The Role Of AI In Modern Talent Recruitment

Artificial intelligence (AI) includes machine learning, natural language processing, predictive analytics, and robotic process automation. Companies can implement these technologies in modern talent recruitment software to assist with sourcing and hiring.

AI analyzes data, such as resumes or employee profiles. Then, the technology makes recommendations for the next step in completing a task, such as which candidates to contact for interviews or offer a job.

AI-powered software provides insight into recruitment issues that humans may otherwise overlook. The technology continues to evolve to make more informed recruitment recommendations.

 

Learn about the role AI is playing in modern talent recruitment.

 

Job Descriptions

AI can determine the most relevant keywords and gender-neutral language to use in a job description. The technology reviews the words used in current job descriptions, then suggests alternatives when appropriate. Eliminating bias in job descriptions helps attract the most qualified talent.

 

Job Postings

AI can review and provide a candidate appeal score for job postings, helping to determine how effectively a job posting will attract candidates. Gaining more qualified applicants increases the odds of recruiting the best talent.

 

Talent Sourcing

AI can use the requirements listed in a job description to generate related industry-specific language and terms. The technology also can develop a list of adjacent skills that talent may have because of the skills included in the job description.

Talent with adjacent skills tends to perform better and add more value to the organization than talent without these skills. They are also likely to begin contributing from their first day and remain with the company for over two years.

Talent with adjacent skills may be better suited for a different role within the organization. This is especially beneficial if the other role is hard to fill. The happier a potential new hire is with their job, the longer they should remain loyal to the company.

 

Applicant Screening

Machine learning can help determine which traits, such as personality and working preferences, correlate with long-term success in a specific role. The technology can analyze an applicant’s education and skills, then recommend positions in which they should excel. Finding a strong match increases the possibility of longevity within the organization.

 

Skills Assessment

AI helps determine an applicant’s potential based on their skill set. The technology assesses the applicant’s validated skills, adjacent skills, skills that must be validated, and missing skills. Then, the technology identifies skills gaps in the workforce that the applicant has the potential to fill.

 

Candidate Experience

Robotic process automation uses bots to handle time-consuming questions and tasks. For instance, chatbots can answer candidates’ questions, guide them to make timely choices and keep them informed about their status within the recruitment process. The chatbots also can let candidates know about other roles that fit their skills and experience.

 

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Ways To Improve Your Onboarding And Training Processes

A 2022 study by Zippia found that a thorough onboarding process can increase new hires’ productivity by 70%. Out of those employees with a positive view of their onboarding, 69% remain with their employer for at least 3 years.

An effective onboarding program integrates new hires into the company’s culture and individual roles, support, and expectations. A successful training process helps new hires learn their job duties and responsibilities. Both onboarding and training processes can be done concurrently to maximize new hires’ learning and growth.

 

Follow these guidelines to improve your onboarding and training processes.

 

Maintain Engagement

Keep in touch with new hires from the time they accept a job offer to the day they begin work. Otherwise, your new hires might remain open to other job offers and rescind your offer before starting.

Consistently checking in to answer questions and begin filling out paperwork encourages your new hires to stay engaged with your organization. This increases the likelihood of them showing up on Day 1.

 

Be Welcoming

Encourage your team members to help create a positive first impression for your new hires. Show that your new hires are valued members of your team. Setting the foundation for a good employee experience encourages your new hires to remain long-term.

 

Plan Your Onboarding and Training

Share with new hires their schedules for onboarding and training. Understanding what to expect lowers the anxiety and stress of starting a new job.

Include regular check-ins with your new hires. Find out how they are doing, where they are at with their training, and whether they have any questions. Also, provide constructive feedback about your new hires’ performance. Additionally, ask how you can better support them. Respond accordingly.

Use these check-ins to build relationships with your new hires. Show that they are valued and respected members of your organization.

 

Automate Processes

Ensure your onboarding and training processes are as automated as possible to promote new hire engagement and productivity and increase HR increase efficiency and support for your workforce.

Your new hires can begin immersing themselves into your company culture and working toward their goals. They can receive notifications when documents are due, unfinished, or incomplete without having their work interrupted.

 

Develop Career Maps

Talk with each new hire about their strengths, weaknesses, and career goals. Then, work with each new hire to outline their career path throughout your organization.

List the knowledge, skills, experience, and other qualifications necessary for each role. Include how these requirements can be fulfilled through training opportunities.

Detailing each new hire’s career progression and expectations provides motivation to move forward in your organization. Understanding what is required to secure more senior positions encourages new hires to stay with your company.

 

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How To Manage Millennials Vs. Gen Z In The Workplace

Managing Millennials and Gen Z requires different approaches. Members of these generations have different experiences, challenges, and aspirations. These factors impact Millennials and Gen Z’s worldviews and behaviors in the workplace.

