Best-in-Class Workforce Management Software from Industry Experts
Header

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.

Keep current with ATS: