attracting, screening, selecting, and onboarding


implementation and management of virtual teams,virtual work or community-based work


Course development, Online and offline programs, webinars, one-one-one coaching


Consistent,Persistent,Engaging. Community architect and manager for closed or open online communities.


Genie in Websites, Mobisites, Google Apps,Social Media, SEO, SEM



Ute Gass was born in the heart of the Cape Winelands, Western Cape (South Africa) and currently lives in Berlin,Germany.She is visionary, creative, with proven success, and has held leadership positions in recruitment and skills development industry.She is an internet guru and passionate about leveraging online technologies and tools for business success.She is a citizen of both Germany and South Africa and is fluent (both written and spoken) in English,German,Afrikaans. Find me on LinkedIN



    I consider myself a lifelong learner and am constantly learning, mostly about new technologies and business efficiencies.I hold Diploma’s in Marketing and Human Resources and various Certificates relating to HR and Web technologies….



    Facebook Marketing Expert
    July 2018 – present
    Optimising Facebook Ad campaigns for Companies and small business. Messenger Marketing and chatbot services.

    Owner/Manager of Wordpress Genie Digital Services
    Previously Ute GassHR – Recuitment/RemoteWorkers/ Training…




    Online marketing, Facebook Ad Campaigns and Improving RETURN ON AD SPEND.
    End-to-end recruitment of permanent, temporary and remote staff
    Research and implementation of sourcing strategies.
    Developing and managing candidate pipelines.
    Leveraging technology tools.
    Dynamic communicator, learning program developer, public speaker and facilitator with captivating presentation skills…



    I like to understand how things work.I like to spot trends and formulate opportunities in the now.Other than technology and business,I am interested in sustainability,food gardens and job creation.
    – Being in nature energizes me.- GOLF! …sometimes I love it, sometimes I curse it :-)…

Skills //Talent Acquisition, Recruitment,Training, Managing Virtual Workers,Employer Branding,Community Architect and Manager for closed or open online communities,Websites,Mobisites,Social Media Platforms,SEO,SEM

About this Blog // Latest News // Aggregated content relevant to HR trends


    AUTHOR: // CATEGORY: linkedin

    As you’ve probably heard by now, in a 3-0 decision, the 9th U.S. Circuit Court of Appeals upheld its 2017 ruling, blocking LinkedIn’s efforts to stop hiQ from using information that users have deemed public. “The panel concluded that hiQ established a likelihood of irreparable harm because the survival of its business was threatened,” Circuit Judge Marsha Berzon said. 

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    AUTHOR: // CATEGORY: Employment Law, FLSA (Fair Labor Standards Act)

    In another in a recent string of employee misclassification cases, the owners of a Philadelphia strip club made dancers sign contracts stating they were independent contractors, rather than employees of the club.

    But an appeals court agreed with a jury that the employer exerted “overwhelming control” over the terms of the dancers’ work and upheld a $4.5 million jury award for unpaid minimum wages and unjust enrichment.

    The club owners argued in the original case and appeal that
    the dancers had control over hours, and whether or not they performed private

    In its analysis, the court noted that the employer “established available shift times; fined dancers for tardiness; gave instructions on physical appearance and dictated hair, dress, and makeup choices; established several dance-floor rules; banned changing into street clothes before the end of shifts; and set the price and duration of all private dances.”

    Classification isn’t up to employers or workers

    Meanwhile, as this and other cases have demonstrated, courts aren’t interested in whether or not a worker signs an agreement stating they are a contractor when determining employee misclassification.

    Instead, whether an employer has misclassified an employee depends only on who makes decisions about someone’s work and work conditions.

    The size of this award is not an outlier.

    In another case involving exotic dancers, a New York City “gentlemen’s club” had to pay $15 million to compensate 1,900 dancers for unpaid wages and compensation.

    And, while it might be tempting to focus on the “exotic” aspect of the workers in this case, similar employee misclassification rulings cover delivery drivers, franchisees, and other very mainstream occupations.

    The post Independent contractor or employee? $4.5 million says you better be sure appeared first on HR Morning.

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    AUTHOR: // CATEGORY: Hiring Process, Passive Candidates

    Earlier, we said you should just “hire them and stop trying to find something better.”

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    AUTHOR: // CATEGORY: Featured, google

    Google recently announced that it will shut down its ATS, Google Hire, in a year. The decision comes 17 months after the ATS was launched. Hire will join a long list of products developed and then shut down by Google, including Google+, Picasa, Orkut, Goggles, Hangouts, Allo, and 170 others.

