Strategies for Greater Retention Rates for HR Managers

For an HR manager, the costs of creating and maintaining a staff can be plagued by employee turnover and disengagement. For most companies, revolving doors are a destructive force for financial growth, considering the cost to replace an employee is roughly 50% of that employee’s annual salary. An effective HR department, therefore, needs to hire appropriately, work to engage employees in the success of the business and constantly monitor observable measurements to ensure that they are on track.

So how does an efficient HR department gauge their progress and ensure best practices for employee retention? How do companies evolve past the everyday, worn-out methods of keeping employees engaged and make the work environment a place where employees can truly thrive?

Hiring Process

The trickiest part of the hiring process is ensuring that HR brings on the right person for the role to not only fill in missing personnel, but foster growth. The person needs to fit the values, short and long term goals of the company. A mismatch of skills, values, and commitment can create loss for a company. For hiring members of HR, there is a host of resources out there for hiring managers who want to maximize their hiring potential and run their small business like a larger corporation.

Primarily, hiring managers need to think about the kind of skills they need to bring into the company as opposed to simply filling a slot or replacing someone who has moved on. Is the company facing challenges? What skills would be the best counter to those challenges? A potential area of growth? It’s easy to fall back into patterns of hiring to replace, but hiring to grow benefits the company far more.

Observable Metrics

A handful of easily observable paper metrics can give HR departments an idea of how engaged and happy their employees are. Turnover is one of the most obvious metrics. If a company is perpetually bleeding employees, there is something seriously wrong. Likewise, the average length of employment can help indicate employee engagement. If most employees leave within a year, or conversely, stay for many years, these are indicators of the company’s ability to engage. The amount of sick or personal days taken can indicate an employee’s level of involvement in their job as well. Finally, the revenue per employee can help companies determine how engaged employees are on the clock.

Observable metrics are just the beginning of the story. An employee can love and be dedicated to their work, but also have a sick family member that leads to absences. When an observable metric indicates disengagement, look past the numbers into the human element. Is there a solution that would allow the employee to contribute in the way they’d like while acknowledging the issue? Would working from home allow them to care for the relative while hitting goals?

Greater Employee Engagement

Once the right employee is hired, the key to maintaining that employee’s performance and commitment is growing their engagement in the company. The best tool for engagement is communication. It’s important for management to keep lines of communication between themselves and their team open. Fostering trust and making employees feel heard helps them feel important, both to the company and as people. That level of emotional engagement is invaluable.

Help employees understand their role in the company — how their efforts aid the company’s success, and how the company’s success affects them. The ability to draw a direct line between cause and effect, both for the company and the employee, creates real stakes that encourages a better work ethic.

Goal Creation and Attainment

Realistic, attainable goals encourage greater engagement and growth of abilities, output and capability. Achieving goals can be rewarding in themselves; they can also be steps for future growth within the company. Goals should be appropriate for the company and for the employee — they should be a marriage of the interests of both parties. Is this something the employee is passionate about and finds rewarding? Is this an area of interest that benefits the company? Do they have the skills to achieve this goal, in a way that benefits the company?

For the employees, goals can include growth of current abilities, or the push to finish a project. Potential rewards for employees can include extra benefits, like a day off, the chance for a promotion (or more eligible to promotion), or a treat of some kind, like free lunch. Whenever a company uses a reward as an incentive for achieving goals, they should be clearly communicated and legitimately achievable. Carrot-and-sticking rewards like promotions is a dishonest method, and will ultimately lead to decreased morale.

Avoid Demotivation Pitfalls

Demotivation can come from many fronts. Lack of communication and transparency between management and employees creates a vacuum of information — one that is bound to be filled with speculation and guesswork. In a workplace without healthy feedback and communication, that guesswork can be powered by anxiety and untruths, which barely benefit anyone. Recognize employees, listen to their feedback.

Make sure the employee who puts her all into her job is recognized and rewarded fairly. Don’t feel the need to treat everyone the same. Follow through on commitments and promises. Show employees why certain team members are celebrated, and help the others find ways to be celebrated as well.

The bottom line is this: HR might be about acquiring and maintaining people as a resource, much like paper or computers, but remember that you and your crew are not robots. Metrics are useful, and numbers don’t lie, but everyone involved is a human. They have human feelings and human motivations, which don’t often conform to spreadsheet analytics. Address the human side of the equation to balance the metrics, and make the most of your skills as a leader to address real, human concerns to foster greater employee retention and engagement.

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Guest Blogging – One of the Best Ways to Get Powerful Backlinks

As a blogger or business owner with a blog, getting exposure to online audiences is one of your top goals.

What can you do to ensure that you are being seen online?

My recent guest, Mark Samms of Ninja Outreach, points to guest posting as one of the best ways to get in front of more people.

Guest posting is also one of the top ways to obtain something we all want: those valuable backlinks.

What You Need to Know About Google, Guest Posts, and Backlinks

During our conversation, Mark said that guest blogging will help you get exposure to other people’s audiences and point them back to your website.

How does this mesh with what some people have been saying lately about guest posting – that it is, in essence, dead?

Mark pointed out that it’s important to recognize that piecing together a 500-word article and just trying to get as many links in that article as possible going out to different sites is not what he means.

