Talent Management, Talent Acquisition

Greenhouse Software Moves Up The 2023 Fosway 9-Grid™ For Talent Acquisition

Greenhouse Software Moves Up The 2023 Fosway 9-Grid™

Greenhouse, the hiring operating system for people-first companies, today announced it has moved up within the Core Leader zone in the 2023 Fosway 9-Grid™ for Talent Acquisition. For the third consecutive year, Greenhouse has been recognized as a talent acquisition industry leader for its continued growth in EMEA, investment in enterprise, product advancements and proven ability to deliver value to customers as they work to improve their hiring processes and build stronger businesses.

The skills crisis remains a big challenge for the largest of European economies and according to Fosway, "Employers are still desperate to hire key skills despite a mixed economic outlook." Companies paying close attention would do well to focus on key areas of strategic ability including candidate experience which includes structured interviewing, onboarding and adding the right integrations to their personalized hiring tech stack. Additionally, amidst an uncertain economic outlook, Fosway reports, "Corporates in EMEA are looking to both increase diversity and reduce bias," which places more emphasis on talent acquisition teams to further prioritize bias mitigation in the hiring process for fairer decision-making.

"The Talent Acquisition market is evolving at pace, despite the challenging economic climate," said David Wilson, CEO, Fosway Group. "Greenhouse has shown significant growth over the past year, and also continues to innovate, accelerating its potential value to customers and its wider partner ecosystem."

According to Fosway, "For corporates, a recession can mean two things: either hiring stops or it continues but selectively. For TA teams, this can create the opportunity to redesign or improve existing recruiting experiences, as well as to innovate and look at new solutions or evolve their TA ecosystem." There are numerous ways Greenhouse believes organizations can continue to create value, and this report underlines the need for a long-term, sustainable hiring process.

"European companies face a challenging moment of economic uncertainty, and this latest Fosway report highlights that another Great Resignation is on the horizon. Talent acquisition teams need to prepare to hire for what's next, now, and there's an acute need to focus on process improvements around candidate experience, onboarding in a virtual world and building a strong foundation of structured hiring to win top talent," said Colm O'Cuinneain, General Manager of EMEA, Greenhouse.

Key trends from the report that companies should consider:

  • Structured interviewing holds the key to a stronger candidate experience: The report recommends that talent acquisition technology buyers should embrace every improvement in the "interview revolution" to create better experiences for candidates. "Suite vendors are continually investing in their products, and each update provides more benefits to clients." Greenhouse recently launched Pay Transparency features within its hiring software suite.

  • A spotlight is given to onboarding workflows which are vital in hybrid work: Fosway says, "Onboarding transcends journeys and starts to create truly memorable experiences," emphasizing the importance of setting up new hires for success after the financial and time investment or hiring top talent. This report cites, "With close to 60% of organisations changing their approach to flexible working in 2023, more corporates will continue to feel the pains of virtual onboarding." Greenhouse Onboarding now includes new features like Greenhouse Goals for New Hires, to allow new hires to become productive, engaged and active members of the company faster.

  • DE&I and AI are having a reckoning in hiring: With new products touting AI and automation at scale, Fosway cautions that companies do their due diligence, comply with state and national legal compliance and continue to address and mitigate unconscious bias in hiring. "Reducing bias in hiring decisions is a shared accountability – corporates must work harder on their own controls as well."

  • As the average number of integrations per customer continues to grow, a seamless, customizable and wide-ranging integration ecosystem will support a personalized tech stack: Greenhouse has cultivated the largest partner ecosystem that includes over 450 unique partners. Greenhouse customers are offered free and open APIs that allow them to think – and solve for – every step and dimension of their hiring process. In 2022, Greenhouse added over 60 new integrations including Microsoft Dynamics, Oyster, Paylocity and Sapia.

The Fosway 9-Grid™ is EMEA's premier five-dimensional model that compares organizations based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectories across the market. Unlike other analyst models, Fosway 9-Grid™ research is primarily focused on talent acquisition solutions which are relevant to international enterprise-scale customers whose primary engagement with provider is throughout European headquarters.

About Greenhouse

Greenhouse is the hiring operating system for people-first companies.

