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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.

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.

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.

As proponents of artificial intelligence (AI), at ATS, we see how the technology can transform (when used the way its intended) HR departments and not to make them redundant. Essentially, many HR and other c-Suite executives already use the technology in some form or another, in their personal lives; whether it’s Siri, Alexa, or Cortana or a range of others on AI-based devices. In the workplace, AI is evolving into an intelligent assistant to help us work smarter. The technology also offers the potential to revolutionize key HR responsibilities, such as human capital management (HCM), talent management, benefits accruals, absence management, employee self-service, performance evaluation and onboarding for HR professionals.

A recent Gartner worldwide artificial intelligence forecast suggest that a whopping $62.5 billon in revenue is expected in 2022. And, a recently published article, by The HR Director, outlined 3 important ways that AI is being used in the world of talent management. They include:

  1. “Sourcing-AI is used to find and connect with talent more quickly, with the overall results of the sourcing being of better quality than before.
  2. Screening-with the help of AI screening tools, deriving important information is more efficient than ever – instead of going through and opening each and every resume, the tools will give you needed results in minutes.
  3. Interviewing –AI can be used for analyzing facial expressions of candidates during video interviews, giving the employer a better look into their personality traits, as well as using chatbots or pre-recorded videos to be more precise with checking the skillsets of candidates.”

Bottomline: Artificial Intelligence (AI) integration into human capital (HCM) management and human resources (HR) applications will make organizations better because these applications can analyze, forecast, capture data and diagnose to help HR teams make better decisions. Today, more than eve, more organizations are turning to power of AI and machine learning to streamline costs and improve productivity.

To learn about ATS Machine learning and AI software solutions, go to our website. To reach an account executive by phone call: 866.294.2467

Paying attention to change is a mindset. Some companies adapt, while others simply can’t let go of the past, even if their inaction to change is causing disruption in their organization. We have written about the annual performance review, in the past, and its relevance or lack thereof, in today’s rapidly change workforce that encompasses; cloud computing, AI, Robotics, and a Millennial and GenZ workforce. In particular, this cohort of Millennial and GenZ employees, simply have no patience, for year-end reviews with their managers, and would instead, prefer daily or weekly feedback.

In an article, written by Valerie-Bolden Barrett for HR Dive, titled Workers overwhelmingly prefer regular check-ins to yearlies, based on a study, it revealed the following:

“An overwhelming number of employees (84%) said regular check-ins with their managers are important to them, according to a poll of 1,000 workers from Appraisd, a U.K.-based performance management software company. The percentage of employees favoring check-ins was even greater among younger age groups; 90% of Gen Zers said regular face-to-face meetings with their manager are important and 40% described them as very important. 

Workers reported different check-in frequencies with their managers. One-third of respondents meet with their manager once a month; 12% meet every two weeks; another 12% never meet with their managers at all; and 8% meet fewer than every six months. Large organizations were more likely to have regular check-ins than midsize or small companies, and the number of employees that never had check-ins increased to 17% in small companies, Appraisd said. 

According to Appraisd, the annual review is still used in 36% of the respondents’ workplaces. Four percent reported that reviews are conducted less than once a year and 8% said that they’ve never had a review with their current employer”. 

Bottomline: The annual performance review is on life support and will eventually become a thing of the past. Millennials and GenZ, will slowly seal its fate.

To learn about ATS and its suite of workforce management solutions, go to our website. You can download a demo or register for one of our bi-weekly webinars. To reach an account executive by phone call, 866.294.2467.

5 Hiring Trends For Today’s HR Executive

May 8th, 2019 | Posted by ATS in Artificial Intelligence | Career | HR | Time and Attendance Blog, Workforce Management Software - (Comments Off on 5 Hiring Trends For Today’s HR Executive)

To some degree, hiring today, is made that much easier with a plethora of Applicant Tracking Systems (ATS), or as its most commonly referred to now-talent management software. The advent of artificial intelligence is of help if used correctly.

#1: Upskilling remains a priority

According to Rita O’Donnell in recently published article for HRDive these are the 5 Talent Trends to Watch for in 2019.

“We will see employers increasing their efforts around upskilling and training employees and new candidates to fill open positions,” Waletzke said, “especially roles left empty by Baby Boomers.” As technology and automation increase demand for new skill sets, he added, employers should encourage and enable continuous education to ensure their workforce is ready to tackle the jobs of the future. 

#2: Hiring for potential rather than experience

“Given the pace of change in skills driven by advancements in technology,” Frankiewicz said, “the future is much more about what employees can do than the specific jobs they’ve done in the past.” In other words, hiring candidates for their ability to learn on the job will be an operational advantage.

#3: Recognizing talent as consumers

“In 2019, employers need to understand that candidates are consumers too and work hard to attract workers with a strong employee value proposition, clear purpose and attractive culture,” Frankiewicz said. In the age of on-demand fulfillment for groceries, clothes and food, employers can expect to see similar expectations from candidates in the workplace, as well.

#4: Wages, benefits and flexibility will be key

Waletzke said wage growth is one of the biggest conversations Adecco is having with employers; the company expects some employers will increase salaries and wages to attract and retain top talent in 2019. Within the past year, he adds, there has been relatively stagnant movement on wages. “One of the major reasons that wages have not kept up with competition is that employers are still hesitant to increase wages in case the market loosens in the coming years,” he said. 

#5: Tech will play a leading role  

Waletzke predicted significant investments in AI in order to speed up the interview process, identify best-fit candidates more quickly and create a better experience. Tech has abbreviated the interview process so employers can quickly hire on talent in a competitive marketplace. “AI will continue to help make this process more efficient,” he said, “while freeing up recruiters’ time for more strategic or relationship-based work.”

Bottom line:

A lot has changed in the job market for employers and potential employees. Potential employees can now expect to be asked to complete more tests, assignments and mock projects as part of the screening process. Employers should learn it’s no longer “their way or the highway”. Today’s job seekers are interested in a job that offers; telecommuting, flexible work and ‘good pay’ anything short of these, and jobs candidates will instead, look for companies that offer these options.

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