• 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
  • Talent Acquisition
    Ceipal Further Increases Recruiter Productivity With New WhatsApp Integration The integration of WhatsApp into the Ceipal platform is a positive development for recruiter productivity. WhatsApp, a popular messaging application, is widely used by individuals and businesses worldwide. By incorporating this widely-used communication channel into Ceipal, the platform can now offer recruiters a more seamless and efficient way to engage with candidates. Users Can Strengthen Candidate Relationships, Schedule Interviews, and Auto-Source Candidates Directly From the Ceipal ATS ROCHESTER, N.Y.,OCT. 11,2023 Ceipal, ​​the industry-leading, AI-powered total talent acquisition and automation platform, is further increasing recruiter productivity through its new integration with WhatsApp—a free, cross-platform messaging service—so they can deepen their engagement with candidates in real-time. Ceipal applicant tracking system (ATS) users can now connect with candidates directly through WhatsApp conversations that strengthen relationships, improve efficiency, and attract talent faster. Ceipal users can configure WhatsApp to contact candidates and automatically schedule interviews with them directly through the ATS, allowing candidates to accept, reschedule, or reject calendar invites directly from WhatsApp. The integration also enables users to auto-source candidates with Ceipal’s industry-leading artificial intelligence technology, which connects with potential candidates by sharing job information via email and WhatsApp messages to engage top talent from internal databases. “In order to create remarkable candidate experiences, recruiters and staffing professionals must be able to immediately reach and nurture top talent before the competition,” said Ceipal Founder and CEO Sameer Penakalapati. “By interacting with candidates via instant messaging tools, such as WhatsApp, they can further build out their talent pools and personalize their communication with them. Ceipal’s WhatsApp integration is another solution for recruiters and staffing professionals to streamline their workflows and boost their productivity so they can strengthen their candidate relationships.” Additionally, recruiters and staffing professionals can use WhatsApp to share GDPR consent requests. Candidates can easily accept or decline requests directly through WhatsApp, providing a more efficient way to handle these responses. Ceipal’s WhatsApp integration is part of its suite of productivity applications integrations, which enable users to leverage their favorite software more effectively. These integrations help recruiters and staffing professionals save valuable time, automate repetitive processes, and empower them to grow their businesses. For more information about Ceipal’s WhatsApp integration, which is now available for free, please visit the WhatsApp integration page. About Ceipal Ceipal is a scalable, AI-driven, total talent acquisition platform that provides visibility across all channels and sources while organizing your data into a single talent ecosystem. With the power of advanced automation and artificial intelligence, Ceipal’s industry-leading ATS and CRM capabilities empower you to efficiently identify, assess, engage, hire, and onboard the best talent. Ceipal Procurewise, our native and fully integrated VMS platform, provides unmatched capabilities for your HR, corporate procurement teams, and MSPs to source, manage, and engage contingent staffing, direct sourcing, and statement of work vendors and workers. Ceipal enables you to integrate, manage, and improve the entire talent acquisition lifecycle, so you can simplify, scale, and transform any high-growth business into a diverse talent powerhouse. Welcome to the new frontier of talent acquisition. SOURCE Ceipal
    Talent Acquisition
    2024年01月08日
  • Talent Acquisition
    Brandon Hall Group and G2 Name JazzHR a Leading ATS Great news for JazzHR customers! JazzHR, an Employ solution, has been recognized as top recruiting software for small businesses by G2 and the Brandon Hall Group™. This recognition further supports JazzHR as a powerful, easy-to-use applicant tracking system — perfect for SMBs looking to move away from manual recruiting and streamline their hiring. JazzHR recognized as leading ATS software for small and medium-sized business JazzHR won a coveted Brandon Hall Group Silver award for excellence in the Best Advance in Talent Acquisition Technology for Small and Medium-Sized Businesses category. This is the fourth time JazzHR has received recognition from Brandon Hall Group, receiving a Silver award last year. The 2023 Brandon Hall Group Excellence in Awards™ are given for work in Learning and Development, Talent Management, Talent Acquisition, Human Resources, Sales Enablement, Future of Work, and Education Technology. “In our 30th year, the Excellence in Technology Awards continue to showcase the best innovations in Learning, Talent Management, Talent Acquisition, HR, Workforce Management and Sales Enablement technologies,” said Brandon Hall Group COO Rachel Cooke. “We are proud to receive applications from a diverse range of organizations globally, reflecting the ever-evolving landscape of technology solutions.” Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based upon these criteria: fit the need, program design, functionality, innovation, and overall measurable benefits. The complete list of winners can be found at: https://excellenceawards.brandonhall.com/winners/. As SMBs embark on their hiring journey for 2024, they need a central recruiting solution that allows them to easily post to job boards, source candidates, schedule interviews, and automate workflows. The recognition from Brandon Hall Group reinforces that JazzHR empowers SMBs to replace time-consuming, repetitive recruiting activities with automated recruiting software. G2 reports name JazzHR a leading small business recruitment software provider In addition to the recognition from Brandon Hall Group, JazzHR was also featured in the four G2 reports throughout 2023 that highlight the top applicant tracking systems for growing companies. And most recently, JazzHR has been spotlighted as one of the best ATS solutions in the G2 Winter 2024 Reports. The JazzHR SMB hiring platform was named a leader in the small business applicant tracking system and recruitment marketing categories, with more than two dozen badges awarded. JazzHR recruitment software has helped streamline hiring for thousands of growing companies and many hiring team members have shared their positive experiences on G2: “I haven’t found a better ATS for such a competitive price. It’s great for prescreening, pipeline management, collaboration, assessments, sending job offers, in addition to an easy to set up career page and seamless job syndication.” “I like how JazzHR simplifies the whole recruitment process. It’s user-friendly, especially for setting up job posts and tracking applicants. Plus, the collaboration tools are great for getting the whole team involved in the hiring decisions.” “As an HR department of one, I love the collaboration features! It makes working with hiring teams so much easier without extra training and hassle. I also appreciate the extra hands of the workflows to create a seamless experience for candidates.” Streamline your small business recruiting process in 2024 with JazzHR. Book a demo today to learn how our SMB hiring technology can help you make great hires smarter and faster. SOURCE JazzHR
    Talent Acquisition
    2024年01月07日
  • Talent Acquisition
    Mark Your Calendars: Top Recruiting and HR Events in 2024 Top Recruiting and HR Events in 2024 The recruiting and HR industry is always evolving, and staying ahead of the curve is essential for success. One of the best ways to do this is to attend industry events. In 2024, there are a number of great events happening in North America that you won’t want to miss. For HR tech vendors these events are great opportunities to showcase your latest software. Talent Acquisition, Technology, and More Whether you’re interested in talent acquisition, HR technology, or human resources in general, there’s an event for you. Some of the major events on the calendar include: Talent Acquisition Week (January 29-February 4): This week-long virtual event is all about talent acquisition. Attendees can expect to hear from industry experts on a variety of topics, including sourcing, recruiting, and onboarding. HR Technology Virtual Conference (March 12-14): This virtual conference is the place to learn about the latest HR technology trends. Attendees can expect to see demos of new products and hear from thought leaders about how HR technology can be used to improve employee experience and productivity. ADP Meeting of the Minds (Feb 28 – Mar 2): This annual event is a great opportunity to network with other HR professionals and learn about the latest trends in the industry. Attendees can expect to hear from ADP executives and industry experts on a variety of topics. Upcoming Events in Spring and Summer In addition to these major events, there are a number of other great events happening throughout the year. Here are a few of the upcoming events later on in the year: Society for Human Resource Management (SHRM) Annual Conference & Expo (June 23-26): This is the largest HR conference in the world, and it’s a great opportunity to learn about the latest trends in the industry and network with other HR professionals. Unleash America (May 7-9): This Las Vegas event is designed for HR executives and senior leaders. Attendees can expect to hear from industry experts on a variety of topics, including