Our industry-leading software brings a structured hiring approach to any company's process, helping to promote more fair and equitable hiring practices and more data-driven decisions so companies can continuously get better at hiring.

We've helped over 7000 companies turn talent into their competitive advantage, so they can hire for what's next. Some of the smartest and most successful companies like HubSpot, Wise,, Booking.com, Hopin, Immersive Labs, Dunnhumby, Scout24 and The Knot Worldwide use Greenhouse for data and guidance on the behaviors and capabilities they need to improve their overall hiring performance as they move up the Hiring Maturity™ curve.

Greenhouse has won numerous awards including Fortune Best Workplaces (2019-2022), Inc. Magazine Best Workplace (2018 – 2022), Glassdoor #1 Best Place to Work, Forbes Cloud 100, Deloitte Technology Fast 500, Inc. 5000, Crain's Best Places to Work NYC and Mogul's Top 100 Workplaces for Diverse Representation (2022).

About the Fosway 9-Grid

Fosway Group is Europe's #1 HR industry analyst. The Fosway 9-GridTM provides a unique assessment of the principal learning and talent supply options available to organisations in EMEA. The analysis is based on extensive independent research and insights from Fosway's Corporate Research Network of over 250 organisations, including BP, HSBC, PwC, RBS, Sanofi, Shell, and Vodafone.

Spotlight

Other News
Workforce Management

Auto Group Creates Culture of Trust and Belonging with UKG

UKG | January 04, 2024

UKG, a leading provider of HR, payroll, workforce management, and culture solutions for all people, announced that Heartland Motor Company, the family-owned parent company for a group of auto dealerships and car washes, is transforming its workplace culture to create a great place to work by building a foundation of trust and belonging with the help of the AI-powered UKG Pro suite. With a mission to create remarkable experiences for its people and the communities it serves, Heartland Motor Company partnered with UKG to empower frontline staff through innovative technology that gives employees a voice to communicate and collaborate with each other and leadership. “I’ve never experienced an HCM solution with as much engagement power as UKG,” said Tina Barte, vice president of HR for Heartland Motor Company. “UKG has generated amazing outcomes for our people with technology that allows us to meet them where they are by soliciting feedback — and then taking action on that feedback — to elevate our culture and build trust as well as a deepened sense of belonging.” Since going live on Pro, Heartland has received positive feedback from employees through regular surveys powered by modern AI and natural language processing (NLP) technology that help the auto dealer understand what is working and where there are opportunities to create an even better experience, no matter where employees are located. “We consistently receive glowing feedback on our onboarding process, driven by our UKG suite, and how the automation of previously manual tasks shows respect for our employees’ time,” said Barte. “We can also automatically schedule performance reviews in UKG and deliver meaningful manager feedback, which has been a big driver of employee engagement. Additionally, we’ve used the responses from exit surveys to raise our wage scales and change our vacation policy and benefits so we’re better supporting our people.” To further engage employees, in line with its great place to work mission, Heartland recently upgraded to UKG AI-powered workforce management, which gives employees access to mobile-first technology that provides greater flexibility and work-life balance. “Our employees love the ability to clock in and out of shifts with their phones, which is something we didn’t have with our prior solution,” said Barte. “For our HR team, UKG makes leave tracking easy for FMLA and other types of leave.” Barte noted that Pro makes work easier for all by empowering employees in every role to focus on meaningful work for themselves and the business, which has led to an overall increase in retention and engagement. “With UKG HR service delivery, we know we are processing every employee inquiry, and with document management, we have created a centralized electronic system that administrators and employees both find easy to use,” said Barte. “UKG has done a phenomenal job launching products that make life easier for everyone and allow us to communicate clearly with employees in support of our great workplace culture.” “Great workplaces like Heartland Motor Company prove that innovative HR technology increases productivity, lowers turnover, and grows the bottom line,” said Hugo Sarrazin, chief product and technology officer at UKG. “Most importantly, the power of AI, coupled with a deep focus on creating a workplace where all people feel heard, valued, and a sense of belonging, leads to incredible people and business outcomes.” About UKG At UKG, our purpose is people. We are on a mission to inspire every organization to become a great place to work through HCM technology built for all. More than 80,000 customers across all sizes, industries, and geographies trust UKG HR, payroll, workforce management, and culture cloud solutions to drive great workplace experiences and make better, more confident people and business decisions. With the world’s largest collection of people data, work data, and culture data combined with rich experience using artificial intelligence in the service of people, we connect culture insights with business outcomes to show what’s possible when organizations invest in their people.