A guest post that will offer you the exposure you need, as well as backlinks, is one that has a lot of reference points and citations. It is one that offers a lot of value to the reader.

Google actually picks up on the difference between these two types of blogs. The first, it won’t rank very well. The second – the blog that Mark terms “excellent” – will be recognized by Google as quality work and will rank higher.

Google algorithms look at references, citations, engagement, and how long a person stays on the page they’re reading. Based on this information, Google will determine which piece of content is quality and which is not.

It’s perfectly alright to link to some content on your website – like a service or informational page, or another blog post you’ve written. Just be sure to limit these types of links. Google will not look kindly on your post if you don’t include some high authority links.

And this is where backlinks come in.

When you put high quality content online, readers will start to view you as an authority. Other writers will link to your article in their content.

They’ll do this for a couple of reasons.

First, they do this because they want to offer their readers the very best. They want to be a source of valuable information and look for sources that provide the same level of value.

Second, they feel that linking to a high quality source like you will actually make their blog seem more credible, and rank higher in Google searches, too.

Guest Posting – One of the Best Ways to Be Seen Online

The great thing about guest posting is that it puts your excellent content in front of readers you might not have otherwise been able to attract.

And when you write high quality content, you’ll find that more people will start linking to your blogs. This is yet another way to boost your online rankings and be seen by more and more people.

If you haven’t tried it yet, you should definitely make it a part of your 2018 business plan.

Would you like to learn more about how to get better backlinks through guest blogging? Follow Mark on Facebook, or read the Ninja Outreach blogs for helpful tips.

 

The Technological Transformation of Work

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Q&A with Michael Gretczko originally published in HR Technologist | August 30, 2018

In what significant ways have you seen the enterprise workplace and workforce evolve over the last few years?
Things are changing, and the pace of change is increasing faster every day. We’re seeing massive external pressures forcing organizations to change the way they do business. Individuals have more influence and impact as consumers and as employees, and organizations are increasingly moving from the business enterprise to what we call the social enterprise. This rise of the social enterprise means that its more important than ever for organizations to understand what is happening around them in broader society, in their workplace, and with a rapidly changing workforce of employees, gig workers, and other business partners.

A key attribute of this transformation from business to social enterprise means that organizational issues can no longer be understood or solved by a single function. It requires strong collaboration and action from each CXO – a symphonic C-suite – working together with a clear and strong direction to optimize organizational performance.

We also see technology continuing to transform how work gets done, not only in terms of cognitive and social technologies, but also in terms of how organizations and work need to be structured differently to unlock the potential of these new advances. The organization of the future has to be “always on” and constantly adapting to the latest opportunities.

What are the biggest human capital challenges for business leaders today?
In this world of disruption, business leaders must constantly focus on remaining competitive in the face of new competitors, disruptive technologies, and an increasingly interconnected and borderless world. As organizations navigate an increasingly challenging environment, one constant is the importance of an organization’s workforce in contributing to competitive advantage. The workforce is the backbone of any organization, so their engagement and loyalty are paramount to the success of the bottom line. By focusing on challenges that affect your people, business leaders can fuel sustained performance. We believe that there are five distinct and pervasive human capital issues that every organization needs to stay focused on to help not only HR but the business, get the most value out of their people and navigate the world of tomorrow. The five crucial issues are transitioning to the future of work, creating the simply irresistible experience, optimizing the human capital balance sheet, activating the digital organization, and sustaining organizational performance.

However, just focusing on these five issues isn’t enough. The disruptions businesses are facing today mean that working in silos will no longer be effective (if it ever was) and even closer collaboration is critical.

How can HR and business/functional leaders work more constructively together to address these challenges and turn human capital into a sustained competitive advantage?
HR and business leaders have always needed to team together to unlock the value of the workforce. What has changed in today’s environment is that human capital IS the disruption. Our workforce and workplace are transforming, and many of the innovations in the marketplace are fundamentally changing how work is getting done. HR and business leaders need to reimagine work leveraging these disruptions. HR leaders have a responsibility to help business leaders sense and understand external market trends and forces, understand the current workforce composition and the right future composition, and then build a partnership to develop the best, most appropriate employment brand to attract and retain the workforce capabilities needed in the future. All of these steps require HR and the business to be working together so human capital is an integrated part of the business strategy for the future.

Who owns employee engagement in an enterprise? What skillset and mindset changes do business/functional leaders and HR leaders need to develop, to keep the ‘nextgen’ workforce meaningfully engaged?
Today’s workplace trends show that people are working more in teams and that culture is a complex topic that’s a function of your teammates, your manager, your office, and many other components of the workplace. Despite all this, culture still fundamentally gets set at the leadership level. The C-suite should be in sync to deliver a consistent, supported, and valued culture of employee engagement. Employee engagement is not a check the box exercise. It is a custom, unique experience across each organization, which requires a holistic approach for success. A symphonic C-suite is much better equipped to understand their employee needs and expectations than siloed departments.

Onboarding is suddenly a huge talking point. It can improve retention and improve performance outcomes. Who owns onboarding – HR or business/functional heads? What typical missteps do you see enterprise-level employers making with their onboarding strategy today?
Onboarding needs to be an enterprise-owned process. We believe HR needs to drive it, but there should be full accountability and engagement of the business in the process. The business plays an important role in driving connectivity to peers and leaders, setting clear priorities around focus and accountability, and ensuring the new employee gets the support they need to properly onboard. Onboarding should also start from the moment the offer is accepted and continue throughout the first year.

