15 HR Management AI Uses with Pros and Cons

Introduction

Has your organization incorporated HR management AI Uses. AI is transforming HR management in multiple ways, providing HR professionals with new tools to improve efficiency, accuracy, and fairness in their work.

Therefore, the use of AI in HR is becoming increasingly popular as companies aim to automate and streamline HR processes, such as talent acquisition, performance evaluation, and career development. AI can help HR departments handle large amounts of data, make data-driven decisions, and improve the overall efficiency of HR operations. However, the race to implement AI in HR also raises concerns about bias and ethical considerations, which companies need to address and mitigate.

15 Common HR Management AI Uses

Here are some common ways that AI is being used in HR and can benefit operations:

1.Resume Screening and Interview Scheduling

Artificial Intelligence (AI) can assist with resume screening and interview scheduling by automating certain tasks, reducing manual workload and increasing efficiency.

For resume screening, AI-powered tools can help identify the most relevant candidates by analyzing resumes and identifying keywords, skills, and experience that match the job requirements. This can help companies quickly sort through large numbers of resumes and shortlist the most promising candidates.

For interview scheduling, AI-powered scheduling tools can automate the process of scheduling interviews by considering candidate availability, time-zones, and preferred methods of communication, and selecting the best time and date for the interview. This helps reduce the time and effort required to schedule interviews manually and eliminates the possibility of human error.

Advantages: Saves time, reduces human error, and increases efficiency.

Disadvantages: Potential for algorithmic bias and loss of human touch in the recruitment process.

2. Candidate Assessment and Predictive Hiring

HR management AI uses in candidate assessment and predictive hiring can assist in several ways, such as:

Resume screening: AI algorithms can quickly analyze a large number of resumes and identify the most qualified candidates based on pre-defined criteria, such as education, work experience, and skills.
Behavioral and skill assessments: AI can administer online assessments to evaluate a candidate’s abilities, personality, and cultural fit, providing objective data to support hiring decisions.
Predictive modeling: AI algorithms can analyze data from previous hires and performance to identify the traits, behaviors, and characteristics that are associated with high performance in a particular role. YThis information can be used to predict the potential success of future hires.
Chatbots: AI-powered chatbots can conduct initial candidate screenings and answer common questions, reducing the workload of human recruiters and providing a more efficient candidate experience.

Advantages: Provides objective data to support hiring decisions, increases efficiency, and reduces bias.

Disadvantages: Potential for algorithmic bias, oversimplification of complex human traits, and lack of human judgment.

3. Employee Engagement Surveys and Analysis

Artificial Intelligence (AI) can support employee engagement surveys and analysis in several ways:

Natural Language Processing (NLP): AI can use NLP algorithms to analyze and interpret free-text responses in employee surveys, which can provide more in-depth insights into employee attitudes and opinions.
Sentiment Analysis: AI can use sentiment analysis algorithms to determine the overall tone and emotion of survey responses and provide a more nuanced understanding of employee engagement.
Predictive Analytics: AI can analyze employee engagement data over time and use predictive analytics to identify trends and predict future engagement levels, enabling organizations to take proactive measures to enhance engagement.
Automated Reporting: AI can automate the process of creating reports from employee engagement survey data, freeing up HR and HR data analysts to focus on other important tasks.
Personalized Insights: AI can provide employees with personalized insights and recommendations based on their individual engagement data, helping to foster a more engaged and productive workforce.

Advantages: Provides real-time data on employee satisfaction, helps identify areas for improvement, and supports proactive employee retention strategies.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human emotions and experiences.

4. Performance Management and Employee Feedback

HR Management AI uses will support performance management and employee feedback in the following ways:

Automated performance tracking: AI algorithms can help track employee performance data in real-time and generate insights for managers to use for performance evaluations and improvement planning.
Sentiment analysis of employee feedback: AI-powered tools can analyze employee feedback from various sources (such as surveys, emails, chats) and provide insights into employee satisfaction, engagement, and pain points.
Personalized goal-setting: AI can help employees set personalized goals that align with the organization’s objectives, and track progress towards those goals over time.
Predictive analysis of performance trends: AI can analyze data on employee performance and provide managers with predictions on future performance trends, which can inform decision-making and improve overall performance management.
Employee engagement and well-being: AI can be used to monitor employee engagement and well-being through metrics such as attendance, burnout risk, and job satisfaction.

