HR Industry Brief

According to a new survey of 2,000 people, 69% of workers think artificial intelligence (AI) has no place in some hiring tasks. Nearly half (40%) said AI shouldn’t be used in selecting new hires, and one-third said this technology shouldn’t be used to conduct virtual job interviews or for assessing candidates’ truthfulness about their experience or qualifications. One-fifth of respondents said that AI shouldn’t be used to notify rejected candidates about final hiring decisions, screen resumes, or onboard new hires. To make sure that the use of AI and other technology doesn’t alienate or offend workers who prefer face-to-face communication, seek their preferences up front before implementing sourcing, screening, and onboarding practices. At the same time, if you see a role for AI in your hiring processes, discuss solutions with your tech team to determine if and how it will be beneficial in the long run. [Read more...] about (5/20) A Majority of Workers Want AI to Stay Out of Hiring Tasks, Study Finds

Do you have the right stuff? Experts suggest that the best HR managers share some common characteristics and skills. For one, they function as connectors in their teams, providing targeted feedback as necessary and ensuring information gets to the right players. They realize that they aren’t always the best source for coaching and feedback, and they can identify and engage those who are. Top HR managers don’t marginalize team members by stereotyping, making gender-based judgments, or generalizing based on age or other personal characteristics. These professionals use innovative hiring techniques, such as customized skills assessments. The best HR managers also are disruptors, constantly challenging traditional ideas and norms about employee development. Read the full article. … [Read more...] about (5/17) The Best HR Managers Have These Things in Common

At some point or another, pretty much everyone ghosts or is ghosted at work. But the trend toward clients, colleagues, and others ghosting each other is growing. Instead of excusing someone’s behavior or blaming yourself for the ghosting, consider if there is another way to reach the person. If you’ve been using social media, consider a phone call or email. Take a break from the outreach; try back in a month or so. If you really need to connect with that department or organization, try a different contact there. Often, another person can help move your request along or get you the information you need. At the same time, if you are the one doing to the ghosting, remember what it’s like when the shoe is on the other foot. Take a deep breath and respond. Whatever your reason for ghosting, apologize for the delayed response and answer their question or request as honestly as you can. This is an important way to salvage relationships and gain a reputation as someone who is reliable and … [Read more...] about (5/16) Spooky Situations: What To Do If You’re Being Ghosted (or Ghosting Others) at Work

The human resources tech market is expected to reach $30 billion over the next five years, and it’s not just the major corporations that are investing. While you may not be a global operation, an HR tech strategy with a world view can be advantageous and give you an edge in your market—however large or small. It will enable you to be more agile and adept at adapting to change; and you can identify and dive into new opportunities quicker and more easily. A global tech strategy will enable you to prepare for growth, offer employees flexibility, cultivate leadership, aid in recruiting, ease relocation transitions, maximize diversity, and ensure compliance. Read the full article. … [Read more...] about (5/15) 7 Reasons You Need a Global HR Tech Strategy

On any given day, you wear many hats as an HR manager. To be prepared for all of the roles you play, make sure you have a range of skills. Start by honing your communication skills. Learn to be an active listener; and when you do speak, be eloquent and concise. Make continued learning part of your life, including staying up-to-date on employment laws, changes in state and federal regulations, and hiring/employment trends in the industry. Get tech savvy; learn about and use cutting-edge technology—including artificial intelligence, hiring software, chatbots, and more. Finally, know your company—it’s mission and goals, historic retention data, the state of morale and engagement, the financial structure and bottom line, and more. Read the full article. … [Read more...] about (5/14) 5 Preparations to Help You Become the Best HR Manager

Caregiver turnover rates in home care rose to a record 82% in 2018, according to the most recent Home Care Benchmarking Study. This is a 15% over previous years. The study involved nearly 700 home care providers nationwide, representing more than $1.6 billion in annual revenues. The high turnover rate lead many of them to turn away new clients because they lack enough caregivers. The most common reasons cited for turnover included the pursuit or availability of different (better) work hours, better management, and new clients. Money also plays a key role in home health caregiver turnover. To lower turnover rates, companies are using innovations such as specialized training programs that include a career ladder, better onboarding processes, and broader training opportunities related to Alzheimer’s disease and other issues. Read the full … [Read more...] about (5/13) Home Care Industry Turnover Reaches All-Time High of 82%

HR professionals are at the forefront of what some call the “Fourth Industrial Revolution,” in which robotics, artificial intelligence, and other technology will alter forever how work gets done. Completely new jobs will be created, others will be changed significantly, and some will disappear completely. To help their organizations succeed in this new world, HR professionals must have some savvy about issues such as outsourcing, contract work, artificial intelligence, process automation, and social robotics. HR will need to be able to ensure that workers understand their roles, have the competencies they need, and are not unduly stressed out or exhausted by the fast pace of change. While technology will play a key role, HR can’t lose sight of the human side of work or the essential connection between high-tech and high-touch. They will need employees who can program and monitor new technology, as well as analyze it effectively and interpret/use data to identify opportunities for … [Read more...] about (5/10) Future-Proofing the HR Function

HR professionals can help employees become purpose-driven and find meaning in their work. Start identifying ways you can support workers to expand their current role or seek new opportunities. Help them build skills and empowerment with training, mentoring, and career paths. Create a talent development framework that includes robust mentorship opportunities, career tools available on internal platforms, programs that provide a 360-degree view into the organization, and the use and support of technology. Give employees ownership of their careers by creating a pipeline to drive internal mobility. Provide them with a toolkit of resources, including social media channels customized for career engagement. Encourage ongoing conversations between managers and employers to help identify and develop talent. Ultimately, it’s all about building careers with purpose, increasing employee engagement/retention, and reducing turnover. [Read more...] about (5/9) Tips from a CHRO: Creating a Robust Talent and Development Program with Purpose

Congratulations! You’ve just hired some great new team members. How do get them started on a path that results in long-term satisfaction and engagement? Start with a good welcome package that outlines your organization’s values and policies/procedures and includes frequently asked questions and answers, an employee directory, and a list of important contacts (such as relevant vendors, community agencies, etc.). Consider delivering this with a little gift—a plant or bouquet of flowers, a box of candy, or a mug. Take the time to help new hires understand their place in the organization and the role they play in its success. Elsewhere: ·         Support employees’ success out of the office (such as relocation help). ·         Help them build relationships. ·         Communicate in advance what to expect on the first day at work. ·         Give them a 90-day plan. ·         Eliminate uncertainty by ensuring they know what to expect and giving them a way to seek answers to … [Read more...] about (5/8) 12 Tips to Ensure Your New Hires Start Off on the Right Foot

According to a new study, first-year employees in senior living are 7.5% more engaged than their colleagues who have been with the organization for more than a year. The study also determined that the number of engaged employees stays steady from one to 10 years of service. “This shows that employees are more likely to swing to the ends of the spectrum after the first year of employment, instead of settling into the middle range of engagement,” the study authors said in a statement. These findings point to the importance of getting and keeping employees highly engaged over time via personalized rewards, opportunities for advancement and continuing education, more extensive onboarding programs, and mentoring. Read the full article. … [Read more...] about (5/7) New Employees in Senior Living Most Highly Engaged: Study