Struggling with the talent crisis? It’s time to take a closer look at your tech

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"Hiring, onboarding and retention are two-way streets," says Ed Yuen, VP of strategy at ADP Canada

WE'RE SITTING in a paradoxical employment climate. On the one hand, employers are making sweeping layoffs, leaving thousands of individuals out of work. On the other hand, certain HR leaders in specific sectors are struggling to find the top people they need, leading to an incredibly competitive candidate-led talent market. For those organizations navigating the talent shortage, it’s become a dog-eat-dog world, with employees looking to jump ship for enhanced benefits, increased flexibility and, most

ADP Canada designs better ways to work by providing cutting-edge products, premium services, and exceptional experiences that enable people to reach their full potential. The company offers HR, talent, time management, benefits, and payroll solutions informed by data and created for organizations of all types and sizes. ADP Canada has a strong history of developing products that simplify work and shape the changing workplace environment.

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“At ADP, we believe the strength of our team comes from what each one of us has to offer”

Ed Yuen, VP of strategy at ADP Canada

Studies show that, when employers take the time to invest in time-saving tools, it means more minutes for employee-focused L&D – which in turn drives retention. According to LinkedIn’s Workforce Learning Report, 94 percent of employees say they’d stay at a company longer if it invested more in helping them develop professionally. What’s more, 2022 research from TalentLMS found that 86 percent of HR managers say training improves overall retention, with 85 percet saying it directly affects organizational growth. Training’s role in retention is great – but combined with the power of recognition, it’s a superpower. According to data from O.C. Tanner, the role of early recognition in navigating the talent

This is where ADP comes in. ADP’s Workforce Now® Comprehensive Services enable organizations to reduce turnover, streamline payroll and HR tasks, and save valuable time – according to The Total Economic Impact™ Of ADP Workforce Now® Comprehensive Services study by Forrester.* In the study, Forrester analyzed the impact ADP can have on an organization, looking at everything from ease of use to ultimate ROI. According to the data, a composite organization experienced benefits including a significant return of 70 percent – culminating in a net present value of $315,000 over three years. And the proof really is in the pudding – because organizations who implemented ADP over a three-year period enjoyed a 10 percent improved retention rate for hourly employees and five percent for salaried employees.

shortage and retention crisis is unparalleled. O.C. Tanner’s 2023 Global Culture Report found that when recognition is integrated into the employee experience, the chances of having a strong workplace community increase by 208 percent. “Employee recognition is important and can ultimately improve the environment of a workplace, the individual and the team’s performance,” confirms Yuen. “While recognition is a key component of building a positive employee experience, workers are looking to employers who move beyond traditional reward and recognition practices and support their overall well-being. Setting expectations, helping employees manage work-life balance, offering flexibility, and creating a psychologically safe workplace go a long way in building a positive employee experience.”

This is reflected in ADP’s solutions. ADP’s mobile app means that employees can clock in and out with ease, check their payroll payments, and track time attendance without having to call into the HR department. This shift toward a self-serve HR allows people the flexibility and transparency to manage their own time and finances, which inevitably adds to the employee experience. And, according to Forrester’s study, the composite organization saved $382,000 over three years, all because of improved employee experience.

Focus on the overall employee experience (EX) will separate the winners from the losers in this year’s talent competition. Post-pandemic, EX has become even more important both to candidates when they debate taking up a job offer and to employees weighing up their loyalties. With candidates ultimately holding all the purchasing power, your culture, your values, your reputation, and how they interplay within your systems are everything. And at ADP they know this well. “At ADP, we believe the strength of our team comes from what each one of us has to offer,” says Yuen. “You’ll be welcomed and celebrated for the person you are. Our down-to-earth culture values diverse perspectives, providing a place where careers can flourish in an agile, creative, and collaborative workplace. We’re creating a better way to work, so that our associates can have a better chance of changing the world.”

