Time and Attendance Blog, Workforce Management Software

What Do Employees Really Want?

During the height of the pandemic, many employers espoused the virtues of their companies and how it valued workers are partners. Sign on bonuses for new recruits became the norm, because it was difficult to find talent.

Fast forward to 2022 and it appears, some companies may have reverted to their old ways of doing business. Attracting talent is one thing, but retaining it has become a challenge onto its own. And employees who are looking for work these days are not interested in accepting the old ways of doing things. Still scratching your head about what employees really want? Here are 5 tips:

Compensation: It’s important so, it include on your online job ad, discuss in the first and second interview. No one wants to work for low wages. Recent studies revealed income being is the number 1 factor for candidates who are seeking employment. If a candidate accepts a lower wage with your company, chances are, they will eventually leave as soon as they higher pay job comes along.

2. Value: Employees want to feel valued. Companies should openly recognize and appreciate their team. Making your employees feel valued can be achieved through a variety of ways. The most tangible way is to provide compensation in the form of bonuses, raises, or expanded benefits, as mentioned above.

Creating an environment where your employees feel they are seen and heard ispowerful. Small steps that recognize and appreciate your employees, such as celebrating birthdays, sending thank you emails, and recognizing workplace milestones can go a long way towards creating a workplace where gratitude is present.

3Diversity: If you really want to diversify your workforce, stop asking potential candidates to optionally self-identify their ethnicity, among other things, on digital applications. These questions have nothing to do with a candidates’ ability — in fact, it will likely shine a light on your company’s inherent biases and, drive potential candidates to another company whose online applications do not have self-identifying questions of this nature. According to the OHRC, “application forms should not have questions that ask directly or indirectly about race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, record of offences, age, marital status, family status or disability”. And finally, if these questions are optional, why add them to the application in the first place?

In the end, do you know what employees want to see reflected in a company? They want real change, not platitudes, when it comes to a company’s ongoing commitment to diversify that includes hourly employees as well as leadership, that reflects a culture of inclusion for everyone.

4. Work-life balance: That’s right! And its not going away anytime soon. If you do not have a remote or hybrid work policy, good luck finding employees willing to work for your company. While not all jobs can be done remotely, many of them can. Work-life balance and well-being has becoming increasingly important to workers.

Pandemic-induced life changes have prompted a work-life balance reset for many employees who are more likely to prioritize lifestyle (family and personal interests) over proximity to work, and will pursue jobs in locations where they can focus on both. To win the war on talent in the future, companies will need to meet employees where they are.

5. Paid Time Off: Increased paid vacation time and parental leave are high on employees’ lists. Aside from health care and retirement benefits, employees are interested in working for a company that gives more paid time off and paid family leave. The dark days of pandemic became a time of self-reflection for many employees —and the days of working past the end of their shift or on weekends if they don’t have to, are gone.

Bottomline: So, what’s in it for employers? As an organization, if the prospect of a productive and happy workforce plus increased profits makes sense to you, then these tips should not be hard to implement. Conversely, you can always place your bet on employees putting the pandemic behind them in the hope, that they will just “get over it.” But the pandemic has stretched this piece of elastic so far that it cannot snap back. Moreover, employees don’t want to go back to the way it was before. Many are developing a new sense of self-awareness and worth, and they won’t easily forget if they are working for a company, that favours profits over its workers and one that does not reflect the diversity of the communities in which it operates.

You might also like:

Remote work is becoming the norm, but it requires trust

3 ways, companies can ease employees transition back to the office

5 tips companies can use to win over the current talent shortage

About ATS

ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce. ATS cloud services offer rapid deployment, support services, software updates, and enhancements; and consulting and training services.

Diversity, Vacation, Work-Life-Balance

Why Do Some Companies Refuse To Hire Older Workers?

There’s anecdotal evidence that some companies believe, that if they hire older workers, it could stunt their company’s growth. This practice is pervasive especially, in the tech world where it has become synonymous with youth. However, technology is never created nor consumed exclusively by young people.

Here are 5 reasons, from an article by Maryalene LaPonsie, that will make you rethink your company’s hiring policy when it comes to older workers:

“1. Older workers have experience
An obvious benefit of older workers is the experience and skills they bring to a job. “You’ve got someone who can solve your problem today,” says Kerry Hannon, an AARP jobs expert and author of “Getting the Job You Want After 50 For Dummies.”

