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  • The workplace is changing, not just because more people are working from home or because more companies are incorporating flexible scheduling. The workplace is experiencing a dramatic generational shift; while the older generations have begun retiring, Generation Z (Gen Z) has entered the arena.

    Each generation brings its own unique set of values and expectations to the office. While this can be great news for you as an employer who needs skilled workers to bring their individual points of view to their work, it can also create friction between generations working side-by-side. Here are some ways to address those differences to keep everyone happy – and productive!

    Generations In The Workforce

    With the addition of Gen Z, there are now five generations working alongside each other: 

    • Silent Generation (Born 1925-1945)
    • Baby Boomers (Born 1946-1964)
    • Generation X (Born 1965-1979)
    • Millennials (Born 1980-1994)
    • Generation Z (Born 1995-2012)

    While there isn’t a clear distinction between an individual born in 1979 and someone born in 1981, these dates are largely accepted as generational groups. Additionally, there are subgroups within each generation, but we recommend focusing on the main five groups for management purposes.

    Recognize And Acknowledge Differences

    With a diversified workforce, it’s essential for you and your employees to accept and accredit that there will be differences among the team. Open communication, training, and mentoring are great places to start. For example, you can hold workshops to teach employees about generational differences and how to work effectively with colleagues from different age groups. You can also pair younger and older employees in mentoring relationships to facilitate knowledge-sharing and collaboration.

    There is no need to shy away from the dissimilarities; however, this doesn’t mean reinforcing stereotypes. You must take the time to educate your team about the generational differences in the workplace and encourage them to be open-minded about others’ views and values.

    Acknowledging potentially contrasting ideas and opinions creates a more inclusive and welcoming work environment that embraces unique perspectives and values. By opening the conversation and respecting differences, you can foster a culture of inclusivity, collaboration, and understanding that allows each person’s unique qualities and skills to thrive.

    Be Aware Of Communication Styles And Preferences 

    Miscommunications and misunderstandings can be significant causes of conflict, which is why you and your employees need to be open and transparent about communication preferences.

    While Baby Boomers may prefer face-to-face meetings and phone calls as their main form of communication, Millennials tend to lean towards instant messaging platforms such as Microsoft Teams or Slack because it’s easier and faster for non-urgent tasks. Gen Xers find themselves somewhere in the middle, often using email as their primary form of communication with coworkers, but still value face time.

    A potential issue could ensue between Baby Boomers, who contact via phone calls, and Gen Zers, who vehemently avoid phone calls unless absolutely necessary if groups don’t communicate their preferences.

    Be flexible and open-minded. Encourage your team to try and understand where other generations are coming from, even if it’s difficult to relate. Remember that everyone has different experiences, which can affect how they see things. For example, an older generation may have a different view than someone who grew up in the digital age.

    Adjust Your Expectations And Your Management Style

    When managing generational differences in the workplace, it’s important not to make assumptions. For example, while we’ve been referencing general characteristics and preferences of the different generations, don’t assume that all people from the same era are the same. But at the same time, don’t assume different ages won’t get along either. If you do this, you’ll miss out on valuable opportunities for collaboration and cooperation between different generations at work.

    In fact, there may be more similarities between these two employees than differences after all; for example, two coworkers born decades apart may spend their evenings encapsulated in the latest docuseries streaming on Netflix. Another may be on the local co-ed soccer team that their older counterpart was a part of years earlier.

    In addition to adjusting your expectations, adapting your management style is essential. For example, younger workers may appreciate more frequent feedback and freedom in their work environment. On the other hand, older workers may value more structure in their day-to-day activities.

    At the end of the day, your employees are individuals, and your management style should reflect that. It’s crucial you come into each workday with an open outlook, and your employees will do the same.

    Update Your Training Program

    The most effective training programs focus on the skills and abilities of each generation. You can still use some general training methods across all ages, but it’s necessary to recognize that different generations have different needs when it comes to learning new information as well as retaining and applying it on the job. Just as people have communication preferences, they also learn differently. Onboarding sets your expectations for employees, which is why your training program is a great place to educate your team on generational differences.

    The best way to ensure that you’re building your training programs correctly is by understanding what makes each generation unique. For example, Boomers didn’t grow up surrounded by technology, so they may need extra time for practice and review sessions before implementing a new software process into their daily routine. Gen Xers enjoy structure in their work environments, so clear guidance is provided upfront about expectations during this process, such as, “We expect these results within Y timeframe.”

