Employees are spending time and energy on their professional lives, but it may not all be for the benefit of their current company.
While the Great Resignation has slowed from 2022 highs, employees are still keeping their eye out for new opportunities. For many, that means adding a side gig to any existing employment they currently have. These extra jobs can add supplemental income, but can also steal away time and focus from their normal work if employers don't establish a formal policy.
"Businesses actually believe that side gigs are a good thing that allow their workers to go out and pursue passions and develop their skill sets that they can then bring back to their primary job," says Brian Westfall, primary analyst at Capterra. "If you're putting together a policy — keep it simple."
Read on for the right way to establish a fair policy on side gigs:
While employees may turn to an added job to fulfill creative desires and boost their income, employers could check both of those boxes by promoting from within. However, new data from ADP reveals that promotions actually lead to a higher risk of turnover, as employees use their new position as leverage to get a new job. But does this mean employers should skip this step in an employee's professional development? The answer is more nuanced.
"When you give someone an opportunity to move into management, that might be a signal that they have an opportunity to develop their career with you," says Ben Hanowell, director of people analytics research at ADP Research Institute. "If you have somebody who already has that management experience, and they're moving into a higher level of management, they might think, this is when I am as marketable as I will ever be, and perhaps it's time for me to look at other opportunities."
Read on for why a promotion doesn't always lead to a more loyal employee:
To fill new spots when and if employees do leave, HR leaders are increasingly turning to AI to help them expedite the process. But a reliance on new technology shouldn't override the importance of human interaction, especially as new legislation requiring employers to eliminate biases within the AI hiring practice.
"For AI to be most effective in the recruitment landscape, recruiters and hiring managers should aim to make it a trusted ally," says Anastasia Pshegodskaya, director of talent acquisition at recruitment platform Remote. "Those who refuse to embrace the technology will inevitably fall behind, yet those that become over-reliant on it will find that it may hinder the hiring process more than it helps it."
Read on for ways to use AI tools for the right reasons when recruiting:
