seekers and employers.

The Importance of Cybersecurity in Workforce Development

Workforce development organizations and agencies serve a pivotal role in connecting job seekers with employers and job opportunities. However, they also handle sensitive data such as personal identification information (PII), employment records, and financial information. Safeguarding this confidential information is a pressing concern across all workforce organizations. In today's interconnected world, cyber-attacks can pose a threat to partners, clients, and even the entire industry, as demonstrated by the WannaCry ransomware attack in 2017 that compromised over 300,000 machines across 150 countries.

Cyber Threats Facing Workforce Development Organizations

Phishing Attacks: Phishing is the top attack method for social engineers. Phishing attacks are fraudulent communications such as emails, text messages, phone calls, or websites. Although the communications may appear legitimate, they can trick users into downloading malware, sharing information, or taking other actions that expose themselves or their organizations.
Ransomware: Ransomware is a form of malware that encrypts data, effectively holding a user's sensitive data or device hostage until a ransom is paid to unlock the device. However, the financial burden continues after the ransom payment. Additional costs, such as system restoration and data recovery, can escalate the overall cost of a ransomware attack.
In-Person Attacks: In-person attacks can happen when an unauthorized individual gains access to a user's device. Examples include USB attacks when a cybercriminal uses a thumb drive to install malware on your computer, or tailgating, when a hacker bypasses physical access controls by following an authorized person inside.
Data Breaches: Any type of unauthorized access to an organization's database can lead to the theft of sensitive data and information. Workforce development organizations manage databases with sensitive data, making it even more important to implement safeguards and security measures to ensure the safety of all individuals.

Beware of Fake Employer Scams

Beyond the typical cybersecurity threats, workforce development organizations must also implement measures to prevent fake employer scams. This type of scam has existed for a long time, but technology has made it easier to enact. According to the FBI’s Internet Crime Complaint Center (IC3), 16,012 people reported being victims of employment scams in 2020, with losses totaling more than $59 million. Cybercriminals will pose as legitimate employers to persuade victims to provide them with their PII. They can then use it in several ways, such as taking over the victims’ accounts, opening new financial accounts, or using the victims’ identity for another scam.

To spot these scams, remember that legitimate employers will never ask you to pay up-front fees for a job or equipment, and they won’t ask you to pay them using cash, Zelle, or PayPal. Avoid providing any personal information like your driver’s license, social security, or bank account number before researching the company to avoid fake employer scams. Using secure job search sites that take measures to prevent phony job postings and verify employers can help ensure that your personal information remains protected.

These scams not only harm the job seekers but also the workforce development organizations that connect job seekers with employers. The impact on job seekers can be devastating, as they may lose their hard-earned money or become victims of identity theft. It may also make job seekers weary of the job search and become detrimental to their career journey. To combat these scams, strict employer verification processes must be put in place across all workforce development organizations. Regularly monitoring job postings and educating users on how to identify and avoid fake job offers are also crucial steps in protecting job seekers from these scams.

Best Practices for Preventing Cyber Threats

Employee Training: As said by Felipe Medina, Chief Information Security Officer at Geographic Solutions, when asked about the importance of security training: “In the army, we used to say you train as you fight. Your training should be as close to what the real-world battlefield would be like, and cybersecurity is no different.” Trained employees are better prepared to identify and respond to cyberattacks like phishing and malware.
Team of Experts: Cybersecurity professionals can provide organizations with the expertise to secure their systems effectively.
Data Encryption: Encrypting sensitive data ensures that it remains unreadable to cybercriminals, even if it is intercepted or accessed without authorization.
Incident Response Plan: Reassure your team with a well-prepared incident response plan. If there is a cyber-attack, this plan can help organizations quickly respond and prevent damage, instilling a sense of security.
Regular Security Audits: Conducting security audits of current security measures and practices can help identify vulnerabilities and areas for improvement.

As the workforce development industry grows and becomes more digital, understanding and taking measures to prevent cyber threats becomes increasingly essential. By understanding the common security threats a workforce development organization may face and putting measures in place to prevent or respond to any security threats, workforce development organizations can protect individuals' sensitive data, maintain public trust, and continue to help the labor market thrive.

Geographic Solutions is committed to supporting workforce development organizations in navigating these challenges, ensuring they have the tools and knowledge necessary to thrive in a secure, digital landscape.