Read More

Payroll

ADP® Assist with Generative AI Features Makes HCM Decisions Easy, Smart and Human

ADP | February 02, 2024

ADP®, a leading global technology company providing human capital management (HCM) solutions, announces the availability of ADP Assist, a cross-platform solution powered by generative AI (GenAI). ADP Assist enhances HR productivity, aids decision-making with data-driven insights, and streamlines day-to-day tasks for practitioners, managers, employees and executives with simple, human-like conversations. It harnesses the power of ADP's unparalleled data and expertise along with GenAI to simplify the world of work. ADP Assist builds on ADP's current AI capabilities and is currently in early release with some ADP clients today with a planned rollout for all clients. "For 75 years, ADP has been at the forefront of payroll and HR innovation. With ADP Assist, we're providing an intelligent platform that simplifies HR tasks, leaving time for people leaders to be more strategic," says Maria Black, president and chief executive officer of ADP. "It's not just another technical solution; it's a comprehensive experience that combines ADP's unmatched HCM dataset and expertise to empower HR professionals, leaders and employees." Data Drives Innovation Data is at the core of all ADP products and solutions, informing and driving ADP's approach to innovation and AI technology. ADP has the industry's largest and deepest HCM dataset with over one million clients spanning 140 countries and 41 million wage earners globally. ADP's extensive and unique dataset is used to train ADP's AI to anticipate what users want and need. ADP Assist turns unmatched data into highly credible and actionable insights so that clients can make smarter decisions. Easy, Smart and Human "In a constantly changing workplace, innovation must keep up and meet people's real-world needs," says Sreeni Kutam, president of global product and innovation at ADP. "ADP Assist is the next step in our vision to create an HR ecosystem that is not only efficient but empowers employees and HR professionals alike. We've created a platform that understands the complexities and dynamics of modern HR management and offers smart, user-centric solutions. And, as always, we are committed to the secure and ethical use of data to support these technologies." ADP Assist seamlessly integrates with ADP products across multiple ADP platforms. It anticipates what users want and proactively delivers actionable insights in plain language. Using an intuitive, conversational interface, ADP Assist provides valuable and contextual insights which touch every aspect of HR – payroll, time, talent, benefits, recruitment, analytics, reporting and compliance. ADP's portfolio of currently available GenAI- and AI-powered tools deliver the following capabilities Easy payroll. ADP Assist validates payroll information. It checks for payroll anomalies and uses GenAI to identify and help resolve missing tax registrations and answer questions by drawing on ADP's large, up-to-date dataset of compliance information. This saves HR effort and helps clients to ensure employees are paid accurately and on time. Smart analytics. ADP Assist uses GenAI to dramatically simplify report creation by understanding context and generating insightful reports in an easy-to-understand format. HR practitioners and leaders can easily access internal, national and global workforce data from ADP's deep HCM dataset to analyze compensation, turnover, candidate profile relevancy and talent market insights. Human insights. Intelligent and AI-based HR support for employees and clients can anticipate and solve common employee problems across HR, payroll, time and benefits. This reduces frustration for employees and eliminates certain low-value tasks for managers and HR practitioners. ADP Assist can send personalized, proactive notifications to employees on their mobile device or desktop to help resolve HR issues quickly, keeping them productive. AI-powered conversational interface makes it easy for employees to get the information they need without involving HR. Search by Intent. The RUN Powered by ADP payroll and HR solution features an omni search bar that understands intent behind the search terms and uses GenAI to mine ADP's deep knowledge base to deliver easy-to-use and effective content. "In the age of AI, the better the data, the better the artificial intelligence," says Holger Mueller, vice president and principal analyst for Constellation Research, Inc. "ADP is uniquely well-positioned in the field of HCM vendors given the breadth and depth of its data. ADP is using that data to make AI more human, focusing on customer success in a worldwide space. This really makes a difference not only for HR practitioners but for leaders and employees." About ADP Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits and Payroll. Informed by data and designed for people.

Read More

Employee Benefits

Employee Navigator and MGIS Announce Partnership

Employee Navigator | January 10, 2024

Employee Navigator, one of the nation's leading benefits and HR solutions for brokers, and MGIS, a national insurance manager offering specialized insurance programs for doctors, have announced a new partnership to bring leading-edge HR and benefits technology integrations to doctor group practices. The new partnership builds on MGIS's relationship with Reliance Matrix, a leading benefits and absence provider, and its unique Employee Navigator integration. "We believe the partnership with Employee Navigator will transform the employer and employee benefits experience," said Jeff Brunken, President of MGIS. "Through our relationship with Employee Navigator, our mutual clients will benefit from the technology-enabled efficiencies and ease of business that are so important in today's insurance marketplace. These integrations will help to drive participant engagement and client retention for our benefit brokers." Through the Employee Navigator relationship, MGIS clients will benefit from a dedicated support team that will help brokers build out a full-service enrollment experience and provide additional case management support, at no additional cost. As always, MGIS account managers also provide white-glove, specialized account management and billing support, all critical features for brokers and administrators. "MGIS has a long history of offering the highest quality insurance program for doctors. We're confident that our customers will receive an enhanced benefits experience through MGIS and Employee Navigator," said George Reese, CEO of Employee Navigator. "This partnership provides seamless, integrated benefits administration and will lead to a positive enrollment experience for brokers, employers and participants." In 2023 MGIS announced its exclusive partnership with Reliance Matrix, a national leader in benefits solutions and absence management. Together, MGIS and Reliance Matrix serve doctors in all practice settings and medical specialties. An Employee Navigator carrier partner since 2022, Reliance Matrix more than doubled the number of benefit plans and employer clients enrolled and managed on the Employee Navigator platform in 2023, through more than 150 unique broker partners. "Employee Navigator has played a big part in our overall success in the small and midsize employer market, thanks in part to our unique streamlined billing solution available on the platform," said Paula Hanson, AVP Benefit Technology Solutions for Reliance Matrix. "Our proprietary process raised the bar on service and convenience and continues to win fans among brokers and clients." Marketed through independent brokers and agents, benefit solutions include Disability Guard for Doctors™, a unique long-term disability product blending the highly valued policy provisions of an individual product with the guaranteed issue and simplified administration of a group long-term disability plan, as well as short-term disability, group life and Accidental Death & Dismemberment plans. MGIS also supports a High Limits Disability Insurance program, offering an increased level of protection for high earners, providing more robust and holistic protection for doctors above and beyond any group long-term disability and individual disability coverage. For those groups offering the high limits program, this specialized product will also be available on Employee Navigator as part of an integrated, holistic enrollment experience. About MGIS MGIS is a leading national insurance program manager experienced in building and managing specialized insurance programs for doctors. MGIS partners with highly rated insurers and focuses on disability and life insurance for practices of all sizes, types, and medical specialties. Insurance policies managed by MGIS are backed by the underwriting companies of Reliance Matrix and Certain Underwriters at Lloyd's, and are marketed exclusively through select brokers and insurance advisers. MGIS services are provided by MGIS affiliated companies: The MGIS Companies, Inc., Medical Group Insurance Services, Inc., and MGIS Underwriting Managers, Inc. About Employee Navigator Employee Navigator is a rapidly growing benefits and HR software company integrated with over 400+ of the nation's leading insurance carriers, payroll companies, and TPA's. Its platform delivers brokers and employers a truly connected digital experience, streamlining the management of everything from online enrollment and onboarding to ACA reporting, time off tracking, and more. The company currently works with more than 5,000 brokers, providing benefits administration and HR products to over 175,000 companies and 14+ million employees and dependents.

