• Talent Acquisition
    2025北美华人人力资源洛杉矶论坛1月4日举办，报名开启 北美华人人力资源洛杉矶论坛将于2025年1月4日在洛杉矶隆重举行，这是一场为在美华人HR专业人士量身打造的盛会。论坛将聚焦人力资源管理的多个核心话题，从人才招聘、组织发展、薪酬福利，到多元化与包容性、HR科技等，全面探讨华人HR在职场中面临的独特挑战和机遇。 积极响应南加华人HR的呼声，特别举办本次洛杉矶论坛，诚邀南加的HR童鞋们积极参与！ 作为华人HR社群的一员，您将有机会在这里与来自各领域的优秀同行直接交流，拓展专业人脉，为职业发展带来新思路。此外，论坛还特别欢迎HR服务机构、法律、猎头等等领域的专业合作伙伴加入，与参会者深入互动，共同探讨华人HR市场的最新动态与前沿解决方案。 期待您的参与，与我们共同打造一个推动北美华人HR领域发展的高质量交流平台！ Stay Together Stay Powerful 立即报名，锁定席位，探索人力资源的无限可能！ 2025北美华人人力资源洛杉矶论坛 2025 North American Chinese HR Forum - Los Angeles 时间：2025年1月4日周六 9:30-16:30 地点：大洛杉矶地区 交通方便易达 （报名后告知） 报名地址：https://www.nacshr.org/Survey/D1098614-EA75-67CF-6B55-7DEA34FC1C4F 会议费用：100美元/人 12月1日前报名支付 150美元/人 12月25日前 现场门票200美元/人 会议期间提供咖啡和茶等 注：午餐需自理，届时各小组自行组队 （不含会议午餐） 、 你为什么不能错过NACSHR峰会： 聆听行业大咖的精心分享： 演讲嘉宾包括成功的企业家、重量级的行业内大咖、优秀的人才战略专家。 他们精通中国以及北美的人力资源市场，乐于分享他们的观点和经验。 确保您能听到行业内最专业成功人士的分享。 学习新知识，掌握新动态： 不论您是职场老将还是新兵，更新知识库是一个永恒的课题。 峰会设置了多种会议形式，各种方式获取行业动态和职场经验。 有行业内大咖的独家分享，帮助您打开新视野，更具竞争力。 职业发展新机遇，更广泛的选择： NACSHR设置了北美地区HR岗位需求，现场更有机会面对面沟通交流。 非正式的会议交流，更有益深入交流，为您的职场铺就成功之路。 南加地区最大的华人HR行业盛会： 聚焦南加华人人力资源行业精英，汇聚南加职场华人力量。 汇集首屈一指的企业家、创业家和行业先锋，打造北美唯一、最大的华人HR盛会。 交流新资讯，结交新伙伴： 探讨行业热点话题，激发创新思维，共同推动HR行业的发展。 利用大会机会结识北美地区的华人HR同仁，拓展个人交际圈。 启发职场新思维，实现职业新突破： 探讨华人管理者如何实现职场发展目标。 设有职场人讨论环节，与嘉宾、行业专家和同行伙伴一起探讨如何在美国职场实现自我价值。 如何可以参与NACSHR峰会？ 作为人力资源服务机构，有多种方式可以参与共襄盛举。你可以选择各种赞助形式，如钻石赞助、演讲赞助、设置展位、Demo展示，年度合作等多种方式，具体可以联系我们。 另外如果贵司还没有加入北美华人人力资源服务图谱，点击这里可以加入： https://www.nacshr.org/map/Register/join 参展赞助与合作： Annie annie@nacshr.org 或者点击这里：https://www.nacshr.org/Survey/CDBE9324-6291-EB0E-3E50-91532A2A70BB 同时2025年NACSHR 活动计划和NACSHR年度合作伙伴计划也已经推出，欢迎索取加强合作 参与分享演讲：（仅限 inhouse HR） Gavin nacshr818@gmail.com 嘉宾申请链接： https://www.nacshr.org/1732.html The North American Chinese HR Forum will be held in Los Angeles on January 4, 2025, tailored specifically for Chinese HR professionals in the U.S. This forum will focus on multiple core topics in human resource management, ranging from talent acquisition, organizational development, and compensation & benefits to diversity and inclusion, HR technology, and more. It will comprehensively explore the unique challenges and opportunities faced by Chinese HR professionals in the workplace. In response to the strong demand from Chinese HR professionals in Southern California, this Los Angeles forum is specially organized, inviting HR peers from SoCal to participate actively! As a member of the Chinese HR community, you will have the opportunity to engage directly with top professionals from various fields, expand your network, and bring fresh perspectives to your career development. Additionally, the forum warmly welcomes partnerships from HR service providers, legal advisors, recruitment firms, and other specialized partners to interact with attendees and discuss the latest trends and innovative solutions in the Chinese HR market. We look forward to your participation as we work together to build a high-quality exchange platform for advancing the Chinese HR field in North America! Stay Together Stay Powerful Register now to secure your spot and explore the endless possibilities in human resources! 2025 North American Chinese HR Forum - Los Angeles Date: Saturday, January 4, 2025, 9:30 AM - 4:30 PM Location: Los Angeles (details will be provided upon registration) Registration Link: https://www.nacshr.org/Survey/D1098614-EA75-67CF-6B55-7DEA34FC1C4F Registration Fees: $100 per person if paid by December 1st, $150 per person if paid by December 25th, $200 per person for on-site tickets Note: Coffee and tea will be provided during the forum. Lunch is self-arranged, with groups forming to organize meals. Lunch is not included in the event.
    Talent Acquisition
    2024年11月13日
  • Talent Acquisition
    LinkedIn推出AI招聘助手：重新定义未来招聘流程 LinkedIn Enters AI Agent Race With LinkedIn Hiring Assistant LinkedIn推出了首个AI Agent : Hiring Assistant，旨在帮助招聘人员重新成为招聘人员。 LinkedIn于本周推出了全新的AI招聘助手，这款工具旨在自动化招聘过程中高达80%的工作，特别是候选人筛选和招聘前的步骤。通过与LinkedIn平台的无缝集成，这款助手不仅提高了招聘人员的工作效率，也显著提升了候选人的质量。该工具的“体验记忆”和“项目记忆”功能，可以记录招聘人员的搜索和操作习惯，并将所有与招聘项目相关的信息进行整合，从而智能化地优化招聘流程。 这款助手已经在西门子、Canva等公司的招聘流程中得到了应用，这些公司报告称，通过LinkedIn招聘助手，招聘人员的生产力显著提升，候选人质量也得到了极大的改善。招聘前的AI辅助搜索仅需30秒即可完成，而传统的搜索通常需要15分钟。 LinkedIn招聘助手还通过AI驱动的沟通功能改善了候选人的体验。数据显示，使用AI辅助发送的招聘信息的接受率提高了44%，接受速度也加快了11%。此外，AI搜索的候选人接受率高出18%。 随着越来越多的公司采用AI技术，招聘与候选人之间的竞争日益加剧。求职者也在利用AI工具优化简历，甚至在面试中使用AI辅助表现，从而使HR在筛选候选人时面临更多挑战。因此，LinkedIn招聘助手等工具正成为招聘人员不可或缺的助手。 LinkedIn招聘助手不仅仅是提高效率的工具，它真正的价值在于解放招聘人员，使他们能够专注于与候选人和招聘经理的对话，改善雇主品牌，并更好地了解就业市场。这种转变反映了人才获取的战略性转变——从执行角色转变为人才顾问，帮助公司更好地实现增长。 详细请看Josh Bersin 写的这篇介绍 As I discussed in the article Digital Twins, Digital Employees, Agents Everywhere, tech vendors are creating AI-powered Agents as fast as they can. And in HR, where we deal with hundreds of mundane checklist-types of processes, the opportunity for automation is everywhere. This week, just as Microsoft launched a tools to help companies build Agents in Copilot, LinkedIn announced its Hiring Assistant. And this is a pretty amazing product. The Hiring Assistant is the first highly-integrated agent I’ve seen that fits right into the LinkedIn workflow. And the companies using it now (Siemens, Canva, AMS) are seeing recruiter productivity and candidate quality skyrocket. Here’s how to think about it: consider a schematic of the recruitment workflow. As you can see, there are more than 30 steps to complete, and this doesn’t even include background checking, offer-letter generation, benefits discussions, pre-boarding, and onboarding. With this brand new Assistant LinkedIn believes they can automate almost 80% of this pre-offer workflow. And the LinkedIn Hiring Assistant is just getting started. Here are some screenshots of the workflow: As you can see, the agent prompts the recruiter with intelligent responses and questions along the way. And throughout the process it stores more and more information to get smarter and smarter. This Is A Sophisticated Product This is a well-engineered product. Not only does it include many subtle features (ie. “find me a candidate like Joe,” which brings in Joe’s profile and analyzes Joe’s role, skills, and experience), it includes several platform innovations. The first is something LinkedIn calls “Experiential Memory,” storing the recruiter’s search and activity history for future work. The Hiring Assistant learns what this recruiter is doing, how they communicate, and how they operate, to tune its results to each recruiter’s needs (ie. a tech recruiter vs. an executive recruiter). Second is a feature called “Project Memory,” which brings together all the information about a single search project. This means the candidate selection criteria, emails, and input from hiring managers are stored in the project, enabling the assistant to see the whole experience of selection. Recruiters understand this challenge: every hire and every hiring manager is different, and each project has unique and sometimes new requirements which have nothing to do with the job description. Other Agents Will Have To Take Notice LinkedIn is not the first mover in this space, but the company’s credibility will accelerate the market. Paradox, the current leader in recruitment automation, has been automating high-volume recruiting for almost a decade and offers an agent that not only helps recruiters but also supports job seekers. It isn’t focused on sourcing liked LinkedIn, but it automates the rest of the process (candidate inquiries, interview scheduling, assessment, onboarding). And it really works: this week Chipotle announced that Paradox’s solution reduces time to hire by 75%, making it a central part of the company’s growth strategy. LinkedIn Hiring Assistant is receiving similar accolades. “Doing a normal search before AI took upwards of 15 minutes. Now, with AI-Assisted Search, it takes about 30 seconds to get results. The time saved is tremendous. It is so much more convenient and easier doing it this way,” said Victoria Östryd Söderlind, Senior Recruitment Specialist, Toyota Material Handling Europe.  “The AI features on LinkedIn have allowed our recruiters to do more, to be better and to grow faster in all of our activities. It’s about spending time in the right places where our time is more valuable and LinkedIn’s AI features have enabled us to do that. What it’s not doing is removing great conversations with candidates, stopping our ability to ask them questions or getting to know candidates as people and humans,” said Olivia Brown, Head of Talent Acquisition, Octopus Energy. Improving Candidate Experience While LinkedIn talks about the value to HR, the bigger value may be for candidates. The company found that AI-Assisted outreach messages generate a 44% higher acceptance rate and are accepted 11% faster by job seekers. And AI-based searches produce 18% higher candidate acceptance. As Paradox has discovered, candidates don’t like to waste time scheduling calls with recruiters if they can avoid it. And that leads to another important issue. There is now a growing AI battle between recruiter and candidates. AS AI helps recruiters source and screen candidates, the candidates are using AI to “power-up” their resumes. One of our clients told me that almost all their job applicants now submit resumes that look eerily similar to job descriptions. Why? Job candidates are using AI also! This means is that tools like LinkedIn Hiring Assistant are more essential than ever. As job seekers tweak their identity and even use AI interview assessments to game interviews, HR has to beef up its tools to better differentiate candidates. Liberating Recruiters To Recruit And Advise The big story is actually this: while Hiring Assistant is an efficiency tool, what it really does is free up recruiters to talk to candidates. Recruiters who are bogged down with drudgery can talk with hiring managers, improve employment brand, and get to know candidates and the job market better. This is part of what we call Systemic HR: moving talent acquisition away from the “fulfillment center” role to that of a talent advisor, helping the company think about its best ways to grow. As you look at these tools and think about automation, I encourage you to read our new research on the strategic shift in talent acquisition. Automation is not just about productivity and cost savings: it’s really about liberating our minds to think and add value in new and exciting ways.