Celebrating Workforce Development Month: Looking Towards A Stronger Workforce for America Act with Promise and Excitement

Tue, 17 Sep 2024 19:41:20 GMT

What is Workforce Development Month?
Every September, Geographic Solutions celebrates Workforce Development Month and recognizes the importance of workforce development initiatives and professionals within the industry. Workforce Development Month was created in 2005 by the National Association of Workforce Development Professionals (NAWDP) to raise awareness about the importance of the workforce industry and highlight the efforts of organizations, policymakers, and professionals committed to helping prepare the labor force to meet the evolving needs of the labor market. NAWDP celebrates Workforce Development Month with initiatives like the ‘Workforce Heroes’ program, which highlights multiple workforce heroes over the course of the month.

A Stronger Workforce for America Act (ASWA) was recently introduced to build on the foundation of, and reauthorize, the Workforce Innovation and Opportunity Act (WIOA), which has been the grounds of workforce development legislation for the past decade. We interviewed Melissa Robbins, CEO of the NAWDP, to gain further insights on the new legislation. Her wisdom offered a valuable perspective on the importance of Workforce Development Month, the promise of ASWA, and the future of the workforce industry.

Understanding A Stronger Workforce for America Act
A Stronger Workforce for America Act (ASWA) was introduced on December 7, 2023, passed by the House of Representatives on April 9, 2024, and will go to the Senate next for consideration. Since then, ASWA has received support from workforce organizations and policymakers, who view it as essential for meeting the changing needs of the labor market. ASWA aims to build upon the existing Workforce Innovation and Opportunity Act (WIOA). Signed into law on July 22, 2014, WIOA was the first major reform of the public workforce system since 1998, with the goal of helping job seekers access employment, education, training, and support needed to thrive within the labor market and match employers to skilled workers.

Melissa Robbins shared what she thought to be the biggest challenge in workforce development today and how ASWA addresses that challenge. “I think right now the biggest challenge is to make sure that we’re meeting the needs of businesses and job seekers in the current environment,” said Robbins. “WIOA passed in 2014, so we’re ten years from the last legislation passing, and a lot has happened in those years.”

Robbins added that while the workforce system did a wonderful job adapting, especially during the pandemic when we had to find ways to deliver our programs and services without human contact, that the legislation hasn’t changed. It is imperative that the new legislation focuses on flexibility to meet the changing needs of businesses and job seekers. WIOA’s reauthorization via ASWA aims to modernize education and training programs to better align with current and future job market needs.

Components of A Stronger Workforce for America Act:

Skills Upgrading: Allocate 50% of funds to upskill workers through Individual Training Accounts (ITAs), on-the-job learning, and prioritizing employer-led programs for skill training.
Efficiency and Accountability: Focus on the Eligible Training Provider List to streamline outcomes and ensure that programs align with employers' demands. Fully implement a performance accountability system to hold states and local workforce boards accountable.
Economic Opportunity: Places a greater emphasis on work-based learning for youth, supports reentry programs, and strengthen workforce education programs at community colleges.
Innovation and Hiring: Provide flexibility to states and local workforce boards to modernize their workforce systems and support skills-based hiring practices.

Differences From WIOA:
When asked about the main differences between ASWA and WIOA, Robbins stated that while the new legislation builds on WIOA, it also introduces the following changes:

Focus on Eligible Training Provider List: The new legislation emphasizes the Eligible Training Provider List (ETPL), a public statewide list of qualified training providers eligible for WIOA worker training funds.
Funding: ASWA addresses fund ceilings and floors. WIOA allocates specific percentages to various programs and activities, compared to ASWA, which allows states and local boards to diversify programs and funds.
Flexibility: Overall flexibility for programs so that they can adapt to the changing needs of the industry.

Potential Challenges, Benefits, and Outcomes
Geographic Solutions President, Paul Toomey shared his insights on the benefits of ASWA in a recent Forbes article where he stated, “This legislation’s renewed vision for creating a stronger, more adaptable workforce offers numerous benefits to not only the economy, but also to dislocated, remote, and future generations of workers.”
ASWA will have short and long-term benefits for job seekers and employers. In the short term, changes will allow state and local workforce boards to take on new initiatives that were not previously possible. “Any kind of change in the legislation, there's going to be things that change quickly," said Robbins.