Read More

Recruitment & Retention

Retirement Expectations Evolve as Workforce Ages According to Principal® Survey

Principal Financial Group® | January 16, 2024

The picture of retirement is evolving with more Americans turning 65 in 2024 than any year1 before. According to new research from Principal Financial Group®, expectations around how and when to retire by generation vary greatly – placing increased focus on employee engagement and personalized investment strategies to help improve financial security and retirement readiness. Phased retirement appeals to younger workers who want to retire earlier According to the Principal Financial Well-Being IndexSM, among Americans in the workforce, gradually decreasing hours is the most desired way to retire (52%) and is most preferred by Generation X (67%) and millennials (56%). Baby boomers and Generation Z report similarities in how they want to retire, with nearly half preferring to move immediately from working full-time to not working at all. This echoes the most common approach taken by current retirees surveyed2, a group in which just over one quarter (28%) either transitioned careers or gradually phased down from their primary career. “Attitudes and expectations for retirement continue to evolve, and we expect the desire to approach retirement in phases will continue to grow with future generations,” said Chris Littlefield, president of Retirement and Income Solutions at Principal®. While there are some similarities in how generations want to retire, they have different expectations on timelines and the age at which they plan to retire. The youngest generation, Gen Z, expects to retire at 55 – approximately 10 years earlier than baby boomers (68) and Gen X (64), and four years sooner than millennials (59). Employees prioritize saving for retirement The survey revealed employees are focused on balancing basic needs with long-term savings outcomes against a backdrop of ongoing economic pressures that continue to top their list of concerns. Employees of all generations ranked saving for retirement as their top financial priority, followed by affording basic needs and paying off consumer debt3. "Saving for retirement is the No. 1 financial priority for employees surveyed, which validates that access to workplace benefits and financial wellness programs is helping Americans save for retirement and achieve better financial outcomes,” Littlefield said. “Going forward, increased personalization as well as tailored savings and investment strategies that take into account an individual’s financial goals, lifestyle, health care needs, dependent care obligations, retirement income expectations, and other unique factors will help achieve improved financial security in retirement.” Retention and recruitment of older employees critical for business success Employee interest in phased retirement has added value for employers. Most employers (77%) agree that the knowledge older employees have about their company is crucial to their business’s success. Employers concerned with “having valuable employees retire” are more likely to take actions to either retain them or hire employees who previously retired from other companies. Despite this, not all employers have experience with offering phased retirement. Only 11% of small and midsized businesses4 reported they offer phased retirement job opportunities on a regular basis compared to nearly one quarter of large businesses5. However, interest is there, as 61% of businesses that don’t offer a phased retirement still receive questions from employees about the options. See all results and insights from the latest Principal Financial Well-Being IndexSM (PDF). According to the Alliance for Lifetime Income This wave included a survey of 137 individuals between the ages of 50 and 75 who consider themselves retired or have previously fully retired and gone back to work. In order to be included in the survey sample, employees must work full-time, and their employer has to offer either health insurance or retirement as an employee benefit. Businesses with 2-499 employees Businesses with 500-10,000 employees About the Principal Financial Well-Being IndexSM The Principal Financial Well-Being IndexSM surveys business owners, decision makers and business leaders aged 21 and over who work at companies with 2-10,000 employees and offer either health insurance or retirement as an employee benefit. The nation-wide survey, commissioned since 2012, examines the financial well-being of American workers and business employers. In 2020, the Well-Being Index was transformed from an annual survey to a regular pulse, offering three waves, revisiting questions and measuring sentiment regarding timely issues in the small and midsized business marketplace. In the first pulse of the Well-Being Index in 2022, the employee audience was added to the survey to compare and contrast key sentiment from employers. The survey was commissioned by Principal® and conducted online by Dynata from November 6-13, 2023, with a total of 500 business owners, decision makers and business leader participants and a total of 200 employee participants. This wave included a survey of 127 individuals who consider themselves retired or have previously fully retired and gone back to work. The research report focuses on providing a holistic perspective on key trends and timely issues in the small and medium business market. About Principal Financial Group® Principal Financial Group® is a global financial company with 19,500 employees1 passionate about improving the wealth and well-being of people and businesses. In business for more than 140 years, we’re helping more than 61 million customers1 plan, protect, invest, and retire, while working to support the communities where we do business, and build a diverse, inclusive workforce. Principal® is proud to be recognized as one of the 2023 World’s Most Ethical Companies® by Ethisphere2, a member of the Bloomberg Gender Equality Index, and a “Best Places to Work in Money Management3.”

Read More