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IN TODAY’S EPISODE 👀 

Table of Contents

• Time Tracking and Employee Morale – How to Navigate a Fine Line?

• Accenture CHRO shares 3 must-have skills for today’s business leaders

• How to use AI recruitment tools to source passive candidates

THE ONE MINUTE TO GET INSIGHTS ✨

by gethppy.com

Time tracking can be a game-changer for productivity and efficiency, but it can also feel like an invasion of privacy if not handled correctly. Striking the right balance between tracking and trust is key to making time tracking a morale booster rather than a buster. Ethical practices and transparency are essential for maintaining employee trust and engagement when implementing time tracking.

How to Track Time without Losing Trust:

1. Choose the Right Time Tracking Tool
   Select a tool that focuses on productivity rather than surveillance—avoid features like location tracking, screen activity monitoring, or unauthorized data collection.

2. Get Employee Consent
   Always ask for explicit consent before implementing time tracking, and offer an “opt-out” option for those with legitimate reasons.

3. Create a Clear Time Tracking Policy
   Communicate the purpose, benefits, and specifics of data handling and storage. Ensure employees understand that the tool is meant to enhance productivity, not micromanage.

4. Stick to Ethical Practices
   Follow the policy strictly, avoid using tracking data to micromanage, and reinforce trust by using the data transparently.

5. Reward Compliance and Transparency
   Encourage a positive culture by rewarding employees who engage with time tracking tools effectively, fostering a sense of accomplishment and motivation.

By focusing on ethical implementation and clear communication, time tracking can become a powerful tool for boosting both productivity and employee morale.

THE ONE MINUTE OF EXPERT VOICE 🎙

by Fortune

Ellyn Shook, the retiring CHRO of Accenture, leaves behind more than a legacy of leadership; she offers a powerful vision of how the role of HR has fundamentally transformed. As Shook reflects on her career, spanning over three decades, she identifies three key shifts that place HR at the heart of organizational strategy:

1. From Administrators to Workforce Experts: HR leaders are no longer just policy enforcers or administrators; they are recognized as workforce experts, actively shaping the future of work.

2. Data-Driven Decision Making: Gone are the days of making decisions based on intuition alone. Today, HR relies heavily on data and analytics to guide leadership and drive strategic shifts.

3. Redefining Work: HR is tasked with reimagining what work should look like in the future. This involves not just optimizing processes but fundamentally questioning and reshaping how organizations function.

Shook's perspective is validated by a recent PwC survey of HR leaders, highlighting that CHROs are increasingly seen as pivotal strategic partners. They are not only driving company strategy but also expanding their influence across the C-Suite, fostering cross-departmental collaboration, and spearheading initiatives to develop effective leadership teams.

The survey further reveals that a remarkable 88% of CHROs are preparing their workforce for the future by integrating AI and generative AI (GenAI) into their operations. This isn’t just about embracing new technologies; it’s about equipping the workforce with the skills needed to leverage these advancements effectively.

LET’S PRACTICE 🧪

by workable.com

In today's competitive job market, finding the right talent often means looking beyond active job seekers. Passive candidates, who are not actively searching for new roles, can offer untapped potential to fill critical positions within your organization. Leveraging AI recruitment tools can significantly enhance your ability to identify, engage, and convert these candidates into valuable team members. Here’s how to effectively use AI to source passive candidates:

AI Tools for Sourcing Passive Candidates:

1. Hiretual (by hireEZ): An AI-powered sourcing platform that helps find and engage passive candidates by searching across multiple databases and social media platforms.

2. SeekOut: A candidate discovery tool that leverages AI to identify diverse talent pools, including passive candidates not actively applying for jobs.

3. Entelo: Uses predictive analytics and AI to source passive candidates based on skills, experience, and online behavior patterns.

4. Arya by Leoforce: An AI recruiting platform that uses machine learning to match passive candidates to job openings by analyzing vast amounts of data.

5. Workable: Combines AI with a massive candidate database to create tailored profiles and help recruiters find the best passive candidates quickly.

How to Do It

1. Define Your Ideal Candidate Profile

Start by identifying the skills, experience, and qualifications required for the role you want to fill. Clearly define these criteria to help the AI tool accurately search for candidates that fit your needs.

2. Choose the Right AI Tool

Select an AI sourcing tool that aligns with your recruitment goals. Look for features like advanced search capabilities, profile analysis, and integration with your applicant tracking system (ATS) to streamline the hiring process.

3.  Set Up Strategic Search Parameters

Use specific search criteria such as job titles, skills, experience levels, and locations to narrow down the talent pool. The more precise your parameters, the more targeted and relevant your candidate matches will be.

4. Personalize and Automate Your Outreach

AI tools can help craft personalized messages tailored to each candidate’s background and career goals. Automate these messages to be sent at optimal times when the candidate is most likely to engage, increasing your chances of a positive response.

5. Engage and Nurture Over Time

AI tools can track candidate engagement and suggest relevant content, such as industry news or job recommendations, to keep passive candidates interested. Use this data to maintain a long-term relationship and eventually convert them into active candidates when the right opportunity arises.

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