HR Tech and Relocation: In the News

Posted by Amy Westrick on Jun 27, 2017 12:20:22 PM

Urbanbound HR tech and Relocation in todays NewsWe're back with some of the top news from HR Tech and relocation in the past week!

It was a busy week in the wonderful world of HR and relocation, so we did you a favor and gathered some of the most noteworthy news and compiled it for you in one place.

Read on to find out what’s top of mind this week for HR and Global Mobility Professionals:

Knowing and Keeping Your Best People

"At the end of the first quarter of 2017, 45% of small businesses reported that they were unable to find qualified applicants to fill job openings. Our own research, The Use of People Science shows that growth can be particularly challenging from a workforce perspective. 84% of HR leaders we surveyed said the struggle to find and recruit the right people for growth is a significant pain point."

"The need to attract and retain the best talent doesn’t ever stop, it merely evolves with the business. The first step for HR and people leaders is to recognize the need for and begin to build a self-sustaining model that ensures they can do so at the same rate to enable continuous growth. Digital data collection and analysis is the back-bone of this, enabling the HR team to use what they collect to make more informed, people-based strategic decisions to fuel productivity and business growth."

"Once the decision to invest in people science and a self-sustaining model has been made, you must work to identify the skills gaps within your organization. That seems obvious, but our research found 60% of HR leaders would struggle to produce information about skills gaps and employee churn if their CEO asked for it today. Using the right HR technology to gather and analyze people data from digital reviews and employee engagement surveys, for example, is very valuable in identifying gaps and potential churn."

"As the pressure to grow and innovate is a continuous one, HR leaders must take a leading role in ensuring their employer has the workforce it needs to get it done. It sounds simple, but our research reveals that many don’t have the data and strategies in place to do so. By following these five steps there’s no reason why you cannot foster and retain the talent you require for agile growth."

Discover all 5 steps to knowing and keeping your best people

 

Millennials in the Workforce

"Millennials are now the largest living cohort in America, numbering about 75 million. Every generation is different from the ones that came before, but this group is different in one unusual way. They seem determined to delay accepting adulthood for as long as possible. That conclusion comes from a recent study done at Bowling Green State University. The study reviews how millennials rate on markers of adulthood such as independence (living on their own), marriage, children, and homeownership. Compared to baby boomers at the same point in their lifetimes far fewer millennials are married, live independently, have children of their own, or own houses."

"Millennials are unusual in many respects. They’re attracted to jobs that require using your hands to perform a craft in a public setting, such as barbers, butchers, and bartenders. But that attitude doesn’t extend to jobs to like electricians and plumbers since that kind of work isn’t usually done in sight of anyone, suggesting an element of narcissism is a factor in selecting a career. But in general their career choices reflect market trends — they’re gravitating more toward careers in healthcare, business, and technology — based on college majors they’re choosing."

"The millennial generation offers both opportunities and challenges for recruiters. The lack of anchors (family, houses, and engagement) means that they are more likely to turnover and have little sense of employer loyalty. Another Gallup poll found that 60 percent of millennials say they are open to a different job opportunity — 15 percent higher than the percentage of workers from other generations who say the same. They are also the most willing to act on better opportunities: 36 percent report that they will look for a job in the next 12 months, compared with 21 percent of other generations. So they’re easier to recruit but also more difficult to retain."

Learn more about how Millennials differ from Baby Boomers both in the workplace and at home

 

Wish you didn’t have to stop?! No worries — there’s more where that came from! Check out these great reads:

Look no further: Why 6 Chicago tech companies promote from within [BuiltInChicago]

When is the Perfect Time to Post a Job? [Sourcecon]

3 Effective Train-On-A-Dime Techniques For SMBs [TLNT]

6 Keys to Mindful Leadership [TLNT]

HRE Editors Announce their Picks for the 2016 Top HR Products Awards [Human Resource Executive Online]

 

decoding the language of lump sum

 

Topics: HR Tech and Relocation News

Chicago Tech Scene: In the News

Posted by Amy Westrick on Jun 23, 2017 10:42:31 AM

Urbanbound Chicago Technology Scene in todays newsWelcome back this week for another update on what's happening in the Chicago tech scene! You will want to hear what’s new in the news.

It is time to sit back, relax, and wind down—Friday is here, and the weekend is upon us.

 

Tech Jobs Are on the Rise in Chicago

"The Chicago metro area added 10,000 tech jobs between 2013 and 2015, according to a Brookings Institute study, a 5.8% compound annual growth rate. The region had the 9th biggest increase in number of tech jobs, behind San Francisco, San Jose, New York, Dallas, Boston, Austin, Seattle and Los Angeles."

