Is this a fresh perspective among workers? Does it signify some sort of widespread revelation in the workplace? Nope. Not at all.

Back in 2018, the Harvard Business Review explained how nine out of 10 people were willing to earn less money to do more meaningful work.

Four years later, the sentiment is the same.

Today, more than half of workers say their professional ambition is not tied to being part of a company. And a recent survey seems to suggest that “workers value both meaning and transparency at work.”

In short, people want to feel fulfilled at work. They want to be themselves. The days of clocking in and “transforming” from citizen to professional for eight hours a day, five days a week, are over. The sooner business leaders understand this—especially as it pertains to the demands of a younger workforce—the easier it will be to connect with their workers.

So, how can employers create meaningful work for their staff? Here are three steps to consider.

1. Define the job.

The least meaningful job is the one that is not clearly defined. Sure, your staffers will have read and reviewed their job descriptions with an HR rep or manager when they were brought aboard.

But how often has it been revisited?

Is there an opportunity to discuss and adjust on the fly?

Are employees invited to participate in the evolution of their roles and responsibilities?

Business leaders should set a precedent for empowering employees. When you give them an active voice to make a difference—with their own team members in their department (if not companywide)—then you help them create meaning at work.

From there, all you have to let them do is follow the plan that they helped create.

In short: Define the job. Evolve as necessary. Stick to the plan. 

Related: Tips for Successfully Hiring and Retaining College Graduates

1. Pinpoint their purpose.

What value is your employee bringing to the company? What does this look like? How are you communicating it to them?

Business leaders must make an employee’s purpose abundantly clear at every stage of their employee life cycle. Job descriptions must include PURPOSE. The onboarding process must reiterate PURPOSE. The on-site communications must reinforce PURPOSE.

Okay, but what is purpose, really? It’s the link between an employee’s JOB and the IMPACT it has on your customers’ experience. For example:

A copywriter writes copy (their job) that helps customers understand everything they need to know about your business, product, or services (their purpose).

A business development specialist communicates with customers (their job) to help them determine that your products or services are the best (their purpose).

A coder writes code (their job) to help customers enjoy the most user-friendly experiences (their purpose).

So if the job is what a person does, then their purpose is the reason they do it.

It may sound obvious as a theory, but is it made clear in practice at your workplace?

When employees understand what their purpose is, they’ll be more likely to find meaning in their work.

Related: The strong business case for giving employees a sense of purpose  

1. Show them their impact.

Do any of your employees have any clue as to what sort of impact they’re making? I’m not talking about the high-level C-suite executives (although they should certainly be expected to illustrate the impact they’re making, too).

No, I’m talking about the folks who get the tasks, complete the projects, and keep busy busy busy day after day. Without an opportunity to step away from the daily grind, these employees won’t be able to see the impact they’re making. As a consequence, they struggle to find meaning in their work.

That’s the problem. But what’s the solution? Communicate with your employees. Set achievable goals and then measure them against performance indicators. Review their accomplishments, and, what’s more, celebrate them. Check-in as often as possible, and when you do, be as specific as possible in your feedback.

Related: 4 Tips for Employee Performance Reviews That Actually Work 

To recap, here’s how to help your employees find meaning at work:

1. Invite employees to define their own job roles and responsibilities—and then stay true to them.

1. Connect these roles and responsibilities to a meaningful outcome among customers and your company.

1. Create opportunities for your employees to step away from their day-to-day and see exactly how they’re contributing.

For more business leadership tips—or personalized assistance with talent and workforce solutions—come back to our blog, check out our resources, or contact us today!

The post 3 Ways to Create Meaning for Employees (Besides Money) appeared first on Acara Solutions.

A total of 26 states chose to end some—or all—of the expanded unemployment benefits in recent weeks. State and local leaders in these areas claimed that this federal aid dissuades employees from seeking work. Yet according to data released by the U.S. Labor Department, states that ended the provision of these benefits have experienced job growth similar to—and perhaps slower than—growth in states that kept these benefits.

