The recruitment industry is no stranger to the latest trends and technologies. In recent years, we have seen the rise of big data, social media, and mobile technologies reshaping the way we recruit candidates. And now, artificial intelligence (AI) is beginning to make its mark on the recruitment industry.

AI is a term that covers a broad range of technologies and applications. At its core, AI is all about using computers to simulate or carry out human tasks. This can include everything from simple pattern recognition to more complex decision-making. AI for recruiting technology allows recruiters to leverage their applicant tracking system (ATS) better, allowing them to hire more efficiently, shortlist more accurately, and screen resumes with more fairness. AI for recruiting solutions is an essential piece of the HR technology ecosystem. 

Directly integrated with the ATS, AI-powered tools add a layer of talent intelligence to the recruiting process, designed to automatically screen thousands of resumes and reduce time-consuming manual tasks. Screening resumes efficiently and fairly remains the biggest challenge in talent acquisition:

52% of talent acquisition leaders say the most challenging part of recruitment is identifying the right candidates from a large applicant pool. According to a survey of talent acquisition leaders, 56% say their hiring volume will increase this year, but 66% of recruiting teams will either stay the same size or contract.

How artificial intelligence (AI) can change recruiting

In the context of recruitment, companies can use AI in several ways. For example, they can use AI to help screen candidates by sorting through resumes and identifying critical skills and qualifications. HR professionals can also use AI to help identify potential candidates through social media monitoring. And finally, AI can be used to conduct virtual interviews with candidates.

Benefits of using artificial intelligence (AI) in recruitment

There are multiple benefits that companies can enjoy by using AI in their recruitment process. 

1. The quality of hiring increases

HR staff needs to select the right people from a big pool of applicants. Thanks to Artificial Intelligence, the whole process can be divided into several stages automatically. Recruiters can collect more data on each candidate and evaluate candidates more effectively. Many AI-based solutions help assess candidates’ skills and experience using unique algorithms.

2. Better integration of analytics

HR managers get an opportunity to select candidates based on their skills and find the proper position where a candidate’s abilities are most needed. This new approach increases the productivity of a business and motivates candidates to improve their skills. In addition, AI software demonstrates a higher accuracy level than human recruiters.

3.  Automation saves time

Time is valuable for every company, and the recruiting industry is no exception. Artificial Intelligence provides many solutions for estimating the candidates’ skills. AI-based software only needs a few seconds to analyse significant amounts of data and provide understandable results that decision-makers can consider. This functionality allows users to save time, money and resources in the long run.

4. Unbiased decisions

Human intervention always implies a certain share of unconscious or conscious bias. Biased decisions are a common problem for all sorts of organisations, and AI solutions can minimise this element. Companies get an excellent opportunity to hire only the best candidates based on their real potential and personality. All the decisions are made taking into account data and resumes only.

AI And Skilled Recruiters: A Winning Combination

Clearly, artificial intelligence can improve recruiting efficiency and effectiveness. Recruiting and talent acquisition functions have evolved past personal networks and job boards, but AI is not the sole solution to increased proficiency. 

Used alone, it may provide data that does not prove useful. AI may also ignore the human idiosyncrasies of culture fit and overlook qualified candidates with underachieving resumes. Engaging a talent acquisition strategy that leverages today’s powerful technology with experienced human talent acquisition professionals will prove to be the most successful way to win the battle for top talent in the future.

Overall, AI is a powerful tool that can be used to improve the efficiency and effectiveness of the recruitment process. While some challenges need to be addressed, such as data privacy and ethical concerns, the benefits of AI far outweigh the risks. As AI technologies continue to evolve, we can expect to see even more of how AI will transform the recruitment industry. It’s important to understand that the AI trend in recruiting isn’t going to disappear soon. It is one of the tech trends in HR that have completely reshaped recruiting. Recruiters need to learn new opportunities and adapt to the new conditions in the market.

Looking for a recruitment agency to source your potential employees with a high accuracy rate, using the latest technologies whilst not losing the human touch required in the recruitment process? Get in touch with Greys today, and let’s see how we can help you acquire the talent needed to add real value to your business.

Visit our website page today for more information.

When it comes to the care of our elderly loved ones, there are a few different options available to us. We can choose to have them stay with us in our home, place them in a nursing home, or use a combination of the two.

