Forty-six Percent of HR Leaders Report HR Technology is the Top Priority

The COVID-19 pandemic has accelerated the adoption of hybrid work, which allows employees to work both remotely and in the office. With this trend becoming a permanent fixture in many organizations, experts predict that hr technology will play an increasingly important role in supporting hybrid work. This article will discuss the technology that will support hybrid work in 2023 and the challenges that come with it.

HR Technology

Overcoming Proximity Bias with Productivity Tracking

One of the challenges that organizations will face in hybrid work is proximity bias. This is the tendency for managers to favor employees who are physically present in the office over those who work remotely. To overcome this, organizations will need to focus on managing by results rather than physical presence. This means that managers will need to focus on measuring the productivity of employees rather than their physical location.

Productivity tracking will play a key role in this. Organizations will need to track the productivity of both remote and in-office workers to ensure that they are performing at the same level. Benchmarking tools and new methods for tracking productivity and performance of hybrid workers will become increasingly important. These tools will collect numerous data points, from measuring employee sentiment to tracking the number of employees using office spaces or training tools.

However, organizations need to be careful not to erode worker trust by excessive employee tracking. HR leaders should prioritize more meaningful metrics, including the quality and quantity of employee output. Additionally, organizations will need to train managers to manage by results rather than physical presence. This will require a shift in mindset for many managers who are used to managing employees based on their physical presence.

The Rise of AI in HR

As organizations seek to do more with less in 2023, the use of AI will grow to include recruiting, identifying skills gaps in the workforce, analyzing engagement survey data, and answering employees’ frequently asked questions. Using AI to analyze worker data beyond traditional demographic and performance metrics will be key. More HR departments now view their workforce data as a strategic asset to help guide key business and talent decisions in areas such as upskilling, scheduling, staffing, and more.

Companies will also begin to find real-world applications for “generative AI,” like ChatGPT from OpenAI. This tool not only acts as a search engine but can perform complex tasks like writing essays or computer code. However, the use of AI in HR will also come under regulatory and legislative scrutiny in the coming year. For example, a New York City law will go into effect in April 2023 that requires employers in that city to conduct an independent audit of AI tools they use for employment decisions.

Recruiting in the Hybrid Work Era

Recruiting will also see significant changes in 2023. With recent labor shortages and the need to improve long-term employee development and retention, improving top-of-the-funnel recruiting processes will be a top priority for HR and talent acquisition leaders. Programmatic job advertising that can strategically deliver ads to the right prospective candidates will be valuable in 2023. This will be important as the economy faces uncertainty, and employers must maximize the efficiency of their job advertisement budgets.

Recruiting leaders will also benefit from more strategic use of video in 2023. Authentic, employee-generated videos result in the most engagement from candidates. Recruiting teams should use videos in job ads, on a career site, in candidate emails, and throughout the hiring process. The videos should communicate the organization’s values, tell the employees’ stories, introduce candidates to the leadership team, and explain the hiring process.

Creating an engaging candidate experience will be critical in 2023. Whether we enter a recession or not, top candidates will always have choices and opportunities. Every recruiting leader should apply for a job on their career site via a mobile device to experience it from

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Samsung Electronics promotions are so secretive that even neighboring colleagues don’t know

Samsung Electronics, one of the largest technology companies in the world, recently announced promotions for its managerial staff on the 28th of last month. However, despite the announcement being made, employees have reportedly not been informed of who among their colleagues was promoted and who was not. This is because Samsung has changed its policy in recent years to inform employees of promotions through individual notification rather than posting the promotion lists on the company intranet, as they had done in the past.

Samsung adopted this new policy to create a more equal and horizontal work environment among employees, following its initiative to unify employee titles with the honorific “nim,” meaning “professional,” in 2017. However, the change has also created a new problem. Without a company-wide announcement, employees are left in the dark about who among their colleagues was promoted, creating an environment of uncertainty and speculation.

One employee in their 30s said, “I was promoted early, and I feel like people around me are curious, but I don’t talk about it because I’m afraid of appearing boastful when my senior colleagues and peers don’t even know if they were promoted or not.”

The reason for Samsung’s new policy is to prevent employees from feeling demotivated or uncomfortable with the announcement of early promotions. In the past, employees who were promoted early would have to buy meals or drinks for their colleagues to celebrate their success, and this led to an unhealthy work environment where employees were either pressured to spend money or excluded from the celebration. To address this issue, Samsung abolished the mandatory “standard length of service” in November 2021, and as a result, many employees were promoted early, which led to the company’s decision to change its promotion notification policy.