talent management, leadership development, and change management. HR Tech Conference (Sept 24-27): This conference is all about HR technology. Attendees can expect to see demos of new products and hear from thought leaders about how HR technology can be used to improve employee experience and productivity. Get Out There and Learn These are just a few of the many great recruiting and HR events happening in 2024. I encourage you to check out the full calendar of events on our sister site and find ones that are relevant to your interests. Attending industry events is a great way to stay up-to-date on the latest trends, learn from experts, and network with other professionals. So mark your calendars and get ready to learn! SOURCE HRTECH FEED
    Talent Acquisition
    2024年01月07日
  • Talent Acquisition
    2023 Recap: A Turbulent Year with Significant M&A Changes in the HR Technology Market Our annual reporting on M&A in the HR technology space is one of our most popular pieces of content year after year (see our 2022 version here). We look at some of the many announcements that happen over the course of the year, flag some key ones, and identify any big trends that seem to appear across the landscape. 2023 was no different than recent years. It’s a perennial “trend” from the “experts” in the space that “we will see more consolidation.” That statement is about as safe as saying that summer in Texas will be hot this year. Shocker. What’s most exciting for us at Lighthouse is that many of these companies that are succeeding and shaking up the industry are also winners in the HR Tech Awards program (now accepting 2024 submissions), a clear indication that the judges in our program see significant value in what these firms are bringing to the market for their clients. If you’re an employer looking for the right technology so support your organization, don’t hesitate to reach out for our insights. Overall HR Tech M&A Trends and Insights A considerable amount of consolidation in the services space, which is a bit tangential to this analysis of HR technology but significant for the larger market. For instance, Arthur Gallagher & Co. acquired Buck in the benefits consulting and administration services space. We’re starting to see some of these benefits companies using their data in creative ways to identify health trends, provide analytics back to employers on their workforce, etc.  WilsonHCG picked up Personify in the recruitment process outsourcing industry. Our 2023 RPO research is some of the most compelling in the world when it comes to RPO buyer insights and behaviors. Engage PEO acquired Zamp. Relatively small in the bigger scheme of things, but we’re planning some PEO research in 2024 to explore how PEO is evolving so we’re watching the space closely.  Also seeing some interesting crossover as services companies buy technology firms to scale and differentiate their services as well as technology companies buying service providers to reach more clients and bring more data into their solutions. AI-based solutions require a lot of data to train the models, and if it’s structured properly, services companies are sitting on a ton of data that can be a competitive advantage. In the past month we’ve met with two different companies that started as services firms and built a technology that could take their intellectual property and scale it to more customers via a platform. The challenge with that is that services companies make money when they touch customer accounts and support them, but product/technology companies make money when they don’t have to touch customer accounts. It’s a difficult transition to make. Let’s take a look at some of the announcements over the last year. Key 2023 HR Technology Mergers and Acquisitions Talent Acquisition and Hiring Radancy, a global leader in recruiting with its Radancy Talent Cloud, acquired Brazen, a hiring event and communication platform and Ascendify, an enterprise-focused recruiting CRM. Lightcast, a labor market insights company created by the merger of Emsi and Burning Glass, acquired Gazelle, a provider of B2B intelligence. LiveHire, an HR Tech Award-winning hiring platform, acquired Arrived Workforce Connections to support growth in candidate reach and direct sourcing. Clovers acquired Talvista to bring two inclusive hiring solutions under one roof. Fama, an innovator in social media background screening and HR Tech Award-winning company, acquired Social Intelligence. Spark Hire, a video interviewing solution, acquired Chally, an assessment solution. Video-only screening providers are trailing off in favor of video + assessment solutions that can provide a more full (and unbiased) picture of what candidates are about. Spark Hire also merged with/acquired Comeet, an ATS solution. Veritone (Pandologic AI-driven programmatic recruiting solution) acquired