Choosing the finest overall care for an elderly loved one might be challenging. You must evaluate the advantages and drawbacks of various care alternatives while considering relevant issues such as personal preferences, financial concerns, medical conditions, and more. You may also experience guilt and doubt, making decisions even more difficult.

The traditional solution to this problem is to put your loved one in a nursing home. However, more people are now choosing home-based care instead. People are learning that there are more advantages to in-home care than having the elderly live in a nursing home.

This article will discuss the differences between home care and nursing homes and explains why home care is often the best option for elderly loved ones.

If you would like to connect with a nursing specialist, Greys is here to help. We are flexible and permanent healthcare providers with over 40 years of experience placing nurses in private homes. Contact us today to learn more!

The difference between home care and nursing homes

As your parents grow older, it’s natural for you to worry about how they will get along daily. This is especially true as they become feebler, more forgetful, and more vulnerable to accidents and injuries. It becomes more evident that they need senior care.

The question is: what kind of care do they need?

There are two primary types of senior care: home care and nursing homes. Both have their advantages and disadvantages, which we will explore in more depth below.

Home care is when a senior receives medical and non-medical care at home. A home care nurse can provide basic medical care, such as checking vital signs and helping with medication. They can also help with activities of daily living, such as bathing, dressing, and grooming.

Nursing homes are facilities that provide 24-hour nursing care for elderly residents. They have a higher staff-to-resident ratio than home care, which means that residents receive more one-on-one attention. Nursing homes also offer a more comprehensive range of services, such as physical, occupational, and speech therapy.

The main differences between home care and nursing homes are the level of care, the cost, and the setting. Let’s take a closer look at each of these factors.

The level of care

One of the main differences between home care and nursing homes is the level of care. In general, nursing homes offer a higher level of care than home care. This is because nursing homes have a higher staff-to-resident ratio, which means that residents receive more one-on-one attention.

However, having more staff on hand does not always equal better care, and home-based care can often be just as good as care received in a nursing home.

The cost

Another critical difference between home care and nursing homes is the cost. Nursing homes are typically more expensive than home care, as they provide a higher level of care. Home-based care is often covered by insurance, while nursing homes may not be.

The setting

The final difference between home care and nursing homes is the setting. Home care takes place in the comfort of your loved one’s home, while nursing homes are typically located in a separate facility.

Depending on your loved one’s preferences, the setting can be a benefit or a disadvantage. Some people prefer the social environment of a nursing home, while others prefer the familiarity of their own home.

The benefits of home care

There are many reasons why home care is becoming the preferred option for senior care. Here are some of the most important benefits:

Home care is more intimate

Home care services are provided in the home, which means that your loved one will receive one-on-one attention. They will also have the opportunity to form a bond with their carer, which can benefit their mental and emotional health.

Home care is more affordable

Home care is typically more affordable than nursing home care. This is because home care services are covered by medical aid, while nursing homes are not. Also, home care is often less expensive than other types of long-term care, such as assisted living.

Home care is more flexible

Another advantage of home care is that it is more flexible than nursing home care. Healthcare providers can tailor home care services to your loved one’s needs, and they can be adjusted as their needs change.

Home care is more comfortable

Older people often feel more comfortable in their own homes than in a nursing home. This is because their familiar belongings surround them, and they can maintain their independence.

Maximising home care benefits through a nursing specialist

If you’re considering home care for your elderly loved one, choosing a reputable and experienced home care provider is essential. Greys Nursing Services is a leading provider of home care services in South Africa.

Our extensive vetting, continuous training and vast pool of candidates ensure that our clients rest easy in knowing that they receive care from the most qualified, attentive and capable staff.

Home-based care can be an excellent solution for many families, but it’s vital also to choose a provider that takes the weight off your shoulders and gives you peace of mind. Greys handles all payroll, administrative and HR-related tasks, allowing you to focus on what’s important – spending time with your loved one.

To find out more about our home care services, get in touch with us today. We will be happy to discuss your loved one’s individual needs and create a care plan tailored to their specific requirements.

See our article on private vs public healthcare facilities if you like to learn more about nursing services.

It is now more important than ever to have low labour costs. The pandemic and the measures to curb the spread of the virus severely damaged the economy, slowly down businesses countrywide while fuelling a host of employment issues, such as:

• Budget cuts
• Retrenchments
• Staff shortages
• Talent flight
• Lower job satisfaction
• Overworked staff
• Strained management

In such an economic landscape, labour costs can quickly spiral out of control and can end up costing businesses a lot of money. There are many ways to reduce employment and labour costs, but seven stand out as being particularly effective.