Talent recruitment, especially of experienced hires, is crucial to organizational success in today’s competitive world. But the process can be slow, manual, and time-consuming, and often begins on a new hire’s first day of work. In today’s digital world of constant communication, recruits and new hires need to feel like part of the company from the moment the offer letter is signed. This means outreach, information, touch points, etc. An employee should be able to easily complete their onboarding work like benefits enrollment, laptop selection, and training before their start date, and from the comfort of their home, so that on day one on the job, they can immediately start adding value. The quality of what can seem like administrative processes can often be a strong indication to prospective employees about how digital and effective the organization is, and getting this right from the beginning will set the right tone. The process should be simple, automated, and welcoming so the new hire has an immediate positive experience with the organization.

31 percent of new hires left their jobs within the first six months, according to a BambooHR study. Of those that left, 15 percent attributed it to lack of an effective onboarding process. Don’t let getting stuck in the past make you lose your top talent. A digital onboarding process is the expectation – not the exception.

In what practical ways should the approach differ for onboarding new hires versus current employees switching job roles? Also, how should it differ for senior levels versus junior levels?
We believe that onboarding should have the same attributes regardless of internal or external mobility and regardless of seniority. Onboarding is a critical business process and the fundamentals are the same in creating a world-class, engaging experience for all new talent from recruit to retiree. By making onboarding to a new position easier, the employee will be able to hit the ground running when they start their new role on day one, ultimately saving the company time while improving productivity. We also believe that there are some lessons learned from how executive and internal onboarding typically happen, which can help improve the “new joiner” onboarding. Activities like structured relationship building programs (e.g. “meet the executive team”) for CXOs and warm handoffs of talent from sending and receiving manager have attributes that can be highly impactful to a positive experience for new joiners.

HR technology is an area of huge investments by HR leaders today. What are your top practical tips to HR leaders seeking to invest in HR technology stacks to enable their teams?
The HR technology market is experiencing some of the biggest disruption across the technology market. We see a few attributes of the leading HR platforms as:

  • A compelling and intuitive user experience: Employees bring their consumer technology experiences to the workplace today and fully expect the HR technologies they utilize to be as modern and intuitive, with the ability to adapt to the needs of an increasingly diverse workforce.
  • Actionable insights: Many organizations have struggled with effectively leveraging people analytics because their HR technology platform has not provided turn-key actionable insights that can be leveraged to drive business process optimization.
  • A robust ecosystem: HR technology platforms are rapidly evolving and taking advantage of emerging technologies such as machine learning, chatbots, and natural language processing. The most sustainable HR technology platforms have developed an ecosystem approach that does not constrain organizations to innovation from a single solution provider.

Any process to select technology should consider these outcomes, among others, to ensure that technology will actually enable and accelerate the transformation of the organization’s internal capabilities.

While technologies can surely enable scale and transformation in the HR function – what should an HR leader prioritize when it comes to participating effectively in an enterprise-wide business transformation exercise?
Major technology-enabled transformation programs often fail or succeed based on whether the people in the organization change their behavior to adopt the new ways of working. Any change to an organization has repercussions for the people within that organization, and leaders should work to ensure that their employees are comfortable, informed, trained, and expecting the change. By prioritizing people, a transformation is much more likely to be successful because change does not happen in a vacuum. We believe that enabling the workforce should be a key focus of any technology-enabled change and should be a focus leading up to the start of the transformation, during it, and, most importantly, after “go live,” which is when the real performance improvements can be lost without a sustained focus on the people.

What new technologies will have the most impact on employee experience as we head into the next decade? What trends and developments in the space will you be tracking?
Employee experience is a huge driver of some of the most exciting changes in the workforce technology market. Organizations are increasingly acknowledging how important workforce engagement is, and creating a world-class employee experience is core to this. The technologies we think will be most important are:

  1. Digital workplace: New technologies are transforming how the workforce engages with each other, how teams communicate and manage their work, and how leaders communicate and engage their team members. The technology that supports these processes is evolving quickly from their roots in consumer technology and rapidly changing what employees interact with all day at work.
  2. Cognitive and AI: These technologies are increasingly changing how work gets done by automating tasks and using data to optimize processes. Machines are starting to be able to learn more quickly than humans and to develop capabilities based on patterns. These technologies are changing what skill-sets are required;  we believe that carefully integrating Cognitive and AI to provide a “robotics assist” to employees will actually improve employees’ jobs by focusing them on the uniquely human part of their jobs and removing routine administrative work.
  3. Sensing and insights: Developing knowledge from data has been a focus for as long as technology has been in the workplace, but this is just starting to come into its own around employee experience. Organizations are using the data they have on employees and how they interact with each other, with their leaders, and with enterprise technology, to craft personalized experiences that reflect the employee’s job, unique preferences, and needs. This too takes a page from consumer technology to transform what often felt like a “one to many” standardized experience and making it a people-centered, tailored one.

Top 4 Productivity Tools for Recruiters

If you’re a recruiter looking to boost your productivity, here are top 4 tools you have to know about!

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Attention recruiters: These tools can seriously improve your productivity!