Reactions to the new policy among Samsung employees are mixed. Some say that they like not having to worry about office politics or being judged based on their promotion status, while others express frustration over the lack of transparency and the need to know who was promoted to make informed decisions in their work.

As time passes, the company culture is changing due to the new policy. The traditional “promotion meal,” where the promoted employee would treat their colleagues to a meal, is no longer mandatory, and the congratulatory dinner that used to be held in early March has disappeared, causing nearby restaurants to feel the economic impact.

In conclusion, Samsung’s decision to inform employees of promotions through individual notification rather than publicly posting promotion lists has its pros and cons. On the one hand, it creates a more equal work environment and reduces pressure on promoted employees to buy meals or drinks for their colleagues. On the other hand, it creates a lack of transparency that can lead to confusion and speculation among employees. As with any policy change, it takes time to adapt, and Samsung will have to carefully monitor its impact on employee morale and productivity going forward.

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[2023 HR Trend] The Future Of Work Is Flexibility For All Employees

Flexibility has become a key buzzword in today’s working culture, and for good reason. It is the ability to choose one’s work schedule, and it is no longer just about working remotely. It can mean working fewer days a week, while working longer hours each day. The concept of flexibility has been embraced by many companies and has become increasingly important to employees, especially as they look to achieve better work-life balance.

The 2023 Future of Working and Learning Report, conducted by Executive Networks Global Research, surveyed 1,301 workers and found that more knowledge workers and frontline workers preferred flexibility in when work gets done over flexibility in where work happens. This means that while working remotely is still an option, it is not the top priority for workers. Instead, they want the flexibility to choose when they work.

For knowledge workers, working asynchronously is a key aspect of flexibility. This means that employers need to create a culture that respects work-life boundaries, trusts workers to do their jobs outside of the traditional 9-5 workday, and sets guardrails on where live synchronous work can take place. This allows workers to have more control over their schedules and achieve a better work-life balance.

Frontline workers also desire work flexibility. Companies like Chick-Fil-A have introduced work schedules that allow workers to work 13-14 hours on three consecutive days with full-time pay, resulting in increased employee retention. This type of flexibility allows frontline workers to balance their work and personal lives more effectively.

Work flexibility is not just a benefit in a tight labor market. It is something that all workers desire, and it is important for employers to provide it. The question is, what new work rhythms can we create that will allow for flexibility for all workers?

One solution is to implement a results-only work environment (ROWE). A ROWE is a work environment where employees are not required to be in the office during specific hours, but are instead evaluated on their results. This allows employees to have more control over their schedules and work when they are most productive.

Another solution is to implement a compressed workweek. This means that employees work longer hours for fewer days per week. For example, instead of working five 8-hour days, employees could work four 10-hour days. This allows employees to have a longer weekend and more time to focus on personal commitments.

Flexibility in work schedules is essential for today’s workers. It allows them to balance work and personal commitments more effectively and achieve a better work-life balance. Employers need to recognize the importance of flexibility and create work environments that allow for it. This includes creating a culture that respects work-life boundaries, trusts workers to do their jobs outside of traditional work hours, and implementing work rhythms that allow for flexibility for all workers. By doing so, employers will not only attract top talent but will also improve employee retention and create a more productive workforce.

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[2023 HR Trend] Skills-Based Hiring Is On The Rise Rather Than Degrees

Recent research conducted by Remote has revealed that skills-based hiring has experienced a significant increase of 63% in the past year as employers increasingly value experience over academic qualifications. This shift towards skills-based hiring is a welcome development that helps to remove career and salary barriers for over two-thirds of adults in the United States who do not hold a bachelor’s degree.

For employers, skills-based hiring not only broadens the talent pool but also increases the speed of hiring and promotes greater diversity of thought in the workforce. Furthermore, it helps to address the skills gap that exists in many industries, particularly those in the technology sector, where demand for specific skills often outstrips supply.

This shift towards skills-based hiring is accelerating as an increasing number of professions, including those in computer support and software engineering, do not require a degree to perform their roles. A study by the Burning Glass Institute, which analyzed millions of online job listings, found that the number of jobs requiring a college degree dropped from 51% in 2017 to 44% in 2021.

One of the main reasons for this shift towards skills-based hiring is the recognition that academic qualifications do not necessarily equate to job readiness or competence. Many employers are realizing that experience and specific skills are often more valuable than a degree in certain industries. Moreover, a degree can be a significant financial burden for many people, particularly those from marginalized communities. By prioritizing skills over academic qualifications, employers can broaden their talent pool and promote greater diversity and inclusivity in their workforce.