Positive Labor Trends Highlighted in Latest BLS Report

As the nationwide unemployment rate has reached 5.4 percent—its lowest since the start of the pandemic—data shows that the state of the U.S. labor market has improved. So why are companies still struggling to find workers? And what can they do to more effectively entice prospective employees to join their teams?

Lack of women in the workforce

Since the earliest months of pandemic shutdowns, the writing has been on the wall—nearly three million women departed from the workforce to handle the disproportionate demands that were thrown their way. From handling schooling responsibilities for their children to caring for their elderly parents, the pandemic heightened disparities for women in professional roles.

As many of these same women are still working from home, it makes sense why the percentage of females that comprise the independent contracting workforce has risen dramatically. Studies from the American Action Forum show that women now represent 46 percent of this group—up from 33 percent in May 2017. Due to the added flexibility that is provided through gig working jobs, women can put their skills to good use while earning money to support their families—all while operating from the confines of their homes. Companies need to more seriously consider independent contractors a viable resource during the pandemic to provide greater opportunities for women.

Delta variant surge

In light of the COVID-19 delta variant’s rapid spread across the country, there are large populations of American workers that remain uneasy about this more contagious strain of the virus. According to a workforce research study conducted by Eagle Hill Consulting, 44 percent of U.S. workers claim that the rise of the delta strain has impacted their willingness to return to the workplace—while 50 percent of workers say the variant has increased their concerns about contracting COVID-19.

While employers have little control over the delta variant’s recent surge, they can dictate vaccine policies and workplace arrangements while in the office. It has been widely reported that many private companies have either mandated the coronavirus vaccine for employees or implemented stringent protocols to encourage workers to receive it. Increasing the percentage of vaccinated workers within an organization can help to ensure a safer and more comfortable environment for all. In addition, employers should look to restructure their offices or other workplace settings to limit employees’ close exposure to one another. These strategies can be critical in enticing workers to return to the workplace in a setting that is more cautious and conservative.

Younger Americans fill the void

Due to the record number of job openings that remain unfilled, companies have turned to younger generations of workers to assuage their labor needs. Studies from Gusto show that in states that have kept federal unemployment benefits, employment has risen quickly for teenagers. And according to the U.S. Department of Labor, 33.2 percent of teens aged 16 to 19 were active in the workforce in May 2021—the largest figure since the Great Recession of 2008.

For some businesses—including restaurants and food service jobs, amusement parks, and retail stores—teenagers have been the sole resource that has kept their operations afloat. Although this young demographic has largely taken advantage of these new work opportunities, the number of teenagers in the workforce may sharply decline due to the start of high schools and colleges. As these students head back to campus, it remains to be seen who businesses will turn to next to fill their labor voids.

Enticing through incentives

The current labor market has forced many companies to get creative when enticing workers to join their organizations. Here are some of the most effective strategies that you can use to improve your recruiting efforts and bring workers back to your workforce:

• Additional PTO – Providing an increase in vacation time could be a factor that would sway employees to strongly consider joining your business.
• Sign-on bonuses – Some companies have offered hundreds—and even thousands—of dollars to employees who agree to meet certain hourly workweek requirements.
• Childcare stipends – For employees with young children, stipends that cover the cost of daycare can be a huge asset—one that would enable them to more seriously consider your job offer.
• Pet insurance – Want to make sure that your employees’ furry friends are taken care of? Offering pet insurance and other pet-specific benefits has proven to be a critical factor in persuading workers to accept a job at your company.
• Four-day workweek – In the eyes of many talent experts, gone are the days of the five-day traditional workweek. Looking for a new approach that will really turn some job seekers’ heads? Institute a four-day work calendar for your employees to see a drastic improvement in your talent acquisition results.

