RECRUITMENT & RETENTION
SHRM | December 14, 2021
Three recently published reports suggest that while the demand for technology will remain high in 2022, skilled IT workers will be hard to find and difficult to keep.
These trends will disrupt technology projects, but they will also close the gap between technology and HR leaders according to a survey report titled The Impact of Technology in 2022 and Beyond: an IEEE Global Study.
The report reveals that 97 percent of IT leaders agree that their team is working more closely than ever with human resource leaders to implement workplace technologies—though it may take longer than usual due to the staffing shortages.
The Institute of Electrical and Electronics Engineers (IEEE) report, which was published in November, relied on 350 chief information officers, chief technology officers, IT directors and other technology leaders in the U.S., China, U.K., India and Brazil who work at organizations with more than 1,000 employees across multiple sectors.
The IT leaders shared their views on the state of HR technology as the impact of COVID-19 continues to change the workplace.
Respondents predict that in 2022 they'll have a plethora of difficult IT problems to solve:
Maintaining strong cybersecurity for a hybrid workforce of remote and in-office workers (83 percent).
Managing return-to-office health and safety protocols, software, apps and data (73 percent).
Deciding what technologies are necessary for their company in the post-pandemic future (68 percent).
Recruiting technologists and filling open tech positions will be difficult to do in the year ahead (73 percent).
A survey published in October by TalentLMS, part of the Epignosis Group of Companies, and recruiting software company, Workable, suggests there's more trouble ahead. The companies polled 1,200 IT workers for its report and found 72 percent of respondents in the U.S. said they are thinking of quitting their jobs in the next 12 months.
Respondents cited several reasons to quit, with 41 percent saying their jobs had limited career progression, 40 percent noting a lack of flexibility in working hours, and 39 percent citing a toxic work environment.
"The percentage of IT workers [who] are thinking about quitting their jobs is higher than I would imagine,"
- Periklis Venakis, chief technology officer at Epignosis.
Venakis said employers will have to adapt to remote work, which will continue after the pandemic ends. He added that HR should see this as an opportunity because companies can find employees in markets that were closed to them prior to the pandemic.
One company that is watching its IT staff turnover rates is Cloudflare Inc., an infrastructure and website security company based in San Francisco.
According to Janet Van Huysse, Cloudflare's senior vice president and chief people officer, since the pandemic began, the company's employee turnover rate peaked in May 2021. Cloudflare has more than 2,200 employees and an IT organization of 964 workers globally.
"Since March 2020, the IT organization accounted for approximately 30 percent of all our terminations, most of which were voluntary, Primarily, these were due to either career progression, opportunities elsewhere, or because of performance or capabilities fit,"
-Janet Van Huysse, Cloudflare's senior vice president and chief people officer
She agreed with the 2021-2023 Emerging Technology Roadmap for Large Enterprises report from Gartner Inc., published in September, in which 64 percent of IT executives cite talent shortages as the most significant barrier to the adoption of emerging technology, compared with only 4 percent in 2020.
Gartner's survey also showed that among the technology areas affected by IT talent shortages are computer infrastructure and platform services, network, security, digital workplace, IT automation, storage and database systems. IT executives cited talent availability as the main adoption risk factor for the majority of IT automation technologies (75 percent) and nearly half of digital workplace technologies (41 percent).
Yet across all technology domains, 58 percent of respondents reported either an increase or a plan to increase emerging technology investment in 2021, compared with 29 percent in 2020.
As companies seek IT skills, Huysse said HR leaders need to be open-minded about where talent comes from and embrace unconventional paths to tech by using more inclusive hiring strategies.
She added that looking in unconventional areas for talent also means seeking applicants from more geographies. While a larger talent pool diversifies the candidate pipeline, it also creates more complexities for organizations. HR leaders must be flexible in their approach and be ready to support teams and leaders as they make this transition.
Metafora | April 06, 2022
Metafora and Lean Solutions Group are partnering to provide IT consulting and tech development services to companies in the transportation, logistics, and supply chain sectors, the two firms announced today. Metafora, formerly CarrierDirect, is a management consulting and tech development firm. Lean Solutions Group will work with Metafora to provide recruitment, staffing, and team spin-up services delivered from the company's nearshore satellite locations in Latin America.
"Like Metafora, our firm is rooted in serving the transportation, logistics and supply chain space, This mutual agreement allows us to work together on behalf of our clients and prospects, leveraging each other's strengths and experience. While there remains a grave talent shortage problem in the United States, Latin America is bulging with strong, successful IT talent with a strong work ethic. Our Lean Staffing division excels at recruiting, building, and retaining tech teams which, operating as extensions of our clients' IT teams in the same time zone, can help businesses more rapidly develop and deploy tech solutions."
-Robert Cadena, CEO and co-founder of Lean Solutions Group.
"In an increasingly difficult hiring environment, we've seen first hand the tremendous benefits of using nearshore labor like Lean Solutions Group across transportation and logistics businesses. Our partnership with Lean is about helping the top transportation & logistics businesses maximize the value they get from nearshoring, allowing leaders to scale their businesses with incredible cost efficiency. Metafora's 10+ years of consulting on organization and process efficiency and optimization for the top 3PLs, carriers, and forwarders makes this the perfect partnership. We've developed a rapid operating model assessment to quickly identify what parts of an organization are best suited to move nearshore to optimize process and cost efficiency."
-Peter Rentschler, CEO of Metafora
The staffing crunch challenge in transportation & logistics is not going away anytime soon. This strategic partnership is designed to directly address the labor shortage in our industry by improving processes and getting reliable nearshore talent.
Metafora, previously "CarrierDirect", is a business consulting and software development firm that exclusively serves the transportation, logistics, and supply chain space. Metafora partners with carriers, shippers, and freight tech vendors to help them optimize their business and develop tech strategy to fuel their growth. Metafora+ is their partnership network.