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    AUTHOR: // CATEGORY: Uncategorized

    When someone mentions “video interviewing,” do you
    immediately think Skype, Zoom or FaceTime?

    While these are wonderful tools for connecting with friends and family, they really don’t unlock the full power of video for recruitment purposes.

    Of course, technology will never entirely remove people from
    the hiring equation. But, by using video interviewing tools that have been especially
    designed for the HR professional, you can greatly enhance in-person interviews.

    Here’s a look at how the latest video tools will help you
    narrow your candidate pool quickly, while selecting the best person for the

    Refine candidate pool with video interviewing

    Receiving a large number of resumes in response to a job
    posting can be both a blessing and a curse. On one hand, you have lots of
    options, but let’s be honest: many of the applicants are likely not suited for
    the position. 

    Hiring managers spend a tremendous amount of time conducting
    preliminary telephone interviews, struggling to schedule a mutually beneficial
    time for the call and draining energy by repeatedly asking the same questions.

    Phone interview fatigue is real, and the worst part is, there are usually more unqualified applicants than qualified ones.are the solution. Candidates are sent a link to record the answers to your list of interview questions whenever it’s convenient for them. Hiring managers review the recorded videos as time allows, so there’s no phone tag to arrange an interview time – and zero no-shows either.

    Pre-recorded video interviews also save recruiters headspace by eliminating monotonous question asking. By switching to video interviews in the preliminary hiring stage, only applicants with the most potential are invited for an in-person interview.

    Find the best person – regardless of location

    You want to hire the absolute best person for the job, and
    sometimes that’s someone who lives outside of your city – or even your country.
    Maybe you’re considering offering them remote work, or maybe the individual
    would relocate if hired.

    Either way, pre-recorded video interviews allow hiring
    managers to overcome the challenges of interviewing people in different
    geographical areas and time zones. 

    There’s no need for recruiters and applicants to be
    physically together in the same room for an informative interview to take
    place. Recruiters can watch the recorded answers on their own time, which
    allows them to focus on other HR priorities.

    But, video interviews save more than time. They can cut
    travel costs substantially compared to conventional recruitment techniques.

    Collaboration with the hiring team 

    Some video interviewing platforms allow for more visibility
    and collaboration among all those involved in the hiring process. Instead of
    everyone setting time out of their schedules to meet with job-seeking
    individuals, the pre-recorded videos can be shared with anyone in your

    This way, recruiters can seek other people’s opinions and achieve a more rounded assessment of applicants. 

    In live video interviewing, hiring decision-makers can chat privately in real-time, asking questions or making observations about candidate responses. This, of course, is impossible to do during in-person interviews, where you may want to remain circumspect.

    No one can voice their opinions until after the interview
    concludes, and even then, there can be debate among peers. Video interviews can
    be re-watched, removing ambiguity. 

    Whether it’s a pre-recorded or live video interview,
    technology allows everyone involved in the hiring process to make better
    informed assessments before the final in-person interviews. Everyone is already
    acquainted with the applicants before they arrive, so no one is going into the
    interview unprepared.

    Video interviewing: Making in-person interviews count

    Video interviews do a fantastic job eliminating applicants
    who aren’t well-suited for the position, giving you greater confidence that the
    final in-person interviews are worth everyone’s time. The people who arrive for
    an in-person interview have already been vetted and identified as the most
    promising candidates.

    By introducing video interviewing into your hiring process,
    you can save time, money, and your sanity—all while recruiting top talent.

    The post 3 ways video interviewing boosts your recruiting results appeared first on HR Morning.

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    AUTHOR: // CATEGORY: Uncategorized

    In the
    next three years, about 120 million workers in the world’s 12 largest economies
    will likely need to be retrained as a result of AI and intelligent automation,
    according to a new IBM study.

    Just two
    in five CEOs surveyed said they currently have the people, skills and resources
    required to execute their business strategies.

    All that job retraining won’t come easy

    The same study found the average time it takes to close a skills gap has increased 12-fold — from just three days on average in 2012 to a full 36 days last year!

    The study,
    called The Enterprise Guide to Closing the Skills Gap, showed that new
    skills requirements are rapidly emerging, while other skills are becoming

    instance, in 2016 CEOs ranked core capabilities for STEM and basic computer and
    software/application skills as the top two most critical skills for employees.