Most HR professionals and recruiters I know are always looking for better ways to find the right job candidates and improve their productivity. If you are one of them, you’ve come to the right place!

In this article I will present 4 types of productivity tools that can help you:

  • Achieve better recruiting results
  • Organize and streamline your recruiting processes
  • Help you stay focused
  • Free up your time
  • Make your life easier!

So without further ado, here are 4 awesome tools that can help you boost your recruiting efficiency and productivity!

Top 4 productivity tools for recruiters

Here is the list of the 4 key types of productivity tools for recruiters:

Productivity tool for recruiters #1: Recruitment software

The right recruitment software will help recruiters automate, streamline and improve their recruitment efforts by offering numerous benefits. Make sure you choose all in one recruitment software, the one that offers sourcing, recruitment marketing, candidate tracking and candidate relationship management features. Having all these features under one platform will save your time (and nerves) immensely! Forget about switching back and forth between many different recruiting tools!

Check out: TalentLyft

Productivity tool for recruiters #2: Project management tools

Recruiters often have to work on many different projects at the same time and work with a lot of coworkers, clients and candidates. There are so many people to be contacted and so many tasks to be done… Trying to keep track of everything can easily get overwhelming.

This is why recruiters can benefit a lot form comprehensive project management tools. These tools will help recruiters organize their workflow and efficiently juggle deadlines, resources, and deliverables.

Check out: Basecamp, Trello and Asana.

Productivity tool for recruiters #3: Time management tools

With million things to do and million people that need to be kept in touch with, recruiters often struggle to stay focused. Usually working on one task at the time and blocking out all distractions seems like a mission impossible, doesn’t it?
If you feel like time is slipping through your fingers, a time management tool that can track the time you spent on applications and websites and give you an accurate picture of your day will come in handy.

Check out: RescueTime, Toggl and TrackingTime.

Productivity tool for recruiters #4: Social media management tools

No, LinkedIn is not enough. If you want to excel as a recruiter these days, you have to juggle many different social media networks, form LinkedIn, Facebook and Twitter to Instagram, Snapchat, Youtube, etc. Social media management tools will help you save time and manage all your social media in one place. Using social media management is a simpler way to schedule and track the performance of your posts on different social media networks.

Check out: Hootsuite, Buffer and Sprout Social.

Other cool productivity tools for recruiters

Which of the productivity tool that we mentioned above do you use?

What is the number one tool that boosts your productivity the most?

Do you know some other cool productivity tools for recruiters?

Share them in comments and help your fellow recruiters out! 🙂

HR 4.0 – What is It?

Industry 4.0 represents a major transformation in the way businesses approach manufacturing. This fourth industrial revolution has already reduced the human resources requirements of many businesses through automation. Similarly, the exchange of data among disparate systems has dramatically enhanced efficiency and decision-making processes.

Although the world will see even more changes in coming years, much of the required technology is already in place to replace half of all current work-related activities. Meanwhile, industries such as defense and aerospace could approach total digitization as early as 2020.

No one can know for sure what will happen when companies need fewer human resources to operate. However, one thing we do know is that your job as an HR professional will look dramatically different as a result. Here are a few samples of the changes that you should expect.

1. People

Without a doubt, much of the significance of Industry 4.0 lies with its impact on people. For starters, a growing number of workers are discovering that their knowledge, skills, and other capabilities are no longer needed. Meanwhile, people who remain employable have evolving expectations about their terms of employment and working conditions.

In the corporate setting, these automation and other evolving technologies are changing the needs of organizations. For starters, business owners and managers will need to reassess their structure and redefine what tasks they have that require human involvement. As a result, they may find that they need to dramatically adjust their hiring practices.

Industry 4.0 also affects HR professionals. For starters, they need to work closely with businesses to help them identify their staffing needs and then find and hire the necessary people. In the process, HR departments and agencies must themselves embrace new technologies to stay competitive in their field.

To put it differently, as you grapple with the re-invention of the human resources industry, you must deal with employers, employees, and peers who also are experiencing upheaval in their professional lives. However, by consistently prioritizing the needs of people over processes and other considerations, you can thrive during the present revolution.

2. Recruiting

Industry 4.0 is affecting every industry at every level. This disruption now affects every aspect of HR, including recruiting processes. If in-house HR teams and agencies fail to adapt, they will lose their competitive edge. So, to continue matching the best talent to available jobs, you will need to embrace this evolution.

For example, the availability of new data will help agencies understand what makes a company appealing to job candidates. Consequently, HR will have the ability to take a primary role in shaping corporate culture and values. Likewise, HR professionals will potentially learn more about where and how to connect with qualified prospects for any particular job opening.

Technologies such as artificial intelligence (AI) and euro-linguistic programming (NLP) will help you sift through mountains of resumes. Similarly, you will have the ability to glean from the historical performance of past job holders to refine your recruiting parameters.

As you become more proficient in pairing organizations with appropriate human resources, you will become instrumental in reducing recruiting costs. In other words, HR 4.0 gives you an opportunity to create sustainable competitive advantages for you and your firm.

3. Teamwork

In the past, all HR tasks within an organization were performed by in-house teams or outside agencies. Now, Industry 4.0 is making available technologies that include practically every area of a firm in the hiring process.

To help various departments coordinate their activities with HR teams and agencies, HR professionals will need to learn about digital technologies and use them to work more efficiently. This involves the use of collaboration and communication tools as well as digital record keeping and business analytics.