One of the main challenges in implementing ASWA will be ensuring that everyone is trained on the new compliance requirements. Robbins stated, "Just like WIOA, with any new legislation, there's going to be new compliance issues that are going to be black and white, and we have to make sure that they get rolled out to everybody."

She further explained that workforce organizations need to be aware of the complexity of new legislation as it involves hundreds of pages of laws and regulations. Then states and local boards will add their own additional things particular to their area, further complicating compliance requirements. Workforce organizations will need to be prepared to ensure a smooth implementation.

Workforce organizations may also encounter challenges in balancing innovation with compliance while implementing the new legislation. ASWA aims to create innovative strategies and partnerships. Robbins highlighted the need to balance innovation with compliance:

"How do we strategically impact the new innovative ideas on how we're going to implement… the essence of this new legislation," said Robbins.

The role of NAWDP will evolve with the implementation of ASWA, as it has since the early 80’s and adapting to legislative changes and integrating non-traditional workforce partners. Robbins emphasized that NAWDP will remain committed to meeting the needs of its members and the workforce industry.

Supporting Workforce Development for a Stronger Future
Geographic Solutions is dedicated to supporting workforce development initiatives and providing job seekers with the support they need to succeed within the labor market. As workforce legislation and development change, Geographic Solutions remains committed to building a strong and adaptable workforce.

Workforce development takes a collaborative effort between workforce agencies and service providers to close the skills gap, increase job placements, reduce unemployment durations, and ultimately strengthen economic development initiatives. Workforce Development Month gives us a chance to honor those who go to great lengths to positively impact the workforce. We give our thanks to all workforce professionals, the true heart of workforce development.

Click here to watch the whole interview with Melissa Robbins.

Inside Look: How VOS Sapphire AI Will Redefine Workforce Solutions

Wed, 31 Jul 2024 17:39:00 GMT

Every year, Geographic Solutions explores how technological advancements can enhance the user experience and add value to our products. Recognizing the value of Artificial Intelligence (AI) and Machine Learning (ML), our team worked tirelessly over the past year to incorporate instances of AI throughout the next generation of our industry-leading software suite, aptly named VOS Sapphire AI.

In this blog post, we’ll explore the many unique features of VOS Sapphire AI and how this version is poised to further streamline the job search process for job seekers and employers.

What is VOS Sapphire AI?

Thanks to a dynamic collaboration between OpenAI, Microsoft, and our own innovative functionality, we’re able to showcase the art of prompt engineering and the transformative potential of reshaped interactions for labor exchange.

This next-gen software builds upon existing infrastructure, incorporating advanced AI and ML capabilities throughout the system to provide end users with a range of innovative AI-assisted features for building résumés, interview preparation, job search, job posting, and more.

With these features, VOS Sapphire AI streamlines the job search process and reduces the time it takes for job seekers to find suitable employment. It also enables employers to quickly identify the most qualified candidates for their job openings.

As a testament to our efforts, the system was recognized by the 2024 Tech Ascension Awards as the Best AI / ML Powered Solution for its modular, customizable design, robust security protocols, and ability to help employers and job seekers in today's competitive job market.

Diving into VOS Sapphire AI’s Key Features

The platform’s innovative features offer a wealth of long-term benefits that not only positively impact employers in recruiting talent but can also aid job seekers in standing out as the best-suited candidates.

Let’s take a look at some of the key features and enhancements that users can utilize.

Bespoke & Professional Résumés and Cover Letters

VOS Sapphire AI enables users to effortlessly generate a new résumé and cover letter using their profile data and AI-generated text - creating a bespoke résumé that perfectly aligns with any requirements and specifications listed in a job description; as well as a cover letter that conveys enthusiasm, experience, and captures the attention of hiring managers.

Interview Preparation with AI-Generated Questions Tailored to User, Company, and Role

VOS Sapphire also helps job seekers prepare for interviews by providing them with details about the employer and position, as well as an AI-centric practice interview platform. Additionally, the system curates a list of AI-generated questions they can use throughout the interview process. VOS Sapphire AI provides similar interview preparation features for employers as well, enabling recruiters to generate a list of interview questions that are specifically tailored to the applicant’s job title and work experience.

Detailed Job Description Creation Based on Role and Company Profile

Recruiters can use AI to optimize existing or generate new job descriptions. Based on the selected role and the employer’s profile, the advanced AI algorithm takes care of the rest; seamlessly merging the position details with the company’s preferences and requirements for a role.