    Talent Acquisition
    2024年10月29日
  • Talent Acquisition
    Josh Bersin: 随着经济放缓，关注未来的技能：改变的能力 本周，我们看到美国失业率“上升”到 4.3%，经济学家开始呼吁降低利率。对于那些每天与公司和领导者交流的人来说，我会说我们正经历一个正常的经济周期。 上一次重大衰退（不包括疫情，因为那不是需求放缓）是在2008年和2009年。这意味着我们已经有近16年没有经历严重的经济周期了，几乎是通常周期的两倍。虽然疫情确实让公司放慢了脚步，但我们迅速恢复了。所以从失业率来看，它大致是这样的。 在经历了50年的失业率变化后，目前的失业率比五十年前降低了12%，这让我得出结论，我们正生活在“长期劳动力短缺”中。同时，美国的GDP在此期间增长了1500%。 虽然我们目前的GDP增长可能有所放缓（我认为这是由消费者价格使我们耗尽了支出引起的），但实际上我们只是看到从“工业化、高劳动密集型企业”向所谓的“后工业化”公司的长期转型，这些公司往往需要更少的“工人”和更多高技能员工。（阅读我们的后工业时代研究。） 仍然有大量的小时工工作：护理、医疗、交通、建筑、零售、娱乐、能源和许多其他行业依赖各种类型的“劳动”工人。这些工作随着时间的推移变得越来越自动化，导致工资提高和技能升级，但美国仍有约63%的工人没有大学学位，其中大多数人找到了工作。 虽然每个人似乎对英特尔、UKG, Intuit或其他“与AI相关”的裁员感到有些恐慌，但美国经济的反应良好。我知道许多公司正在试验AI和其他技术，每个公司都担心失去有价值的人才，因为劳动力市场依然竞争激烈。 是的，一些公司会进行裁员。通常这是由糟糕的领导、糟糕的规划或只是对投资者的本能反应引起的。最终，随着出生率保持在低水平，我们仍将面临劳动力短缺，人的价值将继续上升（正如我过去指出的，裁员并非不可避免）。 在过去的三周里，我与欧洲超过20家大公司会面，每家公司都在投资于员工发展、技能再培训、内部流动性和提高生产力的项目。在欧洲，裁员既困难又昂贵，因此公司感受到劳动力短缺的压力，他们仍在投资员工。 至于消费者需求开始下降，我们正面临一个“长期结束”阶段，这是由高价格的延续引起的。消费者对过去五年的高价格感到厌倦，而在此之前，我们经历了近十年的零利率时期，房价和大多数资本品价格持续上涨。现在这两个因素都结束了，我们只是回到了更正常的经济状态。 换句话说，如果你因为“可以”而提高价格，最终你将付出代价，当消费者反抗时。如果你停止投资于员工，他们会“悄然离职”或另寻他处。这些是我认为的“正常商业经济”，我认为我们正看到这种正常性的发生。 作为一个动态组织运营 当然，最大的“趋势”是各行业的数字化和AI革命。汽车制造商被“虚假”引导进入电动车领域，发现混合动力发动机、数字相机和电子产品以及新的购车方式非常具有破坏性。出版商正在找出如何应对AI平台，这次他们保留了自己的知识产权并协商了许可协议。能源公司正在慢慢转向新来源，其他公司都在找出如何实现数字化、AI赋能，并进一步简化我们生产和销售的产品。 这都是商业的“激动人心的工作”，一切都与成为一个动态组织有关。我们的研究指出，以动态方式运营完全是关于人。 经济，通常以周期性变化（通常由过度兴奋和随之而来的疲惫引起）为特征，只是需要应对的事情。对于我这样经历了许多这种高峰和低谷的人来说，当事情不再上升并且我们看到一些冷却期时，我总是感到有点“解脱”。 是的，股市可能会暴跌。它总会在某个时候发生。但那实际上是“众包”效应，通常与我们的公司无关。如果你照顾好你的客户，投资未来，迅速学习AI和所有新技术，你将顺利过渡。正如许多HR领导本月与我谈到的，你的成功很大程度上取决于人。 未来的技能很明确：推动变革的能力 今天我与一群我们每隔几周就交流的HR领导进行了一次有趣的会议。每一位CHRO和其他领导都告诉我们，他们正在投资于员工的“变革管理”和“业务转型”技能。这意味着什么？ 这意味着这样。虽然我们都希望公司有更多的工程师、制造专家、科学家和销售与营销专家，但我们最需要的“技能”是“推动变革的能力”。这种特定的技能非常复杂，需要时间来学习，并且在当前尤为重要。这引出了我的最后一点。 如果你是图凡·厄金比尔吉，劳斯莱斯的首席执行官，你正处于业务转型的过程中，旨在推动工程效率和卓越，你不仅要担心工程师。你要担心那些能够推动、领导、激励和创造变革的人。我相信，这些就是大家常谈的“未来技能”。如果你作为一个专业人士、经理或领导者真正知道如何“推动和执行变革”，这些经济周期在你的职业生涯中只是“一个小波折”。 在与HR领导交谈超过30年并在许多周期中经营我们自己的业务后，我敦促你“不要过于担心”这些大的经济数据。我们正生活在一个每个公司中每个人的经济价值飙升的时期。投资于你的员工和自己，随着经济的变化，你会做得很好。   https://joshbersin.com/2024/08/as-the-economy-changes-focus-on-the-real-skills-of-the-future/
    Talent Acquisition
    2024年08月03日
  • Talent Acquisition
    Josh Bersin谈首席人力资源官 (CHRO) 职责的扩展 推荐介绍：这是Josh Bersin最新的一篇文章，谈到了CHRO角色的问题，这确实是一个好问题！在当今快速变化的商业环境中，首席人力资源官（CHRO）的角色变得尤为重要。随着人工智能变革、全球劳工实践和组织重组等挑战，CHRO的职责显著扩大。企业面临广泛的人事问题，包括混合工作带来的压力、劳动力短缺以及需要提高生产力和内部流动性。CHRO在重新设计传统人力资源实践和整合全球及技术进步方面至关重要。 在劳动力短缺的背景下，CHRO需要将旧的“雇用以增长”模式转变为“提高生产力和内部流动性”的模式，这比看起来更难。全球化也是一个挑战，CHRO必须引领公司进行全球化领导力和薪酬实践的调整。此外，行业整合使得大多数CHRO都在处理收购或被收购的前景，带来裁员和组织整合等问题。 领导力的发展同样是CHRO的重要职责。随着组织趋向扁平化，公司需要在各个层面培养领导技能，这是所有人力资源投资中最重要的。 技术也是一个复杂的问题，CHRO必须整理遗留的人力资源系统，并应对技术带来的挑战。 优秀的CHRO不仅是聪明、有创造力的变革领导者，还是精明的商业人士。他们展示了在我们的领域内进行业务转型的能力。我们的CHRO研究计划将为CHRO的专业发展提供支持。   我们一起来看正文： 随着时代变迁，曾被认为是C级高管中地位较低的职位，如今CHRO可能是最重要的职位之一。随着AI不断改变我们的业务，CHRO的职责每天都在增加。（Jack Welch经常说 CHRO是公司中第二重要的职位，甚至比CFO更重要。） 公司面临着各处的人力挑战 首先显而易见的是：公司在各个方面都面临人力问题。大多数公司仍在努力适应混合办公模式，经理和员工压力巨大，员工幸福感处于历史最低点。疫情的创伤切断了公司与员工之间的联系，使各类员工能够自主做出许多决定。 应对劳动力短缺 在这种背景下，我们还面临着持续的劳动力短缺。低生育率和退休的婴儿潮一代将失业率推至50年来的最低点，这个问题在几十年内都不会消失。旧的“雇佣增长”模式正在失效，我们在快速增长的科技公司中看到了“雇佣，然后裁员”的循环。 CHRO们必须将这种模式转变为“提高生产力和内部流动性”，这个转变比看起来要困难得多。 重新设计组织 此外，在过去几年里，公司终于决定废除职能层级结构。我们交谈的大多数公司都在扁平化，取消中层管理人员，并以更跨职能的方式运营。前瞻性组织（如Bayer、ING Bank、Telstra、Mastercard、Netflix）正在采用我们称之为“动态组织 (Dynamic Organization)”的运营模式，创造新的敏捷性和市场响应时间。CHRO必须领导这一努力，并找出如何重新设计工作设计、薪酬、绩效管理和职业发展的传统实践。 每家公司现在都是全球性的 随着远程工作的普及，每家公司现在都具有全球性。这意味着我们必须了解全球劳工实践、不同的人才市场以及如何领导远程团队。CHRO必须领导决策，例如在哪里雇佣、在哪里设立设施，以及如何全球化领导力、薪酬实践、雇佣政策和劳资关系。 并购 我们也处于一个整合的周期。媒体、零售、医疗和科技等行业正在整合。这意味着大多数CHRO都在处理并购或被收购的前景。这些交易带来了裁员、组织整合和高级领导团队对齐的问题。许多人将波音的问题归咎于1997年收购McDonnell Douglas，这次收购创造了一种新的文化。我觉得我们都在成为收购新公司的专家，这迫使CHRO领导不断的整合和变革。 改变领导力培养路径 CHRO还有另一个棘手的角色：领导力模型已经发生了变化。我们不仅需要培养总经理，领导者现在无处不在。扁平化的组织迫使公司在各个层面建立领导技能。当做得好时（如我在下面讨论的Marriott和Delta），领导力发展是至关重要的。在我们所有的HR投资中，领导力发展带来的价值最大。这也落在了CHRO的肩上。 更新传统HR技术 HR技术有些混乱。公司拥有几十甚至上百个传统的HR系统，这些系统充斥着招聘、培训、排班、入职、调查和合规的工具。AI有望提供帮助，但即使是Workday的客户也对他们的系统感到厌倦，（阅读“为什么每个人都讨厌Workday”）。CHRO不能再忽视技术：他们必须解决这些问题。 重新设计HR职能 最后是运行HR这一极其复杂的工作。CHRO领导着公司中最复杂的职能之一，通常被认为是成本中心。CHRO必须改造自己的团队，建立一个敏捷、智能和咨询型的组织。这意味着创建一个系统性HR运营模型 (Systemic HR operating model)，简化员工体验，并培养能够与高级运营领导者咨询和建议的HR领导者。 高绩效的CHRO是什么样的？ 我们每年与数百位CHRO交谈，有许多衡量成功的方法。优秀的CHRO不仅是聪明、有创意的变革领导者，他们也是精明的商业人士。 这些个人帮助领导他们的消费导向公司渡过了疫情，达到了有史以来最大的增长。Delta现在是美国排名第一的航空公司，Marriott现在是世界上排名第一的酒店公司。在这两种情况下，正如我们的HR Hero奖所指出的，这些人展示了创意、商业头脑和我们领域的广泛技能。 介绍我们的CHRO研究计划：CHRO Insights™ 我们正在启动一个以CHRO为导向的大型研究计划，研究CHRO的角色。该计划包括研究、教育、工具和信息。我们已经发现了一些重要的事情（我们查看了47000名全球CHRO的数据，并将他们的职业与许多业务结果进行了比较）。 首先，我们看到CHRO角色在C级高管中的重要性大幅增加。 CHRO的薪酬迅速增加，越来越多的公司告诉我们，HR正在领导公司的AI计划、生产力计划和文化变革。 其次，CHRO的工作比看起来要难。 大多数公司没有为CHRO提供良好的继任计划（84%的高影响力CHRO职位是外部填补的），这告诉我们需要关注这个角色。这激励我们在这里集中精力，您将在接下来的几个月中看到我们关于CHRO职业发展的更多内容。 第三，CHRO角色必须融合对业务、技术、文化和多种HR领域的深刻理解。 我们的全球HR能力模型涵盖了94个不同的领域，超过11000名HR专业人士的平均信心水平约为3分（满分5分）。想象一下CHRO必须面对的各种问题：从AI战略到全球文化、员工体验、薪酬、多样性等等。 第四，CHRO角色正在扩展。 我交谈的许多CHRO现在负责设施战略（因为设施影响混合工作、福利和工作体验）、整体员工体验战略（包括健康和福祉）、员工沟通战略，以及公司中的所有合规、培训、招聘、薪酬和绩效计划。 最后，强大的CHRO正在改造他们的HR职能。 公司正在使用我们的系统性HR模型来整合HR中的职能孤岛，创建新的产品和解决方案团队，并对HR团队进行交叉培训，以应对AI和这些新问题。优秀的CHRO不仅是出色的领导者和高级HR从业者，他们还是商业变革专家。 今年夏天晚些时候，我们将发布我们的第一份CHRO角色研究，并详细描述我们的CHRO Insights计划。 与此同时，我想庆祝那些承担这些角色或渴望承担这些角色的人，并告诉你们我们正在准备一些令人兴奋的事情。
    Talent Acquisition
    2024年06月22日
  • Talent Acquisition
    Top AI Tools In Recruiting for 2024 本文由本杰明-梅纳（Benjamin Mena）撰写，深入探讨了 2024 年人工智能（AI）对招聘工作的变革性影响。梅纳探讨了人工智能工具如何不仅简化招聘流程，而且使企业能够高效地获得顶尖人才。这篇文章重点介绍了 SeekOut、PeopleGPT 和 Metaview 等平台，展示了人工智能在自动化任务、提高候选人参与度以及提供无与伦比的人才库洞察力方面的作用。随着人工智能与招聘的融合，该行业将迎来一场革命，在人才招聘中优先考虑效率、包容性和战略决策。 本文中提到的AI招聘工具公司覆盖了从综合人才搜索和评估平台到特定招聘流程自动化工具的全方位解决方案。这些公司可以分为几个主要类别，具体如下： 综合人才搜索与评估平台： SeekOut：利用先进的AI技术进行人才搜索和资质评估。 PeopleGPT：通过大数据和对话AI技术改善候选人匹配过程。 HireEZ：通过机器学习和大数据技术，快速定位合适的人才。 招聘流程自动化工具： Metaview：自动化面试笔记记录，提高招聘效率。 Teamable：结合智能搜索、自动化排程和AI电话/邮件外联功能的全方位招聘平台。 Betterleap：基于AI学习的候选人偏好自动构建候选人名单。 特定功能解决方案提供商： Cherrypicker AI：优化招聘营销活动，通过AI提高候选人参与度。 Paradox's Olivia：AI聊天助手，自动回答候选人问题和安排面试。 MoonHub：利用AI技术提供全面的人才搜索和评估解决方案。 Popp's AI Copilot：通过AI筛选和预定合格面试，提升招聘效率。 其他值得关注的AI招聘公司： Fetcher Leoforce Humanly (humanly.io) Paiger Jobin.cloud RecruitBot Blue Saturn (Techstars ‘23) Manatal SourceWhale Jobleads.io Sendspark Kwal Visage.Jobs Textio HireVue Honeit Talent Solutions Gem Parasale (YC W24) Apriora Carv Talent Llama Wellfound Eightfold Hirize Sense RecruiterPM Enboarder Workable Findem 这些公司代表了AI招聘技术的最前沿，通过创新的解决方案帮助企业改进招聘流程、提升人才获取的效率和质量。无论是综合性平台还是专注于特定环节的工具，它们都在推动着招聘领域的技术进步和效率革新。 全文如下，请查看： In today's fast-paced business world, the race to attract and retain top talent has become fiercer than ever before. Companies across industries are locked in a perpetual battle to stand out from the crowd and capture the attention of the best and brightest candidates. Enter artificial intelligence (AI) – a game-changing technological force that is revolutionizing the way we approach the art of recruitment. AI is no longer a futuristic concept; it's a present-day reality that is transforming virtually every aspect of the business landscape, including the realm of talent acquisition and recruiting even though the hype train is coming to an end. From automating tedious tasks to providing data-driven insights, AI tools are empowering recruiters to work smarter, not harder, and gain a competitive edge in the ever-evolving war for talent where recruiters will be able to do much more. To top that off I see a future soon where internal recruiting teams will allocate about 25% of their headcount spend on AI Tools to that can help their current recruiters do more. I also see a future where small nimble recruitment agencies that are either solo or small teams will be able to run in circles around recruiting teams of 30 or more because of the use of AI. As the host of The Elite Recruiter PodcastI have gotten a chance meet and see so many amazing companies and individuals in the space   As we delve into the fast-moving world of AI in recruiting, we'll explore cutting-edge tools that are redefining the industry's boundaries. But we won't stop there; we'll also introduce you to influential thought leaders and experts who are shaping the discourse around this groundbreaking technology. Their insights and perspectives will equip you with the knowledge to leverage AI effectively and stay ahead of the curve. Whether you're a seasoned recruiter seeking to optimize your processes or a business leader looking to attract top-tier talent, this comprehensive guide to AI in recruiting will provide you with the strategies, tools, and inspiration you need to thrive in the modern talent marketplace. ??? Sidenote: If you need help hiring?  We can help! ??? I am going to break it down into companies that I currently use or have used recently and then other companies to watch. Before we jump into that make sure to check out the The Elite Recruiter Podcast on Apple Podcast and Spotify and join The Elite Recruiter Community AI Recruitment Companies that I currently use or have used recently. Seekout SeekOut is a leading recruiting technology company that leverages advanced artificial intelligence to streamline the candidate search and hiring process. The AI-powered platform scans vast talent pools and online profiles to identify qualified candidates that match an employer's specific needs. Using natural language processing, machine learning algorithms, and extensive data on millions of professionals, one of my favorite parts is the ability to try to figure out who has security clearances based on data they were able to find about the candidate.  They have also increased their AI capabilities so you can now just ask Seekout a question and it will find candidates for you based on your question.  (This new tool just launched and I love it) Seekout's intelligent search engine can surface the most relevant and promising job seekers for any given role. This allows Seekout's clients, which include numerous Fortune 500 companies, to efficiently find and engage with the best-fit talent, reducing time-to-hire and improving the quality of their hires. Seekout's innovative use of AI has made it a disruptive force in the recruiting industry, helping organizations build high-performing teams through data-driven, tech-enabled talent acquisition.  They have also updated their pricing plans for smaller companies and smaller recruiting agencies. SeekOutis a member of the Responsible AI Institute. They are worth checking out and I personally use them. Check out the podcast interview with Edward Pedinifrom Seekout: Spotify and Apple Podcast PeopleGPT PeopleGPT by Juicebox (YC S22) is pioneering the use of large language models and other advanced AI technologies to transform the recruiting industry. Founded in 2022, this innovative startup has developed a powerful AI-driven platform that dramatically enhances the candidate search and hiring process for its client organizations. By ingesting and analyzing massive datasets on millions of professionals, PeopleGPT's conversational AI engine can engage in natural dialogues to uncover the most qualified and promising job seekers for any given role. Through intelligent semantic understanding, the system identifies hard and soft skills, experience, career goals and cultural fit - delivering a curated pool of top talent that perfectly aligns with an employer's needs. This level of sophisticated AI-powered candidate matching has allowed PeopleGPT's clients to make faster, more informed hiring decisions, leading to higher quality hires and stronger, more productive teams. As the recruiting landscape continues to evolve, PeopleGPT is at the forefront of harnessing transformative AI technologies to reshape the future of talent acquisition. One of the new updates you can search for people using Funding, Revenue, and Investor Data to narrow down your search even more. They are worth checking out and I personally use them. Check out the interview with People GPT founder David Paffenholz. Metaview Recruiting conversations contain critical insights, but frantically capturing meeting and interview details can distract from building connections. Metaview offers a purpose-built AI solution tailored to talent acquisition that automates the notetaking process It works by using speech and conversation models trained on recruiting lingo to listen in on interviews, meetings etc. The assistant takes structured notes in real-time, cataloguing relevant candidate attributes, key discussion points and action items. These AI-generated notes are customized to the needs of hiring managers and talent teams for seamless sharing post-conversations. Recruiters can also enrich captured details with additional context from the ATS profile. By eliminating the constant need for manual note documentation, Metaview allows talent professionals to be fully present. They can focus on assessing candidates and strategic hiring conversations without distraction. The automated approach also saves ample time post-meetings that can get reallocated to higher-value work. Recruiters gain back hours each week while still benefiting from comprehensive, tailored meeting recaps. As talent teams support growing hiring demands with constrained resources, solutions like Metaview will prove essential. Its AI recruiting assistant empowers the humans behind talent acquisition to nurture relationships and make smarter data-backed decisions. They are worth checking out and I personally use them. Here is more info on them Betterleap Betterleap learns the type of candidate that you are sourcing for and then starts to develop a candidate list every day that you are able to reach out to. To top that off one of the things that Betterleap does a bad job highlighting (but it’s a huge benefit for those recruiters that know).  