July 8, 2024 • 14 mins
Companies have seen how the last few years have significantly changed the way we attract, hire and retain talent. Let us help you plan for what’s next. On this episode of HR{preneur}, we have brought in a talent acquisition leader to discuss new methods and strategies to help you land the best employees in this market. Listen in as we cover:
- [0:42] Economic trends impacting employment
- [1:50] Workforce priorities in today’s market
- [4:54] Hiring for all generations
- [9:17] Evaluating candidates and conquering the talent gap
- [11:41] Connecting with your employees and focusing on retention
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.
Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Jim (00:00):
Welcome to HRpreneur.
I'm Jim Duffy.
From Main Street to your street,the HRpreneur podcast is centered
around helping small businesses likeyours gain the knowledge you seek
from HR payroll and hiring to time,taxes, benefits, and insurance.
Companies have seen how the last fewyears have significantly changed the
way we attract, hire, and retain talent.
(00:21):
Now more than ever, businessleaders need to look at new hiring
methods and strategies to helpthem win in this talent market.
Today we're joined by Kiran Contractor.
Director of talent acquisition at ADPto discuss today's talent landscape
and this ever changing market.
Kiran, welcome once again,back to our program.
Kiran (00:40):
Thank you, Jim.
It's great to be back.
Jim (00:41):
So let's start.
So even now, in 2024, we know the talentmarket is still very unpredictable
and is top of mind for many companies.
What can you share about today's marketcompared to what the trend has been
over the past two or three years?
Kiran (00:56):
So I think we can all agree that the last few years has been quite the
whirlwind when we think about the labormarket and all the trends that we've seen.
It really is an ever changing marketand we're in this non traditional
era of talent and also the numberof jobs that are being added month
over month still continues to shockpeople trying to understand the
market and see what's going on.
(01:17):
I know every month I'm confused myself.
So, you know, although there are signsof a cooling market and quit rates are
returning to pre covid levels, companiesshouldn't feel too confident in thinking
it's an employer's market completely.
Um, turnover is still going to be a thingas today's workforce is very confident
when it comes to taking their skillsand their experience down another path.
(01:40):
So I think the bigger focusthis year will be around.
Adopting to the multi generationalworkforce and their expectations
as they really evaluate companies.
Jim (01:50):
So speaking of expectations We have seen companies in general
shifting their mindset on how theyhire and retain due to the workforce
and their needs What are some of theexpectations that are top of mind for
companies to meet for their employees?
Kiran (02:04):
You know, I think it starts with the concerns that the workforce has today.
People are still very concerned aboutthe potential recession in 2024, right?
There's been a lot ofconversation around that.
Are we in it?
Will we be in it?
Has it passed?
So these are all the questionsthat everyone is asking every day.
And there is a lot more conversationaround adapting to economic and
(02:27):
social pressures, especiallywith the impact of inflation.
And yes, the effects ofinflation have affected both.
The employee and the employer market,uh, we've also seen wage growth has
shifted in the last year mainly due toPay transparency and equity playing a
really big role which by the way, I thinkis great I I love that companies have
(02:47):
really been taking the time to evaluatetheir current compensation structures
And although we are seeing wage growthdecrease for job stayers and switchers One
of the main priorities is for companies toreally remember what the employee market,
uh, really wants because of the factthat they have not recovered as of yet.
So I actually recently saw on MonstersWork report data that 81 percent of
(03:13):
workers say their current wage has notkept up with the rising cost of living.
So companies should really be thinkingabout how they can add value when it
comes to compensating for that gapand those ongoing financial struggles.
This is really where employers have theopportunity to alleviate that financial
burden and think how they can addvalue beyond pay and really make an impact.
(03:35):
So I think it's going back tofocusing on total compensation.
That's so key.
And we know that attracting andretaining talent is still one of the
biggest priorities for companies today.
So everything has been on top ofmind, uh, you know, for the same, the
same things that have really been ontop of mind for the last few years.
So factors like pay, benefits,flexibility, career mobility, all of
(03:56):
that, uh, should really be a focus.
Jim (03:59):
Excellent.
Those are all great call outs, Kiran.
Uh, where are you seeing companiesstruggle the most as they
try to adapt to some of theseexpectations you just mentioned?
Kiran (04:07):
I think one of the biggest struggles that we're seeing is
companies not connecting theirperks and benefits to their people.
You know, people feel more valued basedon the benefits that a company offers.
And in fact, ADP recentlyconducted a survey.