    Gen Zers are more likely to learn by doing; therefore, you can offer hands-on learning opportunities, such as walking through a process together. Also, provide a clear path for feedback and communication throughout the training program.

    Recognizing and adapting to an individual’s learning style will lead to a practical outcome that’ll have long-lasting impacts on your work culture.

    Offer Flexible Solutions

    The overarching key to managing generational differences in the workplace is flexibility. Each generation has its own unique set of needs, so it’s paramount you understand these differences and find ways to meet them. For example, you can offer flexible scheduling options if your younger workers are used to working remotely or at different hours.

    Flexible work arrangements accommodate living differences between all generations, such as school drop-off/pickup times versus evening activities with friends, which benefit your entire workforce.

    Comprehensive work benefits show you care about everyone’s interests and help you attract and retain a diverse workforce. Also, consider adopting inclusive benefits that benefit multiple generations differently. While not exclusively geared to one age, parental leave may not matter to older generations, but career development and promotion opportunities do.

    Generational Differences Are An Opportunity 

    The workforce shifts daily, with new employees bringing a flood of new ideas and opinions. While the new skills pose an excellent opportunity for your business, if you’re not careful, generational differences can cause friction in the workplace. But when approached strategically, a diverse team can foster a welcoming culture and greatly benefit your business.

    However, employee training and workplace management aren’t necessarily simple HR functions and can take you away from other integral business responsibilities. By partnering with GMS, we give you access to the tools and resources you need to take on these tasks while providing specific guidance on hiring and training for your business. Our Applicant Tracking System and employee training software streamline the hiring process to efficiently and effectively recruit top talent.

    We help with all the administrative tasks that take away your valuable time so your business can run smoothly. Contact us to speak to one of our experts today!

  • Recruiting plays a major role for any growing company. The problem for many business owners is that recruiting is neither quick nor simple. It’s essential for employers to hire the right people for their business, but that type of commitment can take a lot of work and dedication without some help.

    Recruitment process outsourcing (RPO) gives businesses the resources to simplify their recruiting efforts without sacrificing on the quality of their search. The RPO market has steadily grown for years as more businesses turn to outsourcing as a viable solution for their needs. In this post, we’ll break down how RPO works, why you may need it, and how it can benefit your business.

    What Is Recruitment Process Outsourcing?

    Recruitment process outsourcing (RPO) is a partnership where a business hires a separate company to manage the various tasks and responsibilities associated with finding potential job candidates. The RPO provider then acts as the recruiting extension of that company and provides talent acquisition services based on their needs.

    RPO providers can come in different forms, ranging from third-party staffing agencies to Professional Employer Organizations (PEOs) that provide comprehensive HR solutions. The exact level of RPO services can vary depending on how much assistance an organization needs. There are multiple types of outsourcing engagements available:

    • On-demand RPO – Outsource recruiting services on an as-need basis for a specific job or to accommodate recruitment during peak hiring seasons.
    • Partial-cycle RPO – Selectively outsource single or multiple components of the recruiting process to alleviate internal workload and maximize hiring efforts.
    • Full-cycle RPO – Have an RPO provider manage the entirety of the recruiting process, from initial job descriptions up to the final offer.

    Does My Business Need Recruitment Process Outsourcing?

    Regardless of the size of your business, there are multiple steps that an organization must take when recruiting new employees. Each of these tasks takes time and effort, including:

    • Writing and updating job descriptions.
    • Drafting a specification of desired attributes, skills, and other qualities for the ideal hire.
    • Advertising the opening on job boards, social media, and other places.
    • Screening the applications, creating standardized interview questions, and interviewing initial candidates.
    • Shortlisting applicants and conducting second interviews.
    • Selecting the most suitable candidate (or starting over if none was found).
    • Making a job offer.
    • Updating unsuccessful applicants.
    • Passing relevant client information along to initiate the onboarding process.