Broadbean, a legacy recruiting technology provider. Intrigued by the depth and breadth of data this might offer to train the Veritone AI solutions under the hood. Appcast, a leader in programmatic recruiting technology, acquired Bayard Advertising. Hirevue acquired Modern Hire, an HR Tech Award-winning provider of video interview and hiring assessment solutions for enterprise employers. Fountain, a high-volume hiring and onboarding solution, acquired Clevy. Talent Management and Employee Experience Engagedly, an HR Tech Award-winning company, acquired theEMPLOYEEapp for enabling client communications with frontline workers. Neobrain, a global skills insights and intelligence provider, acquired Flashbrand to establish a US presence and bring its popular technology to North America. Mitratech, an HR Tech Award-winning company and leader in employer compliance solutions, acquired Trakstar (talent acquisition and development) and Circa (DEI and OFCCP compliance). Simpplr, an internal communication and work hub, acquired Socrates.ai, one of the industry’s most compelling intelligent chatbot solutions for employee experience and navigation, to increase the ease of which employees find, access, and act on information. Edenred acquired Reward Gateway, a rewards and recognition provider. Perceptyx acquired Humu, the “intelligent nudges” company made famous by its founder, former Google HR leader Lazlo Bock. Intrigued to see this functionality in the Perceptyx ecosystem. Peoplelogic, an HR Tech Award-winning firm, picked up Plai to enhance its features across performance management and the overall employee experience. Core HR/HCM/Compensation Salary.com, an HR Tech Award-winning company, acquired CompXL to scale its enterprise compensation management functionality across merit increases, bonus allocations, and other rewards. Paycor, an HR Tech Award-winning SMB HR, payroll, and talent solution, acquired Verb for microlearning support. ADP, a leader in payroll and HR solutions, acquired Sora, a low-code workflow automation tool. Deltek, the global leader in payroll and finance solutions for government contractors, acquired Replicon, a workforce management system. When I Work, an HR Tech Award-winning company for its workforce management solution, acquired Lean Financial to incorporate earned wage access into the solution. UKG acquired Immedis, a global payroll solution, to enable more seamless payroll in countries around the world. Learning and Talent Development This year we’re unveiling our new Learning Tech Awards program to focus more deeply on the sophisticated and robust technologies supporting talent development, employee growth, and skills intelligence across the industry. If you operate in this space, you won’t want to miss it. Docebo, a leader in the global LMS market, acquired Edugo.ai to increase its AI capabilities. Go1, a leader in global learning content, acquired Blinkist and Anders Pink. LMS365 acquired performance management solution Weekly10. The Bottom Line In spite of the continuing challenges from an economic perspective, 2024 is poised to have some interesting activity. Election years are always a bit unpredictable, and many new providers are emerging to tackle today’s most pressing talent and workforce challenges. Stay on top of the latest by following our ongoing research and insights across the HR technology market. Curious what we do at Lighthouse? We work with employers by providing research and advisory services around 1) the complicated HR technology landscape, 2) the talent trends and practices that matter most to the modern workforce, and 3) executive presentations to internal teams on how the market is changing in their industry or demographic. We work with solution providers and vendors that want to sell more product and serve more customers. We use a combination of advisory, industry insights, market intelligence, and custom research to support our partners. HR Tech Awards opens for submissions on January 3rd: learn about benefits of participation Ben Eubanks Ben Eubanks is the Chief Research Officer at Lighthouse Research & Advisory. He is an author, speaker, and researcher with a passion for telling stories and making complex topics easy to understand. His latest book Talent Scarcity answers the question every business leader has asked in recent years: “Where are all the people, and how do we get them back to work?” It shares practical and strategic recruiting and retention ideas and case studies for every employer. His first book, Artificial Intelligence for HR, is the world’s most-cited resource on AI applications for hiring, development, and employee experience. Ben has more than 10 years of experience both as an HR/recruiting executive as well as a researcher on workplace topics. His work is practical, relevant, and valued by practitioners from F100 firms to SMB organizations across the globe. He has spoken to tens of thousands of HR professionals across the globe and enjoys sharing about technology, talent practices, and more. His speaking credits include the SHRM Annual Conference, Seminarium International, PeopleMatters Dubai and India, and over 100 other notable events. Contact Ben
