We are all aware of the growing presence of artificial intelligence in our workplaces. Artificial intelligence consists of the computer-controlled machines and software that simulate human intelligence. AI permeates our world from talent acquisition programs to training simulations to chatbots. Ideally, AI coupled with human employees will advance jobs, not replace them.

As artificial intelligence becomes more widespread, states have begun executing new laws and regulations to control how AI tools are used. Kelly Dobbs Bunting, an attorney with Greenberg Traurig in Philadelphia, told attendees during a concurrent session at the SHRM Annual Conference & Expo 2023 in Las Vegas, “you can expect more city and state regulation of this because they’re not going to stand around and wait for the federal government to step in. The states are moving to protect their citizens…There is a tsunami coming of state regulation.”

There is real concern that AI software discriminates against Black people and people with disabilities. AI software that is used to score job candidates based on their emotional responses, eye movement, facial expressions, vocal intonation, and word choice determines if they are trustworthy. Therefore, accommodations or alternative screening methods need to be made available.

Four federal agencies, the U.S. Equal Employment Opportunity Commission, the U.S. Department of Justice, the Consumer Financial Protection Bureau and the Federal Trade Commission (FTC), plan to collaborate enforce civil and rights and consumer protection laws to prevent AI discrimination in the workplace. “Employers will be responsible for rooting out and curing any bias created by the AI software that they use in employment-related decisions,” Dobbs Bunting said. To prevent discriminatory outcomes, employers must “conduct ongoing analyses of the software, even if the vendor says, ‘Don’t worry; I got you. The software’s good.’ Do not believe that, because you will be held liable along with the vendor, if the vendor is mistaken about its impact on hiring,” Dobbs Bunting said. “You have a duty to understand the software, understand how it was tested and continue to test it.”

AI should not make employment decisions alone. There must be interaction between AI as a tool and HR professionals with the human as the final critic. It is critical that companies evolve and create policies for when ChatGPT and other AI can be used to perform their work, like generating reports.

“ChatGPT can help us, as HR practitioners, to be knowledgeable, to be nimble and to have a seat at the table,” said Carol Kiburz, vice president of HR for Halff, an engineering firm based in Dallas, during her June 13 concurrent session, “ChatGPT: Disruptor or Enabler?” at the SHRM Annual Conference & Expo 2023 in Las Vegas. “This is an opportunity, and if you can start using ChatGPT in a way you feel comfortable, you can be seen as a leader of thought.”

ChatGPT, Google’s Bard, and Microsoft’s Bing AI are generative AI chatbots and can be used to support HR professionals’ work. Be aware that these AI chatbots gather content through the internet without providing sources and can be filled with well-concealed mistakes. There are ways to utilize these technologies to increase your HR department’s efficiency like using it to create policies, design employee guides, draft emails, and write training programs.

Be wary of using ChatGPT’s responses directly. It is important to recognize its limitations and be sure to customize and proof-read for errors. Also, we need to recognize that this technology puts us at the forefront of another workforce shift.

I decided to give ChatGTP a test myself. This is what it said when I entered the article I wrote above about ChatGTP:

The passage you provided highlights the growing presence of artificial intelligence (AI) in workplaces and the need for regulations to control its use, especially to prevent discrimination. There is concern about AI software potentially discriminating against certain groups, and federal agencies are planning to collaborate to enforce civil rights and consumer protection laws to address this issue.

The article also emphasizes that AI should not be making employment decisions alone; there should be a balance between AI tools and human professionals, particularly in HR. HR practitioners can use AI chatbots like ChatGPT, Google’s Bard, and Microsoft’s Bing AI to support their work, increase efficiency, and gain knowledge. However, it’s essential to be cautious when using AI-generated content and not rely solely on it without human review and customization.

The technology is seen as an opportunity for HR professionals to become more knowledgeable and adaptable, but it also requires them to understand the limitations and potential mistakes that AI can make. By using AI responsibly and being aware of its capabilities, HR departments can stay ahead of workforce shifts and use AI as an enabler rather than a disruptor.

Overall, the passage provides valuable insights into the current state of AI in the workplace, the importance of regulations, and the potential benefits and challenges of using AI chatbots like ChatGPT in HR settings.

Curious how to implement policies regarding the use of artificial intelligence such as AI chatbots (like ChatGTP), contact us. We are here to support you in this rapidly changing technology climate.

Traditional office hours, are they out-dated?

For Gen Z employees, their peak productivity typically is later at night, not the standard 9-5 employers are accustomed to. A study from Adobe found that over a quarter (26%) of Gen Z workers reported their peak productivity time between 6:00pm-3:00am, versus 18% of millennials, 13% of Gen X, and 6% of Boomers. Peak productivity times vary between generations. Boomers reported peak productivity in the early morning (3:00am-9:00am). 76% of Gen X employees say they are most productive from 9:00am-6:00pm. Gen Z employees were the least likely to report peak productivity during the traditional 9:00am-5:00pm. Over 60% of Millennial and Gen Z employees feel pressured to work traditional hours, even if they are not as effective, versus 52% of Gen X and only 42% of Boomers feel this pressure.