Accurate Job Matching with Reactive Matching Algorithms

VOS Sapphire AI also includes a proprietary Reactive Matching component, which automatically matches job seekers with suitable employment options. By leveraging pattern-matching algorithms, the system automatically extracts key information from a résumé to provide more accurate job matches that perfectly align with a user’s experience, interests, skillset, and background.

Whether it’s generating customized cover letters specifically targeted to jobs, creating a résumé from scratch, or even enhancing preparations for interviews, VOS Sapphire AI offers new and innovative ways to support the end-user throughout the job their search process.

In the coming months, Geographic Solutions’ training team will cover various functionality found in VOS Sapphire AI. Be sure to keep an eye on our Training Opportunities Page to sign up for Geographic Solutions’ next training session. In the meantime, check out our press release and video on VOS Sapphire AI to learn more.

Honoring Pride Month: Best Practices for Inclusive Hiring

Tue, 11 Jun 2024 17:38:43 GMT

Origins of Pride Month

Pride month is the annual celebration of the contributions of the LGBTQIA+ community to history, society, and culture. Pride, whose acronym stands for Personal Rights in Defense and Education, highlights the ongoing issues within the community such as discrimination, violence, and legal inequalities. The origins of the gay rights movement dates back to the early 1900s, when many basic civil rights were largely denied to gay, lesbian, bisexual, and transgender people. North American and European individuals began creating gay and lesbian organizations such as the Society for Human Rights, founded in Chicago during the 1920s by activist Henry Gerber.

In June 1969, a popular gay bar in New York City called the Stonewall Inn was raided by law enforcement. Police officers forcibly removed individuals and employees from the bar, and confrontations quickly escalated. This five-day-long event was marked with riots and protests, becoming a pivotal moment for the LGBTQIA+ rights movement.

The Stonewall Uprising was so pivotal, in fact, that just one year later the first Pride marches were held in New York, Los Angeles, and Chicago. Thousands of LGBTQIA+ people and their allies came together to commemorate Stonewall, celebrate their pride, and advocate for equal rights. Fast forward to 2024, and Pride is now celebrated every June, honoring the achievements of LGBTQIA+ individuals in arts, culture, science, and politics and serves as an expression of self-acceptance and love. Throughout the month of June, cities across the U.S. celebrate with parades, parties, and events featuring the rainbow flag, a reflection of diversity in the community and the spectrum of human sexuality and gender

More recently in June 2020, the U.S. Supreme Court ruled that LGBTQIA+ workers are protected from discrimination under the Civil Rights Act of 1964. While this ruling was a significant step forward for LGBTQIA+ equality, further efforts are needed to ensure inclusive policies and practices are adopted across both personal and professional spaces.

Creating Inclusivity in the Workplace

Over 8 million workers in the U.S. identify as LGBTQIA+ and discrimination in the workplace remains a critical issue. Many LGBTQIA+ individuals face barriers finding employment and advancement due to biases and prejudice. A survey conducted by Williams Institute School of Law found the over 45% of LGBTQIA+ workers reported experiencing unfair treatment at work, including being fired, not hired, or harassed because of their sexual orientation or gender identity at some point in their lives.

In today's workforce, establishing inclusive recruitment processes and creating inclusive job descriptions is an essential first step for attracting a wide range of talented candidates, including those from the LGBTQIA+ community. Here are just a few guidelines that employers can follow to create a more inviting, inclusive workplace:

Writing Job Descriptions Using Inclusive Language

Gender-coded words decrease apply rates and increase the cost per application. Removing them will increase the likelihood of attracting more talent from diverse groups. Avoid using gendered language by using gender-neutral terns like ‘they/them’ instead of ‘he/she’ and avoid job titles that imply a specific gender, such as ‘Salesman’ instead use the term ‘Salesperson’. It may be difficult to catch all gendered language in job descriptions, however there are online tools or software that can analyze job descriptions and suggest improvements to make the language more inclusive to all applicants.

Highlight Commitment to Diversity and Inclusion

Include a statement about the company’s commitment to diversity and inclusion on a front-and-center public platform. This shows LGBTQIA+ candidates that the company welcomes and values diverse individuals. Additionally, adding inclusive phrases within job description can attract a more diverse talented group of individuals. Include phrases that are welcoming, such as “We encourage applicants from all backgrounds and identities.” Most candidates value seeing a D&I commitment when they are looking for jobs to apply for.