The job of the HR professional includes more than finding and hiring the right talent. It also involves other tasks such as onboarding and training. To begin with, you can automate and personalize the initial experience of new employees.

Ongoing training and development programs can also benefit from digital technologies. For example, tactics such as gamification can motivate workers to maintain a high level of competence. Also, many online learning technologies exist that allow workers to study to learn new skills on their own schedule using their mobile device.

 

In summary, Industry 4.0 has already brought many changes to the business world, and many changes are on the way. As an HR professional, you need to search for and embrace the disruptive technologies that will help you work smarter and more efficiently as an agency or HR team.

Needless to say, part of your job will involve discovering and meeting the changing needs and expectations of your clients and recruits. Also, you can expect the new industrial revolution to open new opportunities for you to provide ongoing performance management and training that will help you stay relevant to the employers and employees that you serve every day.

Why the workforce needs to change for digital transformation: Q&A

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Q&A with Michael Gretczko originally published by Digital Journal | 28 July 2018

How has the workforce changed in the past five years?
The last five years have been a time of immense disruption in work, the workforce, and the workplace. Work has changed as automation has reshaped the structure of jobs and work is done in smaller more dynamic teams that form, disband, and re-form as well as the advent of crowdsourcing. The workforce has also been disrupted with the rise of remote and contingent workers, and the broader gig economy.

New skills are required to succeed and workers are needing to more dynamically transform and adapt. The workplace is also transformed with more virtual work, and digital tools and collaboration as a key feature. Even the physical space is changing dramatically with office space being transformed to support collaborative work and to provide workspaces where employees live (and want to live).

Additionally, generational changes have transformed the expectations of the workforce as new talent demands different things from their employers around the social enterprise and impact on the broader environment.

What are the key skills that businesses seek from workers these days?
In my opinion, businesses are increasingly looking for a workforce that has three key features: agility, multi-disciplinary skills, and social awareness.

These attributes are important because of how quickly the world is changing and how competition can arise from new angles. Agile workers can constantly re-tool and adapt to new technology and new work requirements, while staying focused on the broader goals of the organization.

Multi-disciplinary workers solve problems in new ways and can find patterns and connections between issues, solutions, and challenges to do the impossible. Lastly, organizations are looking for employees that can operate in a broader ecosystem of customers, the borderless workforce, suppliers, partners, and others. Workers that can understand these relationships and how to connect them for organizational value are increasingly more critical to the future.

How important are these skills for a business to remain competitive?
These skills are absolutely critical. If a business needs to let go of resources and rehire every time the market or business changes because the current workforce can’t be reskilled, then the competition will be too stiff, and the lost time and money during that turnover will be very damaging.

It may also hurt their reputation as employers, making future recruitment harder, and possibly affecting their brand and customer loyalty. Organizations that automate manufacturing plants, for example, and that do not clearly give people opportunities for reskilling and new positions, may see their brand suffer and, to some extent, may also feel pressure from the social and political environment.

Are all businesses successful in developing new skills for their digital transformation projects?
Not yet. The changing nature of work can throw unique challenges and opportunities in the way of today’s organizational leaders. And companies that fail to address these challenges may risk being left with a workforce poorly equipped to drive lasting success.
Successful organizations will need to redesign work for technology and learning.

To take effective advantage of technology, organizations will likely need to redesign work itself, moving beyond process optimization to find ways to enhance machine-human collaboration, drawing out the best of both and expanding across alternative workforces. Organizational leaders should ensure that technological possibilities are connected to both customer and employee needs during work redesign.

Additionally, organizational leaders would have to find ways to balance what is new (and the new potential of it) with the strength of what a company still has, such as their brand and values.

How important is mobility for today’s business?
Technology enables the proximity of work to expand beyond a company’s walls and balance sheets. The alternative worker is one of the fastest-growing segments of the workforce. The National Bureau of Economic Research found that between 2005 and 2015, approximately 94 percent of net new employment in the United States occurred within the alternative work arrangement—including everything from gig to freelance and off-balance sheet workers. And this number is anticipated to keep growing.

By 2020, an Intuit report predicts that nearly 40 percent of all US workers will be engaged in some sort of alternative work arrangement. Having mobile work options is therefore very important so that business is not centered around in-office work. Collaboration tools are making remote working easier than ever, allowing for coworkers to be connected even when physically far away while mobile technologies allow workers to have their “office” with them everywhere and all the time.

How about self-service, is this concept becoming more common?
We’re seeing a changing set of values from companies’ internal customers—perhaps their most important business asset—as well as requests for more innovation, flexibility, and opportunity. Digital HR has become not just a “nice to have,” but a necessity for an organization’s future growth and acceleration. And just like a consumer who has a bad experience and moves onto another brand, your employees may also seek new experiences if their expectations are not being met.

Just as consumers value a customized shopping journey, tailored to their interests and needs, employees are demanding a personalized experience with their company that is catered to the individual, giving a greater sense of purpose and value. With digital HR, things like training, company initiatives, and volunteer work, for example, can be tailored to the employees’ career path.

Cognitive technologies can help create that experience based on their own online behaviors and interactions, and guide managers to take next steps. That’s why Deloitte created ConnectMe—to enable a digital workplace to connect the workforce to what they need, when, and where they need it. ConnectMe makes it easier for employees to access and consume HR services and content, relevant to them—on any device.

