Do you love your job?
According to a&nbsp;<a href="https://www.resumebuilder.com/despite-labor-market-turmoil-87-of-workers-love-or-like-their-jobs/" rel="follow noopener" target="_blank">ResumeBuilder.com survey</a>, &ldquo;Nearly 6 in 10 workers who like or love their job say it&rsquo;s because their work is personally fulfilling and meaningful.&rdquo;&nbsp;
Making work personally fulfilling and meaningful often means taking a proactive approach to your career development. For some people, that means working with a mentor 1-on-1. For others, it means going back to get that traditional 4-year college degree.
But there is another option.
Upskilling and reskilling with a Google Career Certificate isn&rsquo;t just about helping you advance your career and make more money (although that part is great), it&rsquo;s also about building a career that fits your lifestyle, finding a fulfilling career path with growth opportunities, and giving you the confidence you need to bring your best self to work every day.
We know that signing up for a certificate program can feel like a big commitment. Here&rsquo;s what you need to know.
&nbsp;
<h2 style="text-align: center;">What to Expect from the Google Career Certificate Program</h2>
The certificates will help you to gain the in-demand skills that you need to succeed in the following industries:
<ul>
<li><a href="https://grow.google/certificates/digital-marketing-ecommerce/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">Digital Marketing and E-commerce</a></li>
<li><a href="https://grow.google/certificates/project-management/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">Project Management</a></li>
<li><a href="https://grow.google/certificates/data-analytics/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">Data Analytics</a></li>
<li><a href="https://grow.google/certificates/it-support/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">IT Support</a></li>
<li><a href="https://grow.google/certificates/ux-design/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">UX Design</a></li>
<li><a href="https://grow.google/certificates/cybersecurity/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">Cybersecurity</a></li>
</ul>
<a href="https://grow.google/certificates/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">Completing a Google Career Certificate often takes between 3 - 6 months</a> depending on how much time you devote to your studies. Whether it&rsquo;s your first time learning about the field, or you&rsquo;ve already been doing some learning, the curriculum teaches you the foundational skills employers are looking for along with hands-on exercises that you can use as examples of your newfound expertise in your job search.
The courses within the certificate program are made up of a mix of video lessons, readings, practical exercises, and peer-graded work. There is community support throughout the process with discussion boards and social media groups.
But the best part is the results. Here&rsquo;s what some CareerCircle members had to say about their experience completing a Google Career Certificate.
A graduate who had plenty of experience in logistics and customer service, but wanted to increase and stabilize their professional growth shared, &ldquo;Through completing the [IT Support] certificate and some assistance with my resume and interviewing from CareerCircle, I found a new position [with] a significant pay bump for me ($8 more an hour), and it's a direct role with a company that will help boost my growth. So grateful for the opportunity, I couldn't have done it without the certificate and the assistance!&rdquo;
For another Google Career Certificate graduate, it &ldquo;was an amazing boost to my resume. Within just a couple of weeks of completing it I had several different interviews, and shortly after that I was able to secure several offers and was able to pick whichever I wanted. There is a lot of opportunity in this field, and the certificate is a great place to start.&rdquo;
&nbsp;
<h2 style="text-align: center;">The Grow with Google and CareerCircle Partnership</h2>
In February of this year, CareerCircle partnered withGoogle Career Certificates to provide career resources to program graduates in the U.S.
When you complete your Google Career Certificate, you&rsquo;ll be directed to sign up for a CareerCircle profile in order to get access to the Google Career Certificates Employer Consortium, over 150 employers who have committed to considering hiring certificate graduates.
Beyond that, you also get access to career resources like interview prep, 1-on-1 coaching, resume building support, etc. You&rsquo;ll be backed and supported by the CareerCircle team, and you can feel confident that we are unstoppable in our desire to get every one of our members into the role they&rsquo;ve been dreaming of.
&nbsp;
<h2 style="text-align: center;">Frequently Asked Questions</h2>