Remove Unconscious Bias in Recruitment

There are many types of unconscious bias that can occur when hiring. Stonewall found that 18% of LGBTQIA+ people who were looking for work were discriminated against because of their sexual orientation and/or gender identity. Employers and their human resource departments need to work together to remove unconscious biases within their recruitment process and training and create greater awareness across their enterprise. One practice an organization can use to reduce unconscious bias is to practice ‘blind recruitment’ which involves removing all personal details from job applications.

Expand Recruiting Channels

Expanding recruiting channels for LGBTQIA+ individuals involves reaching out through various platforms and avenues to ensure inclusivity and accessibility. Post job openings on platforms and job boards that support diverse communities, including LGBTQIA+ networks, and partner with organizations to participate in career fairs or events that focus on diverse talent pools. Using these channels can attract candidates from various backgrounds more effectively than traditional channels.

Show your PRIDE!

Show your pride all year long, not just in June! A company can showcase its pride by implementing inclusive policies and offering support for their LGBTQIA+ employees. Celebrate LGBTQIA+ awareness days, such as National Coming Out Day or Transgender Day of Visibility, through internal communications, events, or educational initiatives. Finally, by listening to LGBTQIA+ voices and being accepting, companies can show their pride and make everyone feel valued.

Being a True Ally: Geographic Solutions’ Commitment to Diversity and Inclusion

At Geographic Solutions, we encourage everyone to be themselves without fear of discrimination. We have designed guidelines and put programs in place to make sure our workplace is fair, inclusive, and diversly represented. Geographic Solutions operates under an Equal Opportunity and Non-Discriminatory Policy and has a Zero-Tolerance Policy for Harassment.

In 2023, we aimed to hire more diverse talent and ended up exceeding our goal with an 18% increase. While it is illegal to ask applicants and current employees about personal characteristics that are protected by law (including race, color, religion, sexual orientation, etc.) it is safe to say with an employee count of 500, our staff’s gender and sexual identification spans a diverse range. It is our job to make sure that each and every employee feels welcome, accepted, and supported.

One of our best initiatives is our employee-run Inclusion Committee, which organizes events and resources to celebrate our diverse workforce. The Inclusion Committee has representation from a broad range of ethnicities, cultural backgrounds, national origins, gender identities or expressions, abilities, and age ranges. The Inclusion Committee organizes events, offers resources, creates support groups, and more to foster inclusion. With over 50 nationalities represented, we are proud of the diversity in our team and want to keep attracting and celebrating talent from every background.

Pride Month is a great time to reflect and revisit inclusive practices, procedures, and culture, ensuring that your workplace is doing everything it can to support the LGBTQIA+ community. Our own company revisits policies, procedures, and gages workplace culture on an ongoing basis. Together, we can create a more inclusive workplace for all.

The Role of Labor Market Information in Graduates' Career Planning

Tue, 21 May 2024 20:31:49 GMT

May marks the exciting milestone of graduation season. Across the country, college students are taking their first steps into the professional world. However, stepping into the dynamic and evolving job market can be challenging without the right information. For new graduates, the state of the labor market has implications beyond getting your first job. Understanding the state of the labor market and labor market information is crucial for recent graduates to make informed decisions about their career paths.

What is Labor Market Information

The labor market refers to the supply and demand for labor. Employees provide the supply and employers provide the demand. Labor Market Information (LMI) is a set of data and insights that helps describe how jobs are changing, now and into the future. LMI provides essential data about job trends, salaries, industry demands, required skills, and education levels.

Why LMI Matters for Recent Graduates

Graduates can use this valuable information to make informed decisions regarding their career paths. For graduates, LMI serves as a compass, guiding them through the initial stages of their professional journeys. LMI can answer questions such as “how much does a job pay,” “how many jobs are available now,” and “what is the growth rate for this job.” By understanding and leveraging labor market information, graduates can gain a better understanding of the labor market by having the ability to identify job trends and opportunities as well as learn how to align their skills with the demands of various industries.

