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Hiring employees is no easy task, just ask any HR or hiring manager and they will you. Some of them probably have their own lists of questions that they have compiled and use, during their years of experience.

Here are 4 Interview Questions to Avoid Hiring Toxic Employees according to Dianna Booher’s blog, in TLNT: Talent & HR online publication.

  1. Who are 3-5 people in the public arena or your personal or social life whom you admire and why? Responses here will reveal several things: How informed are they on local happenings, current affairs, politics, or pop culture? Does their response suggest they can’t think of anyone, or simply that they can’t narrow their choices? Were all choices from public life rather than personal or social circles? That may suggest few mentors or role models in their life. Why? If all choices are personal acquaintances, that may suggest non-involvement in the community or activities outside the home. Why? At least, their answers will reveal their values.
  • Can you recall ever seeing or hearing about someone mistreated in the workplace? How did you handle or react to the situation? Their answers will reveal values and ethics. You’re also judging their capacity to feel empathy and compassion. Further, the action they took in this situation tells you about their ability to persuade others to stop the mistreatment or otherwise correct the situation. Their response also tells you about their tolerance for risk (if they had to act alone to stop the mistreatment). Did they risk their own reputation or even their own job to do the right thing?
  • Would you tell me about a particularly bad day you’ve had this past year or two — a day when nothing was routine and almost everything went wrong? How did you deal with all the stress and calamity? Their response gives you some perspective on what happenings they consider “routine” versus “calamity” and “particularly bad.” But what you’re really looking for is their coping mechanisms — both emotional stability and resourcefulness. Listen carefully to the retelling for words like “so upset,” “so angry,” “had a major meltdown,” “went ballistic,” “frantic,” “just beside myself with worry.”
  • Explain a new idea to me. For example, take a complex term, product, service, or project in a past job and explain it to me so well that I could teach a session on it tomorrow. I’ve yet to meet the job applicant who admits to having weak communication skills. In my three decades of reviewing résumés and making hire decisions, job candidates routinely claim some version of “excellent oral and written communication skills.” This exercise aims to test that boast. As the applicant explains the concept, interrupt with questions along the way to see how they react.

Bottomline: To ensure the success of your business, you need to hire the best job candidates and provide them with the support they need to grow in their jobs. And in these strange COVID-19 times, you are likely to conduct your interviews virtually, which in and of itself, can present a different set of challenges.

To learn more about ATS you can register for our next webinar. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

It’s a risky proposition yet, companies far and wide, are struggling with the decision of how, to bring employees back while making sure their health and safety remains intact. The economic fallout from COVID-19 have an economic blow to many businesses-and, unlike, other disasters (natural or otherwise,) such as IT outage or an extreme weather event, this global pandemic does not have a definitive end in sight.

If, like many businesses, you are in the processing of bringing some or all of your employees back to the office, here are some tips from an article titled Ready to Bring Employees Back to the Workplace? Here Are 12 Things to Consider from Sharlyn Lauby of HR Bartender

Before employees return
Organizations will want to consider these activities before the first employee comes back to the work environment. It’s possible that some of them are already in motion, especially if you’ve had employees occasionally visiting the office space while most employees are working remotely.

  • Put together an “opening team.The team’s first task should be to understand what the requirements are for your geographic area and industry in terms of safety requirements (i.e. numbers of employees allowed onsite, customer capacity, distancing requirements, etc.)
  • Look at the work layout. Discuss what should be done with workspaces to permit proper distancing. This includes individual desks, conference rooms, employee break areas, as well as customer areas.
  • Talk with legal and risk management. Find out the answers to questions about bringing back employees from furlough or terminated status. Be prepared to address onsite testing as well as contact tracing policies and procedures.
  • Ask managers to begin talking with employees about returning to work. Find out if managers have any questions that will need to be addressed. Consider giving employees who are apprehensive about returning some additional time working remotely. 

During the employees’ return
I’m sure there will be a phase-in period where employees start showing up to the office. It’s also possible that employees might work in a transition phase where they spend a couple of days working remotely and then a couple of days in the office. Workplaces will have to be flexible during this time.