It's an employee benefit survey onour clients' employees, and 78 percent
of people feel more valued becausetheir employer offers benefits, but
(04:32):
it has to connect to their needs.
So in many cases, We think that,you know, there is a lot of time
where there is a disconnect betweenemployee needs and employer perception.
Even as we take a look at themultigenerational movement, you
have employees today that are indifferent stages in their lives,
personally and professionally.
So being able to adapt to the needsof this market is really crucial.
Jim (04:53):
So, Kiran, the multigenerational movement has been top of mind
for many lately, and I agreethat companies definitely need
to adapt to the various employeedemographics making up the market.
Kiran (05:03):
We currently have four generations making up the workforce,
and that's a lot to juggle, sothere really is a lot to consider.
Jim (05:10):
Karen, would you say that generational expectations are
consistent, or are they scattered?
In other words, when you lookat both attracting and retaining
talent, what is the right approachwith all four generations?
Kiran (05:21):
You know, I think there's always going to be
similarities across generations,but priorities can really vary.
You have to take the the rightapproach by understanding the variety
of needs the talent market hastoday based on the events that may
be taking place in their lives andEven their families lives, right?
We can't forget about those connections.
So it's really asking what motivatesand drives your current people
(05:45):
to feel valued based on whatyou offer them as an employer.
So let's take a look at some ofthose generation examples, right?
Uh, we have Gen Z, uh, you may,you, you may, consider the fact that
Gen Z right now has student debt.
Um, and you know, how canyou help alleviate that?
Uh, there is a desire to be moreinterested in educational perks usually
(06:06):
with this type of generation, right?
Um, training, uh, anything thatcan help them continue to develop.
We have millennials right now that may bemore interested in family planning or even
fertility treatments and wellness perks.
And then you have Gen X that willalso be a generation that's interested
in maybe financial planning or maybeexploring elderly care for their parents.
(06:28):
And then we have baby boomers.
Uh, you know, I do want to callout 20 percent of baby boomers are
actually going to extend working.
or consider coming back from retirement.
So that's an advantage forcompanies today as well.
Their focus may be different levels ofwellness or extended medical assistance.
So this is where you have to take astep back and really ask yourself,
(06:49):
do I truly know my workforce?
Jim (06:51):
So can we dig in a little bit more there about the baby boomers?
I'd like to discuss that for a secondbecause this generation is really retiring
at a rapid rate and It's concerning formany companies because they are having
difficulty hiring for specific rolesDue to the Baby Boomer exiting the workforce
and they can't find experienced workers.
What are your thoughts there?
Kiran (07:11):
Yeah, it's actually a pretty big struggle.
You know, this year is called peak 65.
So the U.S. 133,
Census data actually tellsus that over 12, 000 U.S. 135,
Americans will turn 65 every day in 2024.
So yes, lots of things arehappening at a rapid rate.
But I do want to call out somethingbecause I know there's a lot of focus
around the newer generations takingover the workforce, but again, we
(07:34):
can't forget about the baby boomers.
It is important for companies to reallyretain this population because experience
is deteriorating in many industries.
So companies should really be focusedon leveraging their baby boomer
workforce to create a successionplan, right, so they can train and
really mentor the future workforce.
Jim (07:55):
So in your opinion, where do companies have the opportunity to
embrace the baby boomer generation asmany are looking to extend working?
Kiran (08:02):
So I think aside from mentoring opportunities, uh, companies should really
be thinking about all the opportunitiesthey have to hire experienced
workers, uh, from different industriesthat can really fill those gaps.
You know, there's this perceptionaround being too experienced.
Uh, it may not always be a good thing.
And I think that that needs to change.
(08:22):
It's not always a bad thing.
I think companies absolutely shouldsee this as an opportunity to hire this
generation for even junior positions,especially if there is an interest.
Why wouldn't you take advantage of that?
And I think this concept is becomingmore popular because baby boomers
still enjoy working and aren'tready to leave the workforce.
Uh, not all right, but but some andmany want to work less hours with
(08:47):
less stressful jobs and actuallymaintain that work life balance.
Company should be thinking about howbaby boomers can impact the younger
workforce who have no experience.
They can even be a part ofbuilding a training program
for your future employees.
So companies aren't really going tohave this large experience talent pool
to choose from, um, in the near future.
(09:08):
Thank you.
So I think the skills gap challenge thateveryone is really talking about is real.
So utilizing what you haveto prepare for is key.
Jim (09:16):
You just brought up an important point.
