MY PERSONAL PROFILE

RECRUITMENT

attracting, screening, selecting, and onboarding

VIRTUAL TEAMS

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

TRAINING

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

COMMUNITY BUILDING

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

DIGITAL TOOLS & TECHNOLOGIES

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

HELLO, I AM UTE GASS


THANK YOU FOR VISITING MY WEBSITE.CONTACT ME IF YOU NEED MY SKILLS!

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

  • EDUCATION

    WHAT I HAVE LEARNED

    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….
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  • EXPERIENCE

    WHERE I HAVE WORKED

    Facebook Marketing Expert
    Convergys/Concentrix
    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…

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  • SKILLS

    WHAT I AM GOOD AT

    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…
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  • INTERESTS

    WHAT FASCINATES ME.

    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 :-)…
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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

  • HALF OF US WORKERS WOULD LIE ABOUT CELL RECEPTION/WIFI TO AVOID WORKING ON VACATION

    AUTHOR: // CATEGORY: Uncategorized

    I mean really, can you blame them?

    Little white lies about cellphone service and Wi-Fi are acceptable to half (49%) of US employees to avoid workplace interruptions while on vacation, according to the 2019 Vacation Confidence survey released by Allianz Global Assistance.

    “Email creep,” (no, not that strange new guy sitting next to you) when work obligations encroach on personal time, affects two thirds (65%) of workers who feel the need to check-in with the office while on vacation.

    Crappy WiFi to the rescue

    Hence, blaming limited phone service or crappy Wi-Fi has become the excuse du jour for employees this summer.

    Most likely to use the excuse are:

    • Millennials (59%)
    • Gen X’ers (49%)
    • Boomers (32%).

    While men and women are equally honest (or dishonest), with no difference between the sexes at 49% each, those earning more than $50,000 a year are significantly more likely (53%) to use the excuse compared to those earning less than $50,000 (39%).

    Who is the most likely person to pull the “I’m cutting out” excuse? A white (53%), college-educated (50%) Millennial (59%) who is married (53%) with children (53%) and working full time (50%) for an annual salary more than $50,000 (53%) in the Northeast (53%). (Insert photo here)

    1 in 4 like ‘working vacations’

    A quarter of all working Americans (24%), make a point not
    to go on vacation in places where poor cell reception or Wi-Fi access could
    disrupt their connection to the office.

    Millennials (74%) are the most likely to check email while on vacation, but the rate is also high for Gen X’ers (58%) and Boomers (63%), with the most common reason: it makes catching up on work easier when returning to the office (34%).

    A work/life balance issue

    Despite the pressures to stay “online” and
    connected to the office while on vacation, the majority of working Americans
    (54%) would choose to work even more while away if it meant they were able to
    take more vacations throughout the year.

    Millennials were more likely (64%) to opt for more vacations
    with more checking in at work scenario. Boomers were more likely (54%) to
    prefer fewer vacations if it means they could be unplugged from the office.

    “Most working Americans feel pressured to spend their
    vacations attached to their work email, when they may just need a few days to
    unplug. Consequently, half of U.S. workers are willing to lie about lack of
    connectivity to set them free from work obligations,” said Daniel Durazo,
    director of marketing and communications at Allianz Global Assistance USA.

    The post Half of US workers would lie about cell reception/WiFi to avoid working on vacation appeared first on HR Morning.

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  • DOES SOCIOLOGY HOLD THE SECRET TO DIVERSITY HIRING?

    AUTHOR: // CATEGORY: Coaching & Mentoring, diversity

    How can sociology — the study of social interactions, relationships, and patterns –be the key to helping you create a more diverse organization? Look to what sociologist Michael C. Dawson labeled as “black utility heuristic” (what happens to one person of a race affects the whole race). African Americans, he suggests, are united because of “linked fates.”

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  • IMPROVING EMPLOYEE EXPERIENCE MAKES FOR A BETTER COMPANY: HERE’S HOW

    AUTHOR: // CATEGORY: employee engagement, employee experience, employee training, Management>Talent Management, retention, Retention & Turnover, Talent Management, Uncategorized

    Providing employees with a strong Employee Experience is
    more than a great company picnic and premium benefits.

    Employee Experience, or EX, is about employees feeling like
    there are strong contributors to the success of the company. They are
    productive and efficient because the employer treats them like a customer,
    providing them with the tools and training they need to do the job, and absorbing
    them into a positive company culture.

    It starts when a candidate applies for a job with your company and ends when they leave the job, whether it’s to relocate or retire. Every step of the process — timely follow-up after the job application is submitted, how quickly IT issues get resolved on the job, how benefits are added over time to reflect the needs of the current workforce – that’s all EX.

    EX holds more value for workers than the frequency of raises or the 401(k) match because it affects the daily journey of contributing to company success, resolving problems, growing skillsets and helping the company improve.

    Think about where you are

    Modern companies want the employee to take a more holistic
    approach to their work.

    For a better EX, companies now take a holistic approach to how they partner with their employees.

    How? Involve them in problem solving and decision making
    based on who has the freshest perspective, instead of who has a title. Start
    dissolving the silos where departments focus only on their area of
    responsibility, and leadership is disconnected from the day-to-day realities of
    the company’s operations.