This article will discuss these seven strategies that businesses can use to reduce their labour costs. We will also explore the benefits of using a labour broker to reduce employment and labour costs.

If you’re looking for a more straightforward or urgent solution to your employment and labour needs, don’t hesitate to contact MASA now. We are a leading temporary and permanent employment specialist providing expert staffing solutions locally and globally.

Types of employment and labour costs

Before we dive into the strategies businesses can use to reduce their employment and labour costs, let’s take a look at the different types of labour costs. Labour costs fall into two broad categories:

Direct labour costs

These are the wages paid to employees for the work they do and include:

• Wages
• Salaries
• Bonuses and commissions
• Overtime pay
• Holiday pay

Basically, any cost associated with an employee’s time spent working is a direct labour cost, and these costs can quickly add up.

Indirect labour costs

These are the associated costs of employing staff, such as:

• Payroll taxes
• Employee benefit
• Training and development
• Recruitment and advertising

Now that we have a better understanding of the different types of labour costs let’s look at how businesses can reduce these costs.

5 strategies for reducing employment and labour costs

As an employer, there is a continuous search for ways to reduce every cost possible while still maintaining a productive workforce. The strategies businesses use to achieve this will vary depending on the company, but there are some standard methods that are particularly effective in reducing employment and labour costs.

Here are seven of the most effective methods that you can implement in your business to achieve measurable cost reductions.

1) Reduce staff turnover

One of the best ways to reduce labour costs is to reduce staff turnover. Businesses can achieve this by investing in employee retention strategies such as offering competitive salaries, providing training and development opportunities and creating a positive work environment.

2) Outsource non-core functions

Companies can outsource labour-intensive tasks such as data entry, bookkeeping and customer service to save on labour costs. For example, businesses can free up their staff to focus on more revenue-driving tasks by outsourcing the often time-consuming payroll process to a specialist like MASA.

3) Reduce overtime

Overtime is one of the most significant contributors to labour costs because you essentially pay employees for the time they are not working. To reduce over time, businesses can invest in labour-saving technologies, such as time and attendance software, and schedule employees more efficiently. They can also offer incentives for employees who do not take advantage of overtime pay.

4) Use technology

There are many ways businesses can use technology to reduce labour costs. For example, online ordering systems can reduce the need for customer service staff, while automation can eliminate the need for manual tasks such as data entry. While you will have to pay for software, some options encompass multiple functions under one system, which can save costs in the long run.

5) Labour outsourcing

One way to reduce labour costs is to outsource certain tasks or functions to third-party providers or labour brokers. This strategy can be a highly effective way to reduce costs because you only pay for your services when you need them. Companies can use labour outsourcing for various tasks, such as customer service, data entry and bookkeeping. It can be an especially useful tool for businesses that experience seasonal fluctuations in demand.

Labour brokers: the ultimate solution

Labour brokers are employment specialists who source, screen and place employees with businesses. By partnering with a labour broker like MASA, companies can outsource their recruitment process and tap into a pool of skilled workers when they need them.

Labour brokers can also provide businesses with access to specialist skills and knowledge, saving on training and development costs. Here are a few more advantages of using a labour broker:

• Labour brokers have a deep understanding of the labour market and can source the best talent for your business.
• Labour brokers manage all aspects of the employment relationship, from recruitment to performance management.
• Labour brokers provide businesses with flexibility and can scale up or down according to your needs.
• Labour brokers offer a cost-effective solution for businesses looking to reduce their labour costs.

By using one or more of these strategies, businesses can effectively reduce their employment and labour costs. Labour brokers are often the best solution because they offer a comprehensive approach to reducing labour costs. When you use a labour broker, you can be assured that you’re getting the best possible solution for your business.

Take action now

If you’re looking to reduce your employment and labour costs, then it’s time to take action. Get in touch with MASA today and find out how we can help you save on labour costs. We are the leading provider of labour outsourcing services in South Africa and can help you find the best talent for your business.

Labour outsourcing is the future of employment, and our team of experts will work with you to find the best solution for your business.