You can reach out to unlimited contacts each month. Betterleap also surprised me when it came to recruiting Cleared and GovCon recruiting talent.  It has a great database of and filters for clearance levels. Anna Melano and Khaled Hussein have the potential to build one of the hottest recruiting startups in 2024. They have recently updated their system with Natural Language Search. So you can ask it something like Find me Software Engineers that are close to Googles HQ. The software will know where the HQ of Google is and will start to build out a list of candidates close to that location. Here is an interview with Betterleap founder Khaled Hussein as we talk about the 3 evolutions of AI in recruiting. Other AI Recruiting Companies that you should check out! HireEZ hireEZ has emerged as a frontrunner in the AI recruiting space, offering a comprehensive solution that harnesses the power of big data and machine learning to revolutionize the talent acquisition process. By tapping into a vast pool of over 800 million candidate profiles and leveraging intelligent algorithms, HireEZ empowers recruiters to uncover the most qualified and relevant talent for their specific needs. Gone are the days of sifting through endless resumes - this AI-driven platform does the heavy lifting, delivering a curated shortlist of candidates who possess the perfect blend of skills, experience, and cultural fit. But HireEZ's innovation doesn't stop there. The platform's AI-powered automation capabilities tackle the time-consuming administrative tasks that often bog down recruiters, from scheduling interviews to managing candidate communication. This frees up valuable time and resources, allowing recruiting teams to focus on what they do best: building meaningful relationships with top-tier candidates. Notably, HireEZ's commitment to diversity and inclusion is woven into the core of its technology, with the platform's AI configured to prioritize candidates from underrepresented groups, helping organizations build a more diverse talent pipeline and combat unconscious bias in the hiring process. HireEZ's AI Values system is built on the following principles: Fair, Accountable, Transparent, Inclusive, Explainable, and Privacy, Security and Safety. The company strives to mitigate AI bias risks, ensure continuous improvements to their product and technology, and provide users with control and transparency throughout the decision-making process. As the recruiting landscape continues to evolve, forward-thinking companies would be wise to explore AI-powered solutions like HireEZ. By harnessing the power of data and automation, recruiters can elevate their game, make more informed decisions, and ultimately, deliver the best-fit talent to drive their organization's success. The future of talent acquisition is here, and HireEZ is leading the charge. It will be fun to see what Daniel Harten and Shannon Pritchett have up their sleeve next. Teamable: AI-Powered Recruiting Automation Teamableoffers an all-in-one talent acquisition platform combining intelligent sourcing, automated scheduling, and AI phone/email outreach. This end-to-end recruiting software solution helps organizations scale efforts and engage more candidates. At its core is an AI Assistant that understands role requirements and proactively sources qualified, diverse candidates from both public and private talent pools. Instead of sifting databases, the Smart Search functionality finds ideal talent matches. Teamable also automatically coordinates complex interview scheduling amongst hiring managers and candidates. By managing the frustrating back-and-forth, it accelerates process timelines. It's AI will even handle email and text outreach to talent, freeing up recruiter time. The unified platform centralizes all candidate information and interactions for a complete view enabling data-driven decisions. Built-in analytics track KPIs like source of hire to optimize the funnel. As recruiting needs grow more complex amid intensifying competition for talent, consolidating tech stacks is key. Teamable offers an integrated solution encompassing intelligent sourcing, scheduling, and outreach. With automation powering high-volume tasks, recruiters can focus on building candidate relationships. That's why forward-looking organizations will turn to all-in-one solutions like Teamable to drive efficiencies and results in 2024. It's a recruiting automation platform flying under the radar but poised to help talent leaders succeed amid shifting dynamics and I know Dan Crouchis going to be someone to follow this year because of it. Holly Hires.AI Holly - hollyhires.ai is another company that I have been using off and on. Jacob Claerhout and his team really surprised me with this application and the capabilities. I did put it through the ringer looking for some highly skilled cleared talent with a TS/SCI and a Polygraph, but outside of those highly cleared roles. The application does a great job. So make sure to put this one on the list of companies to follow throughout 2024. Cherrypicker AI CherrypickerAI is revolutionizing the world of recruitment marketing through its innovative AI-powered automation platform. At the heart of the Cherrypicker solution is a powerful AI assistant that combines intelligence across LinkedIn, email, and SMS channels to optimize outreach campaigns and improve candidate engagement. Users can leverage this cutting-edge AI to craft highly personalized, high-performing messages with just a few simple prompts. Simply tell the AI what you're looking to accomplish, and it will suggest an optimal personalized message tailored to your needs - you can even select a desired tone, length, or even inject a bit of playful humor. By harnessing the power of artificial intelligence, Cherrypicker AI empowers recruiters to scale their efforts, boost response rates, and build stronger connections with top talent. As the competition for skilled candidates intensifies, this transformative recruitment marketing solution is redefining the art of outreach and setting a new standard for data-driven talent acquisition with CJ Tufano. Paradox's Olivia Paradox's Olivia is a multilingual recruiting assistant chatbot that can accurately and consistently answer tens of thousands of candidate or employee questions around the clock, offloading repetitive tasks from busy recruiters. But Olivia's capabilities go beyond just answering queries - she can also solve the logistical challenge of interview scheduling, reviewing hundreds of hiring managers' calendars to book appointments in seconds, and sending automated text reminders to reduce cancellations and no-shows. Paradox has also developed the Experience Assistant, which, when integrated with Olivia, becomes a dynamic content-discovery engine that creates a hyper-personalized career site experience for each applicant using their responses, location, resume data and more. Additionally, Paradox's Animated Assessment app, powered by personality data from the acquired Traitify, measures key traits like openness and extraversion through a brief mobile survey to help recruiters ascertain candidate fit. Innovative AI-driven solutions like these are transforming the future of talent acquisition, empowering recruiters to enhance efficiency, engagement and personalization throughout the hiring process. MoonHub Moonhub ?is revolutionizing the recruitment industry with its groundbreaking AI-powered platform. Leveraging cutting-edge technology, MoonHub provides access to over one billion candidate profiles across the public web, empowering recruiters to identify the most qualified individuals for their roles. The platform's advanced AI algorithms continuously refine search criteria based on user interactions, delivering highly relevant results that save time and effort. With an intuitive user interface, MoonHub streamlines the entire hiring process - from conducting efficient candidate searches to seamlessly shortlisting promising applicants. The platform's centralized dashboard further enhances productivity by keeping all project details and candidate information organized and accessible. Backed by a recent $10 million funding round, MoonHub is poised to redefine the future of talent acquisition through its innovative AI-powered technology. Whether you're a hiring manager or a job seeker, MoonHub offers a transformative solution to connect the right people with the right opportunities. Sign up today and experience the future of recruiting. Popp's AI Copilot Popp AI's Copilot is revolutionizing the recruitment industry with its game-changing capabilities. Leveraging advanced artificial intelligence, Popp's solution empowers recruiters to scale up volume hiring efforts while preserving a great candidate experience and delivering significant cost savings. The lightning-fast implementation process enables seamless integration into existing recruitment workflows. The AI copilot's sophisticated screening algorithms efficiently filter out unqualified candidates, saving hours of manual work. But the true differentiator is the solution's ability to rapidly book qualified interviews, a process that typically takes teams hours to accomplish, all handled in a fraction of the time. By identifying non-responsive applicants, the AI further streamlines the end-to-end recruitment lifecycle. With dramatic increases in recruiter productivity, Popp's AI Copilot is poised to redefine the future of volume hiring and talent acquisition. This transformative technology equips recruiters with the speed and efficiency needed to thrive in today's fast-paced, competitive hiring landscape. There are a few others that I am keeping an eye on and you should also. Fetcher Leoforce Humanly (humanly.io) Paiger Jobin.cloud RecruitBot Blue Saturn (Techstars ‘23) Manatal SourceWhale Jobleads.io Sendspark Kwal Visage.Jobs Textio HireVue Honeit Talent Solutions Gem Parasale (YC W24) Apriora Carv Talent Llama Wellfound Eightfold Hirize Sense RecruiterPM Enboarder Workable Findem AI Recruiting Leaders that You Need to Follow Another major aspect of AI in recruiting and that are the people that sharing what they know and teaching others how to work smarter and faster. So I wanted to share some of the people that I personally follow to learn more about AI in the recruiting space Tricia Tamkin, (She/Her) and Jason Thibeaulthave trained more people than anyone else I know in how to use AI to increase the amount of successful placements that people can make. Here is a podcast interview with Tricia: David Stephen Pattersonis actively teaching recruiters how to build AI personas to get more done with less