70% of Gen Z employees would consider leaving their current jobs for a job with more schedule autonomy. About 75% of younger generation employees say they would switch jobs for better work-life balance and 66% would switch for remote work. Gen X and Boomer employees’ responses were lower than Gen Z (50%), assuming salary and job descriptions do not change. However, Gen Z is not alone in the desire to control their work hours; 51% of all respondents (regardless of age) prefer to work when it is most convenient for them versus 16% who want to work on a prescribed schedule. 

Today’s employees not only want flexibility; they want to work efficiently. 70% of Gen Z, 52% of Gen X, and 37% of Boomer workers would switch jobs for access to tools that improve efficiency and productivity. Businesses can implement organizational adaptations to attract and retain top workers. Otherwise, burnout for strict work requirements are likely. Over 50% of Gen Z and Millennial employees intend to change jobs this year, compared to 25% of Gen X and Boomer employees. As not to loose quality employees across generations, here is a list of business practices to follow:

• Set guidelines and standards to minimize conflict (core work hours, work location)
• Establish asynchronous vs. synchronous work guidelines
• Survey employees for feedback 
• Find flexibility alternatives if work-hours are not pliable 
• Develop tools to reduce menial tasks that take away from high-value work time

We at HR Synergy lead trainings to understand generations in the workplace. Contact us today to schedule one!

1. Intellectual wellness
2. Relieves sleep problems
3. Inspires
4. Exhilarates
5. Improves physical health
6. Sounder affinity
7. Boosts spiritual well-being
8. Increases volunteering
9. Creates connectedness

May 23rd is National Lucky Penny Day! Why not celebrate in your office by dedicating the day to giving back?

Read more

Now that you have your stellar employees, do you need help retaining them? Consider conducting regular employee pulse surveys of those involved in the day-to-day operations in order to gain insight into your personnel’s morale. You can use this feedback to obtain a valuable perspective and directly tackle issues. There is a direct correlation between higher satisfaction scores and higher levels of profit and productivity. In a SHRM survey, 90% of HR executives concur that consistent employee surveys positively affect the business.

SHRM identifies 4 questions to include in your engagement surveys to enhance retention and productivity.

If you want help formulating your employee pulse survey, contact us today!

Pay transparency is becoming a bigger workplace issue. In fact, some states and cities are putting into a law the requirement to include a salary range on job advertisements. With the increase in remote workers, your company could be impacted by these laws. Not including a salary range on job ads could also reduce the number of qualified applicants applying. A ResumeLab’s survey reports that 89% holding master’s degrees expect the listing of a salary range. The survey also shows that 4 out of 5 workers are unlikely to apply to a job if the range is not listed, 14% are unsure if they would, and only 6% are not impacted by the presence/absence of a salary range. 80% of those surveyed feel that companies should always clarify how pay is decided. Including a pay range in job postings reflects a company’s security and job satisfaction felt there.

Companies have seen a positive trend in quality applicants by including a salary range and felt pressure to do so by social pressures of Generation Z employees’ openness. According to Payscale research, those who include it have more than doubled in the last year from 22% to 45% that include pay ranges in job ads. There are positive and negative aspects to posting salary ranges. There is an administrative burden to disclose salaries as ⅓ are not ready for pay transparency. Also there is fear that the range feels inflexible and might price-out potential candidates. However, without the pay range disclosed, job candidates have less trust in those companies. Pay range transparency gives companies a competitive edge.

With the strong job market persisting, recruiting and retaining expertise remains a HR concern. Pay transparency is an indicator if a company values employees’ whole selves.

If you are unsure how to post strong job advertisements or need assistance hiring, HR Synergy is here to help you.

Click here to contact us.

With so many employees looking to switch jobs, you may be reading through a high volume of resumes lately. Do you know how to spot inconsistencies and mistruths? In a survey, ResumeLab discovered that 36% of applicants disclose lying on their resumes and 56% admit to “stretching the truth” to appear more experienced. While it shows diligence to verify resumes are completely accurate, who has the time? Here are 7 ways to quickly spot mistruths on resumes before fact-checking any of those you put in the “maybe” pile.

To reduce the chance of potential employees lying, use these 3 interview tips:

1. Conduct morning interviews. 20-50% of people are more likely to lie in the afternoon.
2. Arrange interviews face-to-face. This can be achieved in person or using video conferencing.
3. Administer in-interview testing to verify an applicant’s experience and skills.

Some suspicion is useful when reading resumes -just do not get paranoid as it can be a time and energy suck. In the end, go with your gut.

If you are unsure how to navigate resumes or need help hiring, HR Synergy is happy to help you.

Click here to contact us.

• Bring in an entertaining guest speaker today for inspiration
• Lunch on the company
• Games over lunch break (cards, Mintute-to-win-it, corn hole)
• Company Happy Hour on the company

• Send DIY pampering kit
• Send a curated care package
• Virtual games over lunch break (Kahoot!)
• Lunch on the company (via gift card)

• Send personalized “thank you” videos
• Give “Dundies” like from The Office (Pam received the “Whitest Sneakers” award)
• Photo scavenger hunt
• Peer appreciation notes
• Employee mentor program