These are just a few examples of how AI can be used in performance management and employee feedback. The ultimate goal is to use AI to provide managers and employees with the insights and data they need to make informed decisions, improve performance, and drive positive business outcomes.

Advantages: Provides data-driven insights and helps managers make informed performance improvement recommendations.

Disadvantages: Potential for algorithmic bias, lack of personalization, and reduced opportunity for face-to-face feedback and relationship building.

5. Diversity and Inclusion Monitoring

HR Management AI uses can support diversity and inclusion monitoring in employers by analyzing data and identifying patterns and trends related to diversity, equity, and inclusion in the workplace. This can include data on hiring, promotion, and compensation processes, as well as employee feedback and engagement surveys. The insights generated from this analysis can help employers understand where they need to improve and make informed decisions to create a more diverse, equitable, and inclusive workplace.

Advantages: Provides real-time data on diversity and inclusion metrics, helps identify areas for improvement, and supports proactive D&I strategies.

Disadvantages: Potential for algorithmic bias (by perpetuating existing biases in the data it’s trained on), lack of transparency and accountability, and oversimplification of complex D&I challenges. To ensure that AI systems support Diversity and Inclusion, it’s crucial to use diverse training data and to regularly monitor and evaluate their output for bias.

6. HR Operations Automation

Several HR Management AI uses can boost HR operations automation in several ways:

Recruitment: AI-powered chatbots and candidate sourcing tools can streamline the recruitment process by automating initial candidate screenings, scheduling interviews, and sending follow-up communications.
Performance management: AI-powered performance evaluation tools can analyze employee data to provide insights and recommendations for performance improvements and goal-setting.
Employee engagement: AI-powered chatbots can improve employee engagement by providing 24/7 support and answering frequently asked questions.
Compliance: AI can help HR ensure compliance with labor laws and regulations by automating compliance checks and providing alerts for potential issues.
Payroll and benefits administration: AI-powered tools can streamline the payroll and benefits administration process by automatically calculating and processing payments, updating employee records, and providing insights into cost savings opportunities.

Advantages: Increases efficiency and reduces manual workload for HR professionals.

Disadvantages: Potential for job loss and reduced human interaction in HR processes.

7. Benefits Administration

What are some HR Management AI uses in administering benefits in a company? AI can be applied in several areas of Benefits Administration to improve efficiency and accuracy. Some of the applications of AI in Benefits Administration include:

Eligibility Verification: AI can be used to automate the verification of employee eligibility for benefits, reducing manual labor and errors.
Personalized Benefit Recommendations: AI algorithms can be used to analyze employee data and provide personalized benefit recommendations, helping employees make informed decisions.
Fraud Detection: AI can be used to identify and prevent fraudulent activities related to benefits claims and payments.
Claim Processing: AI can assist in the automatic processing of claims, reducing the time and effort required to manually process them.
Compliance Monitoring: AI can monitor benefits programs to ensure compliance with regulations and company policies.
Cost Management: AI can be used to analyze data to identify cost savings opportunities and help organizations manage their benefits budget more effectively.

These are just a few examples of how AI can be used in Benefits Administration. and comes with advantages and disadvantages.

Advantages: Increases efficiency and reduces manual workload for HR professionals.

Disadvantages: Potential for errors in data processing and reduced personal interaction with employees.

8. Onboarding

One of the important HR Management AI uses can be in onboarding to automate and streamline various onboarding tasks, such as:

Resume screening: AI algorithms can quickly analyze resumes and highlight relevant information for recruiters.
Employee assessment: AI-powered assessments can provide objective and data-driven evaluations of candidates’ skills, abilities, and fit for a role.
Virtual onboarding: AI chatbots can provide new hires with immediate answers to common questions and guide them through the onboarding process.
Personalized learning: AI can analyze an employee’s strengths, weaknesses, and learning style to create a customized training plan for each new hire.
Compliance and paperwork: AI can automate the collection and verification of required documents and ensure compliance with relevant regulations.

These are some of the ways how AI can be used in the onboarding process. By leveraging AI, companies can improve the efficiency, accuracy, and consistency of their onboarding processes and provide a better experience for new hires.

Advantages: Increases efficiency and consistency in the onboarding process.

Disadvantages: Potential for oversimplification and lack of personalization in the onboarding experience.

