ADP: 140K jobs added to private payrolls in Feb. | Land O'Lakes' flex work helps retain employees | Leaders must think outside the box to acquire new talent
Private sector payrolls added 140,000 positions in February, falling short of the Dow Jones estimate but surpassing the tally of 111,000 from the prior month, according to ADP. The leisure and hospitality and construction sectors helped drive the gains.
In today's tough labor market, the talent pool is shallow. Now is the time to refine your tactics to retain top talent. SHRM seminars offer both in-person and online programs at dates and times that best fit your schedule. Explore seminars today!
Last year, Land O'Lakes refuted the norm of long-hour factory shifts and offered new positions where employees could choose their shift length and start time, resulting in more candidates applying for entry-level positions with the potential of promotion and better worker retention.
Employers can make income-tax filing easier for employees by setting up workshops, sharing technological resources and letting them know about deadlines, codes and possible deductions, consultants and executives say. "In the ever-changing world of HR and workplace management, supporting employees with their taxes is a big part of overall employee well-being," says Kraig Kleeman, CEO of The New Workforce.
2024 will bring about the integration of AI into human resources technology as a way to automate processes and provide data in order to make hiring decisions. Cloud-based platforms will also increase in popularity as they provide a scalable and secure way to store information.
Microstresses, which can come from small, daily interactions that may increase your workload or deplete your emotional resources, can contribute to burnout, one of the leading causes of workforce shortages, write authors Rob Cross and Karen Dillon and researcher Kevin Martin. To reduce these, start by identifying and combatting one source of microstress, find people who can provide perspective, work your way up to addressing more significant stresses, and incorporate other activities beyond work or different stress-inducing environments, they advise.
"Happy birthday!" goes to this race car driver who, coincidentally, was the first female ever to qualify for both the Daytona 500 and Indy 500 in 1977. Who is she?
The art of hiring seems to be evolving. More employers are expanding their recruiting practices beyond the traditional requirements of experience and academic pedigree. They see that the culture of work is changing and know that if they want reliable talent, they need to change as well.
We explore this phenomenon in today’s Leadership & Development story from InsuranceNewsNet Magazine. According to the story, the insurance industry is going through a workforce drought. More agents are retiring, fewer are entering the field and young people find the work boring. What’s an employer to do?
It might be time for a gut check. Sharon Emek of Work at Home Vintage Experts says that employers should evaluate their skill needs and ask themselves if they are making “recruitment and staffing decisions based on how business has always been conducted, or” are they “moving toward a more future-focused approach that better positions the business to face a more challenging, competitive market?”
That’s a fair question, gentle readers. Are we hiring for where we are now or where we’re going? Are we hiring people who can scale their skill set? Are we still taking the safe route with hiring criteria? Or are we taking a step out of our comfort zones and taking a more personalized approach to evaluating candidates?
