---
title: Providing Recruiting Solutions at PrismHR LIVE
description: The HiringThing team left PrismHR Live energized by the connections we made and the insights we gained. We’re grateful to have spent meaningful time spent.
---

[HiringThing Blog](https://blog.hiringthing.com)

# [Providing Recruiting Solutions at PrismHR LIVE](https://blog.hiringthing.com/providing-recruiting-solutions-at-prismhr-live)

 Written by [Pat Brothwell](https://blog.hiringthing.com/author/pat-brothwell) | October 29, 2021

The HiringThing team left [PrismHR](https://blog.hiringthing.com/how-peos-can-make-ai-hiring-tech-actually-pay-off-after-prismhr-live) Live energized by the connections we made and the insights we gained. We’re grateful to have spent meaningful time with valued HiringThing partners and clients. Now that we’re home, we want to share what we learned:

The world of work has changed forever, and technology [is enabling](https://blog.hiringthing.com/providing-recruiting-solutions-at-prismhr-live?hs_amp=true#hr-service-providers) small and medium-sized businesses (SMBs) to positively impact their employees, customers, and organizations. 

It’s no surprise that recruiting was a strong theme throughout the conference. [Johnny C. Taylor, Jr.](https://www.shrm.org/about-shrm/pages/johnny-c-taylor-jr-biography-.aspx), President & CEO, [The Society for Human Resource Management](https://www.shrm.org/pages/default.aspx) (SHRM), explained that financial capital is obtainable. Still, companies can’t get access to the human capital they need to grow.

“CEOs are staying up at night worried about talent acquisition” –Johnny C. Taylor, Jr., President & CEO of SHRM.

Honestly, the underlying theme was bleak: businesses are struggling to hire, but there is good news—HR service providers, including PEOs, ASOs, and HCMs, are answering the cries for help.

**The HiringThing team takes on PrismHR Live!**  
  
*Pictured L-R: CEO & Founder Joshua Siler, Director of Client Success Noël Phillips, Director of Marketing Joanna Hartvickson, and Business Development Manager Allie DeCaro.*

## The New World of HR

Tim Pratte, SVP of Diversified Services at PrismHR, kicked off the event by talking about the atmosphere in the HR space today. “The world and the workplace have changed,” he recounted. He shared how competition is increasing, modern technology moves fast, HR and the new workplace are top of mind, and HR is growing in strategic importance. Pratte made valuable points we’ve found data to back up:

- Competition is increasing: A recent [Harris Poll survey](https://www.prweb.com/releases/new_survey_job_market_competition_exacerbates_hiring_woes/prweb18204480.htm)found that 82% of companies expect to face hiring challenges in the upcoming year, citing how the current labor market talent shortage has increased competition in the job market. 1 in 4 [people quit](https://www.cnbc.com/2021/10/14/1-in-4-workers-quit-their-job-this-year-according-to-new-report.html)(not got laid off or fired, but *quit*) their jobs this year—we throw around the word “unprecedented” a lot recently, but these hiring shifts indeed *are* unprecedented and will make the future of hiring more competitive than it’s possibly ever been.
- Modern tech is ubiquitous and moves fast: Think about how much of the day you spend utilizing some sort of technology. Probably most of it! And think back (if you’re as old as us) just fifteen or so years ago to the mid-aughts: mailing in resumes and cover letters was the norm then! Now? [98% of Fortune 500 companies](https://www.workforcehub.com/blog/why-2020-hiring-is-hopeless-without-an-applicant-tracking-system/#:~:text=Your%20Competitors%20Are%20Using%20An%20ATS&text=98%25%20of%20Fortune%20500%20companies,competing%20with%20talent%20sourcing%20agencies.) utilize an [applicant tracking system](https://blog.hiringthing.com/all-businesses-benefit-from-ats-use) (ATS) to help them recruit and hire. What’s innovative today can be outdated tomorrow.
- HR and the new workplace is top of mind: Organizations realize that investing in HR saves time and money, enables productive [remote work](https://blog.hiringthing.com/remote-work-statistics), shows employees they care, improves hiring and retention, and can promote employee well-being and personal development, which are two areas growing in importance for today’s workforce.
- HR is increasing in strategic importance: “If HR didn’t already influence the C-Suite before the pandemic, it does now,” wrote Tam Harbert in a September 2021 piece for SHRM titled “[The Pandemic Has Expanded the Role of HR](https://www.shrm.org/hr-today/news/hr-magazine/fall2021/pages/pandemic-expands-role-of-hr.aspx).” Because organizations realize how vital HR is to navigate this new era of work, they’re willing to invest more time and resources into it. HR is moving from a nice-to-have to a leading role in savvy organizations.