In 2023, skills are set to emerge as the currency of the labor market. This means that skills-based hiring will continue to gain momentum, with employers placing a greater emphasis on identifying and nurturing specific skills that are in high demand. This is good news for job seekers who may not have a degree but have the skills and experience needed to excel in their chosen field.

To support this shift towards skills-based hiring, employers must adapt their recruitment processes to focus on assessing candidates’ skills rather than just their academic qualifications. This may involve using skills-based assessments, interviewing techniques, and performance-based evaluations to determine a candidate’s suitability for a role. Employers can also invest in upskilling and reskilling programs to help existing employees develop the skills they need to progress within the organization.

In conclusion, the shift towards skills-based hiring is a positive development that benefits both employers and job seekers. By broadening the talent pool and promoting diversity and inclusivity in the workforce, employers can gain a competitive advantage in the labor market. As skills become increasingly valued, employers must adapt their recruitment processes to focus on assessing candidates’ skills rather than just their academic qualifications. This will enable them to identify the best candidates for their roles and support the development of their existing employees.

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[2023 HR Trend] Employee and workplace well-being

Workplace stress is a growing concern that has significant impacts on employees’ mental and physical well-being, as well as their relationships with friends, family, and colleagues. According to a recent report by the Surgeon General on Mental Health and Well-being, 81% of workers are actively seeking workplaces that prioritize mental health.

Delta Air Lines is one company that is taking a proactive approach to addressing employee well-being. Under the leadership of CEO Ed Bastian, Delta has appointed Dr. Henry Ting as its first Chief Health and Well-being Officer, with a focus on addressing the whole person rather than just the individual worker.

As part of Delta’s people strategy, Dr. Ting, along with Dr. Nilay Shah and Dr. Shaheen Kurani, partnered with FLORENS to launch the Flourishing Index Survey in 2022. The survey received responses from nearly 24,000 Delta employees from around the world, with an additional 250 qualitative interviews conducted to identify opportunities for well-being interventions.

Delta’s well-being interventions include expanding mental health treatment by offering employees and their household members twelve free counseling sessions per year, an increase from seven. Delta is also piloting a healthier food footprint by incorporating more affordable and nutritious food options in their cafeterias and break rooms. Finally, the company is offering new financial education programs that incentivize employees to work with coaches to improve their personal finance skills, such as budgeting, credit management, and savings.

According to Dr. Shah, Delta’s efforts to embed well-being into its culture are the first steps towards creating an environment where employees can thrive in all areas of their lives, including work, home, and community. As companies recognize the importance of supporting employee well-being, initiatives like Delta’s can serve as examples of how businesses can prioritize their workers’ health and happiness.

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What is the hiring process for foreign workers in general?

hiring process for foreign workers
Engineer technician watching team of workers on high steel platform,Engineer technician Looking Up and Analyzing an Unfinished Construction Project.

The process of hiring foreign workers can vary depending on the country where the hiring company is located and the country where the foreign worker is from. However, in general, the hiring process of foreign workers involves the following steps:

  1. Obtain necessary work permits and visas: The hiring company needs to obtain the necessary work permits and visas for the foreign worker to legally work in the country. This can involve providing documentation, such as a job offer letter, proof of qualifications, and background checks.
  2. Advertise the job: The hiring company must typically advertise the job to the local workforce before hiring a foreign worker. This is to ensure that there are no qualified local candidates available for the job.
  3. Sponsorship: In many cases, the hiring company will need to sponsor the foreign worker for their work visa. This involves providing documentation, such as proof of financial support and a detailed job description.
  4. Interview and selection: Once the necessary permits and visas have been obtained, the hiring company can interview and select the foreign worker for the job. The selection process is similar to that of hiring a local candidate, and the foreign worker must meet the qualifications and requirements for the job.
  5. Orientation and integration: After the foreign worker is hired, the hiring company must provide orientation and integration into the workplace. This can involve providing information about company policies, culture, and expectations.

It’s important to note that the hiring process of foreign workers can be complex and time-consuming, and it may require additional resources and expertise from the hiring company. Companies should be aware of the legal requirements and regulations related to hiring foreign workers in their country and seek expert advice if necessary.

F

Inquiry hiring Filipino workers: global@circ.ph

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On the first day of work, a new employee went to the bathroom for an hour… “Where have you been?” I asked

On the first day of work, Jane was a nervous wreck. She had just landed her dream job at a marketing agency, but she was still getting used to the company’s culture and her new coworkers. Everything was going well until about an hour after lunchtime, when Jane disappeared.

