【英国】技术平台提供商Care Hires获得170万英镑融资，用于推进社会护理领域AI驱动的机构人员招聘工作
Care Hires 是一家总部位于英国伦敦的技术平台提供商，致力于改变社会护理领域的机构劳动力管理，公司宣布完成了由 West Hill Capital 领投的 170 万英镑融资。这笔重大投资标志着 Care Hires 在加强和扩展其人工智能驱动服务的征程中迎来了关键时刻，巩固了其作为英国护理服务提供商安置中介员工的首选解决方案的地位。
Care Hires 联合创始人兼联合首席执行官Nizam Bata表达了他的热情： "在我们继续创新和扩展平台的过程中，能得到 West Hill Capital 的支持，我们感到无比兴奋。这笔资金将使我们能够进一步实现我们的使命，即为英国各地的护理服务提供商提供范围最广、完全合规的高质量中介员工。我们致力于为我们的客户提供卓越的服务和支持，这笔投资将帮助我们实现在社会护理领域转变机构人员配置的目标。
Care Hires 目前拥有 19,000 多名员工，与 1,000 多家机构建立了合作关系，已经处理了超过 200 万小时的护理服务，在 2023 年为护理服务提供商节省了超过 1,870 万英镑。该平台为护理提供商提供了一整套人工智能增强工具，包括实时分析、合规跟踪和劳动力优化算法，以高效管理机构劳动力。Care Hires 首席运营官 Ashley Haveloch-Jones 阐述了公司的扩张计划： "我们的目标是扩大我们在社会护理领域的影响力，确保服务提供商能够在一个地方获得管理机构员工所需的一切。这笔资金将使我们能够加强我们的平台，推出新的功能，支持更多的机构提供高质量的护理服务。"
"Care Hires 首席技术官 Tharaka De Alwis 表示："通过新一轮融资，Care Hires 将在成人社会护理领域应用最新的人工智能发展成果，从而彻底改变这一行业。Care Hires 首席技术官 Tharaka De Alwis 说："我们相信，这些人工智能的进步是解决该行业关键挑战的关键，尤其是在提高护理提供商的能见度、合规性和对临时劳动力支出的控制方面。这项投资将加速我们的研发工作，使我们能够为护理对象提供个性化、高效的护理体验和更好的护理结果。我们对未来以及我们的创新将对无数人的生活产生的积极影响感到兴奋。
West Hill Corporate Finance 合伙人 Edward Williams 评论说： "我们很高兴能主导 Care Hires 的本轮融资。该平台的创新方法和改善社会护理行业的奉献精神与我们的投资理念不谋而合。我们相信 Care Hires 已经做好了大幅增长的准备，并很高兴能支持他们改变社会护理机构劳动力管理的愿景。
关于Care Hires
Care Hires 致力于为护理服务提供商和机构提供支持，通过提供一个平台，让他们能够实时获得经过全面审核的高素质员工。通过 Care Hires 平台，护理服务提供商可以高效地管理机构员工队伍，确保合规和卓越运营。该平台的人工智能驱动功能使护理服务提供商能够监控劳动力支出，提高能见度，并为有需要的人提供高质量的护理服务。
随着 Care Hires 不断扩大其产品和服务范围，它将继续致力于为护理服务提供商提供最可靠、最多样化的机构员工。有了这笔新资金，Care Hires 必将对社会护理行业产生深远影响，确保护理服务提供者能够为最需要的人提供卓越的护理服务。
【HR术语】什么是回旋员工？（What is a boomerang employee?）
什么是回旋员工？
回旋镖员工是指离开公司后又被重新雇用，在相同或不同岗位上工作的专业人员。回旋镖员工的工作轨迹就像回旋镖的名字所代表的 V 形投掷棒一样。
专业人士离开当前职位的主要原因如下：
在其他公司发展事业
追求激情
应对重大生活变故
季节性工作（尤其常见于酒店和零售行业）
人力资源领导者为什么要关注 "回旋员工"？
与上一代专业人士相比，千禧一代倾向于更换工作--60% 的人表示 "愿意接受不同的工作机会"。在过去的几十年里，重新接受前员工被视为禁忌。但在当前的就业文化中，"回流员工 "已被接受，甚至对雇主有利。
雇用回流员工的好处有：
熟悉公司文化和职位
从外部工作经验中获得新技能
减少入职时间和培训成本
提高积极性和新视角
回流员工有哪些利弊？
如上所述，重新聘用前员工的一个最重要的优点是，他们能够提供对企业的熟悉感以及新的经验和技能。
不过，雇佣老员工也有可能带来一些弊端，其中包括：
如果他们离开时的条件并不理想，他们可能会给工作场所带来怨恨或不愉快的感觉