Summary

Although businesses are confident that the economy will remain strong in the coming months, workers are less convinced. Wary of the impact of the COVID-19 delta variant, millions of Americans—including hundreds of thousands of women—are choosing to stay home rather than return to the workforce. And while the mass employment of teenagers has helped to quell talent shortages, this solution appears to be a temporary fix—not a permanent one. To discover the qualified candidates that will drive their operations forward, companies need to get creative and piece together intriguing incentive packages to attract prospective employees. Done right, this approach will be critically important in bringing high-quality talent to their organization.

Interested in learning about why employee resignations are at an all-time high? Check out this blog on why workers are quitting their jobs—and what employers can do to keep them.

To discover how your company can compose a prudent and practical return-to-work plan—even in light of the COVID-19 craziness—read our latest insights here.

The post Bringing Workers Back to the Workplace appeared first on Acara Solutions.

Yes, the video-sharing social networking site that we’ve all come to know and love is doing more than just entertaining millions of Americans—it’s now helping them to find a job. Due to current nationwide talent shortages that are disrupting business operations, TikTok has implemented a simple—yet potentially game-changing—idea that could alter the world of talent acquisition.

What is TikTok Resumes?

To help employers more effectively connect with prospective employees, TikTok unveiled a temporary U.S. pilot program called TikTok Resumes, which allows candidates to apply for open positions by submitting video resumes on its platform. Supplanting the age-old cover letter and paper resume application process, job seekers can now showcase their creativity and passion through short digital videos. The idea—specifically catered to young millennials and Gen-Z job seekers—is designed to help them discover entry-level positions.

To browse available job openings and submit your video resume, check out the TikTok Resumes site here.

Which companies are using TikTok Resumes?

For several years, organizations from across the world have utilized TikTok to improve their brands and promote their products or services. Now, they can use TikTok Resumes as a means of attracting talent to their open jobs. To date, several big-name employers—including Chipotle, Forever 21, NASCAR, Shopify, and Target—have jumped onboard the TikTok Resumes trend and created their own job listings pages. Once candidates successfully apply for a position by sending in their video resumes, employers can then review the submissions before scheduling candidate interviews. The process is designed to be as smooth and painless as possible—one that companies hope will more effectively connect them to top talent.

Are there any drawbacks to TikTok Resumes?

The very nature of video resumes presents a challenge for companies and their talent acquisition teams. While submitting a video application enables candidates to showcase their passion and excitement more than a conventional cover letter or paper resume, there is also a greater chance of unconscious bias that can influence the hiring process. Hiring managers and other primary decision-makers run the risk of unintentionally judging a candidate’s appearance or actions on camera and using that against them when making a decision on their hiring status. Organizations that utilize the TikTok Resumes platform will need to educate their TA teams on the importance of expelling unconscious biases from recruiting efforts—thereby facilitating a fair and just hiring process for all prospective employees.

Will video resumes stick around? 

Although the TikTok Resumes pilot is only set to run through July 31, look for companies and candidates alike to push for the program to be extended. The idea is creative, it’s current, and it’s caught on incredibly quickly. By making job applications—particularly entry-level ones—as easily accessible as possible, organizations can boost their chances of increasing the size of their applicant pool and finding the talent they need to maintain business continuity. As the entire TikTok platform continues to evolve and expand in the months ahead, look for video resumes to become a primary talent acquisition strategy for companies across the country.

Interested in learning what happens after job seekers submit their resumes? Find out how you can improve your odds of landing a job here.

Is your organization faced with an extreme labor shortage? Are you battling the effects of workforce turnover? Let our Acara team connect you with top candidates for your open positions. Get in touch with us today to learn how we can help.

This blog was written by Acara Account Executive Shannon Callahan.

The post Posting Resumes on TikTok: The Latest Recruitment Trend appeared first on Acara Solutions.

More and more employers are using Skype interviews and other video interviews during their screening process. They may use a Skype interview in place of a phone interview, or after the phone interview before bringing you on-site.