As her team leader, I was concerned. Where could she have gone? Was she lost in the building? Did she need help? I went to look for her, but couldn’t find her anywhere on the floor.

Finally, I decided to check the bathroom. To my surprise, Jane was still there, sitting in a stall with her phone in her hand.

“Where have you been?” I asked, trying not to sound accusatory.

Jane looked up, startled. “Oh, hi,” she said, sounding embarrassed. “I’m sorry, I just needed to take a break. I’ve been feeling really overwhelmed.”

I could relate. Starting a new job is stressful enough without the added pressure of trying to impress your boss and colleagues. I decided to give Jane some space and let her collect herself.

After a few minutes, she emerged from the stall, looking much more composed. “Thanks for not freaking out,” she said. “I just needed a little time to regroup.”

I smiled. “No problem. We’ve all been there. Just remember, you’re not alone. We’re all here to support you.”

Over the next few weeks, Jane settled into her role at the agency and became an invaluable member of the team. She proved herself to be creative, hardworking, and a great collaborator.

Looking back on that first day, I’m glad I didn’t overreact to Jane’s disappearing act. Sometimes, we all need a little time to ourselves to recharge and refocus. It’s important to remember that we’re all human, and we should treat each other with kindness and understanding.

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how to use AI(Artificial Intelligence) in the recruitment

In today’s fast-paced world, recruitment has become an increasingly complex and time-consuming process. Companies receive an overwhelming number of applications for each job opening, making it difficult for hiring teams to find the right candidate. This is where artificial intelligence (AI) can play a significant role in streamlining the recruitment process and helping companies find the best talent.

AI-powered recruitment tools can help hiring teams to reduce the time and effort required to sift through resumes, conduct initial screening interviews, and identify the best candidates for the job. In this article, we will explore the different ways in which AI can be used in recruitment and the benefits that it can offer.

Resume Screening

AI-powered software can be used to screen resumes and identify the most relevant candidates for a job. This software can quickly scan thousands of resumes, filter out unqualified candidates, and present a shortlist of candidates to the hiring team. This saves time and effort for the hiring team and helps to ensure that only the most qualified candidates are selected for the next round of interviews.

One of the key benefits of using AI-powered resume screening tools is that they can help to reduce bias in the recruitment process. By eliminating human subjectivity, AI can help to ensure that candidates are evaluated based on their qualifications, skills, and experience rather than their gender, race, or other personal characteristics.

Chatbots

AI-powered chatbots can be used to answer candidate questions and provide information about job vacancies. They can also conduct initial screening interviews and ask candidates basic questions about their qualifications and experience. This can help to save time and effort for the hiring team and ensure that candidates receive a prompt and personalized response.

One of the advantages of using chatbots in recruitment is that they can operate 24/7, which means that candidates can receive a response to their queries at any time of the day or night. This can help to improve the candidate experience and increase the likelihood that candidates will apply for a job with the company.

Predictive Analytics

AI can be used to analyze candidate data, such as their social media profiles and online activity, to predict how well they will fit into the company culture and perform on the job. This can help to identify the best candidates for the job and ensure that they are a good fit for the company culture.

One of the benefits of using predictive analytics in recruitment is that it can help to reduce turnover rates. By identifying candidates who are likely to stay with the company for the long term, hiring teams can focus their efforts on retaining these employees and reducing the costs associated with turnover.

Video Interviewing

AI can be used to conduct video interviews and analyze the candidate’s facial expressions, tone of voice, and body language to determine their suitability for the role. This can help to provide a more objective assessment of the candidate’s suitability for the job and reduce the time and effort required for in-person interviews.

One of the advantages of using AI-powered video interviewing is that it can help to reduce bias in the recruitment process. By analyzing the candidate’s non-verbal cues, AI can provide an objective assessment of their suitability for the job, regardless of their gender, race, or other personal characteristics.

Employee Retention

AI can help to identify factors that contribute to employee turnover and predict which employees are at risk of leaving. This information can be used to develop strategies to retain top performers and improve overall retention rates.

One of the benefits of using AI-powered employee retention tools is that they can help to identify patterns and trends that may not be immediately apparent to human decision-makers. This can help to ensure that the right strategies are developed to address the root causes of turnover and retain top performers.

Conclusion

In conclusion, AI can be a valuable tool for streamlining the recruitment process and helping companies find the best talent. From resume

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3 keywords to prevent young people leaving the company ① Promise ② Autonomy ③ Potential for growth

The success of any company is greatly dependent on the commitment and loyalty of its employees. This is especially true for young people who are the future of the workforce. In today’s dynamic and fast-paced work environment, it can be challenging for companies to retain young employees. One of the most significant factors that influence a young person’s decision to leave a company is the lack of fulfillment and growth opportunities.