While differences may not apply to everyone of a respective generation, in general, Millennials and Gen Z may view work and approach tasks differently. Understanding these differences enables you to adjust your management style to help the generations collaborate in the workplace.

 

Implement these tips to manage Millennials and Gen Z in the workplace.

 

Respect Privacy

Millennials are open about their personal lives, having grown up posting online and freely sharing their knowledge and experiences. Millennials may be more inclined to blend their personal and professional lives.

In contrast, members of Gen Z tend to be private about their personal lives, limiting the information they share with others to maintain security. Gen Z may prefer to separate their personal and professional lives.

Maintain awareness of Millennials’ and Gen Z’s preferences for privacy when interacting with your team. Although some of your employees may be willing to discuss their families, hobbies, and personal interests, others may prefer to keep things strictly professional.

 

Provide Motivation

Millennials are motivated to work for a company that serves a social purpose. They also prefer organizations that encourage work-life balance.

Gen Z prefers to support social causes on their own to make a more direct impact on what matters to them. They also value skill development and career advancement.

Motivate millennials to work for your organization long-term by emphasizing the social purpose fostered by your company. Offer your team remote or hybrid work and a flexible schedule to promote work-life balance.

Motivate Gen Z to remain with your company by providing stretch assignments, cross-training, and mentorship. Through these opportunities, your team can add to their skill sets and advance their careers.

 

Monitor Work Styles

Millennials value teamwork. They appreciate receiving regular input as a part of learning and making decisions.

Millennials also enjoy engaging with colleagues and coworkers, thriving in open office plans and shared workspaces.

Conversely, Gen Z values independence and may prefer to figure things out on their own.

Gen Z is competitive and focused on individual success. They like being in control of the end product.

You can effectively manage Millennials and Gen Z by providing a mix of independent and collaborative work. Also, encourage your team members to provide each other with the desired level of independence while completing tasks by the deadlines.

 

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6 Ways Quiet Quitting Is Affecting The Workplace

Quiet quitting refers to employees fulfilling only the duties and responsibilities listed in their job descriptions and declining to go above and beyond to benefit their employers. They may refuse new tasks or projects, decline to contribute to meetings, and avoid engaging in learning and development opportunities.

Although quiet quitting may be attractive to employees, it adversely impacts workplace dynamics and company culture. This largely is because employees avoid engaging in non-work activities with colleagues and coworkers.

The lack of socialization outside of work reduces camaraderie among teams. It also lowers collaboration, engagement, and productivity.  As a result, job satisfaction, employee morale, and retention decrease.

 

Discover six ways quiet quitting is affecting the workplace

 

1.    Decreased Collaboration

Employees who disengage from each other outside of office hours are less collaborative at work. Because they do not get to know each other on a personal level, employees with different personalities may be more prone to conflict.

 

2.    Lower Employee Engagement

Employees who avoid socializing with each other often feel less connected to their team and company. This makes it harder to engage in work tasks. As a result, employees might frequently be absent from work, not perform their best, and miss deadlines.

 

3.    Reduced Productivity

When employees do only the bare minimum to keep their jobs, they avoid going out of their way to add more value to the organization. This reduces the flow of ideas, creativity, and innovation. It also lowers productivity levels.

 

4.    Less Job Satisfaction

Low levels of collaboration, engagement, and productivity lead to low job satisfaction. Employees who go through the motions of performing their job duties and responsibilities lack connection to the work. This impacts motivation to remain with the organization long-term.

 

5.    Decreased Employee Morale

Low job satisfaction brings down employee morale. Employees who are dissatisfied with their roles do not feel positive about their future with the organization. Having a significant number of employees feel this way can lower attraction and retention rates.

 

6.    Increased Turnover

Employees who are disengaged, unproductive, and dissatisfied with their jobs typically find new jobs. Having a significant number of employees leave at one time lowers retention levels. This negatively affects the workplace.

 

Leveraging Strategies to Prevent Quiet Quitting

 

Create a Culture of Empowerment

When it comes to leveraging strategies to prevent quiet quitting, the first step is to create a culture of empowerment. This should be done by involving employees in decision-making processes, providing clear goals and expectations, and ensuring that employees have the support they need to succeed.

 

Build a Sense of Purpose

Additionally, emphasizing the sense of purpose for the job in relation to the larger organization and its mission will foster a sense of dedication. Heighten employees’ sense of purpose by providing resources like team-building activities and open discussion forums. A sense of purpose strengthens employees’ sense of loyalty and dedication, reducing their likelihood of engaging in quiet quitting.

 

Implement Comprehensive Onboarding

Employers should implement effective onboarding practices, such as having a comprehensive onboarding program that introduces all new employees to the company’s values, policies, and procedures. This can help create a sense of belonging right from the start and help ensure that employees are aware of all their rights and responsibilities.