  • Establish a monitoring committee. This group will have a different task from the opening team and could be in place longer. This committee will be responsible for monitoring local updates and communicating to employees any changes in protocols
  • Create a welcome letter. This correspondence can be done via email or video and it’s designed to tell employees what to expect in the new office environment. In fact, it could make sense to have a general message from the CEO and another one from the employee’s direct manager. 
  • Give managers flexibility. Speaking of managers, it might be helpful to give them more flexibility than usual in offering employees staggered shifts, flexible work hours, and the ability to approve remote work. 
  • Put a procedure in place for employees to express their concerns. No one wants employees to choose between their safety and their job. Let employees know if they see something that makes them uncomfortable, how they should address it. The goal here isn’t to get people into trouble. It’s to keep everyone safe

After most employees have returned
As more employees return to the office, the organization will want to figure out how to get back to “normal”. Frankly, employees will be looking for that as well. It helps everyone stay focused and productive. 

  • At this point, organizations might be thinking about business travel. It might be necessary to redefine what’s considered essential and non-essential business travel. Some of this might tie into a revised budget.
  • Evaluate technology needs. Hopefully, we won’t face another pandemic, but employees might need better technology that gives them the ability to be productive while working remotely. Make sure they have the right technology to support their work.
  • Conduct a debrief. Organizations will hear that the government is permitting them to do something but that “something” may/may not be best for the organizations’ business model and employees. Companies will have to start deciding how – as restrictions are relaxed – they will make decisions.
  • Finally, put together an emergency plan for next time. Again, hopefully you’ll never have to use it. While all of these thoughts are fresh in everyone’s mind, put a plan on paper.

Bottomline: The COVID-19 pandemic “new normal” has forced business leaders and their HR departments into some of the most challenging times on record-whether its adapting to new workforce demands, managing dispersed teams or maintaining employee engagement in a time of volatility.

To learn more about ATS you can register for our next webinar. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

During this ever-evolving challenging time, organizations should be prepared for additional leave requests from their employees. Federal, provincial and local governments, are quickly amending or passing laws in response to COVID-19 outbreak, to protect workers who need time off. And, as this pandemic drags on, with no end in sight, organizations can expect, from workers —additional stress, feelings of fear and uncertainty.

If you are using paper and pen to track your employee time-off requests, during this pandemic, there is a better way.

With ATSTimeWorkOnDemand, employees and supervisors can:

Employee Self-Service Portal

  • Employees can request time-off, view hours worked for the week or period.
  • Find out if their request for time-off was granted or denied by their supervisors
  • Key in their start and end time from any computer or mobile device

Supervisor Portal

  • HR, supervisors and operational managers can review time-off requests in real-time and respond accordingly.
  • Supervisors can enter time-off for themselves directly, without an approval process. However, if you want supervisors to submit their time-off, for approval, to the managers they report to, you can simply change their access rights.

Notifications

Supervisors, managers and super-users can push notifications from the dashboard to their mobile device. They can also select their preferred notification from their ATSTimeWorkOnDemand Dashboard.

Vacation and leave management Balances

  • Leave management balance are hours from existing edit time card that have been deducted.
  • Future benefit accruals have notbeen added.
  • Time-off hours in the edit time card that have not been deducted.

Available Benefit Accrual Balance

  • Time-off hours accrued between now and when the time-off occurs have been added. 
  • All future time-off hours that have been deducted. 
  • Any hours from existing time-off dashboard that have been deducted.

ATSTimeWorkOnDemand Payroll Ready

  • With ATSTimeWorkOnDemandHR ESS, you can integrate, automate, and streamline your entire payroll process while providing in-depth reporting options and ensuring accuracy.
  • Integrated payroll engine interface that simplifies your entire payroll process while providing in-depth reporting options.
  • Access and make amendments to compensation and Benefit Accruals

Companies that implement ATSTimeWorkOnDemandHR will be positioned to maximize efficiency and cost savings by —streamlining processes and freeing up the HR department from manually tracking and managing employee requests. The Employee Self-Service features of an ATSTimeWorkOnDemandHR can positively impact employee engagement by actively involving them in their own vacation planning, overtime requests and benefits decisions.