    The key to deciding whether to outsource some or all of these tasks involves your organization’s challenges and needs. Any of the following business challenges are legitimate reasons why businesses turn to RPO to bolster their hiring process:

    • Recruiting has become time-consuming and costly to manage internally.
    • Your organization needs to quickly address short-term turnover or keep up with demand.
    • Internal recruiting efforts aren’t yielding qualified candidates.
    • You’re looking to improve your time-to-hire.
    • It’s becoming difficult to manage and track all the different applications, especially when multiple managers or teams are involved.
    • You want to concentrate more of your time and energy on core business functions and leave recruiting to the experts.

    What Are The Benefits Of Outsourcing Recruitment?

    If you find that your business needs recruiting support, it’s time to consider an RPO. Outsourcing some or all of your recruitment efforts can benefit hiring managers and their employers in the following ways.

    Reduced recruiting costs

    It’s no secret that recruiting good talent takes time and money. Outsourcing these recruiting efforts not only reduces costs associated with labor, but also streamlines these processes to make them more efficient. RPO services can also scale with your business as it grows, adding even more flexibility and cost-efficiencies as your hiring needs increase.

    Improved time-to-hire

    A streamlined recruiting process does more than just reduce overall costs. RPO providers can cut down on hiring times by implementing more efficient recruitment strategies and attracting more qualified candidates. In turn, your business can start onboarding employees quicker than before.

    Better candidate quality

    Those same strategies also help businesses find employees who are particularly suited for open positions. In addition to expanding searches to new sources, RPO partners can directly recruit ideal candidates and reach out to these individuals. These measures can open your business up to new candidates you wouldn’t have found on your own.

    Recruitment technology

    Access to special software like applicant tracking systems (ATS) is another way that RPOs lead to both cost savings and an improved process. These systems can automate time-consuming tasks, use machine learning to sort and rule out applicants, and increase internal collaboration through a variety of functions and features.

    Advanced tracking and analytics

    Want hard data to show how well your recruiting efforts are working? RPO solutions can set performance benchmarks, provide real-time data to track success, and highlight areas for improvement.

    Streamlined onboarding

    An RPO doesn’t have to only support your recruiting efforts. These partners can help you streamline the onboarding process by integrating initial procedures into an ATS. This setup will help automate the welcoming process once an offer is accepted and prepare new hires with key documents, new employee forms, and other vital information.

    Compliance support

    A few simple mistakes can lead to compliance issues. RPO providers can help businesses stay clear of regulatory issues, such as avoiding illegal interview questions and establishing best practices for the recruitment process.

    How To Choose A Recruitment Process Outsourcing Partner

    While there are countless forms of recruitment companies out there, some are better for your business than others. It’s important to evaluate each provider before you invest in RPO. There are several factors that will impact which RPO provider is right for your organization.

    • The ability to scale with your organization, both over time and during seasonal hiring needs.
    • Customization options for your specific recruiting program.
    • Partnerships with employment websites and other hiring sources.
    • State-of-the-art technology and other resources.
    • Excellent customer service and organizational support.
    • Comprehensive HR outsourcing solutions that extend beyond recruiting.

    As recruiting top talent becomes more difficult than ever, GMS strives to help businesses simplify and improve their hiring efforts. Being a PEO, we can oversee the recruiting process to save you both time and money while providing you with a pool of quality candidates. Contact GMS today to talk to one of our experts about outsourcing employee recruiting and other time-consuming administrative functions.

  • Hiring is an exciting development for a growing business, but that doesn’t mean it’s easy. According to Glassdoor, it takes an average of 23.8 days to complete the hiring process. That timeline accounts for everything from creating the job description to extending an offer – and all the hard work in between.

    That amount of work is exactly why businesses turn to applicant tracking systems (ATS) to streamline this essential business function. Let’s break down what an ATS does and how it can support your business.

    What Does Applicant Tracking System Software Do?

    An ATS is a form of recruiting software designed to simplify the hiring process. This type of software, also referred to as a talent management system, helps businesses organize important processes and improve internal efficiencies to streamline the entirety of the hiring cycle.

    A typical ATS performs a variety of tasks to automate time-consuming responsibilities and provide additional information. These tasks can include, but are not limited to the following functions and capabilities:

    • An ability to post openings to various job boards.
    • Storage of applicant data as individuals apply to your open positions.
    • Application screening to identify potential matches based on set parameters, keyword filters, and other means.
    • Applicant ranking based on how well resumes match a specific job description.
    • Collaboration tools that allow employers and recruiters to comment on applicants and leave ratings for internal review.
    • Automated emails to schedule interviews, update candidates, and stay connected with priority individuals.