What is the worry about theskills gap you just mentioned?
And how do companies, um, howare they looking to tackle this?
Where, for example, is the biggestconcern when it comes to finding talent?
Kiran (09:28):
Yeah.
So we just, you know, we just talkedabout the baby boomers right now.
And, Gen Z is expected to overtakebaby boomers in the in the full time
workforce in 2024, according to Glassdoor.
So there's definitely this concernaround skills gap in general.
Something to think about is thatnewer generations may not actually see
today's role as their future profession.
So attracting talent is actuallygoing to become more of a challenge.
(09:51):
You know, in 10 years, we're goingto be hearing about Professions
that don't even exist today.
So I think companies really needto think about how they are going
to keep up with the movement andthe creation of roles as well.
This is also a time for companies tothink about re skilling their own people.
So look at the value that your peoplebring today and their potential.
Upskilling and motivating youremployees to do more, uh, can
(10:14):
benefit you in the long run as you'retrying to fill that skills gap and
really trying to retain your people.
Jim (10:20):
So Kiran, to your point about the generations in mind
who are now predominantlygoing to occupy the workforce, how
does a company get it right whenit comes to attracting talent?
Kiran (10:31):
I think companies will have to be open to people from various industries.
and consider transferring skillsfrom industries that they probably
would have never considered.
Uh, really trying to understandwhat skills it takes to make
your company successful is whatyou should be thinking about.
It's not necessarily all about experience.
And this can start with the basics, right?
(10:52):
Like think about education requirements.
Younger generations see educationvery differently and may not be as
focused on getting a four year degree.
We're even seeing companies evendrop the degree requirement.
Candidates are now focused ongetting credentialed for skills.
That makes sense and gettingcertifications and going through
multiple training programs.
So if you really want to get it right,you want to be the company that offers
(11:15):
credentialing and an entry level trainingprogram where you can cross train again.
It goes back to how do you makeyour company and the professions
in your world more appealing?
Can you actually invest in this new talentpool yourself and what can be taught?
You should be looking at softskills versus hard skills, right?
Focus on those soft skills.
It's really the personalattributes that can really help
(11:37):
someone excel in your company.
That's important.
Jim (11:40):
And these are great points.
If we can now, let'sswitch over to retention.
Since you mentioned that willeven be a bigger priority in 2024.
What should companies be focused on whenit comes to retaining their workforce?
Kiran (11:52):
I think companies now are not only competing with companies
in their industries, but now you'recompeting with various industries.
Uh, I mentioned this beforeas well, uh, where candidates,
employees, they know their value.
They know that there's an opportunityto take their capabilities as
the market starts to shift.
And, and I know that we've seena lot of greats recently, right?
(12:14):
We've gone through the great resignation,the great retention, the great reshuffle.
It's exhausting.
I think there's a lot here, but we'realso hearing about something called the great disconnect.
And, uh, showing your employeesthey are valued is important.
And again, meeting thempersonally and professionally.
So I think when we think about somethinglike the great disconnect, it is that gap
(12:36):
that the employer and employee have today.
And it's focusing on whatpeople are looking for and
what helps them feel connected.
So.
Companies should really be taking thistime to ask their people what is important
to you and take it from there, right?
Utilize things like engagement tools togain feedback because then it shows that
you're taking the time to listen andthis can really help strengthen culture
(12:58):
and really improve business outcomes.
Jim (13:01):
Excellent.
Well, this brings us tothe end of this episode.
Again, Kiran, thank youso much for joining us.
Uh, I've, I've enjoyed havingyou here and I've taken a few
notes while you were chatting.
So I'd like to give a quick recap for ourlisteners, but please do keep me honest.
Uh, correct me if I'vemissed anything here.
So the first point, uh, the workforceis shifting in many different
(13:21):
ways and businesses need to shifttheir mindset on how to, uh, They
attract and how they retain talent.
That was point number one.
Number two, embracing and cateringto the generational movement
and their priorities is key.
The third point I noted was thenon traditional approach to hiring
will now involve a skills basedhiring approach that will only help
companies diversify their talent.
(13:42):
And last but not least, really,companies need to continue to find
ways to connect with their peopleto drive engagement and retention.
So how did I do on those four points?
Kiran (13:52):
You did it, Jim.
That's right.
Uh, great points there.
And I really appreciate youhaving me back on HRpreneur.
Jim (13:58):
Presented by ADP, HRpreneur focuses on the entrepreneurs and the business
drivers who are shaping the growthof their companies and positively
impacting the lives of their employees.