About Lean Solutions Group
Lean Solutions Group, established in 2012, and based in Coral Springs, Florida, is a nearshore services provider that has partnered with more than 400 U.S.-based companies to establish their satellite offices in Colombia, South America. Lean Solutions Group's expanded service offerings, provided by a highly scalable and flexible workforce of more than 6,000 employees, include staffing, technology, marketing, sales, and business process outsourcing services, all in one place. By leveraging the right talent, culture, and price that Lean Solutions provide, businesses can lower operational costs and drive business growth.
RECRUITMENT & RETENTION
HiBob | May 13, 2022
Modern HR platform and people management disruptor HiBob today announces a partnership with workforce management and shift scheduling platform Deputy. The integration of the two HR software platforms is designed to help companies and their employees save time by eliminating duplicative manual data entry for HR managers and team leaders. Both tools aim to streamline employee administration and provide an easier, more collaborative world at work.
The product integration synchronizes data from Bob to Deputy, allowing customers to manage their shift employees in Deputy without having to manually input the data. The customer can create, activate, update, and deactivate a shift employee using this integration. The integration eliminates administrative headaches, leaving room for HR and company leaders to allocate more time towards driving an overall positive employee experience. With the continuing challenge of attracting and retaining top talent, this partnership is a strategic complement for Bob customers with shift workers as it increases employee productivity and engagement through quick and easy schedule sharing and streamlined communication.
"With our Deputy partnership, we are pleased to give our customers an enhanced solution for tracking time and attendance for shift work, lifting the administrative burden off of HR professionals. They are relieved of duplicative data entry and can focus their valuable time on retention and hiring, We believe that modern companies are offering more work flexibility than ever before in regard to when you work, how long you work, and much more – making the Deputy partnership a synergetic solution for increased flexibility. Together, we look forward to giving companies and their people a better overall work experience."
-Ronni Zehavi, CEO of HiBob.
Both serving modern, mid-sized, multinational companies, HiBob and Deputy share commitments to increase employee engagement and productivity. Because of the two companies' dedication to being easy to use, efficient, and streamlined, HiBob and Deputy had many shared clients before the partnership began. The integration allows shared clients to easily sync employee information across the two platforms, while captivating new clients with the appeal of creating seamless HR processes and better employee experience.
"HR has so many challenges to continue to drive value in difficult circumstances - a skills and workforce crisis with a (rightly) ever more demanding employee base. And who want useful and highly integrated business tools that deliver personalized, relevant information at the right moment. Deputy and HiBob represent this new world of design led apps that employees enjoy."
-David Kelly, General Manager EMEA at Deputy
HiBob was founded to modernize HR tech. HiBob's intuitive and data-driven platform, Bob, was built for the way people work today: globally, remotely, and collaboratively. Since its launch in late 2015, HiBob has achieved consecutive triple-digit year-over-year revenue growth, and become the HRIS of choice for more than 2,000 modern, midsize and multinational companies who understand that a powerful, agile HR tech suite is mission critical and a key driver of organizational success. Fast-growing companies across the globe such as Monzo, Happy Socks, Gong, Fiverr, and VaynerMedia rely upon Bob to help HR and managers connect, engage, develop and retain top talent.
Deputy helps businesses spend less time on managing staff scheduling and more time focusing on quality care. It's how 320,000 workplaces across the world have improved the efficiency of their teams while reducing their admin workload. Our software's power, simplicity, and mobility has earned us more than 320,000 happy customers — who are our greatest advocates. With Deputy, you're not just saving time and money. You're making life easier for your teams and helping them provide better service.
DIVERSITY AND INCLUSION
WeSpire | May 26, 2022
WeSpire, a frontrunner in employee experience solutions for ESG programs, unveiled its newest employee research group (ERG) management tool. The new solution is an exhaustive offering that deliver a 360-degree view of the workforce to organizations. It enables them to bolster their organizational diversity, equity, and inclusivity quotients.
“With a truly global workforce where over 95% of employees have the option to work remotely, we’ve invested in modernized technology to drive meaningful connections between our employees, effectively rolling out WeSpire’s tools has enabled us to tie the growth of our ERGs - which now serve thousands of Akamai employees - to broader company inclusion, diversity, and employee engagement goals.”
-Khalil Smith, Vice President, Inclusion, Diversity, and Engagement at Akamai Technologies
The WeSpire platform’s ERG management tool will enable organizations to:
Boost internal communications and respond to employee ideas, feedback, and needs
Equip ERG leaders to share resources with teams, promote targeted activities and access a suite of ready-to-launch events and initiatives
Discover insights into vital human resource issues and collect HR data for future decision-making
“To attract and retain the high level of talent required to fuel our growth strategy, we needed to accelerate our digital transformation and ensure we’re delivering what today’s employees expect in the workplace, especially from a large company. The power of WeSpire’s software has enabled us to evolve and modernize our CSR strategy by empowering ERG champions to easily run programs and events that improve company culture and employee retention.”
Global healthcare provider, Sanofi, generated impressive value with the engagement tools through its freshly launched ERG initiatives.
-Paula Bulcao, Director, Global Public Affairs, at Eastman, a global specialty chemical company.
“Cultivating an inclusive culture is no longer a nice to have for companies – it’s a requirement, We’re providing companies with the digital tools and resources to reduce the administrative load of managing their groups and communities while meeting employee passions. When ERGs are designed, implemented, and measured effectively and aligned with a company’s mission and values, they can be transformative in driving belonging and enhancing the strategic benefits of diversity in the workplace.”
-Susan Hunt Stevens, Founder & CEO, WeSpire.