Skype interviews can really be the best of both worlds—you still get face-to-face time with job seekers while cutting travel out of the equation. And while mastering the interview is a common practice, etiquette surrounding a Skype interview is different from both in-person and phone interviews.

Here are some tips you can offer your job seekers so they can rock their Skype interview.

1. Test your technology.

The first thing to do when preparing for a Skype or video interview is make sure you’re comfortable and ready to use your technology (computer, mic, webcam, etc.)

It’s not going to go over well if you hop on a Skype call and the interviewer can’t hear you because your mic is muted.

Make sure to test everything out before your Skype or video interview to make sure you’re comfortable with the technology and the settings are correct. You can do a “test run” with a friend or family member to be sure. If there are any technical issues, you want to know that before the interview.

Should you use headphones in a Skype interview?
Yes. In fact, you should use one if it allows you to hear the interviewer better or if it has a microphone that’s clearer than your computer’s built in mic. When a colleague interviewed with Google and Amazon, both of them recommended that she have headphones or earbuds available for the interview.

Other things to consider from the technical perspective when preparing for a Skype interview:

• Camera Position: Position your computer in such a way that you can look directly into the webcam — because you don’t want to be looking up or looking down during the interview. Look at the camera, not the screen.  It is very tempting to watch yourself or your interviewer during a Skype session, but looking directly at the video camera is the only way to maintain direct eye contact with your interviewer.
• Surroundings: Remember your surroundings. When you’re being interviewed, you don’t want the interviewee to see clutter or other people walking about. You need to be the star of the interview; don’t allow yourself or your interviewer to become distracted.
• Lighting: Position a light right behind your laptop or tablet. This will illuminate your face. Because the light could make your face appear shiny, however, you should think about applying a bit of powder to cut down on any unwanted glare.

2. Print the job description and your resume.

This next step in how to prepare for a Skype interview is something most job seekers skip, but it’s a vital part of preparing.

Print out a hard copy of your resume, along with the job posting or description. This is something I recommend for phone interviews as well as video interviews.

That way, you can refer to the job description when answering interview questions. For example, if they ask, “why are you applying for this position?” you’ll be ready to name a few things that caught your interest on the job description.

Other common Skype/video interview questions where having the job description in front of you would be helpful:

“Why do you want this job?”

“Why should we hire you?”

And here’s a question where having your own resume in front of you will be helpful in an interview:

“Tell me about yourself?”

3. Choose a location that’s distraction-free.

The last thing you want during your Skype interview or video interview is to have a family member or pet come running across the screen.  Find a quiet, distraction-free room where you can shut the door and have relative silence, and nothing moving in the background.

Try to conduct your Skype interview in front of a neutral wall; we think greys, white and anything of a beige hue will be just about perfect. From here, you can let your skills and personality do all the talking.

If you are conducting this from home where family members will be present, consider hanging a “do not disturb” sign or at least warning all to stay clear of you during the Skype call!

Be sure to silence notifications on your devices your conversation does not get interrupted by beeps and pings, too

4. Choose your wardrobe wisely.

Dress from top to bottom as you would for an in-person interview. Sweatpants with a shirt and tie won’t cut it.

Even though it is likely the person at the other end will only see your top half, it’s better to be ready for the unexpected when preparing for a Skype interview, and you may feel more prepared when you look the part.

Additionally, it’s wise to keep your clothing color choice in mind. I recommend avoiding white and black wardrobe choices as they don’t always look as great on camera (this is why news anchors tend to wear colors like blue, grey, charcoal, etc.)

5. Research the company.

Before the interview, research the company and make sure you know how large they are (100 employees? 10,000 employees?), what they sell or how they make money, when they were founded, who their competitors are, etc.

This may seem like a lot but it should only take 10-15 minutes on the company website and can make a huge difference in the quality of answers you give and your confidence level in the interview.

If you follow the advice above before your next Skype or video interview, you’ll be more prepared and have a much greater chance of success.