With each episode, we'llbring the experts to you.
We'll answer your questions andhelp you think beyond today so you
can discover more success tomorrow.
As always, thank you forlistening to HRpreneur.
(14:19):
Be well, and we hopeyou'll join us again soon.
Welcome to HRpreneur.
I'm Jim Duffy.
From Main Street to your street,the HRpreneur podcast is centered
around helping small businesses likeyours gain the knowledge you seek
from HR payroll and hiring to time,taxes, benefits, and insurance.
Companies have seen how the last fewyears have significantly changed the
way we attract, hire, and retain talent.
(00:21):
Now more than ever, businessleaders need to look at new hiring
methods and strategies to helpthem win in this talent market.
Today we're joined by Kiran Contractor.
Director of talent acquisition at ADPto discuss today's talent landscape
and this ever changing market.
Kiran, welcome once again,back to our program.
Kiran (00:40):
Thank you, Jim.
It's great to be back.
Jim (00:41):
So let's start.
So even now, in 2024, we know the talentmarket is still very unpredictable
and is top of mind for many companies.
What can you share about today's marketcompared to what the trend has been
over the past two or three years?
Kiran (00:56):
So I think we can all agree that the last few years has been quite the
whirlwind when we think about the labormarket and all the trends that we've seen.
It really is an ever changing marketand we're in this non traditional
era of talent and also the numberof jobs that are being added month
over month still continues to shockpeople trying to understand the
market and see what's going on.
(01:17):
I know every month I'm confused myself.
So, you know, although there are signsof a cooling market and quit rates are
returning to pre covid levels, companiesshouldn't feel too confident in thinking
it's an employer's market completely.
Um, turnover is still going to be a thingas today's workforce is very confident
when it comes to taking their skillsand their experience down another path.
(01:40):
So I think the bigger focusthis year will be around.
Adopting to the multi generationalworkforce and their expectations
as they really evaluate companies.
Jim (01:50):
So speaking of expectations We have seen companies in general
shifting their mindset on how theyhire and retain due to the workforce
and their needs What are some of theexpectations that are top of mind for
companies to meet for their employees?
Kiran (02:04):
You know, I think it starts with the concerns that the workforce has today.
People are still very concerned aboutthe potential recession in 2024, right?
There's been a lot ofconversation around that.
Are we in it?
Will we be in it?
Has it passed?
So these are all the questionsthat everyone is asking every day.
And there is a lot more conversationaround adapting to economic and
(02:27):
social pressures, especiallywith the impact of inflation.
And yes, the effects ofinflation have affected both.
The employee and the employer market,uh, we've also seen wage growth has
shifted in the last year mainly due toPay transparency and equity playing a
really big role which by the way, I thinkis great I I love that companies have
(02:47):
really been taking the time to evaluatetheir current compensation structures
And although we are seeing wage growthdecrease for job stayers and switchers One
of the main priorities is for companies toreally remember what the employee market,
uh, really wants because of the factthat they have not recovered as of yet.
So I actually recently saw on MonstersWork report data that 81 percent of
(03:13):
workers say their current wage has notkept up with the rising cost of living.
So companies should really be thinkingabout how they can add value when it
comes to compensating for that gapand those ongoing financial struggles.
This is really where employers have theopportunity to alleviate that financial
burden and think how they can addvalue beyond pay and really make an impact.
(03:35):
So I think it's going back tofocusing on total compensation.
That's so key.
And we know that attracting andretaining talent is still one of the
biggest priorities for companies today.
So everything has been on top ofmind, uh, you know, for the same, the
same things that have really been ontop of mind for the last few years.
So factors like pay, benefits,flexibility, career mobility, all of
(03:56):
that, uh, should really be a focus.
Jim (03:59):
Excellent.
Those are all great call outs, Kiran.
Uh, where are you seeing companiesstruggle the most as they
try to adapt to some of theseexpectations you just mentioned?
Kiran (04:07):
I think one of the biggest struggles that we're seeing is
companies not connecting theirperks and benefits to their people.
You know, people feel more valued basedon the benefits that a company offers.
And in fact, ADP recentlyconducted a survey.
It's an employee benefit survey onour clients' employees, and 78 percent
of people feel more valued becausetheir employer offers benefits, but
(04:32):
it has to connect to their needs.
So in many cases, We think that,you know, there is a lot of time
where there is a disconnect betweenemployee needs and employer perception.