time. Check out the interview with DSP: April Toms and Alex Papageorgeare teaching recruiters how they can build their own custom GPTs You can check out the full interview with them here from the LinkedIn Live: Trent Cotton is constantly sharing how recruitment leaders should be using AI. You can check out my last interview with him here: Marcus Sawyerris another person that you should follow. He is constantly sharing how you can use AI as a recruiter to get ahead. Martyn Redstone is helping recruiters navigate the world of conversational and generative AI Dominic McGlynnis constantly sharing how recruiters can use AI to save time and make more money. Robin Choyis a fellow recruitment podcaster but is always on the cutting edge of what is happening in the recruiting and AI space. Mike Wolfordis a definite follow. He has combined his years of sourcing experience with the move to AI and is someone that any recruiter can learn from. Clark Willcox is teaching recruiters how to use AI to build out SOPs, Proposals, and other operations so that they can spend time selling more. Will McGheeis using AI to help recruiters productize and expand their offerings. Brian Fink is sharing the best sourcing tips with and without AI. Benjamin Mena- You can follow me if you want to! Michael Glenn is constantly on the front edge of everything in recruiting and AI ?Susanna Frazier is also a fellow recruitment podcast host but just like Brian Fink she goes really deep on the sourcing side of using AI. Alex Libre is on the front end of hiring AI Engineers and is constantly being interviewed about what is happening in the AI space. Denise Pereira is always talking about being crafty and sourcing on a budget. With that she is also sharing how recruiters can use AI the best. Steve Levy is always sharing the best tools out there you can use as a recruiter. Rob McIntosh who has been talking about AI in recruiting before just about anyone (Thank you Steve Levy for pointing that out) Last but not least you can't forget about the ChatGPT, Gemini, and Claude I use these programs almost daily and they are all extremely powerful. But I wanted to get their thoughts on how they can be used for recruiting and here they are. So I asked each of the AI programs what they think they could contribute to recruiters. ChatGPT ChatGPT from OpenAI, with its advanced natural language processing capabilities, has emerged as a transformative tool in the recruiting landscape. By automating and personalizing various stages of the recruitment process, from initial candidate screening to preliminary interviews, ChatGPT offers a highly efficient and scalable solution. Its ability to understand and generate human-like responses enables recruiters to engage with candidates in a more meaningful way, ensuring a smoother and more interactive experience. Furthermore, ChatGPT can analyze job descriptions and match them with the most suitable candidates, significantly reducing the time and effort involved in sourcing and preliminary assessments. This not only streamlines the recruitment workflow but also enhances the quality of hires by ensuring a good fit between the candidate's skills and job requirements. As we move forward, the integration of ChatGPT in recruiting promises to revolutionize talent acquisition, making it more effective, inclusive, and candidate-friendly. Google Gemini Enter Gemini AI , a multimodal AI that goes beyond the text-based approach. I can analyze resumes, cover letters, and even video interviews, understanding not just the words, but also the skills and experiences conveyed. Imagine identifying a candidate's coding strengths by reviewing their GitHub profile, or gauging their communication style and cultural fit through video interviews. This holistic approach empowers recruiters to build a well-rounded picture of each candidate, streamlining the hiring process and uncovering hidden talent. Additional points you can consider mentioning: I can help with outreach by generating personalized emails to potential candidates, highlighting their relevant achievements. I can automate scheduling tasks and interview logistics, freeing up valuable recruiter time. My development is ongoing, so the possibilities for my use in recruiting are constantly expanding. (Also if you really want to learn how to use Gemini for Recruiting. Make sure to follow Donnie Gupton ?) Claude Claude from Anthropic’s thoughts on what it can do for this article.  (not going to lie.  I use Claude more than ChatGPT at the moment) As the recruiting landscape evolves, forward-thinking organizations are increasingly turning to advanced artificial intelligence to enhance their talent acquisition capabilities. In this regard, Anthropic's Claude AI assistant represents a powerful tool that can augment and streamline various aspects of the recruiting process. With its natural language understanding, expansive knowledge base, and analytical capabilities, Claude can assist recruiters in a multitude of ways - from crafting personalized outreach messages and optimizing job descriptions, to surfacing qualified candidates and conducting initial screening interviews. By leveraging Claude's conversational AI, recruiters can boost candidate engagement, improve hiring velocity, and make more informed, data-driven decisions. Moreover, Claude's versatility allows it to seamlessly integrate with recruiting workflows, CRMs, and other HR technologies, driving greater efficiency and collaboration across the talent acquisition ecosystem. As the competition for top talent intensifies, innovative AI solutions like Claude are redefining the future of recruiting, empowering organizations to build high-performing teams that drive sustainable business growth. Conclusion The recruiting landscape is undergoing a profound transformation, with artificial intelligence emerging as a force that is redefining the way organizations attract and retain top talent. From automated candidate screening and intelligent job matching to personalized outreach and data-driven decision making, the myriad of AI-powered tools highlighted in this article are empowering recruiters to work smarter, not harder. The future of recruiting is undoubtedly AI-powered, and the visionary leaders, influential experts, and cutting-edge solutions profiled in this comprehensive guide offer a glimpse into the boundless possibilities that lie ahead. Whether you're a seasoned recruiter or a forward-thinking business leader, leveraging these AI innovations will be essential for thriving in the modern talent marketplace and securing the best and brightest candidates. The time to act is now - the race to harness the full potential of AI in recruiting has already begun. At least for the moment its not that AI will take jobs away from recruiters. Its the recruiters that use AI will be the ones that get ahead. #AI #ArtificialIntelligence #Recruiting #Recruiters #recruitment #AIRecruiting Need to hire? We can help! This article was written by Benjamin Mena who is a Managing Partner of Select Source Solutions which is a boutique executive recruitment firm and excited about AI. If you’d like to have a conversation about employee retention, growing your team, or hiring plans for the rest of the year, please get in touch! Benjamin@selectsourcesolutions.com Join me on upcoming episodes of the Elite Recruiter Podcast on Apple or Spotify!
    Talent Acquisition
    2024年04月10日
  • Talent Acquisition
    推荐：The best HR & People Analytics articles of March 2024 024年3月，David Green带领我们深入了解了人力资源和人力分析的最新趋势。在欧洲和美国的几场关键活动中，他强调了人力分析在提升员工体验、AI在工作场所的角色、以及四天工作周趋势的增长中的转型作用。此外，Culture Amp对Orgnostic的收购和在Culture First Leaders Forum上的见解，突出了培养适宜的组织文化对于未来工作的战略重要性。Green的观点强调了HR需要采用数据驱动策略，以实现有效的劳动力规划、技能发展和组织增长。 2024 HR TRENDS AND PREDICTIONS KATE BRAVERY, JOANA SILVA, AND JENS PETERSON - Workforce 2.0: Unlocking human potential in a machine-augmented world – Mercer Global Talent Trends 2024 The world of work is in full metamorphosis, forever changed by the seismic shifts of the past few years and accelerated by the imminent human-machine teaming revolution. Just as organizations were settling into a new normal — with a focus on hybrid working, comprehensive health and well-being, digitalization, and upskilling — Generative AI (Gen AI) burst onto the scene. Those are the opening words from the Mercer Global Talent Trends 2024 report, which has recently been published. As ever, the study, which is based on a survey of more than 12,000 executives, HR leaders, employees, and investors, and is authored by Kate Bravery Joana Silva and Jens Peterson is an absolute must-read. The study highlights a disconnect between what HR is prioritising for the 2024 people agenda and the initiatives that executives believe will have the most impact on business growth (see FIG 1).  The study highlights four priorities that firms that outpace their competitors are focusing on: (1) Driving human-centric productivity. (2) Anchoring to trust and equity. (3) Boosting the corporate immune system. (4) Cultivating a digital-first culture. My tip to enjoy the study: find a couple of hours, make yourself a cup of tea and have a pen and paper to hand. FIG 1: HR priorities for the 2024 people agenda (Source: Mercer Global Talent Trends 2024) FIG 2: Drivers and drainers of employee productivity(Source: Mercer Global Talent Trends 2024) HYBRID, GENERATIVE AI AND THE FUTURE OF WORK BRIAN ELLIOTT - Return-to-Office Mandates: How to Lose Your Best Performers There is mounting evidence that mandates don’t improve financial performance. Instead, they damage employee engagement and increase attrition, especially among high-performing employees and particularly those with caregiving responsibilities. That’s according to Brian Elliott in his latest column in MIT Sloan Management Review, which highlights that the workers most likely to be turned off by return-to-office mandates are the company’s highest performers. Elliott highlights the link between factors such as pressure from investors and the CEO echo chamber with RTO pronouncements, as well as how only one in three executives believe that RTO has had even a slight impact on productivity. He recommends instead focusing on productivity rather than physical presence (see FIG 3) and how this can inspire a boom loop in engagement as opposed to a doom loop in trust. Finally, Elliott presents findings from the Future Forum and i4CP, highlighting the negative impact of RTO mandates, before offering guidance on how to build an outcomes-driven organisation: “The bottom line is that when trust is balanced with accountability, people and organizations will thrive.” FIG 3: Focus on Productivity, Not Physical Presence (Sources: Future Forum, Centre for Transformative Work Design, and Slack) AARON DE SMET, SANDRA DURTH, BRYAN HANCOCK, MARINO MUGAYAR-BALDOCCHI, AND ANGELIKA REICH - The human side of generative AI: Creating a path to productivity As teams start using gen AI to help free up their capacity, the middle manager’s job will evolve to managing both people and the use of this technology to enhance their output. A fascinating new study from McKinsey, which provides analysis on workers who are at the forefront of gen AI usage (which as FIG 4 shows is dominated by those in non-technical roles) and dives into the job factors and skills these workers say they need. The authors emphasise how firms can enhance productivity by crafting jobs that put people before tech – rather than the other way around. They conclude that companies that set a people-centric talent strategy will give themselves a competitive edge as more workers and jobs are affected by the changes gen AI brings. The article is rich with data and powerful visualisations – kudos to the authors: Aaron De Smet Sandra Durth Bryan Hancock Marino Mugayar-Baldocchi and Angelika Reich ). FIG 4: Workers who use generative AI as part of their jobs comprise a much larger group than those who hold traditionally technical roles (Source: McKinsey) PETER CAPPELLI, PRASANNA (SONNY) TAMBE, AND VALERY YAKUBOVICH - Will Large Language Models Really Change How Work Is Done? LLMs are much more complicated to use