How about looking into the near future, what will the future workforce look like?
We are now fully experiencing how cognitive technologies and the open talent economy are reshaping the future workforce and driving many organizations to reconsider how they design jobs, organize work, and plan for future growth. Automation, cognitive computing, and crowds are paradigm-shifting forces that will reshape the workforce now and in the near future.

Organizations are redesigning jobs to take advantage of cognitive systems and robots, and we see an opportunity to rethink work around something we call “essential human skills.” In 2017 and beyond, organizations should experiment with and implement cognitive tools, focus heavily on retraining people to use these tools, and rethink the role of people as more and more work becomes automated.

We think the key feature of the future will be how organizations successfully pair humans with unique humanistic skills alongside transformative technologies that optimize the value those humans can create for the businesses of which they are a part.

Is automation driving the need for different skill sets?
In 2018 and beyond, we expect continuing rapid adoption and maturation of AI, robotics, and automation solutions. Leading organizations are working hard to put humans in the loop—rethinking work architecture, retraining people, and rearranging the organization to leverage technology to transform business. The broader aim is not just to eliminate routine tasks and cut costs, but to create value for customers and meaningful work for people.

Research suggests that while automation can improve scale, speed, and quality, it does not do away with jobs. In fact, it might do just the opposite. As Boston University professor James Bessen has reported in his research, occupations with greater levels of computerization and technology experience higher, not lower, employment growth rates. What’s more, in many cases, the newly created jobs are more service-oriented, interpretive, and social, playing to the essential human skills of creativity, empathy, communication, and complex problem-solving.

Sales professionals, for instance, can leverage AI tools such as Salesforce, Einstein, and others so they can focus on human interaction, and health care workers can use intelligent machines to free up time to communicate with patients. Specific skills may be less important than the ability to learn quickly, adapt to new technology, and a willingness to learn, develop and grow. Agility in skill set is the key here.

Despite the surge of interest in AI and automation, respondents to this year’s Deloitte Global Human Capital Trends survey predict tremendous future demand for human skills, such as complex problem-solving (63 percent), cognitive abilities (55 percent), social skills (52 percent), and process skills (54 percent).

While 65 percent also predict strong demand for technical skills, research shows that the technical skills to create, install, and maintain machines account for only a small fraction of the workforce. Reinforcing this view, a recent World Economic Forum study found that the top 10 skills for the next decade include essential human skills such as critical thinking, creativity, and people management.

Will certain types of jobs disappear in the near future?
It’s not so much that entire jobs will necessarily disappear with the adoption of automation and technology, but rather more often that certain tasks or ways work is done will change and become automated, or that jobs/roles will be redefined. As I mentioned earlier, research suggests that while automation can improve scale, speed, and quality, it does not do away with jobs. HR leaders should focus on defining the difference between essential human skills, such as creative and ethical thinking, and nonessential tasks, which can be managed by machines.

This requires reframing careers, and designing new ways of working and new ways of learning—both in organizations and as individuals. Research by Deloitte in the United Kingdom finds that the future workforce will require a “balance of technical skills and more general purpose skills such as problem solving skills, creativity, social skills, and emotional intelligence.”

For those still studying, what types of skills will be most in demand?
Our research suggests that more than 30 percent of high-paying new jobs will likely be social and “essentially” human in nature. Therefore, we anticipate a movement toward a “STEMpathetic” workforce—one that comingles technical knowledge and cognitive social skills, such as connecting with other people and communicating effectively. Roles in the future will likely continue to require new types of soft skills, even in very technical-centric fields. Individuals and organizations who can master both technical and social skill sets could lead the way in the future of work.

List of The Most Important Career Page Metrics

Here is the list of the most important career page metrics that will help you evaluate, optimize and improve your career page performance.

Top-5-Career Site-Metrics-You-Should-Be-Tracking

Career page metrics for dummies 🙂

Career page metrics are among the most important recruitment metrics you should be tracking.

However, most HR professionals still shy away from career page metrics, thinking that they don’t have the time, resources and knowledge to handle them.

But they couldn’t be further away from the truth!

Tracking your career page metrics is very simple and easy these days.

Your modern recruitment software will do it for you!

This is just one of the many benefits of recruitment software: they automatically track the most important hiring metrics – including your career site metrics!

In other words, every HR professional can now easily dive into data-driven recruiting.

Tracking and measuring your career page metrics will enable you to evaluate, optimize and improve your career page performance.

To help you get started, we created a list of the most important career page metrics you should track on regular basis.

The list of the most important career page metrics

Here is the list of the most important career page metrics you should track on regular basis:

1. Number of visitors

This metrics will tell you how many people visited your career site in a certain period of time (during a day, week, month or even a year).

2. Source of visitors   

This metric will tell you the number of visitors that came to your career site from different sources, such as (Google, job boards, social media, email, etc.)

3. Source of applicants

This metric will tell you the number of applicants that came to your career site from different sources.

4. Application form abandon rate

This metrics will tell you how many people started filling in your application form but never actually submitted it.

5. Talent Network conversion rate

This metric will tell you how many people converted on your Talent Network landing page.

6. Average session duration

This metric will tell you what is the average length of time that visitors spend on your career site.