9. Talent Management and Succession Planning

One of the less thought of HR Management AI uses can be in Talent Management and Succession Planning in several ways:

Talent Acquisition: AI-powered tools can be used for resume screening, candidate matching, and predictive hiring.
Performance Management: AI algorithms can analyze employee data to identify areas for improvement and provide personalized feedback and development plans.
Career Development: AI can help organizations map employee skills, interests, and career goals to appropriate career paths and training programs.
Succession Planning: AI can assist in identifying high-potential employees and predicting future performance to make informed succession planning decisions.
Diversity and Inclusion: AI can help organizations eliminate unconscious bias in the recruitment and promotion process, promoting diversity and inclusion.

However, it is important to note that AI should be used as a supplement to human decision-making, not as a replacement, and to consider the ethical implications of AI in Talent Management and Succession Planning.

Advantages: Provides data-driven insights to support talent management and succession planning decisions.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human traits and career paths.

10. Employee Retention and Turnover Analysis

Another of the important HR Management AI uses can be to strengthen employee retention and turnover through analysis in several ways:

Predictive Analysis: AI algorithms can analyze employee data, including demographic information, job performance, and engagement levels, to predict which employees are most likely to leave the organization.
Root Cause Analysis: AI can help identify the underlying causes of high turnover rates, such as poor working conditions, lack of growth opportunities, or low morale, by analyzing large amounts of employee feedback data.
Employee Engagement: AI-powered tools can measure and analyze employee engagement levels, helping organizations to identify areas for improvement and take actions to retain employees.
Retention Planning: AI can provide data-driven recommendations for retention strategies, such as providing training opportunities, adjusting compensation and benefits packages, or addressing workplace culture issues.
Turnover Cost Analysis: AI can analyze the financial impact of turnover, such as recruitment, training, and productivity costs, helping organizations to prioritize retention efforts.

Advantages: Provides real-time data to support employee retention strategies and identifies areas for improvement.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human experiences and motivations.

11. Employee Well-being and Mental Health Support

An increasing concern in the workplace since the advent of COVID-19 has been employee well-being and mental health support. Artificial Intelligence (AI) can support employee well-being and mental health in several ways, including:

Chatbots for mental health: AI-powered chatbots can provide employees with 24/7 access to mental health support and resources. These chatbots can offer self-assessment tools, guided meditations, and other resources to help employees manage their mental health.
Personalized well-being programs: AI can analyze data from various sources, such as employee surveys, HR records, and wearable devices, to create personalized well-being programs for employees. These programs can include customized exercise, nutrition, and stress-management plans.
Predictive analytics for burnout: AI can help HR departments identify employees who may be at risk of burnout by analyzing data such as work hours, email patterns, and performance metrics. This can allow HR to proactively intervene and provide support to prevent burnout before it becomes a bigger issue.
Automated HR support: AI can automate repetitive HR tasks, freeing up HR staff to focus on providing more personalized support to employees, including support for mental health.

Overall, AI can be a valuable tool in reinforcing employee well-being and mental health support by providing more efficient, accessible, and personalized support.

Advantages: Provides data-driven insights to support employee well-being and mental health initiatives.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human emotions and experiences.

12. Learning and Development

HR Management AI uses can also support learning and development in companies by providing efficient, personalized, and effective learning experiences, which can ultimately improve employee performance and satisfaction. Artificial intelligence can do so in several specific ways:

Personalized learning: AI can analyze an employee’s skills, performance, and learning preferences to provide tailored learning experiences.
Skill assessment and gap analysis: AI can assess an employee’s skills and compare them with the desired skill set for a specific role, allowing companies to identify skill gaps and design targeted learning programs.
Automated training: AI can automate repetitive and time-consuming tasks, such as grading tests and providing feedback, freeing up trainers to focus on more complex tasks.
Gamification: AI can create engaging, game-like learning experiences that improve motivation and retention.
Virtual reality: AI can power virtual reality training experiences that simulate real-life scenarios, allowing employees to practice and develop skills in a safe and controlled environment.

Advantages: Provides data-driven insights to support employee learning and development initiatives.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human learning and development needs.

13. Compliance and Risk Management

How can HR Management AI uses strengthen compliance and risk management? HR Management AI uses can assist compliance and risk management by automating compliance-related tasks, such as monitoring employee data for compliance with labor laws, employment agreements, and company policies. Additionally, AI can analyze large amounts of data to identify potential risks and provide recommendations to mitigate those risks, helping HR to proactively manage and respond to any issues that arise. Furthermore, AI can provide real-time insights and analytics, enabling HR to make informed decisions, track progress, and measure the success of compliance and risk management initiatives.