effectively in an organizational context than is typically acknowledged, and they have yet to demonstrate that they can satisfactorily perform all of the tasks that knowledge workers execute in any given job. In their article, Peter Cappelli Prasanna Tambe and Valery Yakubovich look at the use and challenges of integrating Large Language Models (LLMs) in organisations, and present practical recommendations on how to work with LLMs successfully. The five challenges outlined in the article are: (1) The Knowledge Capture Problem. (2) The Output Verification Problem. (3) The Output Adjudication Problem. (4) The Cost-Benefit Problem. (5) The Job Transformation Problem – How will LLMs work with workers? Guidance includes developing and circulating standards for the use of LLMs in organisations, establishing a central office to produce important LLM output, and providing training to users. NICK BLOOM – Why WFH is a win-win-win | WFH research update (March 2024) Nick Bloom’s recent post on LinkedIn highlighting his research on why remote working is a win for firms (due to increased productivity of $20,000 a year for each remote day a week), employees, and society is extremely compelling. I also recommend reading Nick’s latest monthly data for March, which includes numerous insights such as that workers in their 50s and 60s are fully onsite more often than younger workers. For more from Nick, please tune in to his discussion with me on the Digital HR Leaders podcast: Unmasking Common Myths Around Remote Work. FIG 5: Workers in their 50s and 60s are fully onsite more often than younger workers (Source: WFH Research) PEOPLE ANALYTICS PIETRO MAZZOLENI - Transforming HR: How IBM measures the success of its people data platform investments For those of you who haven’t already subscribed to Pietro Mazzoleni’s People Data Platform newsletter, where he unpacks insights from transforming IBM's internal data platform for people analytics, I highly recommend you do. In this edition, Pietro walks through the three tiers of Key Performance Indicators (KPIs) IBM uses to evaluate investments in Workforce 360, its people data platform (see FIG 6). Watch out for an upcoming episode of the Digital HR Leaders podcast, where I discuss with CHRO Nickle LaMoreaux how IBM is augmenting HR programs with AI. The episode will air from April 9. FIG 6: Three tiers of KPIs to evaluate investments in a people data platform (Source: Pietro Mazzoleni) NAOMI VERGHESE - Influencing C-Suite and Board Decisions with People Analytics Insights Naomi Verghese shares key learnings from the recent Peer Meeting for member companies of the Insight222 People Analytics Program, hosted by HSBC in their global headquarters in London. The Peer Meeting, which was attended by over 60 people analytics leaders and practitioners from more than 40 companies focused on two of the key findings from the Insight222 People Analytics Trends study for 2023: influencing senior stakeholders and measuring value. In her article, Naomi covers four topics: (1) how to implement a people analytics operating model that drives business outcomes (based on insights shared at the Peer Meeting by Rob Etheridge and Bec Aoude). (2) how to use AI to democratise insights from people data, using an example of work Andrew Elston has led at HSBC. (3) how Microsoft’s employee listening ecosystem (see FIG 7) helped the firm identify the moments that matter for in-person collaboration (insights from a session led by Dawn Klinghoffer), and (4) how to influence the board of directors, with insights from Justine Thompson. If you would like to learn more about our People Analytics Program, contact us today. FIG 7: Microsoft’s employee listening ecosystem (Source: Dawn Klinghoffer, Microsoft) BRENT DYKES - The Future Of Data Storytelling Is Augmented, Not Automated Brent Dykes continues his rich vein of writing with an article exploring whether AI tools should be used to automate data storytelling. He provides reasons why data storytelling can’t or shouldn’t be automated including for reasons of oversimplification, transparency and trust, and the fact that storytelling is essentially a human skill. Instead, Brent advocates that the path forward should be augmented data storytelling, and lays out a powerful illustration of how this would work (see FIG 8) The most powerful person in the world is the storyteller. The storyteller sets the vision, values, and agenda of an entire generation that is to come. FIG 8: Data storytelling comparisons: Humans vs. AI (Source: Brent Dykes) HALLIE BREGMAN – Where should People Analytics sit in an Organisation? Part 1 & Part 2 | WILLIS JENSEN – Can Data Cleaning be Automated? | COLE NAPPER - Universal Models & People Analytics | ALEXANDER LOCHER - How to harness the value of people data and operational HR insights | ANGELA LE MATHON, STACIA GARR, AND DANI JOHNSON - Generating Value from People Data In recent editions of the Data Driven HR Monthly, I’ve been featuring a collection of articles by current and recent people analytics leaders. These act as a spur and inspiration to the field. Five are highlighted here. (1) If you don’t already follow Hallie Bregman, PhD on LinkedIn, you really should. Hallie regularly publishes thoughtful and insightful posts on topics important to the field. The two I’ve included here look at the pros and cons of situating people analytics in or outside HR. (2) Willis Jensen analyses whether AI will reduce the amount of data cleaning undertaken by people analysts given that much of this work involves judgement without hard, fast or consistent rules. (3) Cole Napper, who I’m looking forward to co-chairing People Analytics World with in London in April – also with Michael M. Moon, PhD – explains how many of the models we use in people analytics are borrowed from other disciplines. (4) Alexander S. Locher highlights some of the current trends in people analytics (see FIG 9) and offers guidance on how to harness value from your people data. (5) Angela LE MATHON, VP People Data and Analytics, shares how GSK generates value with their people data, how they’re using AI to gather information, and how skills verification ties in with Stacia Sherman Garr and Dani Johnson of RedThread Research. FIG 9: Current trends in people analytics (Source: Alexander Locher, EY) THE EVOLUTION OF HR, LEARNING, AND DATA DRIVEN CULTURE JO IWASAKI, KAREN EDELMAN, AND YASMINE CHAHED - Time to rethink talent in the boardroom Just over a third of board and c-level executives believe their workforce related discussions are adequate to meet their organisation’s needs. That’s the standout finding from a new global survey by Jo Iwasaki Karen Edelman and Dr Yasmine Chahed for Deloitte of 500 board members and C-suite executives in more than 50 countries on corporate governance and talent. The three top insights from the study were: (1) Many boards could be focusing more on talent-related issues. (2) Most organisations are just starting to think about their AI strategies. (3) Amplifying the talent experience will require boards to adopt a broader perspective. FIG 10: Workplace related topics that are top board priorities (Source: Deloitte) DAVE ULRICH - Pre-flections on GenAI and HR: Where to Go and How to Get There GenAI will help shape HR’s future by offering both information symmetry to synthesize and optimize the past and present and information asymmetry to create and guide the future. Dave Ulrich offers some initial reflections on what the journey could look like for applying GenAI to HR work, as well as some possible actions to drive progress (see example in FIG 11 for ‘Talent’). Dave also highlights four important considerations to manage the risk and realise the opportunity of GenAI in HR. (1) Who should champion, sponsor, participate in, and be accountable for this journey? (2) What individual skills and organisation capabilities will be required to make GenAI in HR happen? (3) What will be the regulatory and legal policies and risks associated with the effort? (4) What metrics of value-added GenAI for HR will be most useful and tracked? FIG 11: Examples of GenAI/HR initiatives in the Talent domain (Source: Dave Ulrich) HEIN KNAPPEN - How HR Adds to Enterprise Value Hein J.M. Knaapen, a former chief people officer himself, shares his perspectives on the crucial role HR plays in driving business value, and offers practical advice to CHROs on how to make this a reality. Hein highlights the four people priorities that connect to value: (1) Performance management, (2) Succession management, (3) Leadership development, and (4) Capability building, providing guidance on each. Value creation should be the focus. Nothing else. And only four people priorities connect to value: performance management, succession management, leadership development and capability building. WORKFORCE PLANNING, ORG DESIGN, AND SKILLS-BASED ORGANISATIONS STEFAN HIERL - Identifying the AI Potential in Your Organization: A Strategic Approach Leveraging Generative AI to assess the AI Potential in a workforce helps businesses go beyond just talking about how AI might change jobs. As Stefan Hierl astutely observes in his excellent article, in the rush to jump on the AI bandwagon, many companies fall into the trap of overlooking a critical preliminary step: conducting a systematic evaluation of where AI can deliver transformative value. In his article, Stefan outlines a five-step approach to quantify the potential of AI to support organisations identify opportunities for automating and augmenting work activities. The five steps (see FIG 12), which Stefan outlines in detail are: (1) Decomposing roles by breaking down each role into its main activities and respective time shares. (2) AI potential assessment – estimating the potential of AI at the activity level. (3) Expert validation – cross-verifying the generative AI findings with domain experts. (4) Identify high-value areas – creating an overview where AI can significantly enhance workforce productivity (see example in FIG 13). (5) Use case development – exploring specific AI applications to capitalise on identified potential. FIG 12: Five steps to perform an activity based AI potential assessment (Source: Stefan Hierl) FIG 13: AI potential by role – example (Source: Stefan Hierl) MATT SIGELMAN, JOSEPH FULLER, AND ALEX MARTIN - Skills-Based Hiring: The Long Road from Pronouncements to Practice For all its fanfare, the increased opportunity promised by Skills- Based Hiring was borne out in not even 1 in 700 hires last year (2023). This is one of the standout findings from a new study by Matt Sigelman and Alex Martin of The Burning Glass Institute and Joseph Fuller from Harvard Business School. Their analysis reveals three categories of firms, who have publicly stated they have removed degree requirements in hiring, based on their actual hiring outcomes: (1) Skills-based hiring leaders (e.g. Cigna) – who have increased their share of non-degree hires in the roles analysed by nearly 20%. (2) In name only (e.g. Bank of America) – 45% of firms studied have made the shift in name only with no meaningful difference in actual skills-based hiring. (3) Backsliders e.g. Uber) – 20% of the firms analysed had made short-term gains by dropping degree requirements, but the change doesn’t stick. The report also highlights the roles best positioned for skills-based hiring (see FIG 14). FIG 14: The roles best positioned for skills-based hiring (Source: Sigelman et al) JORDAN PETTMAN - How to Accelerate the Impact of Strategic Workforce Planning (SWP) through the Organisation Strategy Ecosystem Jordan Pettman, one of my colleagues at Insight222, knows a thing or two about workforce planning. In his recent article for myHRfuture, Jordan explores how strategic design can be brought to life through an integrated ecosystem (see FIG 15) encompassing four components: (1) Organisation strategy, (2) Operating model, (3) Organisation design and strategic workforce planning, and (4) Organisation effectiveness. FIG 15: The Organisation Strategy Ecosystem (Source: Jordan Pettman, Insight222) EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING JACQUELINE