Tag: Remote and Hybrid Work

  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    As we dive into the challenges of 2024, there are some lessons we can take with us from 2023.

    In our recent webinar, Lessons from 2023 for a Bright 2024, panelists reflected on what was top of mind as they wrapped up 2023, including job advertising, the candidate experience during the hiring process, and HigherEd workforce trends. Attendees heard from Andy Boom (JobElephant), Ircka West (PeopleAdmin), and Lucas Del Priore (PeopleAdmin) as they shared their valuable insights—check out some key takeaways below.

    JobElephant’s Innovation in Job Board Optimization

    Did you know that on average, 40% of job advertising spend is wasted? Andy Boom, Director of Business Development at JobElephant, noted that his team sees this budget waste frequently because customers want to “spread the net as far and wide as possible, adding multiple publications to a campaign, which might make sense—but it all depends on the specific job description.” The reality that not all job boards are created equal, and not all are going to have the right audience for every job description. JobElephant tracks every ad they post for their customers, and has seen that some publications fail to drive traffic and lack optimization. Andy’s team utilizing machine learning and AI to curate the top ten options for specific searches. By analyzing keywords, JobElephant ensures that job descriptions are matched with the boards that promise the best potential return, reducing ad spending waste.

    Elevating the Candidate Experience

    Ircka West, Solution Engineer at PeopleAdmin, spoke about improving the candidate experience as a top trend from 2023. She emphasized the power of presentation in attracting candidates—creating excitement about the workplace begins with focusing on the candidate experience. Reflecting the candidate’s values and interests is crucial, and your team can take advantage of existing information by linking to pages that show off the institutional experience. Ircka recommended re-evaluating the application process by streamlining lengthy forms and implementing two-step application processes can encourage completion. “To get feedback on the application process, there are a few different ways,” said Ircka. “One would be to use your reporting capabilities and seeing what their actions do. What parts of the application process are they stopping at? Where are you losing them in the process? That’s a more passive way to find out some answers. Another way is to remember that everyone who works at your institution went through the application process at some point. You can reach out to your staff and get feedback from what they remember.”

    Adapting to Workforce Trends

    Lucas Del Priore, Product Manager at PeopleAdmin, spoke about the evolving landscape of workforce trends in higher education. One major trend that Lucas thought institutions should focus on is the continued normalization of hybrid and remote work, which presents a number of opportunities for growth. While hybrid work isn’t new in 2023, there are still a lot of improvements to be made with digitization and automation. “The implication is a big cultural shift of engagement, where engagement is becoming problematic for faculty and staff,” said Lucas. “The most concrete example is how to reconfigure every task and event to fit in that digital format. Not everything converts clearly, and we’re continuing to learn and understand how to implement tools that work for hybrid models and continue to encourage engagement.” In 2024, HigherEd teams should focus on institution resilience, purposeful and innovative digitization, and providing meaningful opportunities for faculty development are key strategies to navigate these changes successfully.

    Final Thoughts

    The world of HigherEd is becoming increasingly complex, and staying informed about the latest trends and leveraging innovative tools is essential. From optimizing job boards with JobElephant’s data-driven approach to enhancing the candidate experience and adapting to a digital workforce, there is a lot to learn from 2023 as we launch the strategies of 2024. Check out this webinar on-demand for more insights.

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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    Are you ready to tackle the HigherEd HR challenges coming in 2024?

    As we approach 2024, the landscape of higher education human resources is poised to encounter a new set of challenges. Anticipating and preparing for these challenges is crucial for HR departments to navigate the evolving demands of the workforce. In this blog, we’ll dive into some of the challenges your team should anticipate, as well as innovative solutions to tackle them head-on.

    Anticipated HR Challenges in 2024

    1. Talent Acquisition in a Competitive Market

    The competition for top talent is expected to intensify in 2024, making it challenging for higher education institutions to attract skilled professionals, especially in niche industries. To address this challenge, institutions should consider investing in employer branding, providing growth opportunities, and offering attractive compensation packages. Leveraging technology like AI-driven recruitment platforms can streamline the hiring process and help in identifying and attracting top talent.

    2. Remote Work Management and Hybrid Models

    The shift towards remote work and hybrid models isn’t going anywhere, and will continue to pose challenges in managing and maintaining a cohesive workforce. HR departments should focus on developing policies and practices that support remote work, ensure effective communication, and foster a sense of belonging among remote and on-site employees.

    3. Reskilling and Upskilling the WorkforceQuote: Institutions should invest in continuous learning and development programs to equip employees with the skills needed to adapt to technological disruptions, on-campus changes, and retention challenges.

    Technology is continuing to disrupt industries, including HigherEd, making it important that your team focuses on reskilling and upskilling of the workforce to stay competitive. Institutions should invest in continuous learning and development programs to equip employees with the skills needed to adapt to technological disruptions, on-campus changes, and potential retention challenges.

    4. Managing a Multigenerational Workforce

    Your campus is already a multigenerational space, and the on-campus workforce is no exception. With Gen Z joining the workforce, and a tough economy that might discourage retirement, your faculty and staff come from multiple generations with unique work and communication styles and preferences. This can be a challenge, because it’s tough to please everyone, but embracing flexibility and dynamic communication styles can help create a positive work environment for everyone.

    How to Prepare for 2024

    As you consider the challenges to come, don’t get overwhelmed—there’s a lot your team can to do prepare. Here are a few ways to get started.

    1. Embrace Technology and Innovation

    Investing in HR technology solutions that facilitate talent acquisition, remote work management, and skills development will be crucial for higher education HR departments. Leveraging hiring and recruitment platforms, learning management systems, and communication tools can streamline processes and make your workforce more agile.

    2. Prioritizing Leader and Manager Development

    According to Gartner’s annual HR Priorities survey, leader and manager development tops the list of 2024 priorities for HR leaders. Institutions should focus on developing leadership capabilities to navigate the evolving work environment, build a talent pipeline, drive succession planning, and empower organizational success.

    3. Build a Culture of Continuous Learning

    In response to the need for reskilling and upskilling, higher education institutions should prioritize continuous learning and development programs. This includes offering relevant courses, workshops, and certifications to ensure that employees are equipped with the skills needed to adapt to technological disruptions

    Final thoughts

    HigherEd HR departments must take a proactive approach to the challenges of 2024, and that can make all the difference for their campuses. By embracing technology, prioritizing leader and manager development, creating a culture of continuous learning, and listening to the needs of employees, institutions can navigate the evolving HR landscape and ensure a resilient and adaptable workforce.

     

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