To learn more about ATS you can register for our next webinar Embracing The Future of Artificial Intelligence & Machine Learning. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

You can also read:

Time and Attendance to Manage Your Remote Workforce

Here are a few Contactless Punching Options for your Organization

How To Maintain Employee Engagement During COVID-19

While many provinces in Canada and states, in the US are making plans to reopen, many of its citizens, don’t feel quite ready to go back — to work or business. As employers make plans to return to the workplace, they will need to carefully gauge how employees feel and what would make them comfortable.

Here are 7 steps to take to protect employees and your business:

1.Encourage employees to stay home if they’re sick and don’t ask them to produce a doctor’s note. Doctors have got their hands full, trying to deal with COVID-19. They don’t have time to write a sick note to confirm that an employee is sick. Also, avoid pressuring sick employees to return to work too soon, instead, encourage them to utilize your company’s leave policies or paid sick time.

2. Check the updates from government and health officials. Provinces, municipalities, Government of Canada the World Health Organization and the Centers for Disease Control and Prevention (CDC), have added useful information regarding COVID-19 on their respective websites.

3.Communicate with your customers. No one is immune to this crisis so, be transparent to customers about your business operations. Perhaps, hours of operation have changed or product offerings are now exclusively online.

4. Offer a remote work option. It wasn’t too long ago that some companies would balk at the suggestion of having employees telecommute for a day or two a week. Today, COVID-19 has made working from home the new normal. Offering employees an opportunity to work from home, even if its for a few days a week—can help prevent the spread of the illness, without exposing themselves or others to the virus.

5. Reduce onsite meetings and travel and instead, hold them virtually. If an employee gets sick because of business travel, you could see a spike in requests for time-off and low employee morale.

6. Institute and communicate workplace policies. Develop hygiene policies that are aligned with public health recommendations and that of your local, regional and federal laws. Post information for employees with on how viruses are transmitted and help employees practice healthy habits by providing tissues, no-touch trash cans, hand soap and sanitizer, and disposable towels. These practices will show employees that their employer cares about their well-being.

7. Maintain employee privacy. Treat all medical-related information about an employee’s illness with the strict confidence. If you plan on informing your workforce about a possible case of the virus in their midst, do not reveal the name of the employee.

There will be some uneasiness with the employees who return to work and for employees, while it is great that they are returning to a job, you can expect them to feel uneasy for some time. These employees will likely be keen see what health and safety practices are being employed to ease their fears.

You might also like

Time and Attendance HR App to Manage Your Remote Workforce

ATS Response To COVID-19 And Our FAQ

Here Are A Few Contactless Punching Options For Your Organization

To learn more about ATS you can register for one of our bi-monthly webinars, download a demo of our time and attendance app or reach us by phone at; 866.294.2467.

With stay-at-home orders reshaping the business landscape, the workforce has become fluid and remote. To manage in this new world of work, you need new strategies. Your employees can use ATS TimeWorkOnDemand HR application on their laptops or mobile devices to sign in for work and avoid congregating in the area where they usually clock in and out.

Here are 3 benefits to ATS Time and Attendance and HR App for the remote workforce:

Attendance Management: Labour costs is one of the largest expenses for a business. ATSTimeWorkOnDemand gives you instant insight into time and attendance across your local, regional and global workforce, helping to ensure you maintain control and drive productivity. Employees can log in/out of their timesheets and use the on-demand dashboards to keep track of all payroll, compensation and benefits data

Manager and Employee Self-Service Portal: Employees can navigate the dashboard to; view hours worked, request time-off, view their scheduled shifts, vacation balance and see their leave requests was approved. Managers gets an instant notification for requests that meet pre-defined standards, and real-time visibility into pay calculations and also see employees who are approaching overtime pay.