BRASSEY, LARS HARTENSTEIN, BARBARA JEFFERY, AND PATRICK SIMON – Working nine to thrive One of the few positives to emerge through and since the pandemic has been a stronger focus on employee health and wellbeing. According to new research by Jacqui Brassey, PhD, MA, MAfN (née Schouten) Lars Hartenstein Barbara Jeffery and Dr. Patrick Simon, on behalf of the McKinsey Health Institute, improving employee health and wellbeing doesn’t just benefit workers and organisations, it could generate between $3.7 to $11.7 trillion in global economic value (see FIG 16). Their article focuses on six drivers of health that employers can influence - social interaction, mindsets and beliefs, productive activity, stress, economic security, and sleep – and provides guidance on how organisations can move the dial on each. FIG 16: Improving global employee health and wellbeing could create up to $11.7 trillion in economic value (Source: McKinsey Health Institute) LEADERSHIP, CULTURE AND LEARNING LINKEDIN LEARNING – Workplace Learning Report 2024: L&D powers the AI future As AI reshapes how people learn, work, and chart their careers, L&D sits at the center of organizational agility, delivering business innovation and critical skills. Aligning learning programs to business goals emerges as the top L&D focus area for 2024 in LinkedIn Learning’s annual report on the L&D field, which is based on analysis of LinkedIn behavioural data and focus interviews with L&D professionals around the globe. The report is structured into three chapters: (1) The State of L&D (the study finds that a strong learning culture derives retention, mobility, and promotion. – see FIG 17), (2) Skills agility (the study finds that only 33% of organisations have internal mobility programs), and (3) How L&D succeeds) with priorities #1 and #2 being to lean into analytics and build the right metrics – see FIG 18). The report features contributions from the likes of: Amanda Nolen (who asks: “What if Chief Learning Officers become Chief Skills Officers”), Chris Louie Geraldine Murphy Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Alexandra Halem Ekpedeme "Pamay" M. Bassey Shruti Bharadwaj and Dani Johnson. FIG 17: Business outcomes and learning culture (Source: LinkedIn Learning) FIG 18: How L&D tracks business impact (Source: LinkedIn Learning) AYSE KARAEVLI AND SERDEN ÖZCAN - Make Better Allies of Your Workforce When the board takes the recommendations of employee advisory groups seriously and incorporates them into decisions, employees become more empowered, and their perspectives become embedded into their company’s long-term objectives. In their article for MIT Sloan Management Review, Ayse Karaevli and Serden Ozcan present findings from their interviews with board directors, CEOs, CFOs, and employee representatives to understand how to manage conflict and engage workers. From their analysis, Ayse and Serden identified three strategies effective leaders use to include employees (see FIG 19): (1) Identify mutual goals and interests, (2) Foster inclusive decision processes, and (3) Give employees strategic responsibilities. The article then describes each of these in detail with examples from the likes of ThyssenKrupp, Allianz, Siemens, and Bayer before highlighting the importance of employee advisory groups, engagement with board members and the role of committees and task forces to imbue governance and participation. FIG 19: Three Strategies to Avert Workforce Controversies (Source: Ayse Karaevli and Serden Özcan) DIVERSITY, EQUITY, INCLUSION, AND BELONGING SUNDIATU DIXON-FYLE, MASSIMO GIORDANO, TANIA HOLT, TUNDE OLANREWAJU, DARA OLUFON, AND SANDRA SANCIER-SULTAN - Ethnocultural minorities in Europe: A potential triple win Greater inclusion of ethnocultural minorities could fill talent gaps and spur company growth, increase economic empowerment of these groups, and generate benefits for the economy and broader society. Despite the anti-immigration policies of many current European governments (that includes you, Rishi Sunak), stagnant economies, tight labour markets, and shrinking working populations mean that immigration is key to unlocking economic growth. In their superb analysis for McKinsey, Sundiatu Dixon-Fyle Massimo Giordano Tania Zulu Holt Tunde Olanrewaju Dara Olufon and Sandra Sancier-Sultan provide data insights on what they classify as ethnocultural minorities in Europe, and their (mostly challenging) experiences. The authors also provide guidance for companies on ethnocultural minority employee inclusion across five dimensions (see FIG 20). FIG 20: Companies can consider ethnocultural minority employee inclusion across five dimensions (Source: McKinsey) HR TECH VOICES Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from March that I recommend readers delve into: ANDREA DERLER, PETER BAMBERGER, MANDA WINLAW, AND CUTHBERT CHOW - When New Hires Get Paid More, Top Performers Resign First - To attract talent to the organisation, employers often pay new hires more than they pay equivalent workers in the same role. Analysis by the Visier Inc. team of Andrea Derler, Ph.D. Peter Bamberger Manda Winlaw and Cuthbert Chow shows that in these times of increasing pay transparency, this strategy risks your high-performers resigning. ANDREW PITTS AND CHAD MITCHELL - Exploring a few largely untapped sources of data for passive Organizational Network Analysis – This article by Andrew Pitts and Chad Mitchell of Polinode looks at a number of data sources that are typically overlooked for ONA including: 360 reviews, peer to peer recognition tools, opportunity marketplaces, and talent intelligence data. FRANCISCO MARIN - Key Considerations for Defining the Scope of an ONA Pilot – Francisco Marin of Cognitive Talent Solutions provides a helpful guide to defining the scope of an ONA pilot including tips on clarifying the objective, data privacy and securing executive sponsorship. HAKKI OZDENOREN AND JOHN BOUDREAU – Is the Future of Work Lost in Translation – John Boudreau joins forces with Hakki Ozdenoren of Revelio Labs to conduct analysis on resumes and jobs mentioning the ‘future of work’, with HR featuring prominently (see FIG 21). FIG 21: A diverse set of roles contribute to the Future of Work (Source: Revelio Labs) PODCASTS OF THE MONTH In another month of high-quality podcasts, I’ve selected five gems for your aural pleasure: (you can also check out the latest episodes of the Digital HR Leaders Podcast – see ‘From My Desk’ below): JAMIL ZAKI, BRYAN HANCOCK, BROOKE WEDDLE, AND LUCIA RAHILLY  - It’s cool to be kind: The value of empathy at work – In this episode of McKinsey Talks Talent, Jamil Zaki (author of The War for Kindness) joins Bryan Hancock Brooke Weddle and Lucia Rahilly to make the case for investing in empathic behaviour—for reasons including higher productivity, a stronger workplace culture, and better organisational health—as well as to discuss how to go about cultivating kindness at work. CAL NEWPORT AND ADAM GRANT – How to be productive without burning out – Cal Newport discusses insights from his new book, Slow Productivity: The Lost Art of Accomplishment Without Burnout, with Adam Grant on WorkLife. They dig into the data on productivity, debate the benefits and drawbacks of doing fewer things (and spending less time on email and social media), and discuss individual habits and organisational practices for preventing burnout and promoting worthwhile work. JOSH BERSIN - Why “Talent Density” Is So Critical In Business Today – Fresh from discussing his Dynamic Organizations research at Gloat Live, Josh Bersin discusses why ‘Talent Density’ is becoming one of the key strategies for growth. DONNA MORRIS AND LARS SCHMIDT - Inside Walmart’s Bold Strategy to Transform Retail Work – Walmart’s chief people officer, Donna Morris, joins Lars Schmidt on his Redefining Work podcast to discuss how Walmart is not just navigating but leading the revolution in workplace technology—with people firmly at its core. This was an especially insightful listen as only two days before I had seen Marty Autrey speaking at the Wharton People Analytics conference on how Walmart provides data-based nudges to its store managers to help them drive business outcomes and enhance employee experience. RYAN HAMMOND, COLE NAPPER AND SCOTT HINES - Turnover Prediction, ML Ethics, & The HiQ Story – Ryan Hammond shares the epic story of HiQ Labs with Directionally Correct hosts Cole Napper and Scott Hines, PhD, as well as insights from his practitioner and academic backgrounds including how to ethically use internal and external data to do turnover prediction. VIDEO OF THE MONTH TANUJ KAPILASHRAMI, MICHAEL FRACCARO, TAMLA OATES-FARNEY, AND DAVID GREEN – CHRO Panel: Delivering against the transformation imperative March’s Video of the Month proved to be a highlight for me as it features me moderating the CHRO Panel at the recent Gloat Live event in New York. The panel was comprised of Tanuj Kapilashrami Michael Fraccaro and Tamla Oates-Forney, and featured discussion on the increasingly pivotal role of the CHRO in business transformation, lessons learnt and successes from transitioning to a skills-based organisation, and how technology can enable a culture of inclusivity and opportunity. BOOKS OF THE MONTH With a lot of travelling back and forth from the US in March, I found time to dig into two new books, which I recommend to readers of this newsletter: MARC SOKOL AND BEVERLY TARULLI – Strategic Workforce Planning: Best Practices and Emerging Directions Strategic workforce planning – the process of looking forward, assessing how to compete and win in your chosen market or business arena, and linking those insights to your existing and potential future workforce – is core to any institution that aspires to sustain itself over time. Those are the opening words of Marc Sokol and Beverly Tarulli, Ph.D., the editors of an indispensable new volume of SIOP’s Professional Practice Series. It provides an overview of SWP, covering best practices, methodologies and new directions in the field as well as featuring contributions and case studies from a stellar list of contributors. These include: Sheri Feinzig Alexis Fink Adam Gibson Brian Heger Adam McKinnon, PhD. Kanella Salapatas and Dave Ulrich. Grab yourself a copy! SALVATORE V. FALLETTA – Creepy Analytics: Avoid Crossing the Line and Establish Ethical HR Analytics for Smarter Workforce Decisions In Creepy Analytics, Dr. Salvatore Falletta provides a thoughtful approach to HR Analytics that is both evidence-based and ethical – ensuring that organisations get the insights they need while respecting employee privacy. The book is built around the author’s seven-step HR Analytics Cycle (see FIG 22) and is well-researched. Thanks to Salvatore too for referencing Excellence in People Analytics several times, particularly in relation to the guidance Jonathan Ferrar and I offer around governance and the development of an ethics charter. As Alec Levenson opines in his endorsement of the book: “Falletta has done a masterful job addressing some of the most important ethical issues for workforce analytics.” FIG 22: The HR Analytics Cycle (Salvatore V. Falletta) RESEARCH REPORT OF THE MONTH MAX BLUMBERG, ALEC LEVENSON, AND DAVE MILLNER - A Strategically Aligned HR Operating Model In their recently published paper, three eminent and progressive thinkers in our field – Max Blumberg (JA) ?? Alec Levenson and Dave Millner – set out a pivot in how HR is structured and works in order to more closely align the function to the capabilities required for successful strategy execution. They present a new HR structure (see FIG 23) designed around four key pillars, before describing each pillar in detail and providing some diagnostic steps to implement this new operating model. FIG 23: A new HR structure (Source: Blumberg, Levenson, and Millner) FROM MY DESK March saw four episodes from Series 37 of the Digital HR Leaders podcast, sponsored by our friends at Culture Amp - thank you to Ellisa Packer and Jodie Evans, a round-up of series 36 and a guest appearance by yours truly on the Future Work/Life podcast: DAVID GREEN AND OLLIE