Advantages: Increases efficiency and accuracy in compliance and risk management processes.

Disadvantages: Potential for errors in data processing and reduced human judgment in compliance and risk management decisions.

14. Salary and Compensation Analysis

HR Management AI uses also have the potential to improve salary and compensation analysis by using data and algorithms to analyze salaries, benefits, and compensations packages across different job positions, departments, and industries. It can also predict future salary trends, analyze market data and make data-driven recommendations to help managers make informed decisions about compensation. AI can also help in benchmarking and standardizing compensation across an organization to ensure equity and fairness. This can result in more accurate and consistent salary decisions, reducing time and effort in manual data analysis and providing valuable insights to improve compensation strategies.

Advantages: Provides data-driven insights to support salary and compensation decisions.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human compensation and negotiation dynamics.

15. Workforce Planning and Forecasting

Here ‘s a biggie. Every company’s demand rises and falls, sometimes in unpredictable fashion. Companies must be flexible in their response to these shifts through effective workforce strategies. HR Management AI uses can bolster workforce planning and forecasting in 6 immediate 6 ways

Predictive analysis: HR management AI can use data-driven predictive models to anticipate future workforce demand, trends, and challenges.
Workforce analytics: AI can help HR professionals analyze workforce data, such as employee turnover and headcount, to identify areas for improvement and inform workforce planning decisions.
Automated scheduling: AI can automate complex scheduling and scheduling-related tasks, freeing up HR professionals to focus on more strategic initiatives.
Skill tracking: AI can track employee skills, knowledge, and experience, allowing HR to identify and fill skill gaps, and predict future skill requirements.
Workforce planning simulations: AI can run simulations to help HR professionals understand the potential impact of workforce changes and make data-driven decisions.
Succession planning: AI can analyze employee data and career paths to identify potential successors and help organizations prepare for future leadership transitions.

Advantages: Provides data-driven insights to support workforce planning and forecasting decisions.

Disadvantages: Potential for algorithmic bias and oversimplification of complex human workforce

Conclusion

In conclusion, AI is becoming increasingly important in HR management, offering new ways to streamline HR processes, improve accuracy and efficiency, and support better decision-making. However, it’s important to remember that AI should be used as a tool to enhance and support HR practices, not replace them. HR professionals should be involved in determining the best ways to use AI in their organizations and monitor its use to ensure that it aligns with HR’s ethical and fair practices. By embracing AI and its potential, HR can provide greater support to employees and organizations and help drive business success.

Recommendations

Here are some recommendations on how your organization can effectively use AI in HR management:

Start Small: Implement AI in a limited capacity and gradually increase its use as you become more comfortable with the technology.
Define Clear Objectives: Identify specific HR processes or problems that AI can help solve, and set clear goals for how it will be used.
Evaluate AI Vendors Carefully: Research and evaluate different AI vendors to find one that offers the right mix of capabilities, support, and security.
Involve HR Teams: Involve HR teams in the selection and implementation of AI technologies to ensure that they have a good understanding of how the technology will be used and to identify any potential challenges.
Ethical Considerations: Ensure that AI is being used in a way that is ethical and complies with privacy and data protection laws.
Monitor and Evaluate Results: Regularly monitor and evaluate the results of AI usage, and adjust its use as needed to ensure that it’s providing the desired benefits.
Provide Training: Provide training for HR staff to ensure that they are comfortable using the technology and can effectively use it to improve HR processes.

By following these recommendations, HR departments can successfully adopt and utilize AI to enhance their practices and better support their organizations and employees.

Flexicrew Support

Flexicrew, founded in 2008, focuses on fast and flexible staffing solutions.

Our firm takes pride in the role we have played supporting our associates (and certainly our clients} for 15 years. We are particularly proud of our combined accomplishments in recent years. Our professional staff has positively supported our clients with quality workers, both permanent and contract employees, and strategic insights. We offer creative and customized talent services, valuable expertise, experience, and market knowledge in finding and hiring qualified candidates.

Contact one of our professional recruiters Today to gain support in your next recruiting project.

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Ask the Flexpert…How do I Know if our HR Function is Managed Strategically?

