Here are the top news stories in talent & organization from this week.

Four tips to attract top talent from the Class of 2019

In order to appeal to the latest group of graduates, hiring managers and recruiters must tap into what motivates generation Z in the long term, argues Liz Frazier. She shares four tips on attracting and retaining the top talent from the 2019 graduating class in this Forbes blog post. 1. Be practical with monetary benefits. “On average, college seniors expect to earn $47,562 at their first job after college,” Frazier writes. “Which is good news for recruiters, because they are actually planning to pay entry-level employees an average salary of $56,155.” 2. Speak their language. “Members of generation Z are true digital natives: growing up with the Internet, social media and smartphones from a very early age,” she writes. “For companies to attract top talent, they have to embrace the latest technology and communication tools.” 3. Speed up the hiring process. Frazier notes that 62 percent of college seniors expect employers to respond less than a week after receiving an application for a job. 4. Include long-term growth plans. “In addition to career training and development programs, they want employers who will provide direction in terms of personal growth,” Frazier writes.

Insurers should look to non-traditional sources of talent

Speaking of graduation, Rosalie Donlon would like to see many of the fresh graduates consider insurance, but knows that the insurance industry struggles to shake off its “stodgy” reputation. “As the insurance industry competes for new graduates, I’d like to urge hiring managers to look outside the traditional sources for finding new employees,” she writes in this Property Casualty 360 article. “All too often employers recruit from colleges or geographies that they’re comfortable with. But everyone who graduated from the same college within the same few years is likely to have studied with the same professors and were subject to the same influences.” She cites three overlooked sources of potential employees: retired military, employees over the age of 40, and people with disabilities. “When you’re recruiting new talent, be sure not to look in the mirror and hope to find someone who looks, thinks and acts as you do,” Donlon writes. “You’ll be missing out on people with skills that you didn’t know you needed until that employee arrived in your office.”

Five ways to improve employee training

Forty percent of employees receiving poor or no job training leave their positions within the first year. This how-to article from Troy Media has a list of tips to enhance employee training and development processes. 1. Learn from competitors by analyzing employee reviews on websites such as Glasdoor and Indeed. 2. Harness the power of eLearning. It’s more efficient than traditional learning methods and has helped 42 percent of businesses boost their revenue. 3. Align employee training with management’s operating goals. 4. Survey your employees. Asking employees for their feedback will make them feel more valued. 5. Measure results and optimize accordingly, like you would with a social media campaign.

The future of recruitment

New technologies such as blockchain, artificial intelligence (AI) and chatbots hold huge potential for recruitment in 2019 and beyond, claims Puja Lalwani. “Blockchain is not just the foundation of cryptocurrency, it can help in recruitment,” she writes in HR Technologist. “[Blockchain] helps recruiters in two ways: a) using smart contracts, it instantly eliminates the need to track multiple sources to verify data, and b) because of this enhanced level of verification, recruiters can leverage blockchain technology to hire more contract and gig workers more easily.” Lalwani calls chatbots “the new HR interns,” that can initiate interactions with candidates and shortlist them, giving recruiters a quality talent pool to begin their recruitment process. “AI can do more than power a chatbot, it can predict talent gaps in an organization,” she writes. “When given data from a range of sources such as university databases, professional networking sites such as LinkedIn, and government employment databases, it can predict information on upcoming jobs that will be generated in the future, and the skills required to fill these gaps.”

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