    In 2018,
    the top two skills sought were behavioral — the willingness to be flexible,
    agile, and adaptable to change; and the ability to prioritize.

    are facing mounting concerns over the widening skills gap and tightened labor
    markets with the potential to impact their futures as well as worldwide
    economies,” said Amy Wright, Managing Partner, IBM Talent &
    Transformation, IBM. Half of CEOs recognize “they do not have any skills
    development strategies in place to address their largest gaps,” Wright said.

    The core
    recommendation is to take a holistic approach to closing the skills gap

    • peer-to-peer learning
      through agile teams and cross-training
    • hands-on practice served
      up in the flow of work, and
    • traditional classroom and
      online learning.

    The study
    stressed the critical role HR must play in helping to develop dynamic and flexible teams to enable the ongoing
    reinvention of work and skills.

    The post IBM Study: Businesses see big job retraining challenges ahead appeared first on HR Morning.

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    AUTHOR: // CATEGORY: corporate recruiting, Featured, HR trends, Recruiting training, talent acquisition

    Over the last five years, we have seen that the top concern of all executives is finding, hiring, and retaining talent. As we approach 2020, company leaders will still lose sleep. Want to put their minds at rest? Here are my top five skills recruiters will need to be successful in the coming decade.

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    AUTHOR: // CATEGORY: Legal, Compliance & Policies

    Due to recent developments, it appears that a California Consumer Privacy Act (which I wrote about on ERE) amendment exempting employee and job applicant data will not be as robust as once envisioned. More specifically, it appears that the proposed amendment — AB 25 — has been revised to provide that the CCPA will apply to the personal information of employees and other personnel. However, there are new nuances that employers should be aware of and prepare for now.

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    AUTHOR: // CATEGORY: Uncategorized

    Because the current healthcare climate is heavily focused on meeting strict quality guidelines from the feds and payors while providing top-notch care, employee retention in healthcare is more critical than ever. But it’s also getting more challenging to keep workers from jumping ship.

    Retention is difficult in the healthcare industry for
    several reasons – one of the most significant being employee burnout.

    Whether it’s your nursing team, your doctors or your
    front-end staff, many healthcare workers are in danger of becoming disengaged. The
    high-pressure atmosphere that comes with working in health care can quickly
    drain even the most dedicated worker’s spirit and morale, causing your best
    people to leave your organization.

    Stories and data abound about how clinical staff at all
    levels are feeling frazzled and overworked at hospitals, physician practices,
    clinics and other healthcare organizations.

    Between high patient loads with little time to provide
    personalized care, dealing with data entry in electronic health records (EHR)
    systems and long, task-filled shifts, many doctors and nurses are not only
    considering leaving their current jobs – they’re thinking of abandoning their
    career choice entirely.

    Front-desk and registration positions aren’t much better.
    Over time, these jobs have evolved from simply answering phones and scheduling
    patients to more complex duties, including insurance verification and fielding
    complicated coverage questions.

    Leaders for Today, a healthcare staffing firm, surveyed
    thousands of hospital employees, including doctors, nurses and
    administrators, to ask them about their employment plans. Of those who
    responded, close to 69% planned to leave their current hospital within five
    years – and 37% want to leave their current position within two years.

    Not surprisingly, this creates high turnover in hospitals.
    Over half of survey respondents worked for at least five different hospitals in
    their entire career. Only 4% worked for one hospital during their entire career.

    A recent analysis by nurse staffing firm NSI Nursing Solutions shows just how bad turnover is for many clinical positions: Overall hospital turnover was 19.1% in 2018, which is an increase over 2017’s percentage of 18.2%.

    Turnover is a significant contributor to high burnout rates in healthcare. When staffing levels aren’t consistent, those left standing must shoulder a heavier burden. Patients must still be treated, and insurance claims must still be processed, so employees take on heavier workloads to keep things running, taking fewer breaks each shift.

    This causes workers to feel disengaged. In fact, when looking at employee engagement across a variety of occupations, the healthcare industry ranks at the bottom. Consulting firm Quantum Workplace found that only about 57% of healthcare workers were engaged with their jobs.

    Even more discouraging was the finding that 13% of
    healthcare employees were either actively disengaged or openly hostile while
    working each day.  

    Disengaged, burned-out clinicians have significant negative impacts on healthcare organizations and their bottom line. Not only can burnout compromise the quality of patient care (44% of nurses fear that patient care will suffer because they’re tired, according to a survey from Kronos Inc.), it can also increase healthcare costs.