HR Management and People Analytics: With ATS HR, you get instant and complete visibility of your remote workforce from a single source of truth. Keep your leaders informed with up-to-the-minute insights and make informed decisions with smarter analytics. You have access to on-demand reports, dashboards and analytics to keep track of all payroll, compensation and benefits data. And, instead of using paper-issued approvals, you can leave the busy work behind and focus on important issues like employee engagement, all through the interactive ATS TimeWorkOnDemand.

So, there you have it. No more trying to figure out what time your employee started working, what project they are working on or using manual time-off requests written on paper. You can do all that in ATSTimeWorkOnDemand HR with a few clicks.

At ATS we know the value of your HR data. Built and hosted by ATS this powerful cloud computing app, offers unparalleled reliability, secure access, privacy and availability 24/7, 365 days a year.

To take a test drive of ATSTimeWorkOnDemand HR go to our website. To reach an account executive, call; 866.294.2467.

As coronavirus pervades every aspect of life, many companies (big and small) are grappling with how to support their employees during this time when there are many unknowns. And in many of these organizations, employees look to their leaders, in particular, HR for guidance as they navigate through the unknown territory of this pandemic.

Nathan Christensen wrote an insightful guide for HR managers on TLNT.com titled

7 Tips for SMBs to Manage Their HR in the Time of COVID-19 

These tips include:

  1. “Communicate honestly and openly with employees. It can be tempting to shelter employees from fears and risks, especially since high stress has been shown to destroy trust and inhibit empathy. But it’s likely your employees are already thinking about the issues keeping you up at night.
  2. Invite employees into the challenge. Surviving during a crisis requires creative and innovative thinking, as well as a willingness on the part of everyone to rise to the occasion. Focus your team on the purpose of your company’s work and the challenges ahead, and invite employees to seek new ways to contribute to the mission of the company, deliver its values, and achieve its strategic objectives. If your employees are invested in your culture, company, and mission, they will respond.
  3. Practice “open-source HR.” One of the unique aspects of the COVID-19 crisis is how broadly it has affected employers. Reach out (virtually) to other business and HR leaders in the community, perhaps through social media groups or by hosting virtual chats.
  4. Pay close attention to the new legislation that is being passed in response to COVID-19. Laws like the Families First Coronavirus Response Act, New York’s paid sick leave for COVID-19, and Colorado’s emergency rules for paid sick leave are important efforts to help employees who have lost pay and work, but they also bring new compliance requirements to employers.
  5. Protect against any semblance of discrimination. During periods of significant change, it’s important to make sure that any actions taken with respect to employees do not discriminate or appear to discriminate based on an employee’s protected class. There are legitimate business reasons for treating groups of employees differently.
  6. Manage your employees holistically.Employees working from home may have additional distractions or disruptions they’re not used to managing during the workday. It’s also possible that employees or their family members are experiencing distressing financial or health-related circumstances. Prioritize the health of not only your employees, but also their support network. If an employee is sick, give them time to get well and forego asking for a doctor’s note (health care professionals are already overwhelmed). Employers shouldn’t lower their standards for employee performance — that can also have a negative impact. But a little flexibility can have a big impact on employee wellbeing, commitment, and contribution.
  7. Understand limitations on privacy. If you need to have a difficult conversation with an employee, such as to notify them of a layoff or furlough, keep in mind that if they are working from home, the conversation may not be a private one. There may be a child, spouse, or roommate in the room with them, which can make it challenging for the employee to process the information and communicate openly.”

Covid-19 pandemic has wreaked havoc on businesses across every industry and, to the global economy as a whole. Organizations in the immediate term, need to ensure that the health and safety of their employees above all else, come first. In the short and long term, covid-19 will change the way businesses operate and compete.

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.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To learn more, go to www.https://www.atimesolutions.com

Machine learning is a form of artificial intelligence (AI) that enables a system to learn from data rather than through explicit programming. Artificial intelligence is a broad term that refers to systems or machines that mimic human intelligence. Machine learning and artificial intelligence (AI) are often discussed and used interchangeably, but they don’t mean the same thing. An important distinction is that although all machine learning is AI, not all AI is machine learning.