    Talent Acquisition
    2024年01月05日
  • Talent Acquisition
    驾驭寒冬:为员工敬业度下降做好准备" "Forrester 预测 2024 年员工体验的寒流将来临 Forrester 的一位专家表示,公司“总体上对员工体验不太感兴趣”,因此很容易成为削减成本或偷工减料的目标。 在大流行导致的人才短缺期间,在投资改善员工体验后,雇主普遍都在缩减开支,这可能会影响员工对工作的感受以及雇主的底线。 Forrester在其《2024 年预测:工作的未来》报告中发现,员工体验将在 2024 年退居二线,从而导致他们所谓的“EX 冬天”。(2023 年,员工和雇主的工作场所都充满了挑战。不幸的是,我们在 2024 年看到了更多同样的情况——员工体验 (EX) 全面衰退,雇主们不再关注这一点。EX 的商业案例仍然比以往任何时候都强大,但许多领导者仍然难以倾听员工的意见并将他们的担忧付诸行动。到 2024 年,我们还将看到人工智能在工作场所的崛起,其中对生成式人工智能的投资激增。在 EX 减少和 AI 增加的环境中提高生产力将是一个核心挑战。) Forrester 未来工作团队副总裁兼首席分析师 JP Gownder 表示,公司“总体上对员工体验不太感兴趣”,因此很容易成为削减成本或偷工减料的目标。提高参与度、生产力和最终增长的战略正在被取消。 例如,Forrester 指出,从 2022 年到 2023 年,表示为内部 DEI 职能提供资金的雇主数量从受访者的三分之一下降到 27%;该公司预计,到 2024 年底,这一比例将进一步下降至 20%。他表示,一些公司将默认勾选一个复选框,表示他们已实现 DEI 目标,而不是真正为对员工产生影响的 DEI 计划提供资金。 高德尔说,原因之一是劳动力市场不再那么紧张。“通常,当员工流失较多或工作进展不顺利而无法留住人才时,雇主会投资于员工体验,”他说,就像“大辞职”期间的情况一样。 现在情况已不再是这样了。当公司“不那么迫切地想留住人才时,他们通常会在人才方面松开油门”。 Forrester 发现,他们可能会花钱,但可能不会以正确的方式花钱:66% 从事软件工作的技术决策者表示,他们将在 2024 年增加对 EX/人力资本管理软件的投资,但这些投资不会充分利用他们的优势。相反,Forrester 预测这些投资将提高人力资源职能的效率,而不是改善 EX 成果。 员工体验的冬天将继续冻住员工 Forrester 表示,2022 年至 2023 年间,员工敬业度已经出现下滑,并将在 2024 年继续下滑。 2022 年至 2023 年间,美国员工敬业度从 48% 下降至 44%,文化能量从 69% 下降至 66%。Forrester 预测,到 2024 年,这些数字将分别下降至 39% 和 64%。 Gownder 表示,员工敬业度作为员工体验的衡量标准“对于生产力、创造力以及激发人们工作中的大部分兴趣和动力至关重要”。“如果你失去了这一点,那么人们就没有全力以赴,也没有充分利用他们的工作。” 他说,这损害了公司的整体利益。“当你取消对员工体验的投资,然后重新削减成本,并将员工仅仅视为资源而不是有价值的合作伙伴时,你的组织就会发现敬业度下降,因此其他事情也会下降。” Forrester表示,从2022年到2023年,员工参与度已经大幅下降,并将在2024年继续下降。 从2022年到2023年,美国的员工参与度从48%下降到44%,文化活力从69%下降到66%。Forrester预测,到2024年,这些数字将分别下降到39%和64%。 在别人盲目跟随时保持独立思考 Gownder补充说,并非所有都失去了。通过反其道而行之,保持积极的投入,可以避免EX的冬天。这意味着要真正投入与员工的互动,而不是削减成本或依赖于虚假的检查清单。 他说:“员工体验论断指出,投资于员工,在以人为中心的体验中提高参与度,降低流失率,提高生产力,也会让客户更加满意,因为快乐的员工会带来快乐的客户。” 他说,对于那些将继续投资于员工体验的公司,他们还应该衡量和理解员工对这些投资的感受。“这两件事往往是相辅相成的。” 而听力部分常常被抛在后面。Forrester 在报告中发现,只有 31% 的业务和技术专业人士认为改善员工体验是首要任务,同时也认为收集员工反馈是他们为提升员工体验而采取的一项关键行动。Forrester 预计到 2024 年这一比例将增至 34%。 原文访问:https://www.hrdive.com/news/is-an-employee-experience-winter-coming/701428/
    Talent Acquisition
    2023年12月07日
  • Talent Acquisition
    Hiring Trends 2024: For Tech And Digital Global Employers ANWESHA ROY   8 MINUTE READ The hiring landscape has gone through a lot of fluctuations in the last two years. The United States and the European Union (EU) fell into recession, triggering widespread panic amongst tech and digital companies. Businesses had to lay off a large chunk of their workforce as a cost-cutting measure, some even freezing hiring temporarily. Fast-paced digital agencies and startups understood that they needed a flexible hiring approach to adapt to these circumstances. They realized that hiring remote talents from offshore locations like LatAm, East EU, East Asia, and India was a viable way to grow their workforce. Recruiters soon realized that they needed to prioritize both skills and cultural adaptability while looking for remote talents. Hiring platforms emerged as the helping hand in this matter, with their comprehensive solutions geared to deliver a fast and reliable hiring experience. In this blog, we will discuss these developments and other hiring trends for 2024, and the job roles that will grow in the near future. Hiring Trends That Will Define 2024 Adaptable hiring strategies will help tackle the talent shortage Remote hiring for remote positions is here to stay Skill-based hiring will gain more prominence India’s rising talent pool to meet global needs Talent expectations from global employers are changing Organizations will look for culture-fit talents Emergence of hiring platforms Artificial Intelligence (AI) and Machine Learning (ML) will play a crucial role in optimizing the hiring process     1. Adaptable hiring strategies will help tackle the talent shortage By 2030, the global tech talent shortage will rise to 85.2 million, leading to a massive loss in revenue. Global employers will be more careful and strategic when hiring in 2024. The demand-supply gap of skilled tech and digital talents is growing every year, which means startups have to work harder to onboard the best talents. They will also look to hire remote talents from offshore locations to upscale as per their budget and resources. 