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“Still haven’t talked to your team about the Capitol insurrection? Here’s how to start.” DC | January 11, 2021

Our headquarters are centered just steps away from Wednesday’s insurrection. Thankfully, my team is OK, and we were able to connect virtually on Thursday morning.

This event was very personal. Feelings are raw as it involves politics. But as a leader, you want your people to understand that there is hope. That tomorrow is going to be better than today. As I met with my team, I offered space for deeper conversations.

As the CEO of a company of both minorities and majorities, we all experience this trauma differently. Incidents like these further can demonstrate how different we are.

But we must appreciate our differences, knowing that we will see the same thing unfold, but we will all have different interpretations. Leaders must be open, and not judge our perceptions.

Make no mistake: Minorities see the public’s language change in response to different events. The language is dismissive of a group’s underlying issues with the killing of George Floyd, the Black Lives Matter movement, or Colin Kaepernick taking a knee, versus the language of praise, normalcy, or individual attributes when referring to bombing, separating kids from parents at the border, or the Tea Party revolution.

It’s important to acknowledge the difference. But, we must wing it afterward, and be open to the communication that may follow.

As a leader of a company, you should be open. Ask questions instead of offering answers. Focus on our commonalities. Know your own limitations, know your bias. Be present. Just be there.

Respect your employees to go through their healing process. You can’t do it for them. Give your people space to process, and refer them to your Employee Assistance Program.

Every leader must approach this situation differently. The way you can communicate depends on your culture, and how you’ve interacted in the past with your staff. I encourage every leader to focus on connecting on core foundations as what it means to be a citizen, and a part of our community. You must confirm that we’re still here as a company, as a community, we share that we are experiencing history together, we are confused together, and we are figuring out answers together.

For more, click here.

“Recruiters offer guidance toward a more diverse workforce”

Baltimore Business Journal | July 8, 2020

What are the biggest mistakes employers make when it comes to recruiting of diverse staff? 

Not being mission- and value-driven. It can become difficult for diverse candidates to connect with a company if there is no central mission or clear purpose. Often employers do not focus on connecting with people who share the company’s values and mission during the recruiting process. Instead, the focus is connecting with individuals similar to themselves. There is an illusion that if you look and talk like me, you understand me. If an employer is outwardly focused, then there will always be problems with recruiting a diverse staff. Employers should recognize that both shared values and developed skills are important.

For more, click here.

“Recruiters offer guidance toward a more diverse workforce” 

Washington Business Journal | July 8, 2020 

What are the first things an employer must do once it has an opening?

When an employer is ready to hire, it’s important to commit to a company policy and process that reflects the job duties, core values and its community responsibilities. In this age of hyperautomation, the hiring process is sometimes disconnected from the mission and values of the company.

An employer needs to ask, “Does our company have clearly identified core values and a culture that can be communicated?” Assuming an appropriate candidate funnel and skill set are identified, personality and personal chemistry should become less of a deciding factor. This is where we start to focus on the higher priority ethos of the business and our common values (inside-out) versus approaching diversity as an afterthought (outside-in).  

 For more, click here.

“The long-awaited cure” | June 5, 2020

I could conceptually repeat most of what I have written about COVID-19 and apply it to the George Floyd movement. In a broad sense, the similarities are: both cause death and destruction; few will benefit and the masses will suffer; the virus and movement will divide us almost to the point of being unrecognizable. They have so much in common.

However, the differences are huge. The virus will have a vaccine one day. The vaccine will have the smartest people in the world giving undivided attention to this deadly virus. Doctors, scientists, businesses, and government leaders will devote 100,000s of hours to find a cure for a virus that was identified only 12 to 18 months ago.

The movement, on the other hand, has roots that date back hundreds of years. So far, the solutions include a holiday, government programs, and speeches — comparatively a topical ointment. Still, many believe it’s all political. And for others, they can’t see or, in some cases, don’t want to see life’s inequities.

To read on, click here.


“Leaders in Diversity Award Winner: Aaron Copeland” 

Baltimore Business Journal | June 5, 2020

What is Alignstaffing’s goal?