<h3>Are Google Career Certificates free?</h3>
They can be! CareerCircle offers scholarships for all Google Career Certificates. To learn more and apply, visit our <a href="https://www.careercircle.com/courses" rel="follow noopener" target="_blank">courses page</a>.
&nbsp;
<h3>Are Google Career Certificates worth it?</h3>
Absolutely! <a href="https://grow.google/certificates/?utm_source=careercircle&amp;utm_medium=blog&amp;utm_campaign=earn_gcc" rel="follow noopener" target="_blank">75% of graduates report a positive career outcome</a>, like getting a new job, promotion, or raise, and often feel more confident and capable in their roles. While the Google Career Certificate takes time and effort to complete, it provides the basis you need to break into the industry you&rsquo;re most interested in.
&nbsp;
<h3>Do employers care about Google Career Certificates?</h3>
Yes! Google Career Certificates help you stand out among applicants because they highlight your dedication to learning and development and make your resume competitive with a credential from Google. Completing a Google Career Certificate also gives you access to the Google Career Certificates Employer Consortium, a group of over 150 employers who have committed to valuing and considering hiring people who have completed their certificate.
&nbsp;
<h3>How long do Google Career Certificates take to complete?</h3>
You can complete the program completely online and at your own pace. Completion often takes between 3 and 6 months, but it depends on your personal learning speed. It&rsquo;s recommended to spend about 10 hours a week on your studies.
&nbsp;
<h3>What happens after I complete my Google Career Certificate?</h3>
After you complete your certificate, you&rsquo;ll be directed to sign up for a CareerCircle profile where you will be able to access all of the career resources you need to get into a new role. When you sign up for that profile, the first thing you should do is <a href="https://www.careercircle.com/blog/post/how-to-verify-your-google-career-certificate-in-careercircle" rel="follow noopener" target="_blank">verify your certificate</a> to help employers see your profile.

Ultimately, the Google Career Certificate program is a great option for anybody looking to switch careers or expand their knowledge in their existing one. It will take time and effort, but the rewards are limitless.

We know that signing up for a certificate program can feel like a big commitment. Here’s what you need to know.

Why You Should Earn a Google Career Certificate

Let&rsquo;s address the elephant in the room. Building a diverse workforce is about more than just tips, tricks, and short-term changes. It&rsquo;s about building an ever-growing respect for diversity and inclusion and continuing to learn as time goes on.
Blog posts, like this one, are a kickoff to a dedicated effort that deserves your attention and care. Read on to learn more about building a diverse workforce that will bring you success for years to come.

<h2 style="text-align: center;">What Is Workplace Diversity?</h2>
Workplace diversity is the differences in characteristics among employees in a workplace. This can include race, ethnicity, gender, education level, etc.
Since the social justice movements of 2020 and beyond, workplace diversity has become a critical aspect of day-to-day life. In fact, <a href="https://www.selectsoftwarereviews.com/blog/workplace-diversity-statistics" rel="follow noopener" target="_blank">76% of people say that diversity is important to them when looking for a new role</a>. Investing in diversity means investing not just in the right thing to do, but in a value that jobseekers require.
When our companies reflect the world that we do business in, we not only get financial success, we build trust within our community.