Assessment Questions for Managing the HR Function Strategically

Answer the following questions to decide if you are running HR strategically:

Does your firm have clearly defined talent-related strategic goals?
Does your HR function have measurable targets and appropriate plans?
Do you effectively determine manpower requirements?
Are staffing levels appropriate to current and future needs?
Does your HR manager influence key business decisions?
Is the HR function represented at high-level management meetings?
Is there an employee engagement strategy for operational issues?
Do you proactively propose how the HR function can support broad business strategy?
Do you effectively address employee succession?

If you don’t have answers or you responded, “No” to many questions, why not contact Flexicrew for suggestions. Use our experience with a wide-range of companies and industries.

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Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask our Flexpert any job description questions to get it right.

Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.

Good job descriptions perform several important functions

They are especially useful if they are carefully written, maintained and used.

They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.

Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.

Key components

Then, let’s define some important parts. For instance:

Job title
Goals of the job
Pay rates
Hours/shifts, overtime and weekend work
Exempt/non-exempt status
Employee benefits
Organization reporting relationships/hierarchy
General duties including descriptions of significant activities
Position duties which make up the main part of the job’s actions
Background including experience, education, licenses, credentials, training, and necessary tech skills
Harsh states such as: contact with severe temps, prolonged standing, heavy lifting, major overtime, etc.

Summing up

In other words, job descriptions are key details of every job, for every firm. We described how good ones perform many central functions. We also outlined how to write clear, concise and accurate job descriptions that define defined roles.

Also, have new-hires sign employment contracts. They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role. This can better protect and inform both employer and employee.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!

Or ask us to review your firm’s job descriptions.

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Introducing the Employer Advocate

Launching Flexicrew’s Employer Advocate

We’re very excited to launch Flexicrew’s Employer Advocate. We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.

Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.

The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.

Employer Advocate Feedback

Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.

We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.

Employer Advocate Content

How will we achieve this?

In the first place, the blog will offer content in several categories:

Staffing agency
Temporary employees
Industry trends
Best safety practices
Useful resources from the web
Flexicrew Company
News
Valuable insights from human resource articles

So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.

Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.

Your Turn

In fact, please give us your feedback and pass along any topics you would like us to address.

7 Ways to Improved Employee Performance

Since lethargic employee performance is not beneficial to your business, let’s figure out some simple approaches to get the most out of your employees.

Seven Performance Approaches Yield Improved Employee Performance

1. Employee – Employer Communications

Employees are happier when their duties and responsibilities are closely aligned with their perceived roles. This is about what they feel will give them a higher level of satisfaction. If you talk to them, they will often tell you about their career aspirations and goals.

We all know there are times when business needs to supersede personal requirements on the job. In these cases, you can usually get a solid buy-in with sincere communications. Most people are reasonable and understand there are times when sacrifices must be made. This interaction leads to higher employee performance in the long term.

2. Truthful Communications

Be truthful with all employees in business communications and about decisions made at higher levels. People can tell when they are not getting the full story. When this occurs, very little positive results come about, and it usually leads to negative feelings. Or, existing negative attitudes are reinforced and it tends to become a downward spiral.

3. Skill Utilization

Many employees have skill sets that are not being used either fully or at all. This is where processes that let you know about these hidden skills can be valuable. Dig in, ask questions, let the team know what skill sets you’re needing and maybe you’ll be surprised with what lurks in your team.

Your business can save substantially if it prevents hiring or outsourcing the work to someone who is much more expensive.

4. Open Lines of Communication

All of us have the need to know we have a voice at work. So open lines of communication are essential for good morale. Sometimes high frustration levels build, and an employee may want to vent a little and make you aware of a situation. If needed, make a culture change if communications have not been a strong point in your company.

5. Process Efficiency

Your business may have the most inefficient and exasperating processes that make people want to scream every day. The only problem is you don’t know about it. Or, even worse, you do and feel it is something they can live with. It is your business, but you know that a situation and high emotional reactions only get in the way of maximum performance.

6. Reward & Recognition

Identify positive contributors in your organization and reward them. We all like to be recognized regardless of what it is. There are so many ways to implement a program of rewards and recognition. Some businesses started an employee of the month program. Their reward was public recognition at a monthly meeting, and they were given the best parking space for the entire month. It was well received and cost nothing to implement. And yet the program met its goals of improved employee performance.

7. Training

Lastly, how well trained are your employees? Or if they are trained, do you provide training for updating their skills? This is where you will have to assess the needs and status of your business. Identifying areas for training and improving skills will repay your business with improve employee performance for years to come.

