Have you ever been applying for something and the application process seems to be harder than the position or spot you are applying for? As an example, college applications come to mind – there are some schools out there that it seems they view themselves as so prestigious that applying is meant to be the test and everything else may be a breeze. I don’t think that’s the point of an application. Yes, you want to test the applicant’s ability to do the job and gather your first and last name, but what if you’re losing applicants due to difficulty in accessing the application in the first place? No one wants that.
As most of the United States packs their bags and hits the roads for their Independence Day celebrations and summer vacations, the Service Industry is in full swing of their busy summer season and not closing their doors. From restaurants serving the hungry hoards to retail establishments selling out of bikinis and swim trunks to hotels booking rooms, summertime in the Service Industry is a peak season for business.
In a fast-paced, high-volume, decentralized labor environment like the service industry, many hiring decisions are put into the hands of field managers. Many of these managers start in entry level, hourly positions and move up the ranks, and most don’t have a background in human resources to guide them through the recruiting, interviewing, and hiring process. These managers need tools to walk them through the full talent acquisition process so that their time is spent appropriately, the highest quality candidates are hired, and nothing is left to chance with a “post and pray” recruiting strategy.
What does it mean to hire vs to recruit?
What is AI? Until recently, all I knew about AI was that there was a movie 18 years ago with the little kid from Sixth Sense called A.I. It was all about a robotic boy who was programmed to love but hit a few roadblocks in his journey, to say the least. But what is AI in today’s terms? According to Wikipedia, “In computer science, artificial intelligence (AI), sometimes called machine learning, is intelligence demonstrated by machines, in contrast to the natural intelligence displayed by humans…the term “artificial intelligence” is used to describe machines that mimic cognitive functions that humans associate with other human minds, such as learning and problem solving.”
Today candidates are craving a mobile application. Managers are on the go, which means 24/7 access to new candidates is essential. Employees need a centralized accessible environment to review on-boarding documents, trainings and performance management. If you do not have a mobile-driven ATS, think to yourself as a business owner or operator, how is this effecting my day to day business?
Retention strategies are often thought of as tactics used to re-engage existing employees and reduce their likelihood of leaving after a period of employment. In reality, retention should be thought of as a primary focus to be strategized upon and implemented from the moment the employee gets hired.
One important area of the employee experience is recognition. ITA Group states, “high-recognition companies have 31% lower voluntary turnover than companies with poor recognition cultures.” The younger generations of today have driven this recognition culture, but employees of all ages seem to be responding positively.
How would employees at your company describe their experience working there? Would you describe your employment experience in the same way? Would you say you’ve had a quality, positive experience?