Today, machine learning is at work all around us. When we bank and shop online, or use social media platforms, the algorithms of machine learning comes into play to make the user experience efficient, seamless and secure. Machine learning and the technology around it are developing rapidly, and thus, we are only beginning to scratch the surface of its broad-based capabilities.

ATS TimeWorkOnDemand HCM suite is robust, intuitive and built with future-forward simplicity of machine learning, allowing your organization to work smarter and work seamlessly in the modern cloud. ATS TimeWorkOnDemand HCM suite experience empowers your employees to perform at their full potential and work inspired, helping them accomplish daily tasks — anything from requesting time-off and benefits enrollment to scheduling and managing time and attendance. ATS TimeWorkOnDemand machine learning capabilities, employs rich analytics to predict what will happen — to help organizations make forward-looking, proactive decisions instead of relying on past data.

Here are 3 ways ATS TimeWorkOnDemand HCM technology suite can help your business thrive:

Work in today’s modern cloud
With ATS TimeWorkOnDemand you can automate the employee life cycle and streamline workforce compliance including collective bargaining agreements (CBA) so your people can focus on strategic initiatives that support business goals.

Streamline payroll and other operational costs
ATS TimeWorkOnDemand HCM suite allows your company to streamline tasks and empower your people to get things done in the fewest steps possible — from any place and on any device 24/7, 365 days a year. ATS TimeWorkOnDemand HCM suite automates, employee self-service, time and attendance, benefit accruals, employee scheduling and integration with enterprise resource planning (ERP), human resources information system (HRIS), payroll and talent management.

Instant data-driven insights
Gather key metrics, visualize insights, and predict workforce trends with HR-based people analytics embedded right into your ATS TimeWorkOnDemand HCM suite experience.

To learn more, about ATS TimeWorkOnDemand HCM suite go to our website and download a demonstration. To reach an account executive, you can request more information by going online or contact us by phone at 866.294.2467.

‘Vacation shaming’ is nothing new. In fact, some company leaders make it a practise of not taking time-off and work long hours as a way of hinting that employees should do the same.

Encouraging workers to take time-off to reset, especially vacation, is a good way to make sure time off is used—and this, will bode well for the company’s bottom line. But frankly, any employer that expects you to work on your vacation or worst, not take vacation, isn’t one worth working for.

‘Vacation Shaming’ employees can have a negative impact on productivity, and also make it hard to retain talent. Paul Michael’s article 7 Reasons You Shouldn’t “Vacation Shame” Your Coworkers sums up why it’s bad to engage in this practice.

We selected find 5 of these ‘Vacation Shaming’ reasons from the article. They include:

1.Vacation is vital for good health: You wouldn’t want to make your coworkers physically ill, but by guilting them out of their vacation time, you could be contributing to some very serious health risks. The Framingham Heart Study, the world’s longest running study of heart disease, has some frightening statistics on vacation and health. The biggest — that men who failed to take a vacation for two years or more were 30 percent more likely to experience a heart attack than peers who took regular time off.

2. Vacation refreshes the mind and body: Research has proved it; when you take a vacation, you are improving your mind and your overall health. And if you work with people who need to be great at their jobs in order to make you and the company thrive, then you should encourage vacation time.

3. Vacation keeps good employees at the company: An unhappy employee is one that is looking for another job. A 2015 Talent Trends survey found that one out of every three employees is actively looking for a new job. That’s almost a third of the people at your company, right now, that wants out.

4. Vacation boosts organizational morale: Who wants to work in a company filled with miserable, exhausted, irritable employees? That’s what you get if you work in an environment that vacation-shames people.

5. Vacation leads to better performance reviews and higher salaries: Put this in the “strange but true” category if you like, but a 2006 study by Ernst & Young found that each additional 10 hours of vacation an employee took led to performance reviews that were 8 percent higher the following year. And, of course, higher performance reviews lead to increased salary bumps, promotions, and greater opportunities within the company.

