NLRB finalizes joint employer rule

HR Dive | February 26, 2020

The National Labor Relations Board (NLRB) will tomorrow publish a final rule updating its joint employer standard, according to a Feb. 25 statement. The final rule states that an entity may be considered a joint employer of a seperate employer's employees only if it possesses and exercises substantial direct and immediate control over the employees' essential terms of employment. These essential terms are "exclusively defined," NLRB said, as wages, benefits, hours of work, hiring, discharge, discipline, supervision and direction. The rule will take effect April 27, according to NLRB, although the final date will be determined by the date of publication in the Federal Register.

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EMPLOYEE ENGAGEMENT

Paychex Research Reveals Job Stability and Meaningful Work Are What Makes Employees Stay

Paychex | August 01, 2022

New research from Paychex, Inc., a leading provider of integrated human capital management software solutions for human resources, payroll, benefits, and insurance services, explores the challenge of employee retention and the key drivers motivating employees when making choices about their career paths. With 4.3 million people quitting their jobs as recently as May 2022, the survey of more than 600 U.S. workers provides insight employers can use when developing strategies for increasing retention. The study—which was conducted in partnership with Future Workplace, an Executive Networks member company—revealed a gap between the employer perceptions and employee sentiments related to retention. When asked about factors (other than compensation and benefits) that contribute to their decisions to stay in with their company, 30% of respondents indicated that perceived job stability is their most important motivator and 60% ranked it in their top three. Feeling that the work was meaningful (45%) and having a passion for their field (33%) were the second- and third-most-popular answers, respectively. Reasons related to employers' brands (19%), corporate culture (19%), and products (13%) are the least important to employees, despite many companies' focus on these elements in their recruiting and retention efforts. "Research shows that almost half of employees say they do not want to change companies within the next 12 months, but that is never a guarantee that those employees will stick around long-term, The Great Resignation may be slowing, but that doesn't mean companies can take a passive approach. Rather, they should use this opportunity to offer programs, perks, and benefits that meet employees' diverse needs." -Alison Stevens, director of HR Services at Paychex. Generation Influences Why Employees Work at Their Companies While job stability and performing meaningful work ranked among the top two reasons respondents stayed at their companies, Baby Boomers (32%), Gen X (35%), and Millennials (31%) were significantly more likely to cite job stability as the most important reason than Gen Z (14%). Instead, Gen Z (18%) prioritizes meaningful work over job stability. In addition, Baby Boomers (41%) said that passion for their field and industry are among the most important reasons to work at their company. Gen X (30%) focused on close relationships with coworkers, and Millennials (39%) cited opportunities for career growth. Gen Z (27%) said company growth and success were especially important to them. Flexibility Reigns as Top Priority for Employee Retention When asked what would make employees more likely to stay in their roles, respondents noted a desire for more flexible scheduling. Over one-third (35%) of all respondents ranked flexibility in work hours and schedule as the number one reason they'd be more likely to stay at their organization long-term, and 70% ranked it among their top three. It was significantly more likely for Baby Boomers (46%) to say that flexibility would make them more likely to stay at their organizations long-term than Gen X (38%), Millennials (31%), and Gen Z (24%). Opportunities for career advancement, skills development, and internal job mobility, and increased commitment to work/life balance ranked second and third overall with 50% of employees putting each in their top three most-desired perks. A promise of better work/life balance was particularly compelling to financial services workers (29%) compared to those in leisure/hospitality (10%), manufacturing (11%), education/health services (14%), retail/trade/transportation/utilities (13%), and other professions (11%). Keeping Employees Long-Term Health insurance (64%) and retirement plans (62%) are the top two benefits shown to keep employees long-term. However, the research shows that the importance of mental health benefits is on the rise among younger generations. Gen Z (23%) is significantly more likely to say that mental health benefits would make them more likely to stay at their organization long-term than Millennials (14%), Gen X (5%), or Baby Boomers (3%). Financial wellness benefits (41%), such as tuition reimbursement, professional development stipends, student loan repayment, and child-care support, ranked third among benefits most important for employee retention. "Perhaps the most compelling takeaway from this study is the confluence of factors that affect employees' decisions to say with a company, Each employee presents a different intersection of the demographics outlined in the study, and the only way to really know what will keep them in their position for the long haul is to ask. Even so, employers rarely do it. We found that only 29% of employees have had what we call a 'stay interview.' These open conversations with employees can give HR staff insights into the unique values of their employee populations to increase retention, even in a difficult labor market." -Jeanne Meister, the founder of Future Workplace and executive vice president at Executive Networks. About the Research: The research findings are based on a survey conducted across the United States between May 4, 2022, and May 11, 2022. For this survey, 604 full and part-time employees at small to mid-size businesses (20-500 employees) were asked general questions to understand employees' thoughts around retention. The study targeted employees who are between the ages of 18 years to 75 years old. This is a survey in a series of research reports administered by Future Workplace that will focus on the employee point of view and pinpoint top concerns, priorities, and trends facing the modern workforce. About Paychex: Paychex, Inc. (Nasdaq:PAYX) is a leading provider of integrated human capital management solutions for human resources, payroll, benefits, and insurance services. By combining innovative software-as-a-service technology and mobility platform with dedicated, personal service, Paychex empowers business owners to focus on the growth and management of their business. Backed by 50 years of industry expertise, Paychex serves more than 730,000 payroll clients as of May 31, 2022 in the U.S. and Europe, and pays one out of every 12 American private sector employees.