People Avatars In Virtual Space. Talent crisis

Published 04 September 2023

“ADP recognized the challenges we needed to rectify and executed in a cost-effective manner. There were certain areas where ADP provided efficiencies and expanded our horizons in terms of how we view human resources”

CFO, agriculture

“I want labour reports, and now my HR leader can get them to me within half an hour. Before it took hours for my HR leaders to collect data, enter it into spreadsheets, and validate. There is absolutely, 100% monetary value there”

CFO, Agriculture Organization

“Giving workers access to learning and skills training reinforces the employer’s commitment to the overall success of the individual and their well-being”

Ed Yuen, VP of strategy at ADP Canada

Employers who implement ADP Workforce Now® Comprehensive Services can expect

631 hours saved each year by the HR lead

10% improved retention rate for hourly employees

5% improved retention rate for salaried employees

$82,000 saved over three years through the standardization of the performance review process

$92,000 saved over three years from legacy system decommissioning

Source: The Total Economic Impact™ Of ADP Workforce Now® Comprehensive Services

general accountant, recreation industry

“[Before ADP,] we had to manually file the T4. We have 200 people, even more in summer. It took one week for one person to do it. Now, ADP remits all the government tax for each payroll period for us automatically”

Further than that, Yuen tells HRD that offering opportunities to grow and enhance skills can also go a long way in retaining top talent. “Giving workers access to learning and skills training reinforces the employer’s commitment to the overall success of the individual and their well-being. Robust learning programs are a key component of attracting and retaining top talent.” However, developing these initiatives in-house takes not only a big budget, but a lot of time, too. As HR leaders know, the daily grind can mean important, forward-thinking initiatives get left behind because of mundane tasks such as payroll. By automating certain processes, HR leaders have time on their hands to focus on the more important things – such as personalized development plans.

ADP’s focus on fostering that transparent and supportive culture is something that transfers to their technologies, too. According to the testimonials of companies and leaders who have implemented ADP’s new tool, a common theme running through the reviews was that of support. ADP Workforce Now® Comprehensive Services offers support, guidance, and backup for HR and payroll. To put that in perspective, HR leaders who use ADP can expect to save 631 hours every year – leaving you more time for the more important things, such as looking at what the future holds for the sector in the months and years to come. As Yuen tells HRD, this includes looking at the individual desires and needs within your company and evolving your existing practices, and tech, to meet those expectations.

“We have all heard the saying, ‘It’s business, not personal,' but in today’s workplace, business is personal,” Yuen tells HRD. “There’s no way around it. You need to know what is important specifically to your employees as you look to bring on new talent. Companies have been adapting in many ways when it comes to flexibility and perks. But think about how you personalize your approach; who is your audience? It’s important to think about how you can accommodate by knowing what matters to them.” As we look to the future, we know that the workplace will continue to focus on talent with the employee experience, developments in personalization, employee feedback, people data, pay transparency, and career trajectories gaining traction. And, with the crème de la crème of HR technologies at your side, you’re set to fly in 2024 and beyond. “As generative AI continues to evolve, how we work will continue to change,” adds Yuen. “Change will be constant as we move forward. Listening to employees to assess how they are responding to this change will be key to developing a thriving workforce.”

importantly, better pay. In that vein, what can beleaguered businesses do to keep a solid hold of those flight-risk employees and pre-empt resignations before they happen? “Hiring, onboarding, and retention are two-way streets,” says Ed Yuen, VP of strategy at ADP Canada. “Not only does the employee need to perform well, but the employer must also provide them with what they need to succeed. Hiring great performers and hanging onto them throughout their career largely relies on how well a company meets employee expectations. Strong management of those expectations can reduce turnover and improve retention rates. Building an ongoing culture of appreciation and setting clear and realistic expectations are strong contributors to increasing employee engagement.”

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*Source: April 2023, The Total Economic Impact™ of ADP Workforce Now® Comprehensive Services. A commissioned study conducted by Forrester Consulting on behalf of ADP. Results of the study are based on a composite organization.

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Best in HR