Bottomline: We live in an always-on era and while it may be hard to unplug, it’s precisely the reason, employers should encourage their employees to take their vacation without making them feeling guilty.

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.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration, go to our website. And to a speak to an account representative, call; 866.294.2467.

No two software is created equal. And so, traditional human capital management (HCM) solutions, were not built with the needs of a company, or that of its employees’ in mind. You can transform your organization’s human capital management (HCM) with ATS TimeWorkOnDemand Suite – and deliver experiences that will help your company achieve its business goals.

This new approach to human capital management (HCM) transforms the way companies engage with their workforce – but more importantly, gives you the scalability that you want from an HCM software. Afterall, isn’t this the way it should be?

ATS TimeWorkOnDemand HCM Suite drives real-time, data-rich analytics across every department and includes:

Analytics: ATS Workforce Analytics propels your organization with self-service capabilities to gain insights from data. Different locations and/or departments can access real-time information, including bringing human capital management (HCM) analytics to the forefront to create a high-performance culture.

Budgeting, Forecasting and Workforce Planning: Use data-driven insights in every intuitive dashboard and business process – and improve performance and results – with our ATS Workforce Analytics Budgeting & Forecasting and Workforce Planning tools. 

Talent and Experience Management: With ATS TimeWorkOnDemand Suite, you can deliver solutions for employee engagement, benefits onboarding, performance, compensation and learning.

Finance and HR: Unite the engine of your organization by bringing Finance and HR together. Do a deep dive and learn how up-to-minute financial reporting, payroll costs, workforce analytics, and real-time automated tasks can empower an agile workforce.

Payroll, HR, Talent Management, ERP and CRM: Support an integrated and modern platform, that simplifies complex collective bargaining agreements (CBAs) – that includes Canada, US and other global agreements. The functionality of ATS TimeWorkOnDemand HCM encompasses core Time and Attendance, Benefits Accruals, Workforce Planning, HR, Budgeting & Forecasting, Payroll and Workforce Analytics

Are your ready to transform your HCM experience to one that benefits your organization? Go to our website and register for one of our bi-monthly webinars. You can also download a demo to see this revolutionary application in action and to reach us by phone, call: 866.294.2467.

A recent article for TLNT.com by Joyce Maroney titled, Ease Retail Turnover By Making Scheduling More Flexible for online sheds light on the headaches that retail managers endure. Whether you are in retail, healthcare or hospitality, you will run into obstacles when creating schedules for employees — and if those schedules are manual, you will be plagued, with unnecessary headaches.

Here are 3 ways to create better schedules from the article:

  1. Make taking time off easy — Establish a formal (ideally written) policy regarding time off requests and execute that policy consistently to ensure workers trust that the process is fair. Beyond that, actually provide workers with paid time off — to refresh themselves and to help avoid absence abuses — and encourage workers to take the time they want and need.
  • Create personalized schedules — Collaborate with workers when setting their schedules so that their shift preferences are accommodated as much as possible. Take advantage of automated scheduling and analytics tools to ensure that managers have visibility into worker availability and can plan for shift coverage. And don’t forget to provide workers with accrual information and make it easy for them to check their time, request shift changes, and swap shifts with coworkers — bonus points if they can do so from their own phones.
  • Use technology to staff smartly — Seek insight into how to address staffing coverage during uber-busy periods like Black Friday by looking at historical trends of labor drivers, schedule preferences, and booked vacation time. Doing this requires discipline and analysis, but once the models are in place, managers can easily re-run them with little additional effort to help make intelligent and data-backed staffing decisions in real time.

ATS Workforce Management (WFM) is a comprehensive optimization, planning, and time and attendance software application that manages employee resource demand, streamlines payroll costs, and business analytics. ATS Workforce Management mitigates the risk of potential compliance errors and reduce costs with purpose-built solution capabilities, while encouraging employees to focus on activities that generate more value.

To learn more about ATS (HCM) Workforce Management capabilities, or to download demonstration, go to our website. And, to reach an account executive, call 866.294.2467.