Even as we take a look at themultigenerational movement, you
have employees today that are indifferent stages in their lives,
personally and professionally.
So being able to adapt to the needsof this market is really crucial.
Jim (04:53):
So, Kiran, the multigenerational movement has been top of mind
for many lately, and I agreethat companies definitely need
to adapt to the various employeedemographics making up the market.
Kiran (05:03):
We currently have four generations making up the workforce,
and that's a lot to juggle, sothere really is a lot to consider.
Jim (05:10):
Karen, would you say that generational expectations are
consistent, or are they scattered?
In other words, when you lookat both attracting and retaining
talent, what is the right approachwith all four generations?
Kiran (05:21):
You know, I think there's always going to be
similarities across generations,but priorities can really vary.
You have to take the the rightapproach by understanding the variety
of needs the talent market hastoday based on the events that may
be taking place in their lives andEven their families lives, right?
We can't forget about those connections.
So it's really asking what motivatesand drives your current people
(05:45):
to feel valued based on whatyou offer them as an employer.
So let's take a look at some ofthose generation examples, right?
Uh, we have Gen Z, uh, you may,you, you may, consider the fact that
Gen Z right now has student debt.
Um, and you know, how canyou help alleviate that?
Uh, there is a desire to be moreinterested in educational perks usually
(06:06):
with this type of generation, right?
Um, training, uh, anything thatcan help them continue to develop.
We have millennials right now that may bemore interested in family planning or even
fertility treatments and wellness perks.
And then you have Gen X that willalso be a generation that's interested
in maybe financial planning or maybeexploring elderly care for their parents.
(06:28):
And then we have baby boomers.
Uh, you know, I do want to callout 20 percent of baby boomers are
actually going to extend working.
or consider coming back from retirement.
So that's an advantage forcompanies today as well.
Their focus may be different levels ofwellness or extended medical assistance.
So this is where you have to take astep back and really ask yourself,
(06:49):
do I truly know my workforce?
Jim (06:51):
So can we dig in a little bit more there about the baby boomers?
I'd like to discuss that for a secondbecause this generation is really retiring
at a rapid rate and It's concerning formany companies because they are having
difficulty hiring for specific rolesDue to the Baby Boomer exiting the workforce
and they can't find experienced workers.
What are your thoughts there?
Kiran (07:11):
Yeah, it's actually a pretty big struggle.
You know, this year is called peak 65.
So the U.S. 133,
Census data actually tellsus that over 12, 000 U.S. 135,
Americans will turn 65 every day in 2024.
So yes, lots of things arehappening at a rapid rate.
But I do want to call out somethingbecause I know there's a lot of focus
around the newer generations takingover the workforce, but again, we
(07:34):
can't forget about the baby boomers.
It is important for companies to reallyretain this population because experience
is deteriorating in many industries.
So companies should really be focusedon leveraging their baby boomer
workforce to create a successionplan, right, so they can train and
really mentor the future workforce.
Jim (07:55):
So in your opinion, where do companies have the opportunity to
embrace the baby boomer generation asmany are looking to extend working?
Kiran (08:02):
So I think aside from mentoring opportunities, uh, companies should really
be thinking about all the opportunitiesthey have to hire experienced
workers, uh, from different industriesthat can really fill those gaps.
You know, there's this perceptionaround being too experienced.
Uh, it may not always be a good thing.
And I think that that needs to change.
(08:22):
It's not always a bad thing.
I think companies absolutely shouldsee this as an opportunity to hire this
generation for even junior positions,especially if there is an interest.
Why wouldn't you take advantage of that?
And I think this concept is becomingmore popular because baby boomers
still enjoy working and aren'tready to leave the workforce.
Uh, not all right, but but some andmany want to work less hours with
(08:47):
less stressful jobs and actuallymaintain that work life balance.
Company should be thinking about howbaby boomers can impact the younger
workforce who have no experience.
They can even be a part ofbuilding a training program
for your future employees.
So companies aren't really going tohave this large experience talent pool
to choose from, um, in the near future.
(09:08):
Thank you.
So I think the skills gap challenge thateveryone is really talking about is real.
So utilizing what you haveto prepare for is key.
Jim (09:16):
You just brought up an important point.
What is the worry about theskills gap you just mentioned?
And how do companies, um, howare they looking to tackle this?
Where, for example, is the biggestconcern when it comes to finding talent?
Kiran (09:28):
Yeah.
So we just, you know, we just talkedabout the baby boomers right now.
