AI in job applications
It is a huge fear for SME owners and managers that they invest lots of time and money into the recruitment process, only to find out down the line that they have made a bad hire.
While this has long been a danger, the rise of AI since 2023 has brought a whole new level of complexity; with candidate use of AI in CVs, covering letters and other parts of the application process. One candidate even got busted for using AI live in a video interview to help them answer the questions!
For employers, the big problem with the use of AI by candidates is that it may misrepresent their skillset. It leads you to think they will be perfect when, in fact, there were stronger candidates available.
Looking at the flipside, AI will undoubtedly empower some excellent candidates who would have missed out through poor written communication – a win for you and them. Used well and honestly, AI can showcase the creativity and problem-solving abilities of candidates.
With its pros and cons, the AI genie is out of the bottle, but that does not mean you can’t be savvy in your recruitment.
At the extreme you could decide to ban or limit the use of AI in applications (this is still only as effective as your enforcement though) – some of the largest professional services firms have done this.
An alternative is to build in some stages to your recruitment where it is hard for AI to have an impact – a face to face interview, well designed questions which require unique answers which AI cannot really help with…
You can also learn to spot the signs of AI use: convoluted sentences; odd, overly descriptive word phrases; and striking similarities in content between different candidates.
QuitTok
Just when you thought social media couldn’t possibly give employers any more headaches, we have a new phenomenon for you: QuitTok.
This is when a disgruntled employee covertly films a disciplinary meeting or performance review conducted by video call and posts it online. Hoping to cause as much reputational damage as possible, some have hit the mark and gone viral.
As well as the direct reputational damage, these acts can cause other problems like a breach of confidentiality, and the sapping of morale. So, how can you lower the chances of this happening to you?
If it is possible to hold such meetings in person, rather than on Zoom, this is a good first step. With you and ideally an HR representative present, it would take some skill (and gumption) to covertly film. If you have no choice but to hold a meeting virtually, you can ask them not to record it which may be sufficient deterrent for some, but is unlikely to put off a determined trouble maker.
Your policies play an important role too. If you have not got a social media policy in this day and age, you should get one. Among other things, ensure it states that employees must not share business information on social media, including internal discussions and business meetings. Reinforce this in your disciplinary and grievance policy by explicitly stating that posting a recording of a meeting on social media would be classified as gross misconduct.
Staff training may help. Data protection training for all staff will assist employees in understanding confidentiality and the reasons behind it. This may encourage them to stop and think in some instances. And for managers, training on handling difficult conversations and conflict will help them stay in control and show appropriate empathy, diminishing the impact of a recording.
One final point. While it may be hurtful and damaging for such a video to be posted; getting in a mindset where you regard this as a possibility may help you conduct difficult meetings with a greater degree of professionalism and compassion. Some managers who have featured in these exposure posts have actually been praised for the way they have conducted themselves, backfiring on the intentions of the poster.
Cleanliness is next to godliness
Cleanliness has long been held in high regard, but is this still true in the workplace of today?
The benefits of a clean and tidy workplace are plentiful: it creates a good impression when clients or suppliers visit, aids the smooth running of a business and contributes to good health and safety. One study found a controlled increase in the quality of cleaning led to a 12.5% decrease in sickness absence, while another (which looked at 351 office buildings) correlated cleanliness with employee satisfaction.
Unfortunately, many businesses have not got the memo, as new research suggests that a growing number of workplaces are in a poor state of hygiene. This month it was reported that having invested more than £1 billion into Manchester United, Sir Jim Ratcliffe has sent a scathing email to all staff demanding better standards of tidiness, and calling one area a disgrace.
If you take a look around your workplace and feel it is not quite up to scratch, it’s clear that encouraging a cleaner office culture could have a positive impact on productivity and performance.
Being more productive
A detailed report by Xero, the accountancy software provider, revealed that SME productivity has still not fully recovered since it went backwards during the COVID-19 pandemic.
If this is the case in your business, profitability may be impacted which in turn limits your ability to enjoy the fruits of your labour and grow.
There are many strategies you could pursue to drive up productivity, from introducing new technology to reviewing your sales and marketing. HR is certainly an area in which you should give careful thought.
How good is your recruitment and retention? Does your appraisal system drive improvement in your team? Thinking of carrot and stick, do you sufficiently recognise your good performers and not let poor performers drift?
From training to upskill your staff to professional assistance with the difficult task of performance management, we are here to help. So if you have a productivity issue in your business, talk to your local HR Dept office.
Ending the “sick note culture”
Last month, Rishi Sunak announced a flagship policy to end the sick note culture – telling people what they can do, not what they can’t, and moving the issuance of fit notes away from GPs.
Steering clear of the politics of it all, there is much that good HR can do to counter absenteeism in the workplace; starting with having a robust absence management process in place.
This includes requiring absent staff to confirm over the phone (not text or email) themselves that they will not be in, return to work interviews when the absence ends and proper monitoring of sickness absence to detect patterns.
If you have a problem with absenteeism, it may be time to look at your workplace culture. Is there a problem with stress? Are there cliques or have you had incidents of bullying? Any of these could be an underlying cause.
Another government policy is to facilitate flexible working, and there is growing demand for this amongst employees. It may be that it does not work for you, but it is worth exploring just to check. For some employees, it could give them the balance they need to perform their role well, rather than seek out a fit note.
Sacked for opening the wrong doors
If you think it sounds harsh to be sacked for opening the wrong doors, you are not alone. An employment tribunal upheld just such a claim for unfair dismissal; although it should be noted that the doors in question were those on a Tube train!
The train wasn’t moving, but it is still possible that passengers could have fallen out, so it was a serious incident. Both the employee’s parents had recently died, and she cited the stress of this as a contributing factor to the incident.
The judge considered that Transport for London did not carry out a sufficient investigation leading up to the dismissal, but awarded no compensation due to the gravity of the underlying employee mistake. When health and safety protocols are paramount, it is always wise to ensure your staff are in a fit state of mind to perform their duties.