<h2 style="text-align: center;">How to Recruit a Diverse Workforce</h2>
When you&rsquo;ve decided to invest time into transforming your diversity hiring practices, <a href="https://blog.allegisglobalsolutions.com/transforming-your-workplace-through-dei" rel="follow">it can feel overwhelming knowing where to start</a>. These 5 steps will get you on the right track! 
<h3>Start Where You&rsquo;re At</h3>
Before you do anything else, understand where you are at and what you can do to make people more comfortable and respected at work.
Ask yourself questions like:
<ul>
<li>How accessible is our workplace for disabled people?</li>
<li>Is our leadership trained on how to handle racial microaggressions at work?</li>
<li>What sort of support do we provide to parents returning to the workplace?</li>
<li>Do we have any biases that we think are &ldquo;no big deal&rdquo;?</li>
</ul>
Beyond the personal side, look at the data! How are different groups represented at every level of your organization? Do you experience a particular loss in retention amongst a particular group? Who is most likely to get a promotion on your team? Are salaries and benefits equal throughout your company?
By looking directly at the data, you can avoid trying to tackle personal biases with your own good intentions and instead make decisions based on that data.
Diversity hiring isn&rsquo;t a passing fad. It relies on fostering a culture of inclusion and belonging so that all team members feel psychologically safe and welcome when they come to work.
This step will likely be the most difficult. You&rsquo;ll need to confront some long held biases that you and your team likely may not realize that you have. Working with an expert in diversity in the workplace can be a great help! 
<h3>Invest in Unexpected Talent Sources</h3>
Think about it like fishing: Let&rsquo;s say your neighborhood has a fishing pond. Every month, it is loaded with bass, so every time you go fishing there, you catch a bass. But you need salmon for the recipe you&rsquo;re trying to make. If you go to your local pond and expect to catch a salmon, you&rsquo;re going to be disappointed.&nbsp;
You need to fish somewhere else to catch the type of fish you&rsquo;re looking for.
Deciding to recruit a diverse workforce is similar. If your current workplace looks more similar than different, you need to search for candidates in sources that are different from what you usually do. You need to fish from a new pond.
Have you ever considered funding or supporting professional development for your more junior staff or building out an internship or apprenticeship program? What about hosting a job fair for recently certified professionals?&nbsp;
At CareerCircle, we partner with employers, like you, who are passionate about recruiting a diverse workforce, but need a helping hand to get going. Our packaged service offerings can provide you with everything you need to get diverse talent into our pipeline, but we are always happy to build a package that directly serves your goals.&nbsp;
If you&rsquo;re just starting out with diversity hiring, we recommend <a href="https://go.careercircle.com/request-a-demo" rel="follow noopener" target="_blank">speaking with our team</a> about hosting a virtual job fair that will help increase your employer brand and the diversity of your talent pool.
<a href="https://go.careercircle.com/request-a-demo" rel="follow noopener" target="_blank">Get in touch with us today to learn more!</a> 
<h3>Embrace Equity</h3>
The fact of the matter is that equality often isn&rsquo;t enough to really make the needed changes for workplace diversity. Cue the role of equity.
In terms of recruiting and hiring, <a href="https://www.careercircle.com/blog/post/equity-vs-equality-a-slight-but-crucial-difference-in-the-workforce" rel="follow noopener" target="_blank">equality means providing everyone with the same resources, no matter their need. Whereas equity means providing the resources that that individual needs to be successful.</a>
For example, equality means requiring all interviews to happen between 12 and 1 PM ET. Equity would be scheduling interviews at any time that is best for the jobseeker (like after they have completed their workday at their current role).
The more equity you can bring into your recruiting process, the better. What equity is in your situation varies depending on your current process, but some things to consider are:
<ul>
<li>How are candidates with disabilities supported through the hiring process? Can we provide any resources to make the process more accessible?</li>
<li>Can we provide any benefits to appeal to parents returning to the workforce or entry-level people starting off their career?</li>
<li>Are we judging candidates based on traits that may be out of their control like eye contact? How can we transform how we judge candidates to ensure a bias-free environment?</li>
</ul>
<h3> Rework Your Job Requirements and Postings</h3>
Did you know that <a href="https://www.fastcompany.com/90661349/dear-female-jobseeker-apply-for-the-job-ignore-the-qualifications" rel="follow noopener" target="_blank">women apply for 20% fewer jobs than men despite having otherwise similar job search behavior</a>? This often stems from feeling like they have to match all of a job posting&rsquo;s requirements before even considering applying.
Requiring certain industry experience or education, in-office work, and more isn&rsquo;t a problem if it&rsquo;s truly needed for someone to complete the job. But if they are more of a &ldquo;nice-to-have&rdquo; requirement, you could be driving otherwise qualified, diverse candidates away from your role.
When you are writing job requirements, make sure that the skills and responsibilities you list are actually necessary for success in the role.
It&rsquo;s also important to consider the exact words used in your job posting.&nbsp;
Textio, a workplace language guidance software, found that &ldquo;<a href="https://textio.com/blog/language-in-your-job-post-predicts-the-gender-of-your-hire/13034792944" rel="follow noopener" target="_blank">common phrases that exert a bias effect&hellip;include exhaustive, enforcement, and fearless (all masculine-tone) and transparent, catalyst, and in touch with (all feminine-tone)</a>.&rdquo; But it&rsquo;s not just that the words put out a particular tone in the posting. It affects hiring outcomes. Textio&rsquo;s study found that, &ldquo;<a href="https://textio.com/blog/language-in-your-job-post-predicts-the-gender-of-your-hire/13034792944" rel="follow noopener" target="_blank">In jobs where a man is hired, the original job post averages almost twice as many masculine-tone phrases as feminine. In jobs where a woman is hired, Textio finds the exact opposite: twice as many feminine-tone phrases as masculine in the job post.</a>&rdquo;
To take some actionable steps,&nbsp;<a href="https://katrinakibben.com/2023/03/07/how-to-write-a-job-post-free-ebook/" rel="follow noopener" target="_blank">check out this ebook from Kat Kibben</a>, an expert job post writer who helps teams optimize their postings with an eye for removing bias and increasing clarity.&nbsp; 
<h3>Adopt a 360&deg; View of a Candidate</h3>
When a jobseeker creates a profile in CareerCircle, they are prompted to fill out what we call their <a href="https://www.careercircle.com/blog/post/how-the-360deg-candidate-view-helps-hiring-managers-find-the-right-fit" rel="follow noopener" target="_blank">Candidate 360&deg; profile</a>. This profile gathers information like, contact information, employment preferences, passion projects, career history, compensation preferences, certifications, and more.
For the <a href="https://go.careercircle.com/request-a-demo" rel="follow noopener" target="_blank">hiring managers on our platform</a>, this helps showcase not just a candidate&rsquo;s work experience, but more of what makes them who they are!
Remember that you can bring this 360&deg; understanding to every candidate you interact with by understanding that their experience and skills go far beyond what is just on a resume. Valuing the candidate and making an effort to understand how their transferable, hard, and soft skills blend to become the person they are is a simple way that you increase the diversity in your talent pool today.