Understanding the root causes of why team members may be feeling disengaged is the first step in preventing quiet quitting in the workplace. Taking actionable steps to create an environment of trust, collaboration, and communication are key to preventing this kind of disengagement and maintaining a successful, motivated team.

 

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Making Plans for a Successful 2023 Using Employee Surveys

Do you want help planning for a successful 2023? If so, ask your employees for their input.

Your employees know what worked well during the past 12 months. They also have suggestions for improvement for the coming year.

Through employee surveys, you gather ideas and solutions to make the new year prosperous. Receiving constructive feedback helps you effectively plan for business growth.

Acting on the results of your employee surveys promotes engagement, productivity, and performance. When company leadership actively listens to employee feedback, team members know they are valued members of the organization. As a result, employees will continuously increase their contributions and results.

Implementing feedback from employee surveys promotes feelings of company ownership. Your employees will increase their accomplishments and positively impact your bottom line.

 

Discover how you can use employee surveys to plan for a successful 2023.

 

Increase Employee Engagement

According to a Gallup study of employee engagement data in the first half of 2021, only 36% of employees were engaged in their work. The 15% of actively disengaged employees said they were poorly managed and had miserable work experiences.

Employees who feel valued and respected remain engaged in their work. Their energy and enthusiasm set a positive example for colleagues and coworkers to follow.

Sending out employee surveys is an effective method to learn what makes your employees engage or disengage in their work. You can use the findings to elevate the areas that promote engagement and improve the areas that promote disengagement.

After implementing changes, send out follow-up employee surveys to measure the effectiveness of the change. Use these findings to plan your next steps to improve engagement.

 

Improve Problem-Solving

Employee surveys help uncover problems that affect engagement, productivity, and performance. The results help provide a roadmap to make improvements that benefit the workforce.

Consider Including questions about professional satisfaction with position, culture, and the company in your employee survey. Seek information on where employees see themselves growing within the organization.

Regularly sending out anonymous employee surveys helps maintain communication between employees and management. Use the results of these surveys to begin conversations with your employees. Focus on uncovering more details to build on the stronger areas of the organization and improve the weaker areas.

Implement changes based on the survey results and conversations with your employees. This can improve workflows and systems while increasing employee loyalty.

 

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Real Solutions to Increase Employee Retention

The first 90 days of onboarding impact whether a new hire remains with your company. During this time, your new employee works to prove they can succeed in the position. Concurrently, help your new hire acclimate to the role and company and begin adding value.

Onboarding remote or hybrid employees is more challenging than onboarding in-office employees. Remote or hybrid employees often feel less connected to their team than onsite employees. As a result, many new hires consider leaving their positions.

Fortunately, providing an effective onboarding program can significantly improve employee retention. The more positive the onboarding experience, the more prepared, supported, and productive new hires tend to be. This increases employee confidence and work performance. It also encourages new hires to remain long-term.

 

Implement these solutions to increase employee retention.

 

Warmly Welcome Your New Hire

  • Have the interview panel and leadership team engage in a celebration call with your new hire after they accept the role.
  • Send a welcome box to your new employee’s home.
  • Email 2 days in advance any last-minute information and details about what to expect on the new hire’s first day.
  • Reaffirm your new employee’s decision to work for you.
  • Designate an employee to greet your new hire either in person, virtually, or through a messaging platform.
  • Provide the tools and technology your new hire needs to work.
  • Share the first week’s meetings, trainings, calendar invites, and other agenda items.

 

Promote Employee Relationships

  • After the new hire accepts the job offer, send on-demand content regarding your company’s mission, vision, and values.
  • Promote connections between your new hire, colleagues, and coworkers during the first week.
  • Schedule one-to-one meetings between your new employee and immediate and cross-functional teammates.
  • Connect your new hire with employee resource groups.
  • Train your new employee to communicate using email, the company’s communication platform, and other methods.
  • Promote participation in company events.
  • Get to know your new hire on a personal level.

 

Prioritize Role Clarity

  • Establish what success looks like and how the company measures success within the position, team, and organization.
  • Clarify team goals and objectives.
  • List your new hire’s 30-, 60-, and 90-day goals.
  • Provide training and shadowing opportunities.
  • Educate your new employee on the cross-functional overlap.
  • Discuss the projects, initiatives, and training to make progress toward 30- and 60-day milestones.
  • Request ongoing feedback from your new employee.

 

Celebrate Employee Wins

  • Maintain conversations and accountability around your new hire’s 30-, 60-, and 90-day milestones.
  • Finish your new employee’s first project initiative after 30 days.
  • Have the leadership team and coworkers review the project results and provide feedback.
  • Encourage your new hire to share their ideas during meetings.
  • Express appreciation for your new employee through personalized notes or emails, a messaging platform, or company meetings.
  • Recognize and reward your new hire for reaching their 60- and 90-day milestones.
  • Discuss your new employee’s goals and objectives for the rest of the year.