What Does the Current Job Market Look Like for College Graduates

According to the U.S. Bureau of Labor Statistics, as of March 2024, the current unemployment rate is 3.8%. However, recent college graduates face a different job market. According to the Federal Reserve Bank of New York, in March 2024, about 4.7% of recent college graduates were unemployed in the U.S. Until 2018, the unemployment rate for recent graduates was lower than the overall unemployment rate. Since then, it has hovered under a percentage point above the overall rate. However, this gap has recently widened. Recent graduates are also more likely to be underemployed, meaning they are working in jobs that do not require a college degree. In March 2024, recent graduates had an underemployment rate of 40.8% compared to college graduates with an underemployed rate of 33.1%. Although unemployment and underemployment for recent graduates are higher than historical rates. According to the Harvard Business Review, the strength of the labor market can positively impact recent graduates, and students who graduate into a strong labor market will earn more throughout their careers than those who graduate during a recession. The time of the year can also positively impact recent graduates, Phillip Sprehe Geographic Solutions’ Sr. Economist, explained more on this during the Big Interview YouTube Expert series on Labor Market Trends. He compared seasonally adjusted and unadjusted job postings, and he found that March and April are the best months to find opening and December tends to be the worst.

Using Geographic Solutions LMI Tools

Geographic Solutions empowers individuals with the information that they need to make informed career decisions. Through innovative software solutions, graduates can gain access to data and insights that they can use to navigate the complex job market with confidence. Geographic Solutions offers user-friendly LMI tools like Virtual LMI (VLMI) and Virtual Career Center (VCC). Virtual Career Center (VCC) provides colleges with an online platform that helps students prepare for entering the workforce after graduation. VCC’s personalized dashboard and algorithms match students with relevant internships and job opportunities based on their data. Virtual LMI (VLMI), is an online platform that provides individuals with the ability to perform detailed analyses, compare job market statistics, and explore various career paths.

Maximizing LMI for Career Success

By having access to real time data on job opportunities, salary ranges, and skills requirements, graduates can make informed decisions about their first steps in their career paths. Understanding what employers are looking for and how to stand out for entry level jobs can be challenging. By using LMI to complement research, graduates can gain a better understanding of what will be expected for a certain role. Graduates can leverage LMI effectively by tailoring their resume with skills and qualifications identified through LMI, use industry-specific insights and trends from LMI to impress potential employers during interviews, and negotiate a competitive salary based on skills, education, training, and knowledge of industry averages.

Go Forth into the Job Market with the Power of LMI

Labor Market Information is a valuable resource that empowers graduates to navigate the job market confidently. By leveraging LMI tools, the class of 2024 can make informed career decisions that align with their goals and the demands of today's job market, contributing to the success of the next generation of the workforce.

Celebrating Inclusivity and Advancing Workforce Technology for All

Thu, 16 May 2024 16:02:48 GMT

Global Accessibility Awareness Day (GAAD) is celebrated annually on the third Thursday of May, this year GAAD is on May 16th, marking its 13th anniversary. GAAD aims to raise awareness and educate individuals about equality, accessibility, and inclusion for the over one billion people worldwide with disabilities and impairments. This day highlights the importance of accessible technology to ensure access to digital content for all individuals.

The Origins of GAAD

Global Accessibility Awareness Day (GAAD) was first celebrated in 2011 when a blog post was written by web developer Joe Devon. He encouraged developers to come together to raise awareness and set global standards for closing the accessibility gap. Jennison Asuncion, an accessibility expert from Toronto, stumbled upon Devon's blog post by chance after seeing a tweet about it while browsing the internet. Inspired by Devon's vision, Jennison Asuncion collaborated with Joe Devon to co-create GAAD.

Understanding Inclusive Design

Digital accessibility refers to enabling individuals with disabilities or impairments to access and interact with digital applications, such as websites and mobile apps. According to a Pew Research Center survey of U.S. adults, 62% of adults with a disability say they own a desktop or laptop computer, compared with 81% of individuals without a disability. While activities like browsing the internet, catching up on social media, or texting on mobile devices feel natural to many, accessibility barriers create challenges for millions of people with disabilities, making it challenging to use some forms of technology or deterring them altogether. According to WebAIM, over 96% of the world’s top one million web pages are not accessible. This equates to less than 4% of the world’s most popular websites are accessible to people with disabilities.

Accessibility on the web is crucial, yet many disabled web users encounter challenges accessing the websites and content they need. The World Wide Web Consortium (W3C) actively campaigns for the creation of websites, tools, and technologies that are designed in a way that is accessible for people with disabilities. The Americans with Disabilities Act (ADA) is a civil rights law that prevents discrimination based on disability. When designing ADA accessible websites, developers and organizations must consider a wide range of impairments that may affect web access. These disabilities encompass permanent, temporary, or situational limitations, as well as challenges related to technology or internet connectivity.