How to hire the right employee – 5 familiar mistakes

How to hire the right employee – are you making these mistakes?

Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.

If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.

5 Familiar Hiring Mistakes – How an Employment Agency can help hire the right employee

Narrow-minded in hiring

Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.

Judging by candidate’s education, name or appearance

Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.

Vague idea of demands of the position

The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.

Not checking skills of the candidates

The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.

Incomplete explanation of job duties to candidates

It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.

Flexicrew Staffing has the expert know-how and resources to help you hire the right employee that you might not find on your own. Let us assist you in finding the right person for your small or mid-size business. Call us TODAY!

“Funny thing, employment. If you keep doing it, you keep getting paid.”

― N.K. Jemisin, The Kingdom of Gods

6 Ways HR and Staffing Are Like Baseball

Baseball HR and Staffing – Common Traits

We at Flexicrew Staffing were talking about how baseball, HR and staffing have many traits in common. We got into this conversation because Major League Baseball’s 2017 World Series kicks off October 24. If needed, game 7 would slide into November (Brrrr!).

Let Flexicrew help HR and staffing smooth out your workforce curve balls — HR and staffing common traits with Baseball World Series

So here’s our take on a list of 6 ways managing HR and staffing for your company is like baseball’s World Series:

1. Choosing your team

From baseball spring training right up to selecting the best players who will be on your playoff team, the #1 priority is firming up the roster. Contracts were taken care of over the winter, so teams already know what stars will be playing. But the utility players and the rookies…like temporary workers in a company. Those players, just like temporary workers, continuously need to show managers or baseball coaches what they can do. And the coaches have got to look closely at the talent in front of them so they can figure out who’s going to help the team win the Series and who’s going back to the minors.

Sound familiar? One of the hardest parts of running an HR department is hiring and administering the company’s staff. And working with line supervisors to evaluate the performance of temp workers who could hit a home run for your business and for themselves by getting hired permanently.

2. Position your players

Coaches don’t just figure out who’s on the team. They must decide who plays what positions, come up with batting orders and pitching rotations and bench players. HR managers and hiring managers need a lot of planning to judge your staff and how best to use it. In baseball, you put your power hitter in the 4^th batting position or “cleanup,” because that’s where he can drive in the most runs. Business, projects go to the best person for the job. Have a big rush order? Who’s your cleanup hitter?

3. Getting in shape

Baseball spring training provides a time for players to work out together, getting them in shape for the season.

An HR department in a company makes sure employees are “in shape” by giving them the tools they need to do their jobs. Whether this means recommending training so your crew can keep up with changes in the field, or providing benefits that help you maintain a healthy workplace. Staying on top of these HR issues and making sure everyone’s ‘in shape’ will pay dividends in the long run and make for a happier workplace.

4. Changing the plan

As you might expect, baseball, HR and staffing have many things that don’t work out as planned – so you must be flexible. There are business peaks and valleys, so you often need a flexible workforce to match a production workload. If something isn’t working, you don’t stick with it just because it’s written in your plan on your baseball lineup card. Players, like workers, get hurt or have slumps or sometimes just don’t perform to expectations. Adjusting your plan to the current situation is the only way to stay on top, whether you’re trying to win baseball games or run an HR department.

5. The power of the pitch

In baseball, the old saying is “Pitching wins games.” But, do you know how important it is to have a great ‘pitch’ about your business and for any current job opening? Every HR and staffing person should be able to describe their business rapidly and concisely, and be able to pitch benefits of an available job with attractive slant to top-flight candidates.

6. Each day is a brand new game

A pitcher can give up 5 runs one day but throw a no-hitter in his next game. Each day is a new start, a new chance to win. The best ballplayers watch video of their performances, looking for ways to improve what they did yesterday.

The most successful HR and staffing managers do something like that, though they don’t need video to look back at what they did. You need to spend time at the end of each year and decidewhat went wrong and right. Ask your internal ‘customers’ what could have been done better to support them. Ask employees what support they look for from HR going forward.

Use all this to plan your next year and include those improvements to win the next World Series.

Common threads between baseball, HR and staffing

If you learn anything about HR and staffing from baseball and the World Series, it should be that preparation, staffing and adjusting are the keys to success.

And don’t forget the hot dog.

How about you? Do you see any common threads between baseball, HR and staffing? Let us know your thoughts.

For more information on how Flexicrew can deliver proven solutions to your business, visit https://www.flexicrew.com