Organizations are still trying to embrace the realities of the modern workforce — one where employees may be remote, hybrid, traditional in-person, or any combination. Adapting to this new reality means that learning strategies must, once again, be reexamined. Using technology to reach these learners potentially opens an ocean of questions about what tools and features are necessary.
In this "On the Job" segment, Bob Lockett, Chief Diversity and Talent Officer at ADP, chats with Cheddar News about employee retention in today's competitive job market.
In this "On the Job" segment, Drew Lewis, VP Diversity and Talent at ADP, chats with Cheddar News about the value of data and the scientific method when implementing and measuring workplace diversity, equity and inclusion initiatives.
In a nutshell, when remote work crosses state lines, it can be hazardous to employers – in ways that aren't necessarily apparent.
For centuries, organizations have relied mostly on traditional sources of talent, but now and in the years to come that trend will turn on its head. Change is no longer coming, it is here, and the way we look at, procure and manage an organization's most valuable asset will never be the same.
Prior to the pandemic, the introduction of automation and AI processes allowed for better candidate pool targeting and screening. The pandemic highlighted the need to find a balance between these technologies and a more human-centric approach, where candidate engagement is prioritized. We need to treat candidates the same way we treat customers, first attracting them with a strong employer brand and then guiding them through a process that reflects the alignment of company and their personal values.
Having the right tools is essential for your compensation strategy. However, you also need to see where there may be potential bias, and monitor and analyze the right information to improve pay equity. Here's some insight into how that can be done.