如果政策或公司文化发生变化，回流员工可能难以适应这种变化
即使有经验，回流员工也可能不是最佳人选
如何最有效地处理 "回迁员工"？
选择与 "回迁员工 "共事，就必须了解如何在整个员工生命周期内处理他们。在招聘、面试和入职时，以下是一些需要考虑的重要提示。
了解哪些人适合成为 "回流员工"。并不是所有以前的员工都适合重新雇佣。在招聘 "回流员工 "时，应选择那些以良好的条件离开组织的员工，如出于个人原因或为了获得更多的工作经验。
澄清事实。在面试过程中，重要的是了解员工离职的原因，以及他们是否带走了任何未解决的问题。重要的是，要解决并澄清任何问题，以便将来在组织中取得成功。
敞开大门。通过保持与前任人才的关系，确保前任员工知道公司欢迎他们再次参加面试。
关注重新融入。老员工入职与新员工入职同样重要。不要吝啬将回旋员工融入一个肯定会发生变化的团队和公司的过程。
针对离职员工的面试问题有哪些建议？
当然，回迁员工的面试与全新应聘者的面试有所不同。以下是一些面试问题，您可以用来了解前团队成员是否适合重新聘用。
你之前为什么离开公司？
离开公司后你在哪里工作？
离职后你的技能有哪些提高？
如果您回到公司工作，离职后的工作经验对您有哪些帮助？
与以前的同事或经理之间是否存在未解决的问题？
是什么原因让你想在这个时候重新加入公司？
人力资源领导者如何促进 "回旋员工 "的成功融入？
人力资源领导者可以利用这些做法鼓励员工接受并顺利融入绩优回迁员工：
优雅告别。人力资源领导者可以实施离职计划，鼓励员工与雇主之间进行换位思考和坦诚交流。将离职面谈作为离职流程的一部分，可以让员工就需要改进的地方提供反馈意见。这不仅能让留下的员工更好地为公司服务，最终也能让未来潜在的 "回旋镖 "员工更好地为公司服务。
跟踪员工记录。将相关的员工信息整理到申请人跟踪系统中，可以简化招聘和录用流程。人力资源专业人员可以查看员工过去的绩效评语以及与团队成员协同工作的报告。回流员工还可以获得病假、休假和任期，这些都可以从上一份工作转移到新岗位。
建立校友群。在征得前员工同意的情况下，人力资源专业人员可通过社交媒体或电子邮件通讯促进校友会的发展。这样既能保持关系，又能让他们及时了解公司的变化。如果校友们想重新应聘，或者雇主决定提供工作机会，保持联系也会为他们敞开大门。
对离职团队成员要有同理心。人力资源领导者可以在离职阶段为离职团队成员提供支持，从而保护与他们的关系。好的做法是为离职员工提供职业介绍服务，并在可能的情况下提供离职补偿金。离职员工被默认为品牌大使，因此善待和尊重他们不仅是正确的做法，也会使公司受益。
创建积极的公司文化。人力资源专业人员可以建立积极的公司文化，鼓励员工和管理人员之间的合作、人际关系和感恩之心。一个友好互助的工作社区可以吸引更多优秀人才回归。
注重质量。 人力资源领导者只应设法重新聘用那些离开时条件良好的绩优员工，以便他们能够无缝地重新融入公司文化。同样重要的是，人力资源领导者应平等地考虑回流员工和新候选人--回流员工熟悉公司并不一定意味着他们就是最佳人选。
回迁员工如何改善公司文化？
表现出色的回迁员工可以为企业带来有益的技能、经验和热情。他们的回归可以提高士气，在工作场所创造共同的使命感，证明公司是一个非常适合工作的地方，即使员工离开了，也愿意回来。
以下为文章原文：
What is a boomerang employee?
A boomerang employee is a professional who leaves a company and is rehired at a later point to work in the same position or a different one. Boomerang employees follow a circular trajectory like the v-shaped throwing stick they are named after.
The main reasons professionals leave a current position are to:
Further their career at another company
Pursue a passion
Cope with significant life changes
Work seasonally (especially common in the hospitality and retail industries)
Why should HR leaders care about boomerang employees?