 

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How to Best Attract Gen Z and Millennial Applicants

The 2022 Gallup report How Millennials Want to Work and Live found that 71% of millennials are disengaged at work. Fifty-five percent are actively disengaged.

Disengagement is one of the reasons why millions of employees have been changing jobs during The Great Resignation. These employees are finding roles that better align with their values, goals, and interests.

Many of these job changers are Gen Z and Millennials. They cite increasing levels of job dissatisfaction as one of their main reasons to find new opportunities.

As an employer, you must find ways to attract Gen Z and Millennial employees to your job openings. Otherwise, these job seekers may decide to work elsewhere.

 

Implement these three methods to attract Gen Z and Millennial applicants to your company.

 

Provide Flexibility

Gen Z and Millennials want autonomy. The ability to fit in work around their personal lives is important.

Controlling their time lets Gen Z and Millennials handle their personal and professional responsibilities during the workday. This flexibility fulfills their desire for work-life balance.

Providing flexibility fulfills your employees’ wants and needs. This type of work environment attracts Gen Z and Millennials to your job openings.

Consider offering any of the following options:

  • Remote or hybrid work is especially beneficial for employees who have difficulty securing transportation to work, have physical limitations, or live significant distances from the office.
  • A compressed work week lets employees fulfill their contracted number of hours per week while having a day off.
  • Flextime lets employees work non-traditional hours while fulfilling their contracted number of hours each week.
  • Job-sharing provides part-time employment for two employees who complete the duties and responsibilities of one role.

 

Emphasize Technology

Gen Z and Millennials make up the majority of the workforce. Because they grew up with technology, they expect to be surrounded by it at work.

Emphasize your company’s use of the latest technology as part of your employee value proposition. This may include automating tasks, simplifying workflows, or providing instant access to information in a centralized database. This prioritization of technology attracts Gen Z and Millennials.

 

Prioritize Career Development

Gen Z and Millennials want to work for companies that offer opportunities for career advancement. This includes providing training to develop the skills required to move up in the organization.

Gen Z and Millennials strive to provide additional value for their employers. This lets these employees know their efforts have an increasing impact on companies.

Emphasize how managers work with their employees to develop customized career plans that align with employees’ goals. Include the types of opportunities that contribute to attaining these career goals. Examples include seminars, classes, mentorship, stretch assignments, and cross-training.

 

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Understanding Employee Appreciation

Accounting for others’ personal needs helps people more effectively communicate. Authentic displays of appreciation increase employee retention rates. This is especially important as The Great Resignation continues.

Communicating appreciation based on what each employee values helps the message resonate with the individual. This encourages employees to remain engaged and productive. It also increases job satisfaction, employee morale, and the bottom line.

 

Discover ways to show employee appreciation and how using them can benefit your company.

 

 

Words of Affirmation

More than half of employees prefer written or spoken language to acknowledge their contributions and results.

  1. Find out whether each employee who prefers words of affirmation would like to hear them publicly or privately, in-person, through email or a communication platform, or in a handwritten note.
  2. Be sincere and specific when giving praise.
  3. Express appreciation in real-time so your employee links your words with their behavior.
  4. Use the SBI method: describe the situation, the appropriate behavior, and its impact on you, the team, or the company.

 

Quality Time

About a quarter of employees feel appreciated when they receive someone’s undivided attention.

  1. Encourage formal and informal mentorship among employees.
  2. Managers should regularly check in with their employees.
  3. At the end of team meetings, managers should ask whether anyone has anything else to discuss.
  4. Provide opportunities for employees to build relationships with coworkers and managers. This may include an onboarding lunch, team happy hour, or team-building activity.

 

Acts of Service

22% of employees prefer acts of service as a show of appreciation.

Managers should create processes that divide menial but important tasks, such as note-taking during meetings, among their employees so the team members help each other.

  1. Managers should encourage their employees to support each other in small ways. This may include bringing coffee or dinner for a teammate who is working longer hours.
  2. Encourage employees at all levels to regularly check in with their peers, direct reports, and manager, to see how they are doing and offer to help when needed.

 

Tangible Gifts

A small number of employees feel appreciated when receiving gifts based on their interests.

  1. Managers should understand how each of their employees enjoys spending their time and what their favorite treats are.
  2. Many employees prefer an additional paid day off to spend time with family and friends rather than a tangible gift.
  3. Provide gifts when employees reach project or employment milestones. Tie the gifts to the employee’s contributions or the team’s success. Show how the work benefits the organization.

 

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