    The Benefits Of Applicant Tracking System For Employers

    When it comes to the hiring process, businesses can use every advantage they can get. An ATS is equipped to give organizations the tools and technology needed to stay competitive while improving their internal procedures. These benefits allow your business to do the following:

    • Find and hire better candidates.
    • Improve the candidate experience.
    • Make the hiring process shorter and more efficient.
    • Increase collaboration during the hiring process.
    • Streamline the onboarding process.
    • Stay competitive in the hiring market.

    Find and hire better candidates

    Between the need for skilled workers and the costs of employee turnover, it’s essential to find the right people for your positions. Tracking systems gives employers an advanced way to identify ideal candidates for each and every role. Employers can prioritize certain skills and other factors to call out more qualified individuals. Some systems can even utilize artificial intelligence to create an ideal profile for a position and predict new success factors for future candidates.

    Another way that an ATS can improve your candidate pool is by helping it grow. These systems can help distribute applications to as many job boards, recruitment sites, social media platforms, and other potential posting destinations as you deem fit for your business. Better yet, users can publish job posts on all these sites simultaneously (or pretty close to it). This streamlined approach to job distribution makes it easier for employers to reach more people without nearly as much of the legwork.

    Improve the candidate experience

    Tracking technology also allows employers to improve your reach is to simplify the application process for candidates. An ATS gives job seekers the ability to apply for your positions on their phone, laptop, tablet, or any other device. Better yet, applicants won’t need to create a new account and log in to apply to your openings. In turn, promising candidates won’t drop out early to pursue other openings with fewer roadblocks.

    Make the hiring process shorter and more efficient

    Manually reviewing applications is a long, tedious process. An ATS takes out a lot of the menial labor by organizing and optimizing the review process.

    As individuals submit their applications, an ATS automatically pulls every submission into a central database. These systems will then use varying means ranging from pre-set filters to AI machine learning to sort and even rule out certain applicants. These methods give your business a streamlined process to review organized, qualified applications.

    A good ATS also reduces time-to-fill for job openings is by simplifying the applicant management process. An ATS makes it quick and easy to message candidates through a single platform. Businesses can even automate large portions of applicant management through chatbots that screen questions and address frequently asked questions.

    Applicant tracking technology also automates the scheduling process. It takes time to review calendars, set up interviews, and send out information. An ATS typically offers integrated scheduling tools to set up interviews and send out meeting reminders. This process not only saves you from more initial work, but also keeps everyone on the same page to limit confusion and potential no-shows.

    Increase collaboration during the hiring process

    It’s not always easy to get everyone on the same page during the hiring process. It’s good to get input from different individuals within your company, but it can be difficult to collect everyone’s input and keep everyone in the loop. The right system gives users a space to work together in an organized fashion.

    ATS software allows different team members to take notes, see resumes, and review other information all in one place. The recruiter can use this system to assign out roles and set up alerts for anyone needed in the hiring process. These tools help ensure that everyone can take part in selecting the right candidate without adding extra complications.

    Streamline the onboarding process

    An ATS offers benefits that extend beyond job applications and interviews. These systems also allow businesses to speed up the onboarding process and help qualified candidates start their new careers off right.

    Once you fill a position, the ATS starts the welcoming process for your newest employee. Employers can set up their ATS to provide new hires with key information about their role, the business, and expectations for the initial few weeks. These systems can also prompt individuals to fill out new employee forms and other necessary paperwork.

    Stay competitive in the hiring market

    The vast majority of Fortune 500 companies use some form of ATS in their hiring process. Based on all the benefits listed above, that makes sense. However, that doesn’t mean that this type of software is exclusive to larger companies.

    Businesses of all sizes can reap the benefits of an ATS. A good system can help your company stay ahead of big corporations by making your openings more visible and giving applicants quick, easy access to your business.

    Streamline Your Recruiting And Hiring Process

    As the labor market tightens, hiring is only getting harder for small and mid-size businesses. That’s why GMS partners with businesses to manage this essential process. Between our team of HR experts and cutting-edge applicant tracking technology, we can help you recruit top talent while saving you from the time it takes to do so.

    Ready to simplify your business? Contact us now to talk to our recruiting and hiring managers about how GMS can help solve your talent acquisition challenges.