    According to a recent article in NPR, doctor burnout adds around $4.6 billion a year to the cost of health care in the U.S. This figure represents how much it costs hospitals to replace doctors who quit – and how much income they lose while their positions are vacant.

    What’s harder to swallow is that this a conservative
    estimate: It only takes lost hours and turnover into account without
    considering any other factors related to physician burnout that may increase a
    hospital’s costs, including expensive settlements due to malpractice lawsuits or
    issues with quality of care that could lower reimbursement.

    That means the actual costs of burnout and turnover could be
    even more significant for healthcare organizations. So it’s essential to get a
    handle on the problem and improve employee retention.

    Employee retention in healthcare tactics

    In many ways, stress is the nature of the beast in health
    care, so there will always be some turnover with certain positions. But in an
    industry where staff can often make or break patients’ outcomes and experience
    (which hospitals must keep tabs on as part of new reimbursement requirements),
    it’s key to boost your employee retention rates to keep the best and brightest
    from burning out and quitting.

    With that in mind, what can healthcare organizations do to retain their staff, keep workers engaged and prevent burnout? While there’s no foolproof solution, there are several strategies organizations can try. Here are four that have worked well for your peers:

    1. Recognize staffers’ achievements. Healthcare employees want to feel that their work is valued. This may be especially important for those on the front lines delivering care to patients each day. Recognition makes workers feel like they’re an essential part of the team. Without recognition, employees may perceive themselves as merely cogs in a machine, not realizing how much their efforts matter to the higher-ups. It can be harder to recognize healthcare employees in a formal setting because the nature of their work doesn’t always lend itself to employee appreciation celebrations. But there are other ways to give employees kudos. Send out company-wide emails or put up flyers in hospital breakr ooms so workers can tell their efforts are noticed. Technology can be leveraged to make this easier, as well. Vendors offer various software solutions that help managers and executives easily recognize healthcare workers for a job well done. 
    • Give
      workers a purpose
      . To many workers, it matters whether they’re working for
      an organization that allows them to make their voices heard – and make a
      difference. Health care is no exception. Ensuring that employees feel valued is
      important, but forward-thinking organizations that want to keep their people on
      board will take the next step and help workers see exactly how their efforts
      are helping those around them, while allowing them to offer suggestions for
      improvement. Here, it’s essential to be transparent about your organization’s
      goals and mission. Many employees (especially millennials) won’t want to stick
      around at a hospital or practice that doesn’t prioritize the same values that
      they do. It’s also important to ask for employee feedback and ideas on
      everything from improving patient care to boosting community outreach. This
      makes them feel more engaged in their work and more invested in helping your
      organization accomplish key objectives.
    • Provide opportunities for employees to relax. Doctors, nurses and other clinical staff need an outlet for all the stress that comes with dealing with patients’ chronic and acute conditions every day. There are many different solutions healthcare organizations can try to alleviate this pressure, depending on their budgets and resources. Some hospitals have traded in their traditional break rooms for “renewal rooms,” allowing nurses to take whatever short breaks they can in a more tranquil environment on site. Others have brought in instructors to teach staffers meditation techniques they can practice during the workday or on their breaks. Animal therapy, typically reserved for patients, has also helped staffers feel less overwhelmed. Even offering healthier food alternatives in cafeterias can help reduce stress – since the salty snacks, sweet treats and processed foods clinicians often grab between patients can cause their energy to crash quickly, along with their moods.
    • Create a
      positive culture in your organization
      . Burnout and turnover can skyrocket
      if healthcare employees fear they’ll be blamed or punished for any mistakes
      that are made. There are numerous benefits to having a
      culture at your organization where employees feel comfortable communicating
      openly with their peers and managers about any issues they notice. Instead of
      seeing errors as reasons to punish workers, viewing them as learning
      opportunities can improve patient safety and enhance care delivery. Better
      communication helps managers provide workers with constructive feedback they
      can use to do their jobs better, and employees are more likely to be receptive
      to feedback that’s not given to shame them for their mistakes. Above all, a
      positive culture helps employees work better as a team and feel more connected
      with each other. This can improve their attitude toward coming to work each day
      – making them want to stick around longer.

    The post Employee Retention in Health Care: 4 Keys to Keep Your Best and Brightest appeared first on HR Morning.

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    AUTHOR: // CATEGORY: interviewing

    We’ve all experienced it: trying to coordinate calendars to accommodate an interview. It’s a big time suck from someone’s day.

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