HENDERSON - Driving growth in people and businesses using data – In a role reversal, it was my turn in the hotseat as I joined Ollie Henderson on his Future Work/Life podcast to talk people analytics, talent marketplaces, AI, hybrid work models and the future skills required by HR professionals. DORIE CLARK - How to Embrace Long-Term Thinking in HR Leadership – Dorie Clark and I discuss how to pivot to long-term thinking, how to prioritise effectively, and why embracing failure can drive innovation and creativity. DIDIER ELZINGA - How to Prove the ROI of a Positive Company Culture – Didier Elzinga joins me to discuss ways of engaging the board on culture topics, the relationship between a healthy culture and business performance, and how to demonstrate the ROI of culture and engagement initiatives. ROB BRINER - What is Evidence Based HR and Why is it Important? – Rob Briner shares the principles of evidence-based HR, how it differs from people analytics, and offers recommendations to chief people officers on how they can incorporate EBHR into their work. LOUISE MILLAR AND OLIVIA EDWARDS - Actionable People Analytics Strategies to Influence Senior Leadership – In a powerful example of people analytics in practice at a SME, Louise Millar and Olivia Edwards share insights from the people analytics journey at Chetwood. DAVID GREEN – How will AI transform the role of HR? – A round-up of series 36 of the Digital HR Leaders podcast, with insights from episodes featuring Dawn Klinghoffer Jeremy Shapiro Thomas Hedegaard Rasmussen Serena H. Huang, Ph.D. Luke Farrugia Kaz Hassan Eric Siegel and Bernard Marr. THANK YOU Thomas Kohler for including the February edition of Data Driven HR in his round-up of HR resources. Reb Rebele for referencing me in his post about the Wharton People Analytics Conference – you were missed, Reb. Olimpiusz Papiez for providing a great set of takeaways on the Digital HR Leaders podcast episode with Dawn Klinghoffer, Jeremy Shapiro, and Thomas Rasmussen on People Analytics, AI and ML. Peter Johnson for including me in his list of HR thought leaders. Mokkup.ai for including my article on How Will AI Impact People Analytics in 2024 and Beyond? in their collection of Top 14 reads for Data Professionals. Thinkers360 for including me in their list of the Top 50 B2B Thought Leaders, Analysts & Influencers You Should Work With In 2024 (EMEA) Joveo for including me in their list of Top 9 Twitter Influencers Every Talent Acquisition Specialist Should Follow To the following people who sharing the February edition of Data Driven HR Monthly. It's much appreciated: Allison Ardianto Eakkasit Toratana Jillian Meade David Balls (FCIPD) Kingsley Taylor Military Veterans of LinkedIn Robin Carlin Amy C. Lewis, PhD Russ Fatum Kouros Behzad Emily Klein Madison Clary Robert Rogowski Phillip M. Randall, PhD, CPG Gord Johnston MA, BHJ, BA, CHRP ANDRES CAMPOVERDE Aravind Warrier Francisca Solano Beneitez Satya Prakash Pandey Malgorzata (GOSIA) LANGLOIS Dr. Zohaib Azhar (PhD-HR) Jane Datta David McLean John Lawson Alice Damonte Martha Curioni Vipul M. Mali ↗️ Jens Keuter Phil Inskip Andrew Smith MBA Ekta Vyas Ph.D Oswaldo Machado Bill Brown Barry Marshall Paola Carranco Murthy Nibhanipudi VS Jaana Saramies ? Robert Houghton Aysegul Tigli Indre Radzeviciute Radha Jeevan Melissa Hopper Fritz Tina Peeters, PhD Morten Hartvig Berg Pedro Pereira Gavin Wiseman UNLOCK THE POTENTIAL OF YOUR PEOPLE ANALYTICS FUNCTION THROUGH THE INSIGHT222 PEOPLE ANALYTICS PROGRAM At Insight222, our mission is to make organisations better by putting people analytics at the centre of business and upskilling the HR profession The Insight222 People Analytics Program® is your gateway to a world of knowledge, networking, and growth. Developed exclusively for people analytics leaders and their teams, the program equips you with the frameworks, guidance, learnings, and connections you need to create greater impact. As the landscape of people analytics becomes increasingly complex, with data, technology, and ethical considerations at the forefront, our program brings together over one hundred organisations to collectively address these shared challenges. Insight222 Peer Meetings, like this event in London, are a core component of the Insight222 People Analytics Program®. They allow participants to learn, network and co-create solutions together with the purpose of ultimately growing the business value that people analytics can deliver to their organisations. If you would like to learn more, contact us today. ABOUT THE AUTHOR David Green ?? is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work. As Managing Partner and Executive Director at Insight222, he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 90 global organisations. Prior to co-founding Insight222, David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics. David also hosts the Digital HR Leaders Podcast and is an instructor for Insight222's myHRfuture Academy. His book, co-authored with Jonathan Ferrar, Excellence in People Analytics: How to use Workforce Data to Create Business Value was published in the summer of 2021.
    Talent Acquisition
    2024年03月31日
  • Talent Acquisition
    2024年未来全球人力资源趋势 本博客重点介绍了 2024 年新兴的未来全球人力资源趋势。探索人力资源专业人士和企业在 2024 年保持竞争力所需采取的最具影响力的发展和战略。  人力资源世界正在经历一场巨大的变革。它是由快速发展的技术、不断变化的劳动力人口结构以及对员工福祉的重新重视所推动的。未来的工作是重塑组织吸引、管理和留住人才的方式。  这些人力资源趋势植根于创新，并受到对现代劳动力需求和愿望的更深入理解的推动，将在未来几年重新定义人力资源的角色。人力资源 (HR) 专业人员有一些令人兴奋且重要的事情需要学习和适应。     混合工作模式——工作的演变 近年来，混合工作模式已成为一个流行词。远程和混合工作的日益普及正在重新定义企业的运营方式以及员工如何履行其专业职责。  众所周知，疫情导致远程工作大幅增加。   混合工作模式是雇主期待的新解决方案。它提供的灵活性允许个人定制他们的工作时间表，以更好地适应他们的个人生活。  然而，在混合工作场所中，人力资源部的主要重点是制定政策和实践，确保员工在与同事保持联系的同时实现健康的工作与生活平衡。明确的指导方针、开放的沟通和信任的文化对于有效管理这种平衡至关重要。 混合工作模式预计将成为现代工作场所的关键部分，提供灵活性，改善工作与生活的平衡，并为人才招聘提供有吸引力的好处。尽管存在挑战，但技术和人力资源实践的快速发展将继续支持混合工作场所和远程工作的未来。人力资源专业人士和企业必须拥抱这种混合远程工作的趋势，并调整策略，在这个新的工作时代为员工创造一个既高效又充实的工作环境。 工作场所的多元化、公平性和包容性 工作场所的多元化、公平性和包容性 (DEI) 不仅仅是一个流行词，而且是 2024 年继续流行的人力资源管理新兴趋势之一。  大多数组织已经在努力建立一个多元化和包容性的工作场所，这必将帮助他们成长和成功。工作场所的包容性和多样性不仅仅是一项道德和伦理举措，它正在成为吸引、留住和聘用顶尖人才的战略举措。  在来年鼓励工作场所的多样性、公平性和包容性时，可以考虑一些建议：  确保领导者为整个组织定下正确的基调  明确制定和传达“工作场所多元化”政策，并向所有员工提供指导方针  在招聘启事、多样化的面试小组以及对代表性不足的群体的外展活动中使用公正的语言。  通过向所有员工提供多元化和包容性培训来提高意识  建立包容性的工作文化，让所有声音都得到倾听和重视  确保无论性别、种族或背景如何，薪酬和机会均等  庆祝工作场所的文化和个人行为差异  衡量 DEI 为建立工作场所多样性、公平性和包容性而采取的举措的进展情况，并在需要时实施新战略 为未来做好准备的劳动力的再培训和技能提升 员工成长和发展日益受到重视。对于任何企业的成功，关注员工的持续学习和发展非常重要。  计划投资于员工培训、导师计划以及员工技能提升和再培训机会可能是企业的最佳选择。主动为员工提供咨询并为他们的职业发展制定明确的道路至关重要。这确保他们感到受到重视并能够在组织内看到未来。  持续学习、员工技能提升和再培训将有助于员工的内部流动。这也将有助于吸引和留住员工。  另一方面，就业市场也在不断变化。为了跟上工作场所不断变化的需求，员工必须专注于技能提升和再培训。他们将需要发展新技能，获得工作领域的专业知识，并根据新的行业趋势更新知识。 为未来做好准备的劳动力的再培训和技能提升将是来年未来人力资源的主要趋势之一。它将盛行并使员工和组织取得成功。  关注员工心理健康和工作场所福祉 快乐、健康和敬业的员工队伍不仅生产力高，而且更有可能对公司保持忠诚。随着压力和抑郁的专业人士比例不断增加，公司必须优先考虑员工的身体、心理和情感健康。  2024 年最新的人力资源趋势之一是关注员工的心理健康和福祉。员工援助计划和心理健康日将很快成为常态。事实上，雇主已经开始进行公开讨论并提供咨询服务。  通过提供灵活和支持性的工作环境并让员工保持健康的工作与生活平衡，可以照顾员工的福祉。这包括提供远程工作选项、灵活的日程安排以及为团队成员提供善解人意的经理。  未来的工作将观察到雇主将重点放在旨在为员工提供良好身体健康、营养和锻炼的健康计划上。有一些组织提供健身房会员资格、瑜伽课程以及心理和身体健康应用程序，以鼓励健康的生活方式。为了衡量这些努力的影响，采用数据驱动的工具和调查来评估员工的福祉和满意度。这将持续成为 2024 年及以后最突出的人力资源趋势之一。  用于数据驱动决策的人力资源分析工具  随着技术的进步，组织正在最大限度地利用人力资源分析来进行数据驱动的决策。  人力资源分析涉及收集和分析与员工绩效、敬业度和整体福祉相关的数据。这有助于获得洞察力，从而推动各个人力资源职能部门做出更好的决策。  使用人力资源分析工具和数据驱动的人力资源是当前人力资源趋势之一，并将在 2024 年继续占据主导地位。利用数据和人力资源分析力量的组织必将拥有竞争优势。  此外，人员分析将使人力资源专业人员能够：  识别员工相关趋势 衡量现有策略的有效性 做出数据驱动的决策，从而改善员工体验和组织成功 这些先进的人力资源数据分析工具将帮助雇主更好地了解员工流动率的关键驱动因素、培训和发展计划的影响、招聘策略的有效性等等。  积极的职场文化，共创美好明天  工作场所及其文化直接影响员工体验。因此，创造积极的职场文化当然需要一种具有前瞻性的方法，对于进入劳动力市场的新一代来说更是如此。 积极和包容的工作环境可以提高员工保留率、提高生产力和公司发展。因此，创造一个积极的工作环境，让员工感到受到重视、尊重和激励非常重要。  在未来的一年里，企业将需要塑造自己的工作文化，以体现多元化和包容性的价值观，并提供卓越的员工体验（满足员工的职业成长和个人福祉）。  简而言之，通过关注“工作文化”，人力资源部门将改变公司吸引、保留和聘用公司发展和成功所必需的顶尖人才的方式。  人工智能和人力资源流程自动化——2024 年全球热门未来人力资源趋势之一  利用人工智能 (AI) 进行人力资源自动化正在改变人力资源部门的运作方式。人工智能对人力资源的主要好处是它能够简化各种人力资源流程，从而提高效率和整体效益。 预计到 2024 年，人工智能和人力资源流程自动化将实现强大的结合。人工智能将深刻影响各种人力资源流程，从招聘和人才获取到绩效管理和员工敬业度。  基于人工智能的算法现在在简历筛选和候选人入围中发挥着至关重要的作用。这大大减少了招聘过程中花费的时间和精力。此外，聊天机器人和虚拟助理对于解决候选人的疑问并帮助他们完成申请流程至关重要。他们的主要目标是提高效率并提供用户友好的体验。  通过人工智能实现各种人力资源职能的自动化还简化了日常管理任务，例如工资单、福利管理和休假审批。提高准确性、减少管理开销和快速响应时间是其中一些好处。  可以说人工智能不会取代人力资源工作，但它肯定会让人力资源专业人员在塑造未来工作方面变得更具战略性。 零工工人，混合劳动力的新方面  近年来，零工经济已成为不断发展的人力资源格局的一部分。零工工人是指那些作为独立承包商、自由职业者或顾问工作的人。  如今，他们日益成为劳动力的重要组成部分。  专家预测，来年，雇主将不得不寻找方法来容纳零工劳动力。由于越来越多的人选择独立工作，而不是全职工作，远程零工工作将成为 2024 年人力资源管理的流行趋势之一。  为了保持积极主动，雇主必须制定有效管理零工工人的策略，认识到他们在灵活性、专业知识和成本效率方面带来的价值。人力资源专业人士还应优先创建一个欢迎全职员工和零工员工的多元化工作场所。需要实施灵活的工作场所政策和人力资源技术解决方案，以满足各种就业安排。  零工经济相信将成为 2024 年最重要的人力资源趋势之一，并将继续增长。  基于云的人力资源系统——对于成长型企业来说不是奢侈品而是必需品  2024 年人力资源的主要趋势之一是越来越多地采用云人力资源系统。 快速发展的技术不断重塑工作场所。人力资源技术趋势关注组织如何利用技术将其人力资源流程和数据管理转移到云端。人力资源专业人员正在使用云人力资源系统来提高灵活性和效率，并改变他们处理人力资源职能的方式。  云人力资源系统（例如Empxtrack）使人力资源专业人员能够安全地访问、更新和分析员工数据，即使他们在远程工作或在旅途中也是如此。  Empxtrack 是领先的人力资源管理系统之一，它简化了各种人力资源操作，包括薪资、福利管理、招聘、绩效管理等。该软件以其众多的配置选项以及出色的定制和集成功能而闻名，从而映射到每个客户的独特需求要求。云人力资源软件减少了管理工作量，确保数据安全，并让人力资源部门腾出时间专注于战略业务目标。  人力资源管理系统的重要性在未来几年只会增长。每个致力于打造高效、敬业和快乐员工队伍的企业都将在 2024 年实施并继续使用人力资源管理系统。  员工体验——2024 年未来全球人力资源趋势之一  2024年，“员工体验”将成为重点关注点。员工体验，通常缩写为 EX，是指员工在公司工作时的感受和经历。它的重点是让员工的工作场所变得更加愉快、有意义和高效。  这一趋势表明，快乐且敬业的员工更有可能留在公司并提高工作效率。这反过来对员工和组织都有好处。  来年，公司将投资各种举措来改善员工体验。其中一些举措包括：  了解员工的独特需求和偏好。这包括灵活的工作安排、创造舒适的物理工作空间等等。  提供职业发展机会。最好的方法是投资于培训、指导计划和技能提升机会。  关注工作场所员工的福祉。公司将提供咨询服务、灵活的时间表，并鼓励工作与生活的平衡。  促进工作场所的开放式沟通。创建一个让员工公开讨论他们的需求和挑战的工作场所。  定期提供反馈。为员工提供建设性的反馈和正确的指导。 员工体验不仅仅是一种趋势，而且将成为 2024 年人力资源部门的首要任务。 最后的想法  人力资源管理的未来趋势让我们对未来有了令人兴奋的看法，未来工作将更加灵活、包容和数据驱动。  成功当然取决于创新、技术以及让员工感到受到重视的工作场所。因此，组织需要拥抱这些人力资源技术趋势，才能走在最前沿并妥善管理员工队伍。  了解员工的期望并正确使用技术来满足他们的需求至关重要。遵循 2024 年未来全球人力资源趋势可能会在未来几年改变人力资源部门的游戏规则。 
    Talent Acquisition
    2024年02月18日
  • Talent Acquisition
    未来人才招聘的10大趋势 影响未来招聘的10大趋势：数字招聘营销，雇主品牌，候选人经验，数字驱动，人工智能与自动化，多样性和包容性，远程工作机会，雇员权益，录像招聘，个性化内容。 关键资讯： 考虑到商业环境的不可预测性，人力资源专业人士需要战略性地规划人才收购。 认识和处理员工情绪对于培养积极的工作场所文化至关重要，这反过来又有助于组织的氛围健康。 对数据驱动的洞察力使组织能够不断改进招聘战略，有效地分配预算，并对不断变化的人才市场需求保持敏感。 在2024年的动态格局中，人力资源专业人士急需适应变化，在预期和未预见的变化中前进。严峻的现实是，任何组织，无论规模大小或地点如何，都无法精心策划变革过程中的每一个波折和转折。 经济转变不仅影响企业，也影响企业中的个人。Gartner 报告了员工中普遍存在的权利被剥夺、怀疑和疲劳感——强调了人力资源在持续不断的变化中解决这些问题的紧迫性。公司为未来的变化做好准备的关键在于为未来做好团队准备，重点关注可伸缩性和基本面。 本文深入探讨了公司在当今市场下运营时，应该优先考虑的十个关键点。处理和优先考虑这些关键方面可确保征聘专业人员具备适应能力，并准备好应对可能出现的任何挑战。 1.数字招聘营销 数字招聘营销是一种战略方法，它利用数字平台、社交媒体和在线广告来扩大招聘工作的覆盖面和参与度。在当今互联互通的世界里，人们积极参与并利用各种在线渠道，同时这也成为了有效获取人才的关键。这种方法使组织能够接触到更广泛、更多样化的受众，在潜在候选人最多的地方接触到他们。 超过一半的新世代（54%）每天至少花4个小时在社交媒体上，另有38%的人超过这个时间段。这使得公司必须利用候选人的角色来了解他们的顶尖人才的行为，并确保他们出现在候选人积极使用的数字渠道上。这种方法还使组织能够微调他们的品牌信息，使之与候选人的目标、动机和痛点保持一致。有了这些洞察力，组织可以调整其招聘广告策略，在不同的平台上向不同的人物展示相关的招聘广告，从而提高招聘与组织需求保持一致的机会。 通过利用这些平台的力量，公司可以提高知名度，并积极与潜在人才接触——创建一个动态的、响应性强的招聘战略，与当今候选人的偏好和行为保持一致。 2.雇主品牌 87%的人强调文化的重要性，以至于在经济衰退期间他们会继续优先考虑文化。然而，调整多样和分散的劳动力构成了巨大的挑战。 文化不仅仅是一个流行词，它还是生产力、创新和动力的驱动力——这是最重要的。然而，设定和执行新的文化优先事项可能令人生畏。培养一种关心和支持的文化至关重要——不要把个人当作数字来加强关系，而是要建立一个更强大的雇主品牌。 认识到每个人的期望和需求的独特性后，组织必须采取更加量身定制的方法。保持关心员工情绪的意识至关重要，尤其要理解提高员工满意度的因素。一旦掌握了员工情绪的脉搏，以及是什么驱使他们感到满足，公司就可以制定一个与公司愿景相一致的战略沟通计划。这种积极主动的方法加强了联系，并有助于保证多年的企业文化健康。88%的人对找到一份令人满意的工作体验感兴趣，因此要确保公司留住顶尖人才和培养强大的雇主品牌，优先考虑企业文化是十分重要的。 3.候选人经验 提升候选人经验的一个方法是优先安排招聘时间。快速招聘的组织具有竞争优势。另一方面，那些行动太慢的人可能会失去顶尖人才，并可能经历生产率和员工满意度的下降。 沟通是应聘者沮丧的关键因素，75%的应聘者表示他们在申请后从未收到回复，60%的人在线上沟通时消失无踪。快速招聘不仅仅是一种趋势，它还能改变游戏规则。对速度和准确性的需求是至关重要的。APQC 报告说，从申请批准到接受工作邀请，瓶蕨要花上30个自然日。此外，如果公司花太长时间招聘人才就会创造一种负面的员工体验——而那些不善于设计积极员工体验的团队，将面临36%的自愿离职率。 为了解决这个问题，招聘专业人员必须优先考虑移动兼容性，并通过取消不必要的步骤简化流程，从而增加招聘时间。流畅的应用体验不仅仅是为了方便，它还可以作为增加候选人参与度的催化剂，提高接收到的应用程序的质量。通过专注于以用户为中心的设计和尽量减少摩擦，招聘人员为更加无缝的招聘之旅做好了准备。 提示：首先对现有的招聘程序进行彻底分析，找出瓶颈或效率低下的问题。此外，通过简化决策层次结构和精简审批流程，优化内部工作流程，从而加快对合格候选人的响应。 4.数据驱动的招聘 数据驱动的招聘使公司能够利用数据分析的力量做出明智的决定，跟踪基本的招聘指标，优化策略以获得更好的结果。在一个信息至关重要的时代，组织可以利用数据驱动的洞察力来加强对招聘过程的理解。 了解公司招聘营销结果背后的衡量标准，使团队能够全面管理当前的投资，并有效地规划未来。创建数据可视化可能是复杂的，但对于招聘专业人士来说这种总结性信息很宝贵，因为可以获得细粒度的可见性，并有效地传达公司的招聘故事。有了对招聘营销分析的全面了解，公司可以根据特定工作类型的平均申请成本，战略性地分配每个计划的预算，从而有效地达到招聘目标。 通过采用数据驱动的招聘战略，各组织不仅可以简化招聘程序，还可以在吸引和留住顶尖人才方面获得竞争优势。数据分析带来持续进步，确保招聘战略是动态的、反应迅速的，并与人才市场不断变化的需求保持一致。 5.人工智能与自动化 将人工智能和自动化集成到各种招聘流程中，例如简历筛选、候选人匹配和面试安排，旨在简化任务和提高效率。然而，在这样做之前，了解公司的目标以及人工智能如何能够无缝地融入现有的战略是至关重要的。 使人工智能举措与组织目标相一致，能保证人工智能更有针对性和更有影响力地融入招聘工作流程。人工智能的可能性是无穷无尽的，但是关注目标是什么是至关重要的。为了充分利用人工智能在招募方面的潜力，必须对要加强的区域进行严格的检查。 此外，人工智能驱动技术的有效性直接受到数据质量的影响，强调确保全面和准确的数据的重要性，以最大限度地提高人工智能产出。招聘专业人士需要评估其数据来源，以确保不存在固有的偏见，并寻求由大量数据驱动的工具，这些数据对于得到有效和准确的人工智能结果是必要的。这不仅提高了准确性和效率，而且防止了意想不到的结果。 6.多样性和包容性 在招聘战略中提高多样性、公平性、包容性和归属感，对于促进包容性工作场所和吸引多样化的候选人至关重要。