Hannon, 55, says employers may have legitimate concerns about older workers being behind the curve when it comes to technology, but those skills can be taught. On the other hand, no amount of training can give a younger worker the wisdom gained through 20 or 30 years spent in the field.

2. Older workers have confidence
Perhaps as a by-product of all that experience, older workers are often more confident than their younger counterparts. Hochkins says the firm that hired her at age 52 did so after several failed attempts to have younger workers do the same job, a job that required convincing CEOs and executives to get on board with a particular initiative. “They had also hired some 20-somethings, but they weren’t having much luck because they didn’t have the finesse needed to get the job done,” she explains.

3. Older workers provide reliable service
In 2014, the Society for Human Resource Management asked HR professionals what they considered the top advantages of older workers. Experience was No. 1 on the list at 77 percent, followed closely by maturity/professionalism and a stronger work ethic – traits chosen by 71 percent and 70 percent, respectively, of 1,913 survey respondents.

4. Older workers are loyal
Workers older than age 50 may be more loyal. This may be particularly true for new hires who are grateful for the job. “In general, older workers love their jobs more than younger ones,” Hannon says. A 2013 study by The Associated Press-NORC Center for Public Affairs Research found 9 in 10 workers older than age 50 are somewhat or very satisfied with their jobs. Meanwhile, according to the 2014 Conference Board Job Satisfaction survey, only 3 in 10 workers younger than age 25 could say the same.

5. Older workers can save money
An experienced worker can hit the ground running and be effective immediately. They also may have advanced critical-thinking skills that can help them make good decisions quickly. Hochkins notes she saved one company $5 million in inventory costs, and she questions whether a less experienced worker would have been able to identify where changes within the organization could be made.”

Bottomline: When business executives are hesitant about hiring an older worker should consider the 5 reasons above. Having an age-diverse workforce makes sense for most companies. Hiring older workers, means you won’t have to deal with the costs of high turnover in a more youthful workforce vs. the benefits and experience mature workers will bring to your company.

About ATS
ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Society for Human Resource Management, Workforce

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Societal changes were taking place before the global health crisis became a reality. And, today’s current talent shortage is no fluke, it had been bubbling beneath the surface and got exacerbated by the pandemic.

Hiring employees is part science, part art and companies and their recruiters, should follow the Golden Rule, treat candidates the way they would like to be treated. Sometimes, the recruiting process is less than stellar. It only takes some planning and effort to make it warm and personal — while, being sensitive to prospective candidate’s needs and anxieties, whether there’s a labour shortage or not. Prospective candidates talk to others and the stories they tell can either help build up, or destroy, your brand. Don’t lose the opportunity to make sure the story they tell about your company is a positive one, even if you do not hire them.

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Here are 5 tips you can use to help you overcome the current talent shortage:

1.There are no Perfect Candidates
Some companies hold out for that ‘perfect’ candidate who has the right skills, experiences and degrees. While some companies persist in looking for that one perfect candidate, (that does not exist) don’t be surprised, if the one you just rejected, got hired by your biggest competitor— and now, their new hire, is targeting your customers. A lot of companies are labouring under the misconception that we’re in the midst of the 2007/2008 recession and that people are clamoring to get a job. It’s 2022 and there are a lot of companies vying for the same candidates you are considering.

2. Diversity of Talent
Some of the most successful companies have diverse workforces. In a broader sense, diversity encompasses; employees with different life experiences, backgrounds, education level, age, social status, race and gender. Organizations should take into account the highly competitive labour market, relax some of their assessment criteria and be ever-more vigilant about their hiring practices. Today’s candidates, place a greater emphasis on the type of employees that are within a company before agreeing to a second or third interview. Why? Because a majority of candidates will evaluate the make-up of your workforce (including the C-Suite) before they apply.

3. Re-evaluate Recruiting Practices
Not every prospective candidate will have their resume uploaded to LinkedIn and that’s ok. You should not hold it against a candidate if their resume can’t be found on the latest online job platform or they don’t have a website that houses their CV. Hiring is not just about ticking boxes or following a step-by-step guide. At its core, it is about publishing a job ad, screening resumes and providing a shortlist of good candidates – but overall, hiring is closer to a business function that is critical for the entire organization’s success and health. In other words, think a little outside the AI-driven HR recruitment software.

4.Pay and Rewards
Within the first 5 minutes of an interview, ATS recruiters will take time to go over a candidate’s salary expectations versus what the company offers. Compensation is important to prospective candidates so don’t gloss over it. Candidates will no longer appreciate a recruiter who says “The salary will be discussed at the second round of interviews or with the CEO”. Be upfront about what your company is willing to pay for the role. No company wants to hire a candidate who accepts the salary that’s being offered, only to quit a couple of months later because they found a company who’s willing to pay their desired salary.

5.Hybrid and Work-from-Home Options are Here to Stay
Hybrid work and work-from-home (WFH) are “well-accepted business practices”, with many companies accepting ‘work from anywhere’ as the wave of the future. And, while not every job is conducive to work-from-home (WFH), increasingly —employees are expressing their interest in such arrangements. And, although some leaders still prefer their teams back in the office— Companies will have to weigh ‘The old idea that working at home is synonymous with goofing off’ versus embracing the future of work. In the end, it will come down to trust.

Apex Time Solutions (ATS) is the global leader in delivering workforce management solutions in the cloud. Thousands of organizations that spans Canada, South America, US and Europe— including Fortune 500® — companies use ATS TimeWork OnDemand to control payroll costs, minimize compliance risk, and improve productivity.

AI, HR, Hybrid, Management Software, Work-from-Home (WFH)

Is ‘Culture Fit’ Still Part Of Today’s Corporate Lexicon Or Is It Changing?

When one of the requirements in online job ads states, that candidates will be hired based on ‘cultural fit’, this tends to favour the status quo in the company, whether that relates to socioeconomic, gender, age or one’s ability to join work colleagues at the local bar every Friday night. And, when this happens, it makes it harder for anyone who doesn’t ‘fit the mould’ to get into sectors where they are currently under-represented. One of the problems with the words ‘culture fit’ is that its process, is both opaque and rife with biases – while keeping qualified candidates from roles they deserve.

In her article on the pros and cons of ‘Culture Fit’ Carla Bell of HR Dive solicited feedback from 3 experts in the field of HR and talent management. Here is a excerpt:

Jason Geer: What is culture fit?
“I literally laughed out loud when I thought about the number of conversations, I’ve had with HR professionals and managers who described someone as not being a good “culture fit” for their respective organizations. They were saying, without actually saying, that “employee X” didn’t fit their narrow definition of how they should look and act.

Culture fit is all about creating a culture centered around the “in group” philosophy of people who look, act and sound alike. It could be an organization’s interest and pursuit of candidates who will look, speak, act and work just like existing managers and employees. This is why so many companies are overwhelmingly white, and have similar academic backgrounds. It’s also the reason why diversity efforts in companies and organizations generally miss the mark. In an ideal working world, culture fit would be determined by that person’s ability to do the job.”

Lily Zheng: What is culture fit?
“Culture fit” is often used by HR professionals to describe the extent to which a candidate or employee has traits or characteristics in line with those promoted by the existing company culture. When those using this term lack awareness regarding their company culture, they may intentionally or unintentionally prioritize “fit” with extraneous criteria — e.g. the racial or gender composition of their company, the connection to prestigious schools or prior workplaces, friendship with existing leadership, etc. — and thus be engaging in discrimination.”

Andrew MacAskill: What is culture fit?
“When HR and other leaders talk about culture fit, they are talking about inviting people to work on their planet that won’t upset their ecosystem. They want people who can demonstrate that they align with the values and collective behaviors within the business as well as meeting the hard skills requirements of the role. This is a solid approach, but I feel as a business community we are now moving away from culture fit and evolving towards “culture add.” This is exciting because this is how we actively seek to recruit diverse individuals who will add something to the team through fresh thinking and perspectives, and that is where innovation and progress comes from.”

Bottomline: Of course, its important to make sure new hires abide by the policies and other day to day rules that govern a company. However, maintaining ‘cultural fit’, at all costs, means a company is not open to differing views — which in the end, means you are not maximising the potential of your talent and business.

Culture Fit, HR, Talent Management

What’s Causing Employees to Resign from Their Jobs in Droves?