6. Practice your body language.

Be aware of your body language when you’re doing your Skype or video interview. Previous research by Albert Mehrabian shows that body language counts for a lot during communication.

Specifically, he finds that 55% of communication is done through body language, 35% is done through tone, and 7% is done through words. So, while what you say is important, how you say it and your body language count just as much. Here are some body language tips to follow:

• Avoid crossing your arms during the interview since this can be taken to mean that you’re nervous or defensive and unreceptive to what the interviewer is saying.
• Make eye contact to show you are paying attention — and nod as appropriate. But don’t do either of these things too much as they could be distracting.
• Avoid fidgeting since this can make it look like you’re not paying attention or are overly nervous.
• You’re more likely to make a good impression if you smile than if you don’t. Smiling also helps you talk with more energy.
• Sit forward in your chair since it will make it look like you’re paying attention and are interested. By the way, slouching can convey that you’re bored or disinterested — so avoid it.

7. Know who you’ll be speaking with.

You’re going to be a lot more confident in your video interview or Skype interview if you know some general info about the person who’s going to be calling you.

Find out their name (ask the person who scheduled your interview if you don’t already know) and look them on LinkedIn.

Are they an HR person? Or do they have more of a technical background? This can give you clues about the type of questions you can expect. For example, a Software Development Manager is going to be able to grill you a lot more on the technical details than an HR Director.

Make sure you’re doing this research when preparing for a Skype interview. You’ll be more confident on the video call and better prepared for their questions.

8. Practice delivering your answers.

In the lead up to your Skype or video interview, you’ll want to get as much practice as you can. Find a friend or acquaintance and conduct a mock interview.

Practice your composure, body posture, tone, delivery, and other things that can help your cause. As well as practicing with other people, you should also practice on your own so that you can work on your delivery and confidence.

9. Manage your time.

Skype and video interviews are usually shorter than in-person interviews — however, depending on the interviewer, can take as little as 15 minutes and as long as an hour. My recommendation? Ask how much time to allot and add 15 minutes to your schedule – just in case.

You don’t want to be planning on sharing some important highlights of your background at the end of the conversation only to find time runs out.

So as part of preparing for your Skype interview, write yourself a note or find some way to remind yourself to ask how much time is allotted for the video call.

You could also email the employer (write to whoever scheduled this interview for you) and ask how long it’s scheduled for. They should be able to tell you.

Of course, your Skype interview can go a bit longer or shorter than planned. But by asking how long the Skype interview is scheduled for, you’ll at least know the target amount of time.

10. Make sure the interviewer is engaged.

Stop every once in awhile and make sure your interviewer is engaged in what you are saying. Being aware of the interest level of your interviewer is crucial in a Skype interview since they may have interesting e-mails pop up that direct attention away from you.

11. Follow up!

A thank-you letter is just as important after a Skype interview as it is in an in-person interview. Avoid following up on Skype, though, unless the interviewer requests it!

For more recruiting resources for your team and your job candidates, connect with Kelly Daniels on LinkedIn. And don’t forget to visit Acara Solutions for more.

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Earlier this month, I was pleased to join a panel of talent and recruitment professionals to speak at an event called “Building Skilled Talent” in Mississauga, Ontario, Canada. Alive with workshops, a trade show, and a panel discussion among industry leaders, the event spoke to the emerging talent needs of manufacturers in and around Mississauga.

Here is a quick recap of what we discussed and what we can do as HR, recruitment, and staffing professionals to meet the talent needs of our manufacturing communities—not just in Ontario—but across Canada and North America as well.

1. Improve the perception of manufacturing as a viable career path.

It is important that we work with grade schools, high schools, colleges, and universities to reinforce the benefits of studying, mastering, and pursuing careers in trades, such as manufacturing. Remember, college isn’t for everyone—nor should it be. Accentuating the importance of real-world skills in our schools will guide our more mechanically minded youths to explore viable job opportunities in manufacturing.

