How A.I. is Revolutionizing the Hiring Process

Employment trend expert explains how robots are the new recruiters

RobotThe interview process is always nerve-wracking for job hunters, but now instead of facing a hiring manager, applicants might find themselves dealing with artificial intelligence agents before finally meeting a real person from their desired firm.

“Artificial intelligence has been a hot-button topic when it comes to how robots could replace minimum wage workers in fast-food environments and beyond,” says employment trends expert Rob Wilson, President of Employco USA, a national employment solutions firm. “But there is another piece to this puzzle, which is the way in which companies are now using A.I. to simplify and streamline their recruiting and hiring process. For example, beauty giant L’oreal uses chatbot Mya to interview applicants in the first stage of sorting through candidates.”

Meanwhile, JPMorgan Chase & Co. is using technology from New York City-based tech startup Pymetrics in which job applicants are tested with fast-paced decision-making games in order to see if they have a chance to earn a spot at the investment firm.

However, some critics say that these artificial intelligence measures could pose legal concerns in the future.

“Just last year it was discovered that Amazon’s latest A.I. hiring bot was discriminatory against women,” says Wilson. “And others say that these measures such as the Pymetrics hiring games will be discriminatory against those with learning differences or those who are older and have less technological skill.”

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Paid Family Leave Debate Heats Up

Employment expert discusses pending family leave proposals

Paid Family LeaveMany large employers are starting to consider offering their employees paid family leave, but currently only 17% of workers have access to paid leave. Senator Marco Rubio (R-Florida) is seeking to ease this burden on American families by co-sponsoring a bill which would allow new parents to borrow from their Social Security benefits in order to take time off work.

“Paid family leave has stalled in Congress for years, despite the fact that surveys show that most Americans widely support paid family leave for mothers and even fathers,” says Rob Wilson, employment expert and President of Employco USA, a national employment-solutions firm with clients across the country.

Rubio’s bill would allow new moms and dads to borrow against their Social Security for up to 3 months of retirement benefits, whether they adopted or birthed a child.

“Rubio’s plan would not put any additional burden on taxpayers, and it has received support from both sides of the aisle,” says Wilson, “But it has not gone without criticism. Since the Social Security system is already so overburdened, many Americans fear that this is a plan that will fall apart quickly.”

President Trump has also stated that he supports paid family leave, and promised his 2020 fiscal plan would include up to 6 weeks of paid leave for new parents as well as improved childcare programs.

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Upcoming Changes to EEO-1 Report Spells Headaches for Companies

Employment solutions expert explains how employers can prepare for these changes

EEOImportant changes are afoot for the Employer Information Report EEO-1 (EEO-1 Report). Employers with 100 employees or more must file this report each year, but this year the EEO-1 will be more complicated than in the past.

“The Equal Employment Opportunity Commission has required employers to provide information about each of their employees such as their gender and ethnicity,” says Rob Wilson, President of Employco USA and employment expert. “But now that is going to be just one part of the puzzle.”

Along with this information, Wilson explains that employers will now have to provide information on employee wages. Providing this pay data is in part the result of advocacy groups like the National Women’s Law Center and the Labor Council for Latin American Advancement who believe pay data transparency will help to bridge the gender pay gap.

“President Trump has been vocal against these proposed additions to the EEOC-1 report, but now despite his hopes to the contrary, pay data is once again required reporting for companies with 100 employees or more,” says Wilson.

Sadly, many won’t be prepared.

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Crain’s List of Chicago’s Largest Privately Held Companies

Employco USA took the 137th spot on the Crain’s List of “Chicago’s Largest Privately Held Companies” with $392.6 million in revenue for 2018, up 18.3% from 2017.

Crain's List 2018

Employco was also recognized on the “Local Employers” (#2) and “Largest Employers” (#8) charts with 7,778 local employees and 13,310 total full-time employees, respectively.

Crain's List 2018

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

How to Protect Your Business from Phishing Scams

Phishing crimes are on the rise – here is what employers need to know

PhishingPhishing scams cost the United States half a billion dollars each year. From direct deposit scams to fraudulent PDF files, there has been a shocking rise in these email phishing scams. Indeed, Microsoft’s Security team reports that these malicious phishing emails have increased by a whopping 250 percent.

So, what do employers and employees need to know in order to protect themselves from these scams?

First, it’s crucial that you educate everyone on your team about phishing scams and how to make safer choices online.

“It’s important to understand that it is not enough to simply be aware and cautious when it comes to your own online behavior,” says Rob Wilson, President of Employco USA and human resources expert. “Your entire company can be negatively impacted across the board if just one employee gives up access to your Office 365 account or similar program. Once the phisher has that foothold, they have access to an entire wealth of information, and they can then use this position of power to gain access to more info and phish other people on your team.”

Second, talk to your human resources and payroll team about how they should never make changes to an employee’s direct deposit paycheck or other benefits without every appropriate form being submitted and verifying the person’s identity.

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Podcast: Succession Planning

Rob, Scott, and Jason discuss succession planning; from workforce planning and identifying key roles to providing successors with skills, facilitating training opportunities, coordinating hands-on experience, providing continuous feedback, and more.

Succession planning is the process of identifying high-potential employees, evaluating and honing their skills and abilities, and preparing them for advancement into positions that are key to the success of business operations and objectives.

Losing a key employee can be a devastating interruption to business operations. Succession planning can help ensure the smooth transition of staff into the vacant position with minimal interruption to the business.

Succession Planning

Contact us with any questions you may have, we’re here to help: hr@employco.com

Webinar (EACA): Controlling Workers’ Comp Costs

Rob Wilson, President of Employco USA, recently joined Jim Wurm of the EACA (Exhibitor Appointed Contractor Association) for a webinar on “Controlling Workers’ Comp Costs.”

Check out the recorded webcast to learn “how to control your insurance costs and potentially save money through features like: Workers’ Compensation cost reduction through a bulk buying approach, direct access to a best-in-class experience MOD, paying premiums on a per-payroll basis to free up cash flow, and developing a safety and loss control program.”

Webinar

Succession Planning: Handing Down Your Business to the New Generation

Human resources expert shares effective, actionable tips for how you can start succession planning

Succession PlanningResearch shows that most business owners are not as concerned with succession planning as they should be. Only a small minority of businesses have a succession plan for when their CEOs retire or switch companies, and this can be a very costly mistake.

“Scrambling for a CEO has been shown to cost upwards of $1.8 billion in shareholder value for public companies,” says Rob Wilson, employment trends expert and President of Employco USA, a national employment solutions firm. “Another issue with lack of preparedness around successions is that companies end up hiring ineffective CEOs, which again harms a company’s bottom line and employee performance. Indeed, 27 percent of companies have been negatively impacted by poor succession planning.”

Wilson also points out that C-level employees are not the only ones who pose a serious loss to the company when they leave. “Whether it’s a key person in your I.T. department or your marketing department, losing long-term, highly-skilled and experienced staff is going to be a blow to your company.”

So, what should employers do to ensure that these successions are as smooth and seamless as possible?

“First, look at your key personnel on every level of your staff,” says Wilson. “How deep is your bench? Don’t presume that just because an employee is young and not near retirement that you don’t need to worry about their successor at some point. Be prepared for all possible scenarios, including family emergencies, health crises and leaving the state for spouse’s employment changes or other reasons.”

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