The phrase “The Great Resignation was coined by Texas A&M University Professor Anthony C. Klotz coined back in 2020. Now this term is widely used to describe the challenges many businesses, both small and large face with the max exodus of employees. Some experts have anecdotally, opined employees chose to stay home and collect stimulus covid-19 panademic cheques. However, recent surveys, suggest the real reasons, is because many people have decided to make a major shift in their life and focus on what matters most to them during the pandemic. Some of these reasons for quitting their jobs include: family, children education, and work-life balance. In other words, most people decided to leave their old jobs and look for new jobs that align with their new identity and life goals.

In a recent blog Sophia Lee at Blue Board lays out some of the reasons why so many employees have decided to quit their jobs.

1. Employee burnout rates are through the roof.

Employee burnout is a long-term reaction to stress that usually comes with mental, emotional, and physical side effects. While 42% of employees were already experiencing burnout before the pandemic, that number skyrocketed to 72% a few months into lockdown—largely due to increased anxiety, heavier workloads, and people taking less time off.

But many employers still aren’t addressing employee burnout in their retention strategies. One in five workers believes their employer doesn’t care about their work-life balance. And they’ve had enough. They’re quitting in droves, looking for companies that care about their wellbeing. Others are staying put—but at a cost to organizations. The lost productivity of an actively disengaged employee is equal to 18% of their annual salary. This means a company of 10,000 employees with an average salary of $50,000 each will lose $60.3 million a year due to employee burnout.

2. Companies aren’t providing the flexibility employees need.

When COVID-19 sent so many people home, employees realized how powerful (and possible) it is to be able to decide where, how, and when they work. Which is why nine in ten employees continue to demand flexibility from their jobs.

Too many organizations have dismissed this shift, and expect people to quietly return to the office. But this will likely result in significant turnover, as 54% of employees are considering leaving their job in this new normal if they’re not afforded some form of flexibility in where and when they work.

3. Manager training continues to fall short.

Managers have the most influence on an employee’s job satisfaction, wellbeing, and likelihood to stay at a company. In fact, 57% of employees have left at least one company because of their boss. But being a manager isn’t intuitive. It requires an entirely different set of skills than being an individual contributor, which is why training programs are essential.

In these uncertain times, managers are playing an especially critical role in supporting their employees. Or, at least, they should be. But due to a lack of effective training, many managers aren’t giving employees what they need, causing them to burn out and look for new jobs.

Managers themselves are frustrated by the lack of support from their employers. They’ve been asked to take on significantly more responsibility without being given additional tools, resources, or guidance. The employee retention numbers reflect the frustration: as of December 2020, the resignation rate for managers was nearly 12% higher than the previous year.

About ATS

The Great Resignation, Well Being, Work-Life-Balance

What Are Some Crucial Business Lessons Learned During The Global Pandemic?

The COVID-19 global pandemic turned our workplaces and the world, at large on its head a year ago. Business meetings and tradeshows were held virtually while travel was limited or cancelled completely. Employees who traditionally drove to work found themselves working from home, for the first time–while also juggling, caregiving responsibilities.

Whether you are a CEO, CFO, HR or other business executive, here are the ten crucial business lessons we can all learn from Thom Dennis article for The HR Director:

Measure output not hours. Many businesses have been measuring productivity through the number of hours put in. The pandemic has taught many of us that it matters less how long it takes for someone to do a task and more that they get the job done effectively. Self-employed and small business owners have been working successfully in this way for decades.
Know and show your people are your most important asset. Treat all colleagues with compassion, respect and gratitude, and in return they will show loyalty and work hard. Showing your workforce that you appreciate them will increase job satisfaction which will in turn maintain staff retention rates, boost productivity and morale.
Global without travel. Whilst the pandemic has put a stop on most international and domestic travel, businesses have never worked more globally thanks to working remotely, video and audio conferencing, chat, webinars, and social media. These solutions are a far more cost and time effective and ultimately productive way to work as long as they aren’t depended upon entirely – human contact still has an important part to play, particularly for promoting creativity and innovation. Whilst borders are almost closed, global reach has never been more possible.
Inclusion is an absolute, not a tick box. Countless times in the last year we have seen huge national and global movements standing up for what they believe in despite the pandemic. A business that sees the importance of diversity and inclusion of different races, gender, ethnicity, sexual orientation, age, physical abilities, religion and socio-economic status, and celebrates those differences, creates an environment where people feel comfortable to be themselves, bullying and harassment are absent, and people thrive.
Promote health sustainability. The pandemic has made us understand how important but fragile our health and wellbeing is. Reconceptualising health policy is vital. Don’t just follow the guidelines, go over and above. Find out what your employees need, and bear in mind that individuals may well have contrasting needs. Be clear about the importance of physical and mental health.
Promote a speak up culture. Open communication is key to combating systemic problems at work, such as bullying. Where possible, remind colleagues to share their feelings and troubles at work, and be a role model in this way. Be empathetic, actively listen and show care for their wellbeing to help your employees to speak up and feel that they are truly being heard.
Trust, don’t micromanage. With employees having to work remotely, companies have been forced to place their trust in their staff more than ever before. Micromanaging your workforce damages employee trust, leads to burnout and increases employee turnover rates. Trust is key to all aspects of business success including employee retention, loyalty and increased engagement, productivity and empowerment.
We are not in the office but relationships matter. Even if we are physically not in the same building, an absence in communication or the social side of working as colleagues is damaging. Making the effort to reach out to support colleagues, work collaboratively and maintain relationships will help keep the company thriving, encourage creativity and keep morale at a high.
Flexibility and agility are vital. Flexibility increases staff wellbeing and job satisfaction. Giving your employees the option to choose their ideal schedule and setting within reason, allows leaders to show they understand and care that we all have additional important personal commitments and responsibilities. People also work better at different hours of the day – don’t we want them to work when they are most productive? Having internal procedure in place to acknowledge we don’t have to all be “at work” at the same time will benefit the business in terms of employee experience, innovation and ultimately growth.
Place importance on work / home life balance. Burnout is a real problem. During the pandemic it has become worse for many, particularly for mothers who work, but the forced circumstances also highlighted to many what they aspire to and what is important to them. Act decisively on changes that need to be put in place, consider the different spaces, circumstances and equipment people have at home. Working from home was put in place as an emergency solution but is here to stay in one format or another.

CEO, CFO, Covid-19, Health, HR, Remote Work, Wellbeing

Want To Appear Powerful At Work? Use These Words

The old adage that words matter is true. But these words, should be devoid of jargon, clichés, and confusing statements so, that we are conveying— what we actually what we mean, when talking to each other. The continued use of jargon when communicating with our boss and colleagues, in the workplace —and at times, with our customers can come across as insincere.

If you want to sound powerful and convey what you truly mean when talking to colleagues, Gwen Moran has some tips in this article: These 7 phrases can help you sound more powerful at work:

“Here’s what I can do for you-“Rather than saying ‘I can’t’ or ‘I’m not able to,’ when you’re declining a request, focus on the positive,” says communication expert Renée Evenson, author of Powerful Phrases for Effective Customer Service. Instead try, “Here’s what I can do for you.” That way, you’ve set a boundary with your client or colleague about what you’re not able or willing to do, but you’ve also indicated that you’re willing to find a workable solution.
I’ll find out-When you don’t know something, it’s usually a good idea to say so instead of bluffing. However, if you’re in a leadership position or dealing with customers, the people asking are going to want more than that from you. Instead of just shrugging off the inquiry, say “I’ll find out for you,” Evenson suggests. “This gives [the person asking] an assurance that you care enough to go one step further to get the right answer,” she says.
Can you-It’s not uncommon to preface a favor request with “I know how busy you are . . .” or “I hate to bother you . . .” But that immediately puts you at a disadvantage because you’ve assumed that you’re creating a burden. Instead, assume there is not a problem and drop this from your language, says communication expert Linda Larsen, author of True Power: Get It, Use It, Share It. Just ask for what you need and assume that the person will let you know if the request is too much and respectfully decline.
Let’s solve this-In a world filled with vague, wishy-washy words, “address” is one that public speaking coach Joel Schwartzberg would like to see dropped. “I see a lot of speakers say, we’re going to address this issue. What does that mean? That means they can write about it, talk about it, have dialogue, right? But that doesn’t specifically mean you’re going to solve that problem or take action,” says the author of Get to the Point: Sharpen Your Ideas and Make Your Words Matter. Instead of saying, “We’re going to address this situation . . . ” try words like solve, fight against, or reduce, which communicate action.
I’m glad you like it-For some people, dismissing praise is a knee-jerk response. If they receive a compliment, they water it down by saying, “It was nothing . . .” or “It could be better . . .” Those responses not only make light of your work and ability, but they are dismissive of the person giving the compliment. Instead, thank the individual genuinely and add, “I’m glad you like it,” Larsen says.
I want to help-Telling someone to calm down is almost a guarantee that they will do anything but calm down. Larsen recommends validating the individual’s feelings and assuring them you understand. “I can see you are upset, and I want to help” is a better option.
I’m happy I was able to help-There’s nothing wrong with saying “you’re welcome” when someone thanks you. But saying something like “I’m happy I was able to help you” is more powerful because it leaves a positive impression with the individual that you went the extra mile to help, Evenson says”.