To prevent young people from leaving the company, there are three key factors that companies should focus on: Promise, Autonomy, and Potential for growth.

Promise

The first factor is Promise. Young employees are usually attracted to a company that offers them a clear promise of what they can achieve in the future. This includes opportunities for career advancement, professional development, and a chance to work on projects that they are passionate about.

Companies that keep their promises and provide a clear path for advancement are more likely to retain young employees. A lack of promise, on the other hand, can lead to disillusionment and a lack of motivation. Companies that fail to deliver on their promises risk losing young talent to their competitors.

Autonomy

The second factor is Autonomy. Young employees want to be given the freedom to work on projects and make decisions independently. Companies that micromanage their employees and do not trust their judgment often struggle to retain young talent.

Providing autonomy can be a challenge for companies as it requires a level of trust in their employees’ abilities. However, the benefits of giving young employees autonomy far outweigh the risks. Young employees who are given autonomy are more likely to take ownership of their work, be more innovative and creative, and be more committed to the company’s goals.

Potential for growth

The third factor is the Potential for growth. Young employees want to work for a company that offers them opportunities to learn, develop new skills, and grow both professionally and personally. Companies that provide regular training and development programs, mentorship opportunities, and clear career paths are more likely to retain young talent.

Without the potential for growth, young employees are likely to become bored, disengaged, and seek new opportunities elsewhere. Companies that invest in their young employees’ growth and development benefit from a highly skilled and committed workforce.

In conclusion, to prevent young people from leaving the company, it is crucial to focus on Promise, Autonomy, and Potential for growth. Companies that offer these three factors are more likely to retain young talent, have a highly skilled and committed workforce, and achieve long-term success. As the future of the workforce, it is essential for companies to prioritize the needs of young employees and provide them with the support and resources they need to thrive.

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Unique and Creative Gift Ideas for Your Employees

Gifting employees is a great way to show appreciation and build strong relationships. However, finding the right gift can be a challenge, especially if you want to avoid generic or impersonal options. Here are some unique and creative gift ideas that are sure to impress your employees and show them how much you care:

  1. Customized desk accessories: Help your employees personalize their workspace by gifting them customized desk accessories like a personalized mouse pad, custom-branded stationery, or a monogrammed notebook. These gifts show your employees that you care about their comfort and well-being, and they’re also practical items they can use every day.
  2. Plant or indoor garden kit: Give your employees the gift of greenery with a plant or indoor garden kit. This is a great way to brighten up their workspace and provide a little bit of nature in the office. Plus, plants have been proven to improve air quality, reduce stress, and boost productivity, making them a smart and thoughtful gift option.
  3. Professional development opportunities: Help your employees grow and develop professionally by gifting them with learning and development opportunities. This can include a course or workshop that aligns with their career goals, or a subscription to an online learning platform like LinkedIn Learning.
  4. Personalized coffee mug or water bottle: Keep your employees hydrated and caffeinated with a personalized coffee mug or water bottle. These are practical items that they’ll use every day and the personal touch will show them that you care.
  5. Luxury food or drink basket: Indulge your employees’ taste buds by gifting them with a luxury food or drink basket. This can include items like artisanal chocolates, high-end teas, or premium coffee beans.
  6. Gift card to a local restaurant or spa: Give your employees a chance to relax and recharge by gifting them with a gift card to a local restaurant or spa. This is a great way to show appreciation and give your employees a much-needed break from the hustle and bustle of work.
  7. Customized tote bag or backpack: Help your employees stay organized on the go with a customized tote bag or backpack. This is a practical and stylish gift that they’ll be able to use every day.
  8. Virtual team-building experience: Make the most of remote work by gifting your employees with a virtual team-building experience. This can include a virtual cooking or cocktail class, a virtual escape room, or a virtual trivia game.
  9. Fitness or wellness subscription: Help your employees prioritize their health and wellness by gifting them with a fitness or wellness subscription. This can include a gym membership, a yoga or meditation app, or a healthy meal delivery service.
  10. Personalized office décor: Brighten up your employees’ workspaces with personalized office décor. This can include a customized wall print, a monogrammed desk organizer, or a custom-branded office plant.

In conclusion, there are many unique and creative gift ideas that can help you show appreciation and build strong relationships with your employees. From practical items to personalized décor, there’s something for every budget and taste. So, think outside the box this year and show your employees how much you care with a gift they’ll truly love and appreciate.

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