As Acara Senior VP of BD Chris Beckage points out in his article, “What Bypassing College Could Mean for Gen Z and Recruiters” published by Hunt Scanlon Media, younger people are beginning to set their sights on technical fields like programming, engineering, and robotics. As we continue to develop and promote these perspectives, we’ll be better positioned to fill critical positions in manufacturing and other similar industries.

Are you doing enough to partner with educational institutions in your community?

2. Successful companies must attract new and young talent.

It isn’t enough for kids to actively pursue careers in manufacturing. Employers must reciprocate by providing healthy, happy, and worthwhile opportunities for newer and younger talent to succeed at their businesses. So, how can they do it? Here are a few recommendations:

• Study industry trends to determine what people are looking for in an employer
• Use social media, video, and other channels to broadcast your brand
• Offer compensation that aligns with market averages
• Define compelling reasons a person should join your company
  • Culture
  • Company growth
  • Career advancement
  • Authentic voice for employees
  • Work/life balance
  • Purpose-driven mission
  • Opportunities for disruption

3. Identify hard-to-fill positions and upskill your staff.

The hardest-to-fill positions are skilled machine operators, machinists, millwrights, welders, and tool and die operators.

Why? Business owners and hiring managers are telling us that college graduates are not equipped with the practical skills and experience needed to perform these tasks. And because younger people are being persuaded to enter college, they are entering a supersaturated workforce of white-collar professionals. To make matters worse, older workers who do have the necessary skill sets are either retired or nearing retirement.

Successful companies realize this challenge or partner with staffing firms to implement strong succession plans. In some cases, employers are carrying an extra headcount to account for the time it takes to train and upskill employees.

What skills are most important to new hires in advanced manufacturing?

• Machining
• Fabrication
• Welding
• Tool and die operations
• Industrial mechanics
• PLC programming
• Adaptability (soft skill)
• Creativity (soft skill)
• Critical thinking (soft skill)

Related: Developing a Successful Workforce Upskilling Program

4. Mix in a fractionated HR solution to save time, money, and resources.

Many businesses become overwhelmed by the number of applications they get for a single position. In my work with Mississauga companies, a significant percentage of these applications are from applicants who do not possess the necessary qualifications. This can take up a lot of time for companies that have no HR Department to sift through applicants—especially small- and medium-sized business and family-run operations.

How can a fractionated HR solution be economical and help companies in this situation?

Look at the cost of having the position or positions vacant: the cost of allocating a manager to sift through resumes… the cost of time taken away from managing your operations… the cost of overtime needed to make up for the absence of production… the cost of working your employees too thin and its associated risk of missing deadlines.

Many companies are starting to understand that they need a talent solutions partner to source, screen, and present only the top profiles of high-quality candidates to optimize their hiring processes.

It’s also important to note that in many cases, the top candidate for the position isn’t the person who actively applied for the position. In today’s market, top candidates are already employed—they’re passive job seekers—they’re not even looking for new opportunities. That’s where Acara Solutions comes in. Our recruiters are trained to identify and generate interest from these candidates, and our ATS system allows us to automatically weed out profiles that do not meet your pre-set qualifications.

For more talent, staffing, and recruiting insights, connect with me on LinkedIn! Until then, learn more about how Acara Solutions can enhance your talent efforts at acarasolutions.com. And don’t forget to follow Acara on Twitter, LinkedIn, Facebook, and Instagram!

The post 4 Ways to Fill Jobs in Advanced Manufacturing appeared first on Acara Solutions.

In 2020, a millennial will be anyone between the age of 24 and 39, which means that millennials will make up a large and crucial percentage of a company’s workforce. As we approach a new decade, companies will need to rely on millennials for their fresh ideas more than ever.

So, what do millennials want from their employers? How can HR and business leaders attract this ever-present generation? Take it from me: an experienced recruiter and millennial in my own right.