Bottomline: Language is a powerful force in our everyday impromptu conversations. And because there are more chances to use them, the small words and phrases we use, every day at work, can have a positive or negative impact.

Customer Service, words, Workplace

5 Reasons Why Job Seekers Are Not Responding To Your Online Applications

Sometimes a frustrating online application process can scare off good talent. For example, if it is too difficult or confusing, jobseekers will simply not apply. Even worse, they may develop a negative view of your company and share their bad impression with others. While a statement like, ‘we are an equal opportunity employer’ sends out a positive message, asking prospective candidates to list their ancestry, (in an online application) is tantamount— to landing your company in, proverbial hot-water.

The job descriptions you post are, in all likelihood, the first point of contact you’ll have with potential candidates. Use this opportunity to inform, intrigue, and entice candidates to submit an application—but also make sure candidates really want to work for your company.

Top 10 Mistakes Employers Make in Job Applications, is an article by Jennifer R. Cotner, for SHRM. Here are some excerpts from that article below:

Asking for a photograph. Guidance from the EEOC prohibits employers from asking applicants for photographs. If needed for identification purposes, an employer may obtain a photograph of an applicant after the applicant accepts an offer of employment.
Including any disability-related or medical questions. Employers should steer clear of questions related to whether an employee is disabled or has a medical condition. Any such inquiry would violate guidance from the U.S. Equal Employment Opportunity Commission (EEOC) and possibly the Americans with Disabilities Act (ADA) and similar state laws. If an employer asks an applicant such a question, the EEOC or a court may presume prohibited information was a factor in hiring.
Not including a non-discrimination statement. Employers may want to inform applicants that the company is an equal opportunity employer (i.e., through an EEO statement) and does not discriminate in hiring based on federally-protected classifications (i.e., race, color, national origin, ancestry, religion, sex, disability, veteran status, age [40 or over], or genetic information). Employers may want to add any additional protected classifications under state or local law (e.g., sexual orientations or marital status).
Including any disability-related or medical questions. Employers should steer clear of questions related to whether an employee is disabled or has a medical condition. Any such inquiry would violate guidance from the U.S. Equal Employment Opportunity Commission (EEOC) and possibly the Americans with Disabilities Act (ADA) and similar state laws. If an employer asks an applicant such a question, the EEOC or a court may presume prohibited information was a factor in hiring.
Asking about marital or familial status. Asking questions about an applicant’s marital status, the number of kids he or she has, the ages of his or her children or dependents, or provisions for childcare could be construed as discrimination on the basis of sex. Furthermore, in many states, marital or familial status is a protected classification about which employers may not inquire during the application process—similar to the federally-protected classifications listed above.

Bottomline: Employment standards and Human rights laws across Canada and the United States are in place to prevent many of the issues mentioned above. Employers should take time to create an appealing job application process that invites, rather that chases away, top talent.

To learn about ATS and our Cloud HCM application go to our website. And, to reach us by phone; call 866.294.2467

Canada, Job Application, Talent

What Exactly Is A Family-Friendly Workplace?

Family-friendly employers do exist, however, with competition for talent at an all- time high, some companies are offering; nap rooms, in-house entertainment and laundry service, minimizing the need to ever leave the office. While those are all nice perks, many working parents, don’t necessarily want to be working 60 hours a week while trying to manage a family. And, so in the talent-perk field of today’s landscape, how hard is it to find a company that embodies the family friendly workplace?

Alice Gomstyn article How to tell whether a prospective employer is actually ‘family-friendly’ illuminates the age-old argument about what constitutes a family-friendly workplace. It reads, in part;

“Fewer hours. Less travel. More flexibility. Minimal stress.