Types of Disabilities:

•   Visual - Full blindness or partial blindness and other visual impairments including color blindness, cataract, or glaucoma
•   Auditory – Different degrees of hearing loss, from deafness or loss of hearing from old age
•   Cognitive – Impairments that impact memory, language, thinking, or judgement
•   Physical – Limitations that affect mobility and navigation

Additionally, temporary disabilities such as broken bones or fatigue, situational limitations such as bright sunlight, time constraints or independent living, device constraints such as small screens or outdated technology, and internet-related factors like slow connection are all factors that need consideration. Each of these impairments highlights the range of barriers that many individuals face when trying to navigate and use digital technologies effectively.

Ensuring Digital Accessibility

Geographic Solutions, as a software development firm, understands the importance of creating accessible web applications and is dedicated to ensuring ease-of-use for all users. Ensuring accessibility is a core aspect of our software development process. All our software is designed to comply with the Americans with Disabilities Act (ADA). Our team utilizes a myriad of accessibility tools to mimic color impairments, test alternative text for images, check screen reader order, evaluate keyboard navigation, and more. Our ADA Compliance Team is made up of many people, but it was important to our company to employ individuals with various impairments as part of this process. We invite you to enjoy this video on our ADA Compliance processes.

Our commitment to accessibility goes beyond compliance, we believe that empathy drives us to find ways to include everyone. We prioritize accessibility to empower workforce staff and job seekers of all abilities. Our accessible technology expands job opportunities for individuals with disabilities and equips workforce agencies with the effective tools that they need to provide equal service. As we celebrate GAAD, Geographic Solutions remains dedicated to fostering digital accessibility and creating an inclusive workforce landscape that is diverse and inclusive. Looking ahead, we are dedicated to ongoing improvement in accessibility for our software, ensuring that it evolves to meet the needs of all users.

Paul Toomey IT Scholarship Recognizes More Impressive Tech Talent

Fri, 19 Apr 2024 20:55:00 GMT

Each year, money is generously donated by Geographic Solutions’ employees to fund the Paul Toomey IT Scholarship. The amount is then matched by company Founder and President, Paul Toomey. With the money being collected through the end of November 2023, we sent out the call for applications early this year. The application process was open to the children of Geographic Solutions employees and all Hillsborough, Pasco and Pinellas County seniors. This year enough money was raised to award four scholarships – more than ever before! Each scholarship recipient received $3,800 which they can use towards credit hours, housing, or curriculum supplies.

Criteria for the scholarship included the demonstration of above-average achievement and motivation towards advancing his or her education in a computer-related field, outstanding service to their school and the community, involvement in extracurricular events, and admirable character. Each applicant was also required to submit an essay detailing what influenced them to pursue a computer-related field of study.

This year we received a record 32 applications! Geographic Solutions’ scholarship committee reviewed these applications thoroughly and chose the four students that best represented the criteria and Geographic Solutions' values.

The Four Recipients of the 2024 Paul Toomey IT Scholarship Are:


Justin Heyman – Lutz, FL Justin is a dedicated student at Steinbrenner High School. He serves as the Band Section Leader and the Metropolitan Ministries Event Planner/Coordinator. Additionally, he is an active member of the National Honor Society, has been recognized as a National Merit Commended Student, and received the Quincy Jones Musicianship Award. Justin plans to pursue a career in a computer-related field after high school, driven by his belief that this will allow him to make a meaningful impact in today’s world. Fun fact: Justin joined us many times for Take Your Kids to Work Day where he shadowed our tech team!		Christian Ramos – Riverview, FL Christian is an actively involved student at Riverview High school. He is involved in Buddy Baseball, a recreation baseball league for players with disabilities, the Raspberry Pi Club, a school computer programming club, and FCA, a faith-based athletic club. He excels academically, maintaining high honor roll status and holds a Microsoft Technology Certification. With a passion for technology, Christian plans to become a software developer, and has studied programming languages like Python, HTML, and CSS. Christian dreams of designing an educational software to support individuals with different types of disabilities.