7. Career page bounce rate

This metric will tell you the percentage of visitors who come to your career site and immediately leave without doing anything.

8. Application form return rate

This metric will tell you how many of candidates that have abandoned application form return and complete it.

9. Career site paid traffic

This metric will tell you how many visitors come to your career site from paid advertising campaigns (on Google or social media).

10. Career site organic traffic

This metric will tell you how many visitors come to your career site directly from the search engines.

5 Creative Ideas for Your Career Page

Check out these 5 great creative ideas that will make your company career page stand out!

Top-10-Career-Site-Examples-from-Industry-Leaders

How to make your career page stand out?

If you want to attract and hire the best candidates, you need to differentiate your Employer Brand. Your career page is a great place to do that – completely for free!

But how to do it?

Especially if you don’t have a big marketing budget or knowledge?

Don’t worry – it can still be done!

In this short blog post, I will show you how easy it can be to make your career page stand out.

You just need to get creative!

To help you get started, here are 5 creative ideas for your career page.

5 creative ideas for your career page

1. Break the stereotypes

How to be different and stand out with the first sentence on your career page?

Break the stereotypes!

For example, a Telepathy’s career site opens with a great, insightive copy that is bound to attract the right type of candidates:
Breaking the agency stereotype
Grueling pace, clients that just don’t get it, having dinner at your desk – no thanks. We pride ourselves in doing meaningful work for great clients.”

Think about the common stereotype in your line of work – then break it!

2. Use industry jargon

Find a way to incorporate your company’s industry business jargon and your products and services into your career site. That way, you will speak directly to candidates interested in your line of work, while turning away the rest.  

Booking.com does it wonderfully by giving candidates reasons to “check in” and join their company!

3. Turn your application process into an exciting adventure

Don’t let the process of applying for your company’s open position be a dreadful task.

Instead, turn it into an exciting adventure!  For example, The Heineken Company created the additional interactive website, GO Places, where candidates go through an exciting, adventurous and fun gamified job interview.

4. Stand out with the unusual career page design

Differentiate the look and UX of your career page! For example, Adidas has a beautiful and very interesting career page. Instead of the traditional up/down scrolling that most websites have, they used the right scrolling navigation system. It makes their career page attractive and memorable on the very first look!

5. Create a chatbot

Enable a two way, timely communication with your candidates by integrating a chatbot on your career page. If you need inspiration, check out how Marriott did it! In case you don’t have the time or resources to create a chatbot, do what Hubspot did – launch a Slack channel that’s open to your interested candidates.

The Truth About AIs Impact on Jobs

By Allan Leinwand, CTO, ServiceNow                  

According to a recent report from PwC, AI is expected to raise the global GDP, in 2030, by 14% (approximately US$15.7 trillion). That being said, AI is seen by many as being either a hero or a villain. On one hand, AI is currently driving nearly every CIO’s agenda because it intelligently automates work processes, making it possible to do things that have never been done before. But on the other, many workers are scared of the rise of AI as they believe it is rising from humble beginnings to become a villain that will steal their jobs.

The truth is that some jobs will be lost, but many more will be created. It is important to understand that fundamentally, AI is not strong at creative, interpersonal or physical work. It will be used for “decision support, not decision making.” So lets debunk a few myths.

Reduce and Simplify

As workers, we want to use automation to get our jobs done. AI will free us from having to spend long hours analyzing data and invest that time in achieving a better work-life balance.

Information technology, manufacturing, financial services and human resources will all see significant improvement and productivity gains because of AI. These industries have many repetitive tasks that can be easily automated, helping workers become more productive. For example, AI can streamline the onboarding process of a new employee. It can alert HR when background checks are completed, and aid them with the creation of benefits packages and employment contracts. It can help IT order and provision new equipment. Similarly, it can help the employee complete and send tax forms and direct deposit information to finance.

The Mundane

Workers want to move to more meaningful roles. In fact, according to the Society of Human Resource Professionals, workers, particularly Millennials, want to “create outcomes within meaningful projects and may become impatient with mundane tasks.” AI can automate the more mundane tasks allowing for new jobs to be created that are more fulfilling, strategic and meaningful. AI can help workers be more productive and efficient at their jobs, while learning new skills. In addition, AI can help workers become better organized, reducing stressors, improving productivity and overall job satisfaction.

Financial compliance is a great example of this. Until recently, the creation of expense reports and review of submitted expenses was a very manual, mundane process requiring hours and hours of review. In the cases of expense report review, only a sample of expense reports could be reviewed in order to hopefully identify some patterns of fraud in submissions. Now, not only can AI generate the invoices, but it can sort through the hundreds of expense reports, invoices and other transactions and  identify potential areas of fraud, waste and mistakes by employees, vendors and others for humans to further investigate, saving their companies billions of dollars each year.

Customer Satisfaction

The idea behind AI is to create more satisfied customers. Because workers can focus more on the interpersonal and creative parts of their jobs rather than the more mundane, they will treat customers better. In customer support cases, this will be done by employing AI to identify and provide a solution for the issue and utilizing a human who can react to nuances for interpersonal communications. Customers will develop loyalty because their needs are met and issues are resolved quicker, more efficiently and with a personal touch.