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HR PRACTICE,HR STRATEGY

Talview Introduces Interview Insights at HR Technology Conference & Exposition 2022

Talview | September 14, 2022

Talview, the global leader for hiring and proctoring solutions, announces Talview Interview Insights, a solution engineered to solve the biggest blind spot in the hiring process – the job interview, at the HR Technology Conference and Exposition in Las Vegas. Talview Interview Insights uses advanced AI capabilities to coach interviewers to become world-class interviewers, one interview at a time. The award-winning Solution brings specific, explainable, and actionable insights into interviewing for organizations to make interventions that enable them to meet their key talent goals. To date, many organizations define candidate measurement and experience protocols in hiring but struggle to implement and monitor these protocols on the ground. Most interviewers receive little to no training, and there is no mechanism to review their techniques or performance as an interviewer. This inability to control the quality of the interview process results in: Interviews not providing valid analysis, increasing the risk of bad hires Interviews that are not fair or unbiased, adversely impacting DEI goals Good candidates being lost to unskilled interviewers due to a poor candidate experience After an extensive review of customer interviews and feedback, Talview distilled the issue down to a key requirement: accurately measuring and ensuring the quality of the interview process. "Our goal was building a framework for interviews that would scale; analyzing the conversations, structure, content, compliance, fairness and experience, while also delivering continuous coaching for interviewers,We believe our new solution will boost the overall quality of any organization's interview process. Talview Interview Insights will be a key addition to any organization that is serious about objective, high quality hiring decisions, as well as improvements in DEI and overall candidate experience." -Sanjoe Jose, CEO, Talview Talview Interview Insights combines the power of digital interviewing with the best of AI technologies to deliver a platform that provides continuous feedback to the interviewer, improving their skills, while providing insights to the organization for interventions that can exponentially improve interviewing results. By monitoring for biases in conversations, conformance to organizational policies (from regulatory compliance to DEI goals), topic coverage, gauging question relevance to the role, and more, Interview Insights is a key addition for any company looking to improve the effectiveness of their hiring process. Beginning with more than 150 candidates, constituting top HR technology vendor offerings, then narrowing the competition to 30 product demonstrations, the judges at the Human Resource Executive are honoring Talview Interview Insights as the winner of a 2022 Top Product of the Year Award in Talent Acquisition. The award will be presented at the HR Technology Conference in Las Vegas. The interview is used in every hiring process, yet it has remained a blind spot, Like any other assessment, the more objective the information gathered, the better it will predict job success. How can you expect to achieve a replicable, highly efficient interview process without monitoring and training interviewers on a continuing basis? We are excited the judges at HRE agreed and validated our solution with a Top Product award,said Dr. Fred Rafilson, Chief I/O Psychologist, Talview. Talview Interview Insights is deployed on top of the award-winning Talview Interviewing platform. The Solution analyzes every interview conducted, using machine learning and natural language processing technologies, providing feedback on what worked and what did not for each interview, and summarizing the interview with insights for supervisors and the organization. Designed to provide a persistent structure to the interview process, Talview Interview Insights monitors for DEI regulatory compliance and unconscious bias in conversations. It determines if the topics being discussed and questions being asked are relevant to the role. Along with providing interview summaries, time stamps for both the transcript and recording, and powerful search capabilities, Interview Insights also provides constructive feedback and comparisons for interviewer performance to others within the organization. Interview Insights is the latest integrated Solution for the Talview Measurement Platform, AI-powered hiring software that orchestrates everything HR and TA leaders need to hire faster, better, and at scale. Talview provides the digital tools needed to create a flexible, customized, completely digital hiring process designed to reduce time to hire, lower cost of hire, and increase quality of hire. About Talview Talview offers an award-winning Measurement Platform that orchestrates hiring and proctoring workflows: screening, interviews, assessments, exams, and credentials. Organizations seeking more efficient, effective, and intelligent decisions throughout the talent lifecycle can access a single, AI-powered platform for intelligent insights. A 360-degree view of talent potential enables quick, confident, and bias-free decisions, providing an equal opportunity for all.