Hanlin Zhang – Valrico, FL Hanlin Zhang is an accomplished and ambitious high school senior at Strawberry Crest High School. Hanlin’s academic success includes top placements in FBLA Computer Game and Simulation Design and MU Alpha Theta Calculus competitions. He is also certified as a Microsoft Office Specialist and Adobe Certified Professional. Hanlin contributes to the community by preparing and delivering meals to the homeless though the Portamento of Hope Cafe. He plans to pursue a career as a software engineer and will begin his journey at the University of Florida, where he has been accepted into the honors program.		Sarthak Gupta – Tampa, FL Sarthak, a senior at Strawberry Crest High School, has an impressive background, including winning first place in the Congressional App Challenge for developing Signify, an AI app that translates American Sign Language to text and speech. He is also a PSAT/NMSQT National Merit Finalist and a state finalist in the 2024 Samsung Solve for Tomorrow competition for his work on a pest-identifying robot. Sarthak is active in school and community activities. He is the captain of the Strawberry Crest Varsity Tennis Team and founded the Artificial Intelligence Club. He also has dedicated over 100 hours to Feeding Tampa Bay. Sarthak plans to pursue a career as a software engineer, aiming to contribute to impactful technological advancements.

Since the scholarship was established in 2016 and first awarded in 2017, the Paul Toomey IT Scholarship has helped 14 high-achieving high school seniors in their pursuit of computer-related degrees. Now, a total of 18 scholarships have been awarded! We want to thank everyone who donated to this worthy cause!

Congratulations to each of the recipients! And thank you to every employee that donated to help make their dreams a reality!

National Second Chance Month: The Impact of Reentry Programs

Wed, 10 Apr 2024 19:45:00 GMT

What is Second Chance Month?
Started in 2017 by the Prison Fellowship, National Second Chance Month is an national observance celebrated in April that aims to raise awareness and support for reentry programs that help reintegrate incarcerated individuals back into society before and after their release. During Second Chance Month, human service organizations, communities, and government agencies across the country come together to shed light on the challenges faced by incarcerated individuals as they reenter society.

The Role of Reentry Programs
Reentry programs play a pivotal role in the process. They provide a range of services designed to address the needs of individuals who are transitioning back into society. These programs offer job training, educational opportunities, housing assistance, counseling, as well as soft and hard skills.

Organizations, such as the California Prison Industry Authority (CALPIA), have been at the forefront of innovative reentry programs, helping prepare incarcerated individuals for productive lives outside of prison, thus lessening the likelihood of recidivism. The organization offers 128 nationally recognized accreditations, including programs in AutoCAD, computer coding, metal fabrication, optical, dental, underwater welding, and more. Their latest program, Entry to Employment (E2E), aims to connect second-chance employers to CALPIA’s database of skilled and willing workers to help them find a job prior to release.

“We provide meaningful job skills and training to approximately 5,700 incarcerated individuals with the ultimate goal that they never return to prison,” said Bill Davidson, CALPIA’s General Manager. “Our programs are helping to reduce recidivism while also improving conditions in prison and providing greater public safety, along with saving taxpayer money.”

Reducing Recidivism

In 2022, the Bureau of Justice Statistics reported that almost 448,400 incarcerated people were released from state and federal correctional facilities. Unfortunately, a majority of these individuals are likely to be rearrested within 10 years of their release, according to an earlier study conducted by the U.S. Department of Justice. However, there is hope in reducing the rate of recidivism by providing these individuals with the necessary tools, skills, and resources through reentry programs such as those spearheaded by CALPIA.

Breaking the cycle of recidivism requires addressing common barriers such as lack of education or life skills, unemployment, substance abuse, and mental health issues. However, it's important to note that there is no one-size-fits-all approach to reentry. While providing personalized plans that cater to individuals' unique needs can greatly increase their chances of success, it can be challenging due to limited staffing, funding, and resources in many organizations and government agencies.

Despite these challenges and limitations, reentry programs and services, such as those offered by CALPIA, are making a difference in the lives of individuals by providing them with stability and opportunities. In fact, a recent study from the University of California, Irvine found that incarcerated individuals who participated in CALPIA’s programs have lower rates of rearrests, reconvictions, and reincarcerations compared to those who did not participate in CALPIA.

What’s Next?
National Second Chance Month serves as a reminder that everyone deserves an opportunity to rebuild their lives and contribute positively to society. Through the implementation of effective reentry programs, we can create a more inclusive and supportive community for all individuals, regardless of their past mistakes. Together, we can create a society that believes in second chances and provides the necessary support for successful reintegration.