Here’s what the market says millennials are looking for when selecting an employer:

1. Work-life balance and flexibility.

According to The Balance Careers, work-life balance “reduces the stress employees experience” at work, which experts say benefits both employees and employers alike. In 2020, though, we may see the shift from “work-life balance” to “work-life integration.” As Forbes puts it, “integration” may be more attainable than “balance,” per se, but no matter what you want to call it, the principles are generally the same. Millennials (and employees in general, perhaps) want:

• To work from home
• Unlimited vacation
• Flexible work hours

2. Favorable company culture.

Does your company disrupt the market? Are you proud to talk about your company and work culture? Do you promote social events such as networking opportunities, company socials, or “beer cart Fridays”?

Yes, there is more to establishing a good company culture than just perks, such as ping-pong tables and nitro cold brew on tap. And yes, those perks can be cool, but if it’s a culture you’re building, consider building your company around the following ideals—most of which should appeal to the average millennial:

• Treat employees as responsible adults—avoid micromanaging
• Provide targets and KPIs, but allow employees to accomplish goals however they can
• Implement a perk, benefit, or environment that is unlike anywhere else
• Create a fun and free work environment
• Celebrate your team members
• Establish an appealing social media presence

3. Social responsibility.

Millennials want to do good and do well at the same time. What does that mean? It means your company’s social mission should create opportunities for your workers to make meaningful contributions to society. According to this article by Fast Company, “64% of millennials said that they wouldn’t take a job at a company that wasn’t socially responsible; three quarters said that they’d take a smaller salary to work at a company more in alignment with their values.”

If you want to know whether you’re connecting with millennials on a socially responsible level, ask yourself these questions:

• Is my company making a positive impact on the world around us?
• Does my company operate in an environmentally friendly way?
• Are we proactively supporting any organizations or causes?
• Do we clearly and confidently support equality and diversity?

If your answer to these questions is predominantly “no,” here are 7 Ways to Make Your Business More Socially Conscious from Entrepreneur.

4. Competitive compensation.

Did you know that traditional compensation packages don’t work for millennials? According to Co.tribute:

• 92% of millennials believe that business success should be measured by more than profits
• The millennial generation is committed to making an impact
• Benefits need to include robust retirement plans, not just foosball tables and free lunches
• 72% of millennials place a stronger emphasis on opportunities to learn new skills
• 51% of millennials want employers who provide the means for community involvement
• Millennials value such freedom and flexibility when you offer it

Are your employees rewarded for their hard work in the form of compensation? Are you staying competitive in a competitive market? Are you offering meaningful perks and benefits?

5. Promising career path.

Millennials are at that age where a clearly defined career map means everything. As Noah Smith points out in his Bloomberg Opinion article, “What educated millennials need isn’t just jobs; they need help plotting a course that will reliably lead them to upward mobility and justify the expense of their education.”

Here’s a quick list of what millennials are looking for and how you can make it happen:

• Opportunities for growth—advertise legitimate career maps
• Promotions—cite existing employees who have grown with the company
• Professional development—offer opportunities for employees to learn new skills
• Company involvement—invite employees to contribute to your company’s vision

6. High-quality candidate experience.

Like it or not, we millennials are in impatient bunch. We are conditioned to accessing and consuming information quickly and conveniently. So if you’re courting a high-quality millennial job candidate, you better be responsive online and off. If your response times to applications and interviews are lagging, you could lose out on that millennial job candidate. Here are a couple things they want and how you could deliver them.

• Easy access to your info—your website should be informative and user-friendly
• Multimedia presence—your sites and social media pages should include lively images, videos, and other content

Looking for more? Check out these 5 need-to-know facts about millennial candidates.

For other insights about talent and recruitment strategies, connect with Spencer on LinkedIn!

Until then, visit the Acara Solutions Resources Page for more tips, topics, and trends. And don’t forget to check us out on Twitter, LinkedIn, Facebook, and Instagram.

The post Things Employers Should Offer Millennials appeared first on Acara Solutions.