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TALENT ACQUISITION

Alorica Hires Industry HR Leader Asma Sultana as Vice President of Corporate Talent Acquisition

Alorica | July 08, 2022

Alorica Inc., a trusted global leader in next-generation customer experience (CX) solutions, today announced it has hired highly-experienced recruiting and human resources (HR) executive Asma Sultana as the company’s Vice President of Corporate Talent Acquisition. In this newly-created role, Sultana is responsible for developing and implementing Alorica’s global strategy of hiring world-class associates for corporate business functions including its Digital Business Center (DBC) based in Bengaluru, India. The DBC is Alorica’s innovation lab dedicated to designing and deploying the CX provider’s newest digital products and service capabilities. Additionally, Bengaluru and Mohali are growing markets where Alorica continues to expand its operations with more than 2,460 local employees. Sultana, who also lives in Bengaluru, reports directly to Colleen Beers, Chief Administrative Officer. Sultana brings a diverse recruiting perspective and a track record of success in transforming global recruiting teams for multinational corporations. With more than 20 years of HR management experience including a specialized focus on building people-focused, performance-based programs, Sultana has a deep understanding of today’s global workforces and the corporate values that resonate with employees. She most recently served as Senior Vice President for Leadership Hiring at Accenture Operations. Prior to this role, she played several key roles as HR Business Partner, Talent Strategist and Industry Group HR lead for Accenture’s Technology Division, supporting India and other regions including North America, LATAM, EMEA and APAC. In addition, she has held HR positions at HP and LG. Sultana is a law graduate from Bangalore University Law College and has earned a Postgraduate Degree in Human Resources from XLRI Jamshedpur. “As Alorica continues to grow and the extensive digital CX needs of our clients evolve, the timing was right to add a senior talent acquisition executive to our Employee Experience management team to oversee this critically-important human element of our business,” said Beers. “Alorica is committed to finding and retaining high-caliber professionals all around the world, so Asma’s proven leadership and culturally diverse experience will play a major role in our ability to draw in technically-skilled candidates around the globe who embrace Alorica’s mission. And that’s how we’ll continue to maintain our award-winning work environment, while exceeding client expectations.” “Today’s employee experience strategies, especially those for global CX specialists such as Alorica, require an extraordinary amount of insight, adaptability and finesse to effectively design and implement in this competitive market,” said Sultana. “Today’s employee experience strategies, especially those for global CX specialists such as Alorica, require an extraordinary amount of insight, adaptability and finesse to effectively design and implement in this competitive market,” said Sultana. “No company can be successful without investing in hiring and keeping the right people, and Alorica has thrived in this area through its people-first approach. I personally feel energized by, and connected to, Alorica’s vision of making lives better, and I look forward to leveraging my expertise to expand and enhance the company’s talent acquisition initiatives.” Named a Leader in the 2022 Gartner Magic Quadrant for Customer Service BPO, Alorica has significant experience formulating and managing CX programs around the world. As Alorica grows its global footprint, Sultana will set the vision, strategy, and leadership for Alorica’s talent acquisition team dedicated to attracting and hiring the best employees for the company’s corporate and shared services functions. This includes developing and executing Alorica’s employer branding strategy to support key business functions, including IT, workforce planning, quality control, finance, training, and employee experience. Sultana will work closely with Alorica’s executive leadership team to create customized recruitment strategies and help orchestrate the entire hiring process from beginning to end. About Alorica Alorica creates insanely great digital customer experiences at scale. Our team of 100,000 solutionists, technologists and operators partner with global brands and disruptive innovators to deliver digitally-charged, tailored interactions customers crave. With a track record of creating long-term loyalty, Alorica brings actionable insights, proven processes and CX leadership to transform clients’ business needs, whether they’re focused on digital optimization, customer engagement or market expansion. Through strategic partnerships with best-in-breed technology, we design, integrate and optimize digital solutions personalized to reach clients’ most desired outcomes now and for the future. Alorica drives CX innovation for the best clients around the globe from its award-winning operations in 16 countries worldwide. To learn more, visit www.alorica.com.