    Employees want to be treated like customers. Meet their needs, value their input and let them help you grow the company.

    This short checklist covers some of the key areas of EX. Ask
    yourself, are your employees:

    • Getting quality communication? In good times and
      when there’s a tough spot to get through, employees want to hear appropriate
      details honestly and from the top. They want to know how things are. How can
      they pitch in to make things better again after something goes wrong?
    • Supported with the right technology? Talented
      workers want to keep moving forward with their tasks and be efficient. IT
      problems happen, but if employees feel like their software or infrastructure is
      too old and too slow to do the job, it frustrates them. You don’t want to send
      the message that the work being done is not valuable enough to invest in better
      systems.  The IT department should be as
      invested in EX as the human resource team is.
    • Understanding every benefit? From health care
      choices to helping them save money in retirement or health savings accounts, keep
      them educated on all the great things your company invests in to help their
      life go better. Regular communication through brown-baggers, helpful yet brief
      emails, table tents in the breakroom or any other frequent and digestible way
      to relay how the company is trying to help them improves EX. Little-used
      benefits you thought would be more popular, like gym membership reimbursement
      or tele-medicine, could use more promoting, or get replaced with what workers
      really want. Just ask them!

    Employee experience goals         

    When companies provide a great employee experience,
    employees spend their time on things that matter to them. They don’t waste time
    doing tasks they don’t want to do or waste time on slow software systems.

    Work is done better and faster in companies with great EX.
    Here’s why:

    • The EX is carefully planned and optimized to
      provide a great experience just like how the customer experience is used for
      marketing purposes.
    • Technology is sophisticated enough to automate
      mundane tasks and reduce some of the complexity of more detailed processes. For
      example, candidates don’t have to upload every function of their resume to your
      ATS, they system can pull it from LinkedIn with one click.
    • Innovation is part of the company culture.
      Employees’ creative ideas flourish and they feel empowered to collaborate with
      others and implement them to push the company forward.

    Where to start with EX

    HR experts like Josh Bersin, writing on EX for digitalHRtech recommends these
    starting points:

    • Think like an employee. Actually follow them around, survey them, sit with them in workshops. This is how you find out what bugs them at work and hear all the little stories about what makes things difficult for them to do the job they way that want to do it.
    • Look at the moments that matter in a job. How does your company handle onboarding? What about job changes? Relocations or transfers? If these steps are difficult, not only do they take more time than they should, they stick in an employee’s mind. If someone starts working for you and it takes two weeks to get their computer set up correctly, that impression sticks for a long time. It’s also the first story the next new-hire in the same department will hear. That’s not good.
    • Co-create. Every solution to improve EX should have employees involved. Their experiences have determined what processes are broken and what needs to happen to make work easier. Employees are the authority on what the EX is like in the company, and they know where all the rough spots are.
    • Simplify. Every business has processes that are too complicated, and they don’t have to be. How seamless is your T&E reimbursement process? Does it take days for employees to wade through paperwork? Is it electronic or on paper forms? Does it take a week for managers to approve expenses? If so, it’s clearly not simple enough – or everyone isn’t on board with treating employees with the same efficiency as the company treats its customers.
    • Segment. Every employee experience can’t be fixed at once, so choose starting points and map the journey. For example, work to improve HR practices and IT needs first. When those are simplified and more employee friendly, move on to the next things that are clogging up the EX. Maybe that’s rewards and recognition, or training processes.

    How EX improves the business

    Improving employee experience starts when the company begins
    to focus on it because they are involved in the improvement. They see how
    serious the company is about making a better place to work and thrive.

    From the business end, when obstacles are removed and processes
    simplified, the company reaps rewards. In a 2017 survey of companies ranked for
    EX, the top 25% produced 51% more revenue from new products and services in the
    past two years. The bottom 25% produced 24% more revenue.

    Jacob Morgan wrote in Harvard Business Review of his research
    on how companies invest in employee engagement and how other companies focus on
    EX. He found companies that invest effectively in improving EX have employees
    that do better work, do a better job of serving customers, grow faster, pay
    better, increase (at least double) revenue and are on average four times more profitable.

    Think of your current EX as a pill flavor. Would
    yo

    The post Improving employee experience makes for a better company: Here’s how appeared first on HR Morning.

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  • WHY YOU NEED TO USE THE FULL POWER OF THE GOOGLE RECRUITMENT JUGGERNAUT

    AUTHOR: // CATEGORY: Featured, google, Job Boards

    Just like that, Google has entered the job recruitment industry. This is game changing. Currently, 70 percent of job searches start on Google, typically leading to dedicated recruitment sites where the rest of the hiring process proceeds. There’s a good chance that you yourself found your job using Google in this way. However, perhaps tired of being the middleman, Google now wants a larger piece of the pie.

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  • UNDERSTANDING LABOR MOBILITY

    AUTHOR: // CATEGORY: Featured, Labor Market, relocation

    Companies that hire in a tight labor market need to get creative when they attract candidates. That means looking at different factors that influence employment, such as labor mobility. 