When it comes to recruiting a diverse workforce, sometimes you need to make major changes that completely transform the things that you do. Other times, small, incremental changes will create the sustainable change that you need. Regardless of what steps you need to take or where this journey might take you, the effort is worth it to ensure that your workplace is welcoming, successful, and open to all.

If you're working on recruiting a diverse workforce, this blog post is here to help you take the steps you need to take now.

How to Recruit a Diverse Workforce in 2023

Regardless of what steps you need to take or where this journey might take you, the effort is worth it to ensure that your workplace is welcoming, successful, and open to all.

One of the values we live by here at CareerCircle is to be the change you want to see.
When we realized that people&rsquo;s experience went beyond their resume, we created the <a href="https://www.careercircle.com/blog/post/how-the-360deg-candidate-view-helps-hiring-managers-find-the-right-fit" rel="follow noopener" target="_blank">Candidate 360&deg; profile</a>. When we saw that the technology industry was sorely lacking in diversity, we started partnering with non-profit organizations who worked with underserved communities.&nbsp;
And this Mental Health Awareness Month, when <a href="https://www.stress.org/workplace-stress#:~:text=83%25%20of%20US%20workers%20suffer,stress%20affects%20their%20personal%20relationships." rel="follow noopener" target="_blank">83% of US workers report job-related stress</a>, we&rsquo;ve decided to tackle how work can be a place for wellness.
Now don&rsquo;t get us wrong&hellip;it&rsquo;s a challenge. But we&rsquo;re a team who has never shied away from a challenge.&nbsp;
In fact, we&rsquo;re the team who recently <a href="https://www.careercircle.com/blog/post/the-power-of-changing-941-lives" rel="follow noopener" target="_blank">helped 941 people get hired in less than 941 days</a> so we know that when we set our minds to something, we&rsquo;re going to accomplish it.
&nbsp;
<h2 style="text-align: center;">Kicking Off Our Wellness Journey Together</h2>
Our wellness initiative kicked off with <a href="https://www.linkedin.com/in/kim-sneeder-a49a723/" rel="follow noopener" target="_blank">Kim Sneeder</a>, our Managing Director, opening the floor to the team to share with her one thing they love about the company culture and one that we need to change.
Because our leadership team and Kim, in particular, has been dedicated to creating a culture of transparency and honesty from day one, it wasn&rsquo;t an issue to be completely honest about what we were facing. One of the recurring topics that was brought up was focusing on wellness at work through professional development, accountability, and more.
<img src="https://cdn.buttercms.com/ewxYLMy9QSG7oMjZAwvH" alt="Image of CareerCircle team making homemade cards for kids" width="488" height="256" class="butter-float-right">
With this feedback in mind, the leadership team invited <a href="https://www.linkedin.com/in/tedcapshaw/" rel="follow noopener" target="_blank">Ted Capshaw</a>, a business coach and dedicated leader who helps people and companies grow before tragedy, to speak with us at our <a href="https://www.linkedin.com/feed/update/urn:li:activity:7048678297672536064" rel="follow noopener" target="_blank">National</a><a href="https://www.linkedin.com/feed/update/urn:li:activity:7048678297672536064" rel="follow noopener" target="_blank">&nbsp;Team Meeting</a> about the 8 pillars of wellness:
<ul>
<li dir="ltr" role="presentation">Emotional</li>
<li dir="ltr" role="presentation">Mental</li>
<li dir="ltr" role="presentation">Physical</li>
<li dir="ltr" role="presentation">Professional</li>
<li dir="ltr" role="presentation">Financial</li>
<li dir="ltr" role="presentation">Community</li>
<li dir="ltr" role="presentation">Relationships/Connection</li>
<li dir="ltr" role="presentation">Spiritual/Values</li>
</ul>
The presentation sparked one of the most important conversations we&rsquo;ve had amongst our team. People opened up about how work interacts with their life and the goals they have to make the changes they need to make. It also prompted the 3 key changes at our company we&rsquo;re implementing.