Millennials tend to change jobs more than professionals from earlier generations—60 percent report being “open to a different job opportunity.” In past decades, reaccepting an ex-employee was considered taboo. But in the current job culture, boomerang workers have become acceptable and even beneficial to employers.
The advantages of hiring boomerang employees are:
Familiarity with the company culture and the position
New skills from external job experience
Reduced onboarding time and training costs
Increased motivation and a new perspective
What are the pros and cons of boomerang employees?
As mentioned above, one of the most important pros of rehiring former employees is their ability to offer familiarity with your organization along with new experience and skills.
However, there are still possible cons to hiring boomerang employees, including:
Their potential to bring a sense of bitterness or bad blood into the workplace if they left on less-than-ideal terms
If policies or company culture have changed, boomerang workers may have difficulty acclimating to the changes
Even with experience, boomerang employees may not be the best candidate for the role
What is the most effective way to handle boomerang employees?
The choice to work with boomerang employees requires an understanding of how to handle them throughout the employee lifecycle. When it comes to recruitment, interviewing, and onboarding, here are some important tips to consider.
Know who makes a good boomerang employee. Not all previous employees are fit for rehire. When recruiting boomerang workers, aim to choose those who left the organization on good terms, such as for personal reasons or to gain more experience in the field.
Clear the air. In the interview process, it’s important to understand why a person left and whether or not they took any unresolved issues with them. It is important to address and clear up any issues for future success in the organization.
Leave the door open. Make sure that previous employees know they are welcome to interview again by maintaining relationships with previous talent.
Focus on reintegration. Onboarding a former employee is as important as onboarding a new one. Don’t skimp out on the process of integrating a boomerang employee into what is certain to be a changed team and company.
What are some recommended interview questions for boomerang employees?
Naturally, interviews for boomerang employees are different than those you would have with brand-new candidates. Here are some interview questions you can use to understand whether a former team member might be a good fit for rehiring.
Why did you previously leave the company?
Where have you been working since you left the company?
How have your skills improved since leaving?
In what way will the work experience you’ve had since leaving the company help you if you return to work here?
Are there any unresolved issues with your former co-workers or manager?
What makes you want to rejoin the company at this time?
What can HR leaders do to promote the successful integration of boomerang employees?
HR leaders can use these practices to encourage acceptance and smooth incorporation of top-performing boomerang workers:
Say a graceful goodbye. HR leaders can implement an offboarding program that encourages empathetic and honest communication between people and employers. Including an exit interview as part of the offboarding process allows people to provide feedback on areas in need of improvement. This can better the company for the remaining people and, ultimately, for potential future boomerang employees.
Keep track of employee records. Organizing relevant employee information into an applicant tracking system can simplify the recruiting and hiring process. HR professionals can check past performance reviews and reports of employee synergy with team members. A boomerang employee can also qualify to receive sick days, vacation days, and tenure from the previous employment period that transfer to their new position.
Build an alumni group. With former employees’ permission, HR professionals can facilitate an alumni group through social media or an email newsletter. This maintains the relationship and keeps them informed of changes within the company. Keeping in touch leaves the door open to alumni if they’d ever like to reapply or if the employer decides to extend a job offer.
Have empathy for departing team members. HR leaders can protect relationships with departing team members by supporting them during the exit stage. It’s good practice to provide people you’ve let go with outplacement services and, if possible, a severance package. Departing employees serve as brand ambassadors by default, so treating them kindly and respectfully is not only the right thing to do, but it can also benefit the company.
Create a positive company culture. HR professionals can build a positive company culture that encourages collaboration, interpersonal relationships, and gratitude among people and managers. A friendly and supportive work community can attract more top-performing people back.
Focus on quality. HR leaders should only seek to rehire top-performing people who left on good terms, so they can seamlessly reintegrate into the company culture. It’s also essential that HR leaders consider boomerang employees and new candidates equally –just because a boomerang employee is familiar with the company doesn’t necessarily mean they are the best candidate for the job.
How can boomerang employees improve company culture?
High-performing boomerang employees can bring beneficial skills, experience, and enthusiasm to an organization. Their return can boost morale and create a shared sense of purpose in the workplace, proving that your company is such a great place to work that people want to come back even after departing.