2. Remote hiring for remote positions is here to stay In 2023, tech and digital startups have to deal with the growing tech talent shortage amidst a precarious global economic scenario. Remote hiring is the most viable solution for these organizations, as they can easily access skilled and cost-effective talents across the globe, with a faster hiring process. Even companies following on-site or hybrid workstyles are hiring certain roles remotely, due to its benefits. contract hiring – uncertain economic conditions are compelling companies to hire full-time long-term contractual employees for flexibility and scalability. Global employers are also open to long-term contractual engagements for full-time employees, to ensure flexibility and scalability. The number of startups hiring remotely has grown from 900 in 2019, 2,500 in 2020, and 14,000+ in 2022. With a growing number of talents preferring remote workstyle, companies will be able to retain their top talents by setting up distributed teams instead of strictly adhering to local hiring. 3. Skill-based hiring will gain more prominence 92.5% of companies have seen a reduction in their mis-hire rate when implementing skills-based hiring, with 44% reporting a decrease of more than 25%. Going ahead, the qualification of a candidate will be defined by their hard and soft skills, and not just their education and work experience. Technical skills, problem-solving abilities, leadership, adaptability, and more will be closely evaluated by companies. A study shows that hiring for skills is five times more predictive of job performance than hiring for work experience. To drive this initiative, startups will rely on vetting tools and integrate them within their hiring process. The assessment will be tailor-made for tech and digital roles to aid in finding the most suitable talent. Furthermore, startups have to drop degree requirements from job descriptions and become more specific about the capabilities they are looking for. 4. India’s rising talent pool to meet global needs Contrary to the talent crisis across the globe, India is generating tech and digital talents consistently in large numbers. Their tech talent pool has grown by 120% in the last five years, with two million STEM graduates every year. The country also has a surplus of 2.5 million digital talents, presenting a great opportunity for global employers. The average salaries of Indian talents is lower than that of US, EU, and AUS talents, which means global companies can hire equally or better-skilled professionals at a lesser cost. India also has a wide network of talents specializing in emerging technologies. The number of Indian AI experts on LinkedIn has grown by 14x in the last seven years, the 5th fastest growth after Singapore, Finland, Ireland, and Canada. These reasons have helped India become the most preferred talent-sourcing hub in the world. 5. Talent expectations from global employers are changing The global labor market is very tight and the talents have an upper hand in deciding their next employer. To remain competitive, startups have to reexamine their hiring strategies and cater to what the top talents are looking for. A study reveals that top Indian remote talents want better pay, good work-life balance, and prospects of career growth while choosing an employer. Before hiring from India, global employers have to prepare an offer that fulfills the expectations of these talents. 6. Organizations will look for culture-fit talents Technical proficiency makes a candidate qualified for the job role, but a cultural fitment aligns makes them the perfect addition to the organization. Both large-scale companies and startups need talents who take initiative, have a positive attitude, and handle situations in a non-confrontational manner. Such skills will uphold the work environment and promote a healthy culture. An org-culture fit talent will be more engaged and satisfied with their job than just a skilled professional. Finding and hiring culture-fit professionals also impacts the retention rates, as a study shows that 73% of talents have left a job due to poor cultural fitment. 7. Emergence of hiring platforms According to a 2022 survey by Upwork, 50% of businesses outsource at least some of their work. Of those businesses that outsource, 38% use hiring platforms to find freelancers and contractors. Another report reveals that 48% of companies are planning to increase their use of hiring platforms for offshoring in the next two years. Hiring platforms offer a number of advantages to businesses, including access to a large pool of skilled and experienced freelancers and contractors, the ability to scale their workforce up or down as needed, and cost savings on labor costs. They also help in vetting candidates to find the right technical and cultural fit, helping in making an informed hiring decision. With their end-to-end solutions, hiring platforms help both fast-paced businesses and enterprises in upscaling confidently within a short period of time. 8. Artificial Intelligence (AI) and Machine Learning (ML) will play a crucial role in optimizing the hiring process 44% of recruiters find AI useful in shortening the hiring cycle, which is the main priority, 32% found it a good way