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HR ANALYTICS,HR STRATEGY

Reejig launches the Reejig Impact Fund at HR Technology Conference and Expo in Las Vegas

Reejig | September 19, 2022

Enterprise-grade workforce intelligence platform Reejig is proud to announce the launch of the Reejig Impact Fund at the HR Technology Conference and Expo in Las Vegas. The Impact Fund is designed to help underrepresented communities unlock career opportunities, growth, and potential. It will donate Reejig's workforce intelligence technology to veterans, skilled refugees and other underrepresented communities, with a goal to reskill, build new capabilities, and remove barriers to career opportunities for all. "Reejig's mission is to create a world with Zero Wasted Potential in business, people, and society. We're not just building technology; we're also creating recurring impact and change for the better. The Reejig Impact Fund is our way of giving back to society by removing barriers to career opportunities for all. When people have fair and equitable access to personally meaningful work no matter their background all of society can reap the benefits" -Siobhan Savage, CEO & Co-Founder of Reejig Reejig is calling on as many people as possible to join the pledge to unlock a world with Zero Wasted Potential. For each pledge, Reejig will gift its workforce intelligence technology to someone from an underrepresented community, giving them access to career opportunities that align to their skills, interests, and potential. The launch of The Impact Fund comes after a huge year of growth for Reejig. The team has grown by over 1000% and opened offices in APAC, NAMER, and the UK. It is rapidly adding to its global enterprise client portfolio with clients such as AWS, KPMG, Woolworths Group, John Holland, and Allianz. Reejig announced last week that it had secured an investment from Salesforce Ventures, adding to its world-class investor portfolio including Skip Capital, headed by Atlassian co-founder Scott Farquhar, Airtree Ventures, and Culture Amp's Didier Elzinga. Siobhan Savage will be speaking at the HR Technology Conference and Expo in Las Vegas, which runs from 13th – 16th September. Siobhan's session, Have you got your Zero Wasted Potential People Strategy? will focus on how HR leaders can create a winning people strategy in this volatile environment. Siobhan Savage, said of being at the conference, We are excited to connect with the world's top people leaders in Vegas this week at HR Tech. We're challenging leaders to approach their people strategy with the same rigor that they would do their supply chain or finances. This starts with knowing who your people are, what skills they have and how you are utilizing them. We created Reejig to give organizations true visibility of their people and their potential, at scale, so they can optimize their workforces and create meaningful careers for everyone involved. About Reejig: Reejig is a leading workforce intelligence platform that enables global organizations to find, retain, and upskill talent at scale. Powered by the world's first independently-audited, ethical AI, Reejig acts as your central nervous system for all talent decisions, enabling zero wasted potential.

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Spotlight

This is Quick Bites by Cater2.me - Your daily dose of appetizing information. Today’s video is about: 5 Tech Trends Every HR Leader Needs to Know About in 2019: Automation, Learning as a skill, Messaging, communication, and collaboration - is email dead?, Employee experience - the new employee engagement, Data and analytics.

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