【HR术语】什么是书面警告？（What is a written warning?）
什么是书面警告？
书面警告是雇主就员工的行为或绩效问题向员工发出的告诫。通常情况下，雇主在发出一次或多次口头警告后才会发出书面警告。
书面警告的目的是什么？
书面警告正式列出一个人的不当行为和相应的后果。警告反映了情况的严重性，同时也提供了时间和支持，以帮助专业人员改进。如果雇主确实需要解雇此人，书面警告可作为证据和理由。
警告员工的正确方式是什么？
在发出书面警告之前，先对其进行口头警告。您可以通过电话或在有其他经理在场的会议上这样做。如果问题仍然得不到解决，才考虑发出书面警告。您可以通过电子邮件发送书面警告，也可以通过人力资源部门或在私人会议上传达。
员工警告通知应包括哪些内容？
在撰写警告时，要确保简洁明了，对每项违规行为进行说明并编号。警告内容应包括：
发生日期
主管姓名
人力资源代表姓名
职位名称
专业人员姓名
最近口头警告的简要说明
希望采取的改变行为的行动
未能达到预期的后果
公司关于警告期限（通常为 12 个月）和在员工记录中保留期限（通常为 6-12 个月）的政策
上诉选择
书面警告的例子有哪些？
雇主通常会对以下情况发出书面警告：
屡次迟到或根本不上班
使用脏话或不当语言
骚扰
工作表现不佳
滥用公司财产
违反安全程序
向员工发出书面警告有哪些技巧？
起草和传达书面警告的方式会直接影响到个人和雇主。让我们来看看发出有效和专业警告的六个步骤：
用清晰的语言陈述违规行为。这可以确保每个人都能理解违规行为，并避免任何法律上的混淆。
将违规行为与员工手册中的相关公司政策直接联系起来。
尽快记录违规行为。与几周后写成的文件相比，事发当时写成的警告具有更高的法律效力。
无论警告的内容是什么，都要坚决执行--无论是解雇还是对持续的不良行为再次发出警告。
确保一致性和透明度，使每个人都受到平等对待。
如果相关，应审查 CBA（集体谈判协议），并邀请工会代表在发出警告时在场。
为什么书面警告应成为现代人力资源战略的一部分？
设定界限对工作场所关系至关重要。通过纳入书面警告，人力资源部门可以设定明确的边界线，让员工知道自己何时越界，何时需要改正。书面警告使公司能够建立并维持工作场所标准，同时也给员工机会改善不良表现或行为。
以下为文章原文：
What is a written warning?
A written warning is an admonition employers give staff members concerning behavior or performance issues. Typically, employers send a written warning only after giving one or more verbal warnings.
What is the purpose of a written warning?
A written warning formally outlines a person’s misconduct and the corresponding consequences. The warning reflects the seriousness of the situation while also providing time and support to help the professional to improve. If the employer does need to let the person go, the written warning serves as evidence and grounds for termination.
What’s the proper way to warn an employee?
Before issuing a written warning, address the person with verbal warnings. You can do this over the phone or in a meeting with another manager present. If the issue still doesn’t resolve, only then consider a written warning. You can send the written warning by email, deliver it through HR, or during a private meeting.
What should you include in an employee warning notice?
When writing a warning, make sure it’s concise and straightforward, stating and numbering each infraction. The warning should include:
Date of occurrence
Supervisor’s name
HR representative’s name
Job title
The professional’s name
A brief account of the preceding recent verbal warnings
Expected actions to change conduct
Consequences for failing to meet expectations
Company policy regarding the warning’s time frame (typically 12 months) and the length of time it remains on the employee record (usually 6-12 months)
Option for an appeal
What are some examples of written warnings?
Employers typically send written warnings for:
Repeatedly arriving late or not at all
Using profanity or inappropriate language
Harassment
Poor work performance
Abusing company property
Violating safety procedures
What are some tips for giving written warnings to employees?
The way you draft and deliver a written warning directly impacts the person and the employer. Let’s look at six steps you can take to issue effective and professional warnings:
State the infraction in clear language. This ensures that everyone understands the transgression and avoids any legal confusion.
Draw a direct connection between the violation and the relevant company policy found in the employee handbook.
Document the infringement as soon as possible. Warnings written at the time of the occurrence have higher legal standing than documents written up weeks later.
Follow through with whatever the warning says—whether that’s termination or giving another warning for continuous poor conduct.
Ensure consistency and transparency so that everyone receives equal treatment.
If relevant, review the CBA (collective bargaining agreement) and invite a union representative to be present when giving the warning.
Why should written warnings be a part of modern HR strategy?
Setting boundaries is essential for workplace relationships. By incorporating written warnings, HR can set clear boundary lines that show people when they’ve crossed a line and need to clean up their act. Written warnings enable companies to establish and maintain workplace standards while also giving their staff the chance to improve poor performance or behavior.
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