<h2 dir="ltr" style="text-align: center;">How We&rsquo;re Supporting Wellness at Work</h2>

After our conversations at our National Team Meeting, we took a pulse survey of our team to learn which pillars are most important to them. Spiritual/Values overwhelmingly took the top spot with mental and physical health tied in second. We knew that we needed to give people space to discover what they valued alongside the ability to live those values at work and be able to prioritize their health in ways they hadn&rsquo;t been.
&nbsp;
<h3 dir="ltr">Team Accountability Groups</h3>
We&rsquo;re an action-oriented company so it didn&rsquo;t take long for our team to realize that we would reach our goals better if we worked together. As our team began to share the pillars that we wanted to focus on individually, accountability groups began to spawn amongst those who shared the same goals.&nbsp;
These accountability groups will be helping to support each other on hard days, provide resources to learn and grow together, and, most importantly, give us a chance to connect on topics outside of our day-to-day work.

<h3 dir="ltr">Company-Wide Development Events</h3>
Beyond our accountability groups and our individual wellness days, CareerCircle as a company is also committing to providing development events that any team member can join. These will be anything from meetings about stress management or building your brand on LinkedIn to fireside chats about the challenges we&rsquo;re facing.
These events will give us a chance to join together as a team to get a pulse on how our wellness efforts are going and make sure that we&rsquo;re staying true to our goal of prioritizing wellness at work.
&nbsp;
<h2 dir="ltr" style="text-align: center;">Building Your Own Wellness At Work Initiative</h2>
According to a post from RallyBright, <a href="https://www.rallybright.com/feeling-undervalued-at-work/" rel="follow noopener" target="_blank">almost 50% of American workers have left a job due to feeling undervalued</a>. Investing in wellness at work is just one of the ways that you can help your employees feel valued every day. Building a wellness at work initiative doesn&rsquo;t have to take weeks of market research and sign off. It can be made up of small, but intentional shifts in the way that work happens in someone&rsquo;s life.
We kicked off our efforts by simply opening up the conversation with our team. Asking questions like, &ldquo;What does our company do well?&rdquo; and &ldquo;What do we need to work on?&rdquo; are an easy way to get the suggestions rolling in. Remember that this effort will only work if employees see actual change come from these conversations so only open them when you&rsquo;re ready to take action.
When you&rsquo;ve had those conversations, cater your initiative to what people really want. If the overwhelming majority of employees want more support when it comes to setting boundaries at work and you choose to initiate 5 minutes of stretching at the start of every meeting, you&rsquo;re not supporting the needs of your team. Every team is different and they deserve personalized care.
It is also critical for leaders to know that words need to match actions. While it is wonderful to say that you care about your team&rsquo;s mental health, it means more to provide appropriate time off and a focus on workload management. Remember to also practice what you preach, leading with vulnerability and honesty will encourage your team to come to work in the same way. 

Ultimately, there is always more work to be done to value wellness at work, but we wanted to share the changes that we are making to inspire you to do the same for your workplace. Let us know on <a href="https://www.linkedin.com/feed/update/urn:li:activity:7058848435956801537/" rel="follow noopener" target="_blank">LinkedIn</a> what you&rsquo;re doing to prioritize wellness at work!

One of the values we live by is to be the change you want to see. Here's how we're doing that when it comes to wellness at work.

Being the Change for Wellness at Work

One of the values we live by here at CareerCircle is to be the change you want to see. Here's how we're doing that when it comes to wellness at work.

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Staff Writer

147 Articles

Why You Should Earn a Google Career Certificate

How to Recruit a Diverse Workforce in 2023

Being the Change for Wellness at Work

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