This year’s HR Technology Conference & Exposition was a large-scale event focused on HR technology across all functional areas, including:

• Talent Acquisition
• Performance Management
• Employee Engagement
• Diversity and Inclusion
• Payroll
• People Analytics

Attendees included:

• HR Tech Service Providers
• HR Tech Startups
• HR Practitioners
• Analyst and Research Firms
• Tech Decision-makers

While AI continued to be a major topic at the event this year, there was an extra emphasis on employee experience, engagement, HR learning providers, and talent analytics.

Today at #HRTechConf 2:00 come to booth 1319 with @IBMWatsonTalent to see @BersinAcademy HR in the Age of AI. #ai pic.twitter.com/QqQlDnHqbq

— Josh Bersin (@Josh_Bersin) October 2, 2019

Here’s a recap of the tech trends we’re seeing in the HR space. 

1. HR solutions are everywhere.

While there were many vendors and solutions at HR Tech worthy of our consideration, here are five promising solution tech leads that warrant further exploration.

Exago is a business intelligence (BI) solution that embeds self-service ad hoc reporting, dashboards, and analytics to your existing applications. The difference is that Exago is designed to look, feel, and behave like it’s native to your application.

Jobma is an affordable, per-instance video recruiting option that lets you conduct video interviews with candidates in two ways: as a one-way video interview or as a live video interview, each of which can lend to speedier recruitment efforts.

Kronos produces a variety of workforce management and HR technologies for small and medium-size businesses. With so many specialized products to choose from, you’ll need to see which options are best for you.

Solve by Human Capital Management Institute and Visier both deliver BI services that help you set goals, manage your spend, measure productivity, analyze data, and more.

Workato is a “universal cloud API platform for integration of all systems.” In other words, you can use Workato to automate multiple functions across your business from a single location.

HR Tech 2019: 10 innovations for a more inclusive world: Today’s innovators delivered their ideas via fast-paced, five-minute “TED Talk” style presentations. https://t.co/nUUs21TAUd @hrexecmag pic.twitter.com/N58UyeYKKh

— HR Tech Conference (@HRTechConf) October 4, 2019

* * * RELATED: 3 Tech Tools for Recruitment and Retention by Carl Kutsmode * * *

2. Microsoft is making moves in HR.

Microsoft elaborated on how their solutions work together by demonstrating their core HRIS, “Dynamics 365 Talent.” This HR tech tool integrates with several Microsoft products that your organization may be using (LinkedIn Talent Solutions, Microsoft 365 and Teams, Workplace Analytics, Azure, SharePoint) to simplify tasks and automate processes.

Learning about the HR Tech solutions from @Microsoft, including their core HR Dynamics 365 Talent. #HRTechConf #HRTechConference pic.twitter.com/yxGWwqOgKY

— Frank Gullo (@frankgullo) October 2, 2019

3. There is no shortage of HR management systems.

HR Tech featured several HRIS and LMS providers that provide core HR, talent analytics, and learning services. Here are four:

Cornerstone HR Suite gives you a centralized view of your people and data so you can take control of workforce management with a more modern experience.

Utimate Sofware (UtltiPro) uses cloud-based systems and AI to help you manage HR, payroll, talent, time and scheduling, engagement, HR service delivery, and more.

Workday offers medium- and large-sized businesses a single system for planning your workforce, recruiting talent, and managing it all.

SAP SuccessFactors is calling for a revolution in HCM with its take on Human Experience Management (HXM): cloud HR software and services that cover the gamut of HR tasks.

“The story and what we’re trying to solve now is very different than just counting numbers.” -Carin Taylor of @Workday on the evolution of #data on #diversity #hrtech #HRTechConf pic.twitter.com/jZNLDZwmDU

— Human Resource Executive (@HRExecMag) October 1, 2019

For more tech takes from me, Frank Gullo, let’s connect on Linkedin, or follow me @frankgullo on Twitter. And don’t forget to follow Acara Solutions Twitter, LinkedIn, Facebook, and Instagram.

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