to cut down overhead costs, and 24% found it helpful in identifying the right talents. Studies suggest that it takes 29 to 66 days to fill tech-based vacancies, which is a very long hiring cycle for startups. In a fast-paced environment with constant deadlines, open roles must be filled as quickly as possible. As time is of the essence, startups are beginning to leverage Artificial Intelligence (AI)  and Machine Learning (ML) in their hiring process. By reducing the time to hire, small-scale startups are also able to cut down overhead and operational costs. In fact, AI/ML have helped companies in North America cut down their costs by 40%, in Europe by 36%, and in the APAC region by 25%. Application Tracking System (ATS) is also being used by startups to ensure a seamless hiring process. The ATS is useful in organizing applications, managing communications, and tracking the status of candidature. 99% of Fortune 500 Global companies are using ATS for an elevated hiring experience and short cycle, so why shouldn’t startups? After all, it oversees all the tedious processes in hiring, so managers can focus their energy on decision-making and other important tasks. Region-wise Job Roles Which Will Grow In Demand in 2024 United States Europe Australia According to a survey by NASSCOM, future skills demand is expected to grow to 3.5-3.7 million by 2024, rising from the present 1.2-1.3 million currently employed by the industry. Building on that, here are a few predicted jobs that will be in demand in the next few years, sorted region-wise. United States   The United States is leading the world in next-gen technology, which reflects in their plans to hire more cloud engineers, machine learning engineers, data scientists, and salesforce developers. The digital sector is also growing at an average of 8.5% CAGR, and the startups are looking to hire more web developers, ad specialists, UI/UX designers, and digital marketing managers. Europe   European tech startups will focus increasingly on their core services and hire more front-end developers, DevOps engineers, and blockchain developers. Similarly, digital companies will look for PHP developers, web developers, and digital marketing managers. SaaS-based startups in the EU will focus on building next-gen products and user privacy, which is why they will hire more product managers, customer success managers, and security engineers. Australia   Despite fears of recession, Australian tech startups are focussing on resilient hiring to support their services. They will look to onboard more back-end developers, database administrators, and systems engineers. In the digital sector, SEO specialists, web analytics specialists, and digital sales representatives will be in demand. SaaS-based startups in the country will focus on better customer service by hiring account executives, customer success managers, and e-commerce managers. Jobs created by AI to look out for in 2024 Prompt Engineer Prompt engineers are experts in designing and developing AI-generated text prompts for improving the AI prompt generation process for several applications. They use data analysis and programming skills to deliver an elevated user experience in tech and SaaS products. AI Trainer AI trainers are responsible for teaching AI systems how to think and interact with users. They work with the development team to ensure the chatbots and virtual assistants respond to customer queries and resolve them effectively. These experts have a strong background in data science, natural language processing (NLP), and machine learning. AI Auditor AI auditors evaluate the safety, legality, and ethics of AI systems so they can be put to good use. They review codes, conduct data analysis, and test the systems to ensure the system does not produce biased or discriminatory responses. Machine Managers Machine managers oversee the AI-operated hardware and systems, and ensure everything is intact for peak performance. They are responsible for the efficient operation and minimum downtime of AI tools, making them indispensable for the tech sector. Final Thoughts The secret to success in talent acquisition is to identify the trends, adapt your strategy, and prepare for the future. It is important to constantly monitor the ever-changing hiring landscape to build a productive workforce for the long run. As we enter 2024, the major focus for global employers will be on identifying the best candidates for the role and leveraging digital tools for a smarter process. Digital agencies also have to offer what talents seek in their employer in order to improve their chance of hiring the best candidates. By aligning these hiring trends in advance, global recruiters like digital agencies, IT services companies, and SaaS-based tech companies can stay ahead of the curve and hire methodically.
    Talent Acquisition
    2023年10月24日