Let me give you an example. Years ago, many companies implemented phone trees to help route support calls more efficiently. All of us have been frustrated to get to the end of the menu realizing that we must press “star” in order to go back to the previous menu in order to talk to the right person. While this is automated support, it didn’t employ a combination of people and AI to do so. Rather than having to press the right button to move forward, imagine answering a few questions at the beginning of the call describing what the issue is or what you want to accomplish, and immediately being routed to the correct person (yes, person) who will help you or to the right menu telling you store hours. This will speed up support, improve loyalty and create better satisfaction for customers.

Convenience

One of the biggest benefits of AI is the convenience to customers. AI allows nearly every aspect of business to occur faster, from identifying and fixing support issues so that workers don’t have to drive into the office on weekends to fix a server, to providing more accessibility to information, services and more.

As an example, there seem to be ATMs on nearly every corner in most major cities and more bank branch locations than ever before. However, bank teller jobs have not been eliminated because of the rise of ATM machines. Yes, there may be less tellers in general, but their jobs are more valuable to customers and their employers. When one walks into a branch at a bank, there are dozens of workers providing better value-added services with shorter lines helping customers to be more satisfied with the convenient service provided. More than likely the work these employees do have higher margins, enabling them to make more money for both themselves and their local branches.


Allan Leinwand - CTO - ServiceNow
Allan Leinwand, Chief Technology Officer, ServiceNow

In summary, while AI might result in loss of certain jobs, it is more likely that the amount of work each worker will need to complete will be reduced and simplified rather than eliminated. Employees will feel more satisfaction in what they do because they can focus less on the mundane and more on the strategic. Customer satisfaction will increase because customers will have more human interactions, faster, with people who know how to resolve issues they have. In addition, customers will have more convenience than ever before.

 

Planning an Outdoor Company Event

A sure way to add some excitement to company events, as well as to make them more pleasant and amusing, is to plan and host an outdoor event. Nice weather and fresh air are perfect ingredients for having a relaxed and festive atmosphere, and it is more likely that attendees will look forward to coming to this event, instead of just showing up out of obligation. However, planning an outdoor event can be challenging, simply because it is somewhat different and more difficult than organizing indoor events. So many things to take care of, starting from weather and logistics to safety and sanitation, but worry not. Here are some helpful tips on how to plan this event like a pro.

Set the location

Not every outdoor area is event-friendly, so be smart when choosing the right location. Outdoor events offer countless possibilities, from a picnic by the lake to a cocktail party on a luxurious ranch. However, if you hesitate to bring guests, equipment, and suppliers to the uncommon area, perhaps it would be best to stick with existing outdoor facilities. It will simplify the entire process, while you will get the best of it.

Get all permissions you need

The last thing you need is some people with badges shutting your event and sending people home because you didn’t get the permission from local authorities to organize an event on the specific premises or to supply alcohol. Same goes with the broadcasting of copyrighted material. Make sure to obtain relevant permits as soon as you know the location and the date of the event.

Learn more about local restrictions

Every town has its ordinances, so find out what are noise restrictions as well as if there are any regulations on the number of seating, selling tickets, etc. Keep in mind that noise restrictions apply to loud music, but also the equipment (generators), audience, fireworks, etc. Events, especially big ones, are a source of noise disturbance. See if there are more permissions to obtain, or it is more of following regulations.

Logistics

Make it visual and put it on a paper. Sketch the premises and mark everything, starting from parking to guest area. Plan every detail and make sure to know each spot, where you will place equipment, toilets, food, drinks, as well as if there is enough space for parking and unloading suppliers trucks. Also, understand that it will take time load in and set up power and arrange other elements, as well as to load out and clean up.

Electricity and the right equipment

Since you need to have access to electricity on site, make sure to get extension cords, cables, duct tapes and a portable power generator in case something goes wrong. Determine how many power stations you will need, for instance, a DJ and sound equipment, food stations, coolers, coffee makers, lights, outdoor air conditioners, etc.

Hygiene standards and sanitation

Same as with any other venue, you should provide your guests with decent restroom facilities and sanitation units. Ensure there is plenty of hygiene accessories like sanitary bags and bins, and make sure you get at least one easy accessible toilet that offers more space for wheelchairs or those guests who attend the event with small children.

Make your event safe and secure

If your event is out in the open, consider making use of portable temp fence panels to enclose the area. Regardless of the size of the event, it would be a clever thing to hire a security company. Not only it is one less thing to worry about, but rest assured that your attendees and equipment will be safe, while uninvited guests will remain outside. Also, take necessary measures in case of emergency and make a thorough safety plan.

Make your guests feel comfortable

Comfort is not only about having a place to sit or soft cushions on your guest’s backs. Being outdoors brings the number of annoyances like direct sunlight, bugs, mosquitos, heat, etc.  Provide shade and sunscreen and keep the drinks cold and at hand. Also, hire exterminators to clean the area and have electric fans that will keep flies away.

Check the weather, but expect rain

Always have a plan B when organizing an outdoor event. Make use of portable pavilions whether to keep your guests out of the rain or to provide shade during the day.

Conclusion

Although planning an outdoor event is demanding, know that you have a great advantage on your side – outdoors. Remember that planning event is not only about creating a space for people where they will meet, but also creating an atmosphere. Follow these tips, but dare to come up with more ideas in the process. Take care of the basics, and the rest will fall in the place.