From diversity benchmarks to screening software, here are our three tips for reducing bias in order to recruit a talented and diverse team for your company.

Minnesota Passes Sick and Safe Leave Law

Minnesota Passes Sick and Safe Leave Law: What it Means for Employers

Minnesota is now the latest state to enforce earned paid sick and safe leave campaigns! The state legislature recently passed the Earned Sick and Safe Time (ESST) ordinance; effective July 1st, 2017, employer establishments with over 1 employee will be required to adhere to this new law.

The basic premise is that employees are permitted to accrue up to 48 hours of sick and safe time for one calendar year. Minimum wage workers (less than $150,000 in annual sales) are permitted to accrue up to 48 hours of unpaid sick and safe time. The accrual of leave time is capped at 80 hours, and employees are permitted to request their use upon their request or when accrued after 90 days of employment.

To be in compliance with this new ordinance, it is important for businesses to start reviewing their existing Employee Handbooks and Paid Time Off Policies and make sure that they are in alignment with the new ESST ordinance. Companies must make several considerations such as calculating the accrual of earned sick and safe time, recording accrual hours on payroll systems, providing notice to employees, and determining a “usage” and “eligibility” criteria.

This new law will undoubtedly have significant impacts on employers in the state. On the one hand, businesses will be required to adjust payroll systems to add the accrual of sick and safe time. On the other, there are numerous benefits associated with the ESST ordinance. For instance, workers are less likely to feel the need to work when sick, thereby reducing the risk of contagion to other employees and customers. Additionally, the ESST ordinance increases employee access to paid leave time, thereby reducing employee turnover rates and ultimately, recruitment costs.

Artificial Intelligence(AI) and Recruitment

The use of Artificial Intelligence (AI) in the recruitment process is gaining significant traction in modern times. With the aid of AI, businesses can expand their recruitment capabilities while enhancing the prospect for talent and work quality.

AI tools can bring efficiency to various areas ranging from screening, candidate sourcing, and interviewing process. AI-powered recruitment tools are capable of replacing numerous manual recruitment processes with more streamlined procedures, making the process of recruiting much more efficient and ultimately, less time-consuming and budget-intensive.

AI can also convert existing data on the qualifications and work experience of previous workers. HR departments can use this information to predetermine qualifications for new hires; predicting who will succeed in a position before the interview process. This allows for diverse recruitment, and ultimately, a more inclusive workplace.

The recruitment process can be a daunting task; however, the integration of AI can simplify the work and broaden the prospective pool of workers. The “smartest” software on the market is being used in medium to large-sized companies, such as the AI software Mya.

Mya, an AI chatbot designed for recruiters, specializes in providing initial candidate screening support via text messaging and computer speech recognition. These AI systems can automate screening in regards to candidate’s work experience and relevant education, and previous job history in order to determine whether or not they are a proper candidate for a position.

In addition to Mya, companies such as SAP SuccessFactors use AI identification to perform prospective staffing, competency mapping, and recruitment marketing. This software specifically creates campaigns aiming at drawing and acquiring careers in organizations and recognizing top talent. Additionally, it also helps HR team members understand the existing talent and organizational gaps.


Minnesota’s new ESST ordinance is now an important consideration for businesses as they navigate their paid time off policies. It is important to note the many benefits of compliance; the newly enforced laws can reduce employee turnover and recruitment costs while increasing employee satisfaction. In addition to adjusting policies and payroll practices, businesses should also consider the use of AI in their recruitment process to increase the efficiency and inclusive nature of their workplace. With the aid of experts and technology, businesses can advance their recruitment potential and be more successful in their efforts to attract top talent.

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