最近的一项研究显示，在接受调查的300多名高管中，近60%的人表示，他们的组织在去年扩大了 DEIB 的工作。相比之下，只有约三分之一的人维持这些努力，1%的人显着降低了他们的 DEIB 活动。虽然大约60%的受访者报告说，不同类型员工的培训，学习和发展有所改善，但只有三分之一的受访者建立了多样性基准，不到四分之一的受访者认为领导层有责任实现 DEIB 的目标。 这些统计数据突出了对 DEIB 进行优先排序的必要性。促进公平确保每个人都有公平的机会、资源和进步，解决可能存在的系统性偏见。包容性的工作场所能培养员工的归属感，让员工感到自己受到重视、尊重，并有能力为自己的工作做出最大贡献。这提高了员工的士气，有助于提高生产力和整个组织的成功。 在 DEIB 中高效的组织拥有高生产力员工的可能性是其他组织的1.9倍。在强调多样性不仅仅是一个过时的趋势时，可以说内在动机对于 DEIB的培养是至关重要的。这些努力看起来似乎太大而无法进行，但关注特定的瓶颈是一个很好的起点。许多公司正通过这种方式应对挑战，取得有意义的进展。 7.远程工作机会 企业越来越支持远程工作安排，以吸引更广泛的人才库。这种转变反映了工人们观念的变化，他们习惯寻找完全适应生活的工作，而不会围绕工作重塑自己的生活。值得注意的是，与职业抱负（70%）相比，员工更重视工作-生活平衡（93%）、时间灵活性（81%）和心理健康支持（83%）。 远程工作已被证明是一种节省时间的行动，通过最大限度地减少被打扰造成的停工时间，工人们每年可以节约近62个小时。美国政府责任署报告还强调，在2020年和2021年，远程工作提高了工人的生产率和企业绩效。强调深入，集中的工作，远程安排不仅提高生产力，而且节省宝贵的时间和资源。 公司应优先考虑在可行的情况下提供远程工作，以保持竞争力。在远程工作不可行的情况下，采用灵活的工作模型仍然是有利的。工作安排方面的灵活性仍然使公司能够通过消除地域壁垒，进入更广泛的人才库，使团队能够不分地点招聘工作熟练的专业人员。此外，灵活性成为一个关键因素，吸引和留住多样化和成熟的劳动力，适应不同的需求和偏好。这种方法提高了员工的满意度，有助于提高员工的留任率和整个组织的忠诚度。此外，灵活的工作模式提供了适应性和弹性，在应对不可预见的劳动力挑战方面被证明是非常宝贵的。 8.雇员权益 员工宣传是一个有力的战略，通过分享他们在社交媒体和各种平台上的积极经验来吸引潜在的候选人，从而赋予员工作为品牌大使的权力。通过鼓励员工真实地展示他们对工作场所的满意度和热情，公司利用团队成员的真实声音来建立一个引人注目的雇主品牌。这不仅培养了一个积极的公众形象，而且建立了与潜在候选人的真正联系，受到现有员工的第一手经验的影响。 这种做法被证明是互惠互利的，提高了公司的声誉，同时为员工提供了一个表达他们对工作场所的自豪感的平台。它战略性地利用了员工的有机触角，在竞争激烈的人才市场上，放大了员工对于公司的积极言论。一项研究发现，与品牌频道相比，员工分享公司品牌信息的频率高达561%。 除了提高公司的知名度，这还有助于招聘人员发现那些已经熟悉公司并有兴趣在那里工作的人。一份员工权益基准报告显示，来自员工的个性化社交媒体帖子比非个性化的帖子产生了令人印象深刻的64%的参与度。这强调了员工倡导在建立一个真实的、有吸引力的雇主品牌中所起的影响作用。 当员工分享他们积极的经历和热情时会与志同道合的人产生共鸣，这些人有着相似的价值观和抱负。这种结合培养了一种社区和归属感，使公司对那些认同共同精神的人更具吸引力。 9.录像招聘 以招聘为目的视频使用激增，包括视频面试、虚拟招聘会和雇主品牌视频，为招聘经理提供了一个变革性的机会。随着用户在视频页面上花费的时间平均增加了88%，这种媒介成为了区分公司、扩大曝光度和增加参与度的有力工具。 凭借其创造丰富视觉故事的能力，视频在品牌、客户、公众和潜在员工之间建立了联系。这为求职者打开了一条与未来潜在同事建立联系的渠道，帮助他们更生动地展望自己在公司的前景。在近92%的人每周观看某种形式的视频的背景下，这种做法的影响是普遍的， 通过将视频整合到品牌推广和招聘工作中，员工不再仅仅依赖面试谈话来衡量他们是否适合一个组织的文化：他们可以亲眼目睹这一切。此外，求职者对公司员工的信任度是公司本身的三倍，他们会提供有关在那里工作的真实信息，这强化了视频内容在塑造一个透明、真实的雇主品牌方面的重要性。 提示: Jamyr 可以帮助雇主缩放视频内容用于招聘，简化制作过程，并将视频整合到任何网页、社交媒体平台或招聘广告中。 10.个性化内容 在求职申请期间，候选人的课程时间比去年同期增加了10%以上。此外，平均而言，成功完成申请的候选人会浏览职业网站的9页内容。该报告强调了求职者不断变化的心态，他们在申请选择方面变得更加挑剔。 候选人在做出申请决定之前，正在进行彻底的尽职调查，并仔细考察工作地点。这一变化突显了塑造一个引人注目、透明的雇主品牌的重要性。它还突出说明了个性化的候选人经验如何成为与候选人建立更深层次联系的关键，从而增加了吸引和留住顶尖人才的可能性。 个性化为候选人创造了一个更具吸引力和更加量身定制的过程，使他们感到自己受到重视和理解。这种个性化的方法表明公司致力于将候选人视为独特的个体而不是一般的申请人。这也提高了雇主的品牌，因为候选人更有可能对一家投入精力了解他们的技能、偏好和愿望的公司有一个积极的看法。这种积极的印象可以使公司对顶尖人才更具吸引力。 此外，个性化的招聘经验有助于提高候选人的满意度。当应聘者感到他们的需求和期望在整个过程中都得到了考虑，他们更有可能获得积极的体验，而不管结果如何。这可以带来积极的口碑，这在竞争激烈的就业市场中是很有价值的。 向前看 从技术进步的迅速和不确定性到财政、政治和社会压力，雇主和雇员会受到方方面面的干扰，工作也受到巨大的影响。为了驾驭当前的市场，我们迫切需要建立一个稳定和安全的公司，来承受变革的挑战，并在其中茁壮成长。 在招聘团队的支持下，实现更高的招聘效率，优化您的投资回报！我们人工智能驱动的招聘营销和人才参与服务授权组织以更少的资源完成更多的工作，驱动进步，使他们成为首选雇主。 作者: Carol Anne Perkins |2024年1月25日|候选人经验，招聘营销，招聘营销趋势 SOURCE recuitics
    Talent Acquisition
    2024年01月26日
  • Talent Acquisition
    Experience and Insights in the Staffing Domain in Human Resources ShaukhiHashim是The RuMa酒店公寓的董事，有十余年的酒店招聘经验。他提出了几个招聘中的要点，包括人才招聘与企业整体战略的符合，候选人对企业文化的理解，工作环境多样性与包容性，入职流程与留住员工，数据运用与数据分析。对人力资源招聘有很大的参考作用。 For decades, the field of human resources （HR） has evolved to meet the ever-changing needs of businesses and organizations. One of the important functions of the human resources department is staffing. This involves identifying, attracting, selecting, and retaining employees to achieve organizational goals. Over the years, staffing has become increasingly complex, requiring HR professionals to develop insight and experience to effectively meet talent acquisition and management challenges. As a seasoned HR professional with over a decade of experience in staffing in hospitality, I have faced various challenges and gained important insights that have shaped my understanding of the complexities of HR management. One of the most important insights I have gained in the staffing domain is the importance of aligning talent acquisition with the organization`s overall business strategy. To be successful, HR professionals must have a deep understanding of the organization's goals and the specific skills and competencies needed to achieve those goals. This requires close collaboration with key stakeholders, including senior leadership, department heads, and hiring managers. By understanding the organization's strategic priorities, HR can ensure that the staffing efforts are aligned with the broader business goals, ultimately delivering a more impactful and purposeful workforce. Unlike other industries, hotels have different departments, each with unique roles and responsibilities. From housekeeping to reception to catering, each department requires different skills and qualifications. As HR professionals, it is important to have a clear understanding of these requirements to effectively recruit the right candidates and place them in the right positions. In addition to strategic alignment and effective communication, I have learned the value of understanding and driving the organization's culture throughout the hiring process. Culture fit is a critical factor in the long-term success of new hires, and HR professionals must be able to identify and assess candidates who will thrive within the organization's unique work environment. This requires a strong understanding of the organization's values, rules, and expectations, as well as the role of accurately assessing a candidate's cultural alignment throughout the hiring process. This involvement enables tighter demand forecasting and staffing performance, which ultimately leads to greater staff satisfaction and better guest service. Another important insight I have gained in the staffing domain is the significance of diversity and inclusion in the hiring process. In today's globalized world, organizations must recognize the value of a diverse workforce and its benefits. Diversity in terms of gender, race, ethnicity, age, and background can drive innovation, creativity, and adaptability in the workplace. As an HR professional, it is crucial to ensure that the staffing efforts are inclusive and promote equal opportunities for all candidates. This involves implementing fair and unbiased selection processes, addressing unconscious bias, and actively seeking out diverse talent pools. Once the right candidates are selected, the onboarding process plays a crucial role in their retention and success within the organization. Providing new employees with a comprehensive orientation program that familiarizes them with the company's culture, policies, and expectations sets them up for success from day one. Ongoing support and development opportunities should also be provided to ensure continuous growth and engagement. Throughout my experience in the staffing domain, I have also realized the importance of data and analytics in HR management. Tracking and analyzing key metrics, such as time-to-fill, cost-per-hire, and retention rates, can provide valuable insights into the effectiveness of the staffing process. By leveraging data, HR professionals can identify areas for improvement, optimize recruitment strategies, and make data-driven decisions to enhance overall staffing performance. The staffing domain in HR management is a complex and evolving field that requires HR professionals to have insight and experience to effectively attract, select, and retain talent. Aligning staffing efforts with the organization's business strategy, recognizing the importance of culture fit and diversity, implementing efficient recruitment and selection processes, providing comprehensive onboarding, and leveraging data and analytics are key aspects to consider navigating the challenges and ensure successful staffing outcomes. SOURCE ManageHR
    Talent Acquisition
    2024年01月22日
  • Talent Acquisition
    Hireology Named Best Applicant Tracking System of 2024 by Hotel Tech Report Hireology's recognition by Hotel Tech Report showcases their ability to understand the unique needs of the hotel sector and deliver innovative solutions. With an increasingly competitive job market, hiring the right personnel is crucial for hotels to maintain their high standards of service and guest satisfaction.   "We’re excited to announce that Hireology has ranked #1 overall on the Global Best Applicant Tracking Systems (ATS) list in the 2024 HotelTechAwards! The HotelTechAwards are produced by Hotel Tech Report, the leading authority on hotel software and digital transformation in the hotel industry." Often referred to as “the Grammys of hotel tech,” the HotelTechAwards rank the world’s best hotel software companies and products based on authentic, timely reviews from real users. Winners have been selected from more than 200 of the top technology products around the world. “The ranking process is simple, transparent, and unbiased — judging is based on time tested ranking factors developed specifically for the industry. Only verified hoteliers with hands-on experience using each product are allowed to participate in the voting process. This means that Hireology’s users decided the #1 ATS,” said Hotel Tech Report CEO, Jordan Hollander. With more than 10,000 customers, Hireology is the only applicant tracking system built to power better hiring for multi-location businesses that largely rely on skilled talent like hotels. Our platform makes it easy for users to source quality talent across key channels, streamline hiring with innovative recruitment automation, and make smarter hiring decisions rooted in data. “This recognition from Hotel Tech Report validates the work we’re doing at Hireology to help hotels capture more than their fair share of quality talent and fill critical revenue-driving roles faster,” said Adam Robinson, CEO at Hireology. “We’re grateful for every customer who helped us earn the top spot on this list, and we’re looking forward to helping even more hotels navigate today’s challenging hiring market and achieve their goals in 2024 and beyond.” In 2023 alone, Hireology launched several critical product updates that are designed to help their hotel customers not only attract better quality talent but also streamline the hiring process to fill critical roles faster, including: Indeed Sponsored Jobs integration: Sponsor jobs on Indeed directly from the Hireology platform — helping you maximize your reach to top candidates and make hires faster all without ever leaving Hireology Innovative ChatGPT integration: Leverage generative AI to instantly craft quality descriptions for new open jobs Enhanced candidate communication automations: Keep candidates engaged and reduce no-shows with automated messaging for routine updates Employee referral campaign templates and manager: Quickly launch optimized text and email campaigns and start driving quality referrals faster Hotel Tech Report’s lists are based on data from over 16,000 verified customer reviews during the HotelTechAwards period. These reviews were written and published between September 1,2023–December 15,2023, with participation from every major hotel brand and thousands of independents. In one review, a Hireology customer noted how they’ve driven better quality candidates and made smarter hiring decisions with our platform: “With Hireology I am able to track all of my candidates from the various recruiting websites and see all the candidates in one spot. With their screening tools I am able to pick out the candidate that has the most potential to be a good fit for the position. I have a better turn out and response rate for candidates that I have considered, and I have had a better quality of candidates who show up to the interview. The candidates that I have hired have become invaluable assets to my property.” Today’s announcement comes at the heels of the Winter G2 awards, where they placed in the top 10 in more than 200 reports and earned the top spot in 28—including referral programs, recruitment marketing, and HR analytics. Additionally, Hireology was recently named the American Hotel and Lodging Association’s (AHLA) Leadership Partner for Talent Technology. Learn more about this partnership here. To learn more about Hireology’s hospitality-specific ATS, take a self-guided virtual tour today! Or reach out to one of our experts for a free 1:1 consultation. SOURCE Hireology
    Talent Acquisition
    2024年01月10日
    • 12
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