The promise of having it all led Al, a father in suburban New Jersey, to leave a high-pressure career at a New York City talent management agency to work as a marketing director at a theater just a few miles from his home. Al (who asked that his last name not be used so he could speak candidly about his employers) wanted to devote more time to his son, who has special needs, and be available to visit the boy’s elementary school when necessary.But things didn’t work out as expected. Al’s hours grew longer and his boss began calling him on weekends. Occasional requests to leave work to deal with issues at his son’s school were met with disdain.

“What was presented to me at the interview,” Al says, “was very different from what the reality was at the workplace.”

Sometimes the quest for work-life balance can lead parents to change jobs. Those who believe they’re moving to a more family-friendly company or industry may face a rude awakening, though, when hiring managers don’t keep their promises, or when personnel changes transform a once laid-back department into a high-pressure environment.

The family-friendliness of a workplace often depends on who’s running it at the moment, says Samantha Ettus, a work-life balance expert and author. People commonly “leave companies for the grass-is-greener mentality of ‘maybe that other company is going to afford me a better lifestyle,’” she says. “But if they’re working for a boss who doesn’t have any boundaries with their own personal life … [that boss] is certainly not going to care about protecting yours.”

Rachel, a Memphis-based accountant who asked to be identified by her first name only to speak candidly, felt like no one was protecting her when she faced a dramatic increase in her workload. She had traded 60-hour-plus weeks at a public accounting firm for what was supposed to be a better quality of life at an in-house corporate tax department. For a few years, Rachel was satisfied with her move. That changed quickly, however, after several members of the department left. When their positions went unfilled, much more work was heaped onto Rachel’s plate.

She still managed to get out of the office in time to pick up her young son from day care, but it meant spending hours catching up on work each night. The stress took its toll and affected her home life. “I was leaving every day from work in tears,” she says. “I was on edge most of the time. My poor husband probably got my sharp tongue way more than he deserved.” Exhausted and distraught, Rachel reached out to supervisors asking if she could get more support, but she says her pleas were ignored.

Companies today are often quick to tout family-friendly benefits such as parental leave and remote-work options, but the hard truth is that employers are generally under no obligation to deliver on those promises and accommodate parents struggling to balance their duties at work with their responsibilities at home”.

Bottom-line: Employers shape their workplace policies and culture and so, working- parents should be prudent in asking as much information as possible about a prospective company’s expectations before signing on the dotted line of a work contract.

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Remote Work, The Washington Post

How To Alleviate Stress From Your Everyday Worklife

Eliminating stress from your work entirely is a nice goal, but of course, we all know that’s not really possible. Some stress is good because, it propels us to complete projects that might otherwise, go unfinished.

There are also a number of ways one can decrease stress at work, some of which might include; taking the occasional break, not working 10 hours or more a day, taking vacation time, and not responding to work emails after hours or on weekends.

Vikki Ledbetter article, article titled 3 steps to a work detoxoffers some tips on the importance of taking a break from the everyday grind. These steps include:

“1. Prepare: Look at your calendar and move meetings. Think about commitments the week following your time out and alert relevant people that you’ll be unavailable. And, of course, communicate your time off as early as possible so your team isn’t caught off guard.

Planning can also illuminate opportunities to train others and give them a chance to try something new, as well as highlight holes in documentation for how you do what you do. Developing tutorials or even one-pagers on your work processes can serve you and your team well long term.

2. Set boundaries: With a physical detox, there are some strict no-nos to your diet, right? Likewise, with a work detox you’ll have to ensure you’re not welcoming stimulants that cause you unrest. There aren’t a lot of occasions where you truly can’t be reached, despite what your out of office message may say. But that doesn’t mean you should be available at all times.

3. Take in the good stuff: Now it’s time to focus on what you can do during your break to kickstart your work detox and leave you feeling refreshed. Make time for hobbies and people that make you happy, and the earlier the better. If you love hiking, schedule it for the first half of your day so you are, in some ways, forced to disconnect from work. If you enjoy writing, set aside time to take yourself on a coffee date for just you and your journal.”

If you have included things like working less and not taking on too many projects as part your New Year goals, good for you. And, if not perhaps this might be something you can add to your list of goals. Hopefully, we still have not abandoned those New Year resolutions yet?

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