"The Chicago metro area also saw its share of national tech jobs increase from 2010 to 2015, according to Brookings. Its share rose by less than 0.5%, which might not sounds like much, but it was one of only a handful of cities to see its share increase as the Bay Area continues to add to its piece of the tech employment pie. In fact, 86 of the largest 100 metros have either seen their share of the national tech sector stay the same or actually shrink since 2010, according to Brookings, and 6 cities lost jobs in absolute terms."

To uncover more about how tech jobs are on the rise in Chicago 

 

Can Resume-Reading Software Help Companies Make Better Hires?

"The German technology company, which employs more than 1,500 people in the Chicago area, is introducing a tool that will allow recruiters to use machine learning to sift through thousands of applications much faster."

"The tool extracts information such as skills and experience from resumes and scores them against particular open positions. That can allow a recruiter to more easily whittle down a pool of a thousand to several dozen that are worth further consideration"

"SAP also plans to use machine learning to score job descriptions themselves — a process that could help identify unconscious bias in listings. For example, terms like “rockstar” or “ninja” may be more attractive to men than women. The company is developing a new machine learning tool that would detect this kind of language using sentiment analysis, then suggest alternatives."

To learn more about how this software could save your company time and money

 

Wish you didn’t have to stop?! No worries — there’s more where that came from! Check out these great reads:

When It Comes to Tech Exits, Chicago Holds Its Own With NY, LA and Boston [ChicagoInno]

Look no further: Why 6 Chicago tech companies promote from within [BuiltInChicago]

13 Awesome Tips From Ecommerce Experts [ChicagoInno]

3 Important Lessons to Learn from 3D Printing Startups [Tech.Co]

decoding the language of lump sum

Topics: Chicago Tech News

HR Tech and Relocation: In the News

Posted by Amy Westrick on Jun 20, 2017 10:45:19 AM

Screen Shot 2017-06-20 at 10.26.51 AM.pngWe're back with some of the top news from HR Tech and relocation in the past week!

It was a busy week in the wonderful world of HR and relocation, so we did you a favor and gathered some of the most noteworthy news and compiled it for you in one place.

Read on to find out what’s top of mind this week for HR and Global Mobility Professionals:

4 Mistakes Companies Make Using Data In Recruiting

"Too often decisions are made in silos. While most stakeholders want to measure time-to-fill and cost-per-hire, when I ask CEOs, business leaders and HR what they want to see in a one-page dashboard, there are almost always discrepancies. For example, if you are recruiting high complexity engineers with a typical time-to-hire of 90 to 120 days, you should also measure time-to-present, pipeline quality, and labor supply/demand. Once HR and the business agree on the data points they want, you can begin to measure and report on what matters."

"At least half of the organizations I walk into are in some state of change with processes, systems, people or technologies. If not managed proactively, frequent change and turnover can be disastrous for an ATS — particularly in HR where accountability for the system may already be tenuous. I’ve seen teams get close to a successful implementation only to have a new guard show up and stall the project. With little warning, the use of a once-appropriate platform is suddenly outgrown. Change happens, so you need to be ready to effectively manage it."

"Unless it’s a very large enterprise, most talent acquisition teams do not have a dedicated person for leveraging data. Whether this role is filled by one or more persons, there needs to be a dedicated owner for the system’s success and ability to deliver on business objectives."

"Whether for internal recruiters, headhunters, hybrid RPO-headhunters, or any other kind of vendor, use Service Level Agreements (SLA) to maintain alignment between data and business needs."

Uncover here what to do in order to not make these mistakes

 

Your New Hires Won’t Succeed Unless You Onboard Them Properly

"It used to be that onboarding was a process of just a few days, but new research shows that spending as much as a year helping new employees get up to speed in the workplace is necessary to capitalize on the skills, knowledge, and excitement they bring to the organization."

"The first three to six months —­­ when new hires are particularly susceptible to turnover —­­ are most critical. On average, companies lose 17% of their new hires during the first three months, one study found."

"A new employee’s manager is one of the most important people in the onboarding experience, and gaining this person’s support may directly improve or undermine a new hire’s chances of succeeding."

"Even with elaborate onboarding programs, organizations need to be cognizant of the power of informal interactions between new employees and their managers, taking steps to ensure that this process facilitates onboarding rather than derailing it. It is important to encourage managers to check in with new employees and make time to offer support. At the same time, new employees should be encouraged to do their part to engage in and take control of their own socialization and onboarding by asking questions, seeking out information, and taking advantage of opportunities to meet fellow coworkers."

 Learn more about the importance of the onboarding process to ensure the success of your new hire

 

Wish you didn’t have to stop?! No worries — there’s more where that came from! Check out these great reads from the past week:

7 Influencer Marketing Tools for Startups [TechCo]

Wonder Woman – Why Every Firm Needs to Hire One [ERE]

10 Laws of Social Media Marketing [Entrepreneur]

When is the Perfect Time to Post a Job? [Sourcecon]

decoding the language of lump sum

Topics: HR Tech and Relocation News

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