The fundamental mission of the organization is we can help someone help someone else.

What are the characteristics you look for among those you work with at Alignstaffing?

You’ve got to be inquisitive, fun, caring, goal-oriented and focused. Those are the drivers we hope for.

Why should companies be diverse?

You come up with different answers. Different people, they see things in different ways. You need as many points of view as possible. If everybody is welcome to the table, is heard, it’s an awesome cake that you could make.

 For more, click here.


“Alignstaffing Promotes Greg Wrobel to Branch Manager of its Baltimore Office”

I95 Business | October 23, 2019

Alignstaffing, a placement firm exclusively focused on education, behavioral health and social services, has promoted Greg Wrobel to branch manager of its Baltimore location.

Wrobel previously served as a business consultant and account manager for Alignstaffing, where he successfully developed new business, negotiated contract terms, and consulted with clients. As branch manager for the company’s Baltimore location, Wrobel will be responsible for the overall revenue and production of the Baltimore office, as well as for creating business action plans to lead the team of consultants and recruiters.

For more, click here.


“Alignstaffing celebrates with annual All-White Gala” 

Maryland Daily Record | October 18, 2019

For more, click here.


“Cool Digs: D.C. staffing firm opens second office in historic post office by Penn Station”

Baltimore Business Journal | October 14, 2019

Alignstaffing has found a home in Baltimore — one that makes traveling between here and its company headquarters in Washington, D.C., a breeze.

For more, click here.


“Alignstaffing Recognized Nationally for its Outstanding Social Responsibility Program” 

Citybizlist Baltimore | September 26, 2019

Alignstaffing, a placement firm exclusively focused on education, behavioral health and social services, was recognized nationally by the American Staffing Association (ASA) for its corporate social responsibility program, AlignHearts. ASA’s national Care Awards program recognizes outstanding social responsibility programs among ASA member staffing agencies and associate members. Alignstaffing’s AlignHearts program received the honorable mention distinction.

“It’s quite an honor to be recognized by our industry peers for our dedication to the community. It is our belief that Alignstaffing’s success relies directly on the success of our community. That’s why our commitment to social responsibility is the core of everything we do,” says Aaron Copeland, Alignstaffing’s founder and CEO.

For more, click here.


“15 Common Questions Asked in a Teacher Interview (and How to Answer Them With Ease)” 

The Muse | June 22, 2019

When planning out your responses to these questions, don’t just think about what you’re going to say but also how you’re going to say it. “I always look at body language first,” says Calvin Brown, Senior Recruiter at Alignstaffing, an education staffing firm. When someone looks frazzled or caught off guard by a basic question or behavioral question—those questions that often start with, “Tell me about a time when”—he says, “I start to question, okay, can you really handle that kind of population or have you handled this kind of situation before?”

“If you have a situation or a story with a great outcome, absolutely share [it],” says Brown. Stories are also a great ways to highlight your expertise and skill set if you don’t come with a traditional background in education.

For more, click here.


“Alignstaffing opens Baltimore office” 

Maryland Daily Record | June 20, 2019

Alignstaffing, a Washington-based multi-location recruiting firm, announced Thursday it has opened its first office in Baltimore at 1501 St. Paul St. The placement firm, exclusively focused on education, behavioral health and social services, expects the new office to serve between 300 and 400 people in its first year.

For more, click here.


“Alignstaffing brings purpose-driven placement services to Baltimore”

Citybizlist Baltimore | June 18, 2019

Baltimore City is the first step in a ‘controlled expansion’ plan for the staffing firm focused on education, behavioral health and social service clients.

Alignstaffing, a placement firm exclusively focused on education, behavioral health and social services, is expanding beyond its Washington, D.C. footprint with its first office in Baltimore.

Founder Aaron Copeland expects the new office to serve between 300 and 400 people – or “talent,” as he calls them – in its first year, growing to 500 or more as the company develops.

“We want to affect lives,” Copeland says. “That’s our mission: if we can help someone, they can help their family and give back to their community.”

For more, click here