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  • SALARY TRANSPARENCY IN ACTION – IT’S PERSONAL

    AUTHOR: // CATEGORY: Featured, Wages, Pay, & Salary

    Over the past two months, my company Kolmeta has been growing exponentially. So much so that I’ve decided to go all in on entrepreneurship and focus solely on moving this company forward.  If you want to read more about my departure from the corporate world, you can here. But that’s not what I want to focus on as it relates to this transition. What’s important now is that I’m truly putting my money where my mouth when it comes to this extreme experiment in salary transparency. And there is no better or more authentic time to share what’s behind the curtain than right now.  

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  • COVER LETTERS — UNDERSTANDING WHY RECRUITERS MUST DISCOURAGE THEM

    AUTHOR: // CATEGORY: Featured, resumes

    The cover letter is antiquated, and it needs to be discouraged.It reduces applications and its content can result in mis-hires. Yes, overall the traditional cover letter is a dinosaur that is well on its way to extinction. But if you want to improve the hiring process, understand the reasons why you need to discourage them upfront. The harm that cover letters can create can be categorized into three areas: discouraging applications, opportunities for mis-hiring, and wasting a recruiter’s time.

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  • WHEN IT COMES TO OFFERS, ONE SIZE DOES NOT FIT ALL

    AUTHOR: // CATEGORY: Featured, offers

    At what point will employers realize that making the same job offer to multiple candidates without understanding what’s important to each of them is not going to serve their interests? 

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  • SUBSTANCE ABUSE & THE ADA: WHAT’S TRIPPING UP FIRMS NOW

    AUTHOR: // CATEGORY: Uncategorized

    With so many employers focused on how the legalization of medical and/or recreational marijuana might affect them, it’s understandable that companies may be less adept at dealing with worker drug and alcohol use.

    But the truth is, mishandling these situations can get you in as much legal trouble as not complying with your state’s marijuana laws.

    Real-world scenarios

    Here are some common situations involving employee drug and alcohol use you may encounter, and guidance on how to handle them:

    1. An employee wants an ADA accommodation or FMLA leave for a drug or alcohol addiction.

    A series of DOL opinion letters addressed this issue, and it was determined that under certain circumstances, addiction can be considered a serious health condition under the FMLA.

    Addicts are eligible for FMLA leave if they’re currently seeking treatment from a healthcare provider.

    It’s important to note that FMLA leave can’t be used due to absences caused by substance use. So if an employee relapses and is absent because of that, they’re no longer FMLA-protected.

    As for the ADA, an addict currently in recovery might qualify for an accommodation. For example, if an employee requests that their schedule gets adjusted so they can attend AA meetings, an employer may have to grant that request.

    2. An employer wants to ask an employee questions about their drug, alcohol or medication use.

    When you learn an employee is using any of the above substances, it’s natural to want to know more information as it may affect their performance.

    However, there are only certain circumstances when it’s acceptable to ask.

    In Lansdale v. UPS Supply Chain Solutions, a jury found an employer didn’t violate the ADA by asking about an employee’s drinking habits and alcohol use.

    During an audit, some discrepancies were found between an employee’s expense report and the charges on their corporate card. When questioned, the employee admitted he purchased alcohol on the company card so his wife wouldn’t find out.

    After learning this, the employer asked follow-up questions about the employee’s drinking — he later sued, claiming this violated his ADA rights.

    A jury sided with the employer. Since it was conducting a credit card misuse investigation, the ADA hadn’t been violated.

    However, in other cases, questions like these may violate the ADA if the employee is protected. The Act states an employer “shall not make inquiries as to the nature or severity of the disability unless it is consistent with business needs.”

    The same goes for questions about prescription medications. The EEOC says employee medication use would rarely impact someone’s ability to do their job. However, in limited circumstances employers may ask.

    For example, medications might impact a police officer or pilot’s ability to safely perform their jobs, so an employer may inquire about prescriptions and possible side effects in that case.

    3. An employer wants to screen job candidates for marijuana, even though it’s legal in a good portion of the country now.

    There are a few places that have outlawed pre-employment marijuana screenings: New York City and the state of Nevada. But everywhere else, it’s up to the employer whether or not to conduct these screenings.

    Many employment lawyers advise against this unless jobs are safety-sensitive, such as a federal DOT employee or a doctor. Unnecessarily screening candidates for marijuana can severely limit your candidate pool.

    The post Substance abuse & the ADA: What’s tripping up firms now appeared first on HR Morning.

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  • THIS IS WHAT I WANT TO KNOW ABOUT A JOB CANDIDATE

    AUTHOR: // CATEGORY: Advertising & Marketing, Candidate Engagement, candidate experience, Featured

    If you’re reading this article right now, I’m guessing you’re the type of person who likes to consume anything you can get your hands on about TA. Anything from articles, blog posts, social media posts, videos, podcasts, reddit, conferences, and whatever other new channel gets thrown at us (TikTok, anyone?). And you do all of this to help learn and grow. I’ll even take it one step further and surmise that you are on top of not just the best-in-class TA strategies but that you are also intimately familiar with all the newest technologies in TA from AI to automation to CRMs to Tengai.

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