At some level or another, regardless of your business size, someone deals with the Human Resources part. To function effectively in business, one must stick to a plan to reach the planned organisational goals. This is where HR Planning comes in.

An effective human resource planning process helps organisations maximise human capital and build a future-ready workforce. Let’s delve into the importance of human resource planning in more detail and what the process looks like.

What is human resource planning?

Human resource planning (HRP) describes an ongoing, data-driven process where a company systematically plans for the future through human resources to ensure that available jobs are suited to appropriately skilled employees.

It identifies critical HR initiatives for the period ahead to help the organisation achieve its strategic goals and maintain its competitive advantage without staffing shortages or excesses.

Importance of human resource planning

Organisations must be able to adapt their human capital to sustain the continuous shifts in technology, local and global economics, product innovation, and culture. Human resource planning is integral to maximising a well-equipped workforce, and it offers other advantages that assist in accomplishing your organisation’s mission. 

Challenges of Human Resource Planning

The challenges to HRP include forces that are constantly changing, such as employees getting sick, getting promoted, or going on vacation. HRP ensures there is the best fit between workers and jobs, avoiding shortages and surpluses in the employee pool.

To satisfy their objectives, HR managers have to make plans to do the following:

• Find and attract skilled employees.
• Select, train, and reward the best candidates.
• Cope with absences and deal with conflicts.
• Promote employees or let some of them go.

Investing in HRP is one of the most vital decisions a company can make.

HR planning aims to ensure that the company has the necessary skills and resources to achieve its business objectives. This process typically involves four steps:

1. Analysing Labor Supply

The first step of human resource planning is identifying the company’s current human resources supply. In this step, the HR department studies the organisation’s strengths based on the number of employees, their skills, qualifications, positions, benefits, and performance levels.

2. Forecasting Labor Demand

The second step requires the company to outline the future of its workforce. Here, the HR department can consider specific issues like promotions, retirements, layoffs, and transfers—anything that factors into a company’s future needs. 

The HR department can also look at external conditions impacting labour demand, such as new technology that might increase or decrease the need for workers.

3. Balancing Labor Demand With Supply

The third step in the HRP process is forecasting the employment demand. HR creates a gap analysis that lays out specific needs to narrow the company’s labour supply versus future direction. This analysis will often generate a series of questions, such as:

• Should employees learn new skills?
• Does the company need more managers?
• Do all employees play to their strengths in their current roles?

4. Developing and Implementing a Plan

The answers to questions from the gap analysis help HR determine how to proceed, which is the final phase of the HRP process. HR must now take practical steps to integrate its plan with the rest of the company. The department needs a budget, the ability to implement the plan, and a collaborative effort with all departments to execute it.

By following these steps, companies can ensure that they have the necessary human resources plan to achieve their business goals.

Why document your strategic HR plan?

Now that you know the steps to strategic human resource planning, it’s time to adapt those steps to your organisation and determine how to execute them.

There are many reasons to document your strategic human resources plan, particularly in a visual format like a flowchart. Through documentation, you standardise the process, enabling repeated success. Documentation also allows for better evaluation, knowing what parts of your plan need work. In addition, a properly documented plan will allow you to better communicate the plan throughout the organisation, including how everyone, from the top down, can contribute to making sure it works.

Document every step of the process, from beginning to end, and find room for improvement in your human resources process.

Let’s wrap it up

Companies can stay competitive in today’s fast-paced economy and adapt to change quickly and effectively with effective HR planning. Planning for the future is always a challenge when there is no way to be sure of what it holds, and you can’t foresee every possible development. Nevertheless, it is worth the effort. With some preparation, human resources managers can avoid spontaneously improvising in more situations.

With an accurate understanding of the dynamics of human resources, you have the essentials for an effective human resource planning process that results in a concrete, actionable plan. To develop and carry out your human resource plan, thoroughly analyse your current situation and future needs. If this sounds like a bit too much for your liking, why not consider outsourcing it?

Find your ideal Human Resource (HR) Planning Solution

The benefit of outsourcing your Human Resource planning is that it can help you take the pressure off and give you peace of mind. Outsourcing your Human Resource planning to a trusted vendor like MASA can save you money in the long run and might make a bit more sense depending on the growth stage your business is in.

If you require professional assistance with more than just human resource planning but hiring, onboarding, and training new employees, make sure to contact us to leverage the top staffing employment and labour outsourcing services in SA.