And, Gen Z is expected to overtakebaby boomers in the in the full time
workforce in 2024, according to Glassdoor.
So there's definitely this concernaround skills gap in general.
Something to think about is thatnewer generations may not actually see
today's role as their future profession.
So attracting talent is actuallygoing to become more of a challenge.
(09:51):
You know, in 10 years, we're goingto be hearing about Professions
that don't even exist today.
So I think companies really needto think about how they are going
to keep up with the movement andthe creation of roles as well.
This is also a time for companies tothink about re skilling their own people.
So look at the value that your peoplebring today and their potential.
Upskilling and motivating youremployees to do more, uh, can
(10:14):
benefit you in the long run as you'retrying to fill that skills gap and
really trying to retain your people.
Jim (10:20):
So Kiran, to your point about the generations in mind
who are now predominantlygoing to occupy the workforce, how
does a company get it right whenit comes to attracting talent?
Kiran (10:31):
I think companies will have to be open to people from various industries.
and consider transferring skillsfrom industries that they probably
would have never considered.
Uh, really trying to understandwhat skills it takes to make
your company successful is whatyou should be thinking about.
It's not necessarily all about experience.
And this can start with the basics, right?
(10:52):
Like think about education requirements.
Younger generations see educationvery differently and may not be as
focused on getting a four year degree.
We're even seeing companies evendrop the degree requirement.
Candidates are now focused ongetting credentialed for skills.
That makes sense and gettingcertifications and going through
multiple training programs.
So if you really want to get it right,you want to be the company that offers
(11:15):
credentialing and an entry level trainingprogram where you can cross train again.
It goes back to how do you makeyour company and the professions
in your world more appealing?
Can you actually invest in this new talentpool yourself and what can be taught?
You should be looking at softskills versus hard skills, right?
Focus on those soft skills.
It's really the personalattributes that can really help
(11:37):
someone excel in your company.
That's important.
Jim (11:40):
And these are great points.
If we can now, let'sswitch over to retention.
Since you mentioned that willeven be a bigger priority in 2024.
What should companies be focused on whenit comes to retaining their workforce?
Kiran (11:52):
I think companies now are not only competing with companies
in their industries, but now you'recompeting with various industries.
Uh, I mentioned this beforeas well, uh, where candidates,
employees, they know their value.
They know that there's an opportunityto take their capabilities as
the market starts to shift.
And, and I know that we've seena lot of greats recently, right?
(12:14):
We've gone through the great resignation,the great retention, the great reshuffle.
It's exhausting.
I think there's a lot here, but we'realso hearing about something called the great disconnect.
And, uh, showing your employeesthey are valued is important.
And again, meeting thempersonally and professionally.
So I think when we think about somethinglike the great disconnect, it is that gap
(12:36):
that the employer and employee have today.
And it's focusing on whatpeople are looking for and
what helps them feel connected.
So.
Companies should really be taking thistime to ask their people what is important
to you and take it from there, right?
Utilize things like engagement tools togain feedback because then it shows that
you're taking the time to listen andthis can really help strengthen culture
(12:58):
and really improve business outcomes.
Jim (13:01):
Excellent.
Well, this brings us tothe end of this episode.
Again, Kiran, thank youso much for joining us.
Uh, I've, I've enjoyed havingyou here and I've taken a few
notes while you were chatting.
So I'd like to give a quick recap for ourlisteners, but please do keep me honest.
Uh, correct me if I'vemissed anything here.
So the first point, uh, the workforceis shifting in many different
(13:21):
ways and businesses need to shifttheir mindset on how to, uh, They
attract and how they retain talent.
That was point number one.
Number two, embracing and cateringto the generational movement
and their priorities is key.
The third point I noted was thenon traditional approach to hiring
will now involve a skills basedhiring approach that will only help
companies diversify their talent.
(13:42):
And last but not least, really,companies need to continue to find
ways to connect with their peopleto drive engagement and retention.
So how did I do on those four points?
Kiran (13:52):
You did it, Jim.
That's right.
Uh, great points there.
And I really appreciate youhaving me back on HRpreneur.
Jim (13:58):
Presented by ADP, HRpreneur focuses on the entrepreneurs and the business
drivers who are shaping the growthof their companies and positively
impacting the lives of their employees.
With each episode, we'llbring the experts to you.
We'll answer your questions andhelp you think beyond today so you
can discover more success tomorrow.
As always, thank you forlistening to HRpreneur.
(14:19):
Be well, and we hopeyou'll join us again soon.
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