MASA is a leading national and international employment/staffing agency capable of effectively managing the critical elements of your employment/staffing needs.

Employers are actively looking to hire as quickly as possible to sustain momentum in today’s job market. Still, potential candidates are looking to be hired as soon as possible to ensure stability and secure an income. This competitiveness can often mean potential candidates portray themselves as more qualified or experienced than they are in the required field in order to secure a job.

With this in mind having a sound vetting process to properly check potential employees is incredibly important to businesses in the hiring process to ensure they get the best, most qualified, and verified employee possible. If there is no vetting process in place, it can often cost the business more money in what we call “bad hires.” Bad hires are often people who might interview well, and you can almost be sure they are the perfect person for the job. Still, you may realise they are not adequately skilled or experienced enough in their position a month later. You might need to hire another person to fulfil their job or replace them, costing your business more time and money.

To avoid this, businesses turn to experienced labour brokers like MASA, who follow strict vetting processes to ensure they source and hire the right candidates.

What is labour brokering?

Labour brokering is a growing industry, with increasing demand for labour workers in many different fields. Labour brokering is a term for a form of outsourcing practice in which companies contract labour brokers to provide them with casual labour. 

Labour brokers are different from recruitment agencies in that labour brokers handle almost all aspects of the worker’s employment (including interviews, recruitment, HR, admin, payroll, transport, etc.). In contrast, recruitment agencies are only responsible for sourcing candidates for employment. In essence, rather than a company hiring a worker, it partners with a labour broker who employs the worker instead.

Labour brokers follow rigorous vetting processes to ensure the business gets the correct, experienced and skilled labour they are looking for. Having a vetting process is incredibly important for a company in its hiring process.

What exactly is “expert vetting”?

Expert vetting involves having trained professionals review the qualifications and experience of potential hires to make sure that they meet all requirements for the position. This process helps businesses avoid issues like poor quality work, costly mistakes, and even legal problems resulting from an unqualified worker who injures themselves or others on the job.

Vital steps of the vetting process

Labour brokers generally move through several essential vetting procedures that can differ slightly between industries and how an employer prefers to carry out their candidate vetting process. Here are a few of the most critical aspects of the vetting process:

Initial applicant screening

One of the main steps in the vetting process is when labour brokers screen through applications, resumes and cover letters. Typically, they move through this step quickly, using resumes and job applications to check that applicants followed their application instructions, have the required qualifications for the job and seem like they’d be a good match. Once they move through this step, they may schedule a phone screen or interview before an in-person interview to better gather information about you.

Phone and video screening

The screening phase of the vetting process can involve several different approaches, depending on the labour broker and the nature of the business they are seeking workers for. For instance, with sales and marketing, they may schedule a phone interview as a way to converse with you, ask questions about your work history and get a better idea of your personality and ability to communicate. You might also encounter questions about your educational background, specific credentials and other details that give employers an idea of who you are and how you would fit in the role.

In-person interviews

The most well-known aspect of the vetting process is the in-person interview. You might interview in a range of different styles, such as a group interview or a one-on-one interview. Still, the goal is the same: for the employer to meet candidates in person to get to know them. Employers should see a candidate’s personality, ask job-specific questions that allow them to understand what they’d bring to the company and ultimately see whether the candidate will be a match for the job. Interviews also often are the determining factors of an employer’s hiring decisions.

Background checks

Thorough background checks are a common occurrence in the vetting process. Many industries require at least the most basic background check to ensure candidates don’t have a criminal record. However, higher-level background checks are necessary for some government, education and security jobs.

Looking for expert labour brokers that follow an effective vetting process?

MASA is one company that specialises in providing expert labour brokering and vetting services. Their rigorous vetting process includes verifying applicants’ credentials and references, checking for disciplinary issues or criminal history, and testing job-specific skills. This ensures that businesses who use MASA’s services can be confident they hire the best possible candidates for their needs.

The expert vetting process provided by MASA is just one example of how businesses can benefit from using skilled professionals to screen potential hires. Implementing this process into your own business’s hiring practices can help you avoid many common problems and ensure that you bring only the most qualified workers on board.​

Visit our website for information and a list of the services we provide our clients to ensure their hiring processes are the best they can be to ensure the right candidates are employed.

Get in touch with us today to learn more about how we can help you find the best candidates for your business.