What does this mean for those of us in the HR world? We need to be flexible, adaptable, strategic and adopt a growth mindset to meet these workplace changes head-on. We’re also more in demand than ever, which makes it even more critical that we’re providing quality, meaningful, people-first solutions for the clients we serve. 

## How HR Service Providers Help SMBs Thrive

The pandemic disproportionately impacted the small and medium-sized businesses (SMBs) served by HR service providers like PEOs, ASO, and HCMs. However, the SMBs partnering with HR service providers fared *much* better than those that didn’t. 

The National Association of Professional Employer Organizations (NAPEO) recently published a paper entitled [“PEO Clients in the COVID-19 Pandemic”](https://www.napeo.org/docs/default-source/white-papers/september-2021-peo-clients-in-pandemic-white-paper.pdf?sfvrsn=9f2c36d4_4) that found that during the pandemic, SMBs who are PEO clients were:

- 32% less likely to have seen an overall negative effect on the business from the pandemic.
- 82% more likely to have business operations back to normal (or better than normal!).
- Growing employment on average of 6% since early 2020 (compared to the 1% decline for comparable SMBs).

A similar NAPEO paper entitled [“PEOs: The Bounce-Back Partner Small Businesses Need”](https://www.napeo.org/docs/default-source/inc-magazine/2020-hr_peo-section.pdf?sfvrsn=7f322bd4_2) found that it’s not just during tough times that hiring an HR service provider is beneficial. SMBs that work with a PEO:

- Grow 7-9% faster than comparable SMBs not working with a PEO.
- Experience an average 10-14% lower [employee turnover](https://blog.hiringthing.com/employee-retention-statistics).
- Are 50% less likely to close than their counterparts who don’t work with a PEO.

[SHRM research](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-small-business-owners-successfully-delegate-hr-.aspx) found 54% of SMBs don’t employ HR experts to help with their hiring. PEOs: use the NAPEO research cited in this piece to show potential clients what you can do for them—make sure to first ensure your hiring solutions can be a solution to the new realities of recruiting they face (hint: a dynamic ATS could exponentially help). 

PrismHR Hiring, PrismHR’s ATS powered by HiringThing, is one of our longest and most fruitful partnerships and is available to all PrismHR customers.

“Our [ATS integration](https://blog.hiringthing.com/harness-power-apis-white-label-ats-integration-path-product-expansion) allows us to offer our clients a more complete solution,” says Jonathan Wall, VP of Strategic Partnerships. “In partnering with HiringThing, we’ve provided our clients with instant access to a seamless recruiting experience.”

PrismHR Hiring is an unparalleled recruiting platform with seamless integration into the PrismHR system and offers full end-user support, client branding, and self-serve integrations with third-party [background check](https://blog.hiringthing.com/speed-up-background-checks) and assessment vendors. HR Services who integrate PrismHR Hiring into their tech stack can add a revenue stream, increase customer retention, and remain competitive by providing their clients the complete recruiting solution that could help an SMB’s employment grow 6% or more even in the most challenging hiring markets. 

## Talent Migration: The New Recruiting Reality

Our own [Joshua Siler](https://www.linkedin.com/in/joshuasiler), CEO & Founder of HiringThing, shared his expertise with the PrismHR Live attendees in a presentation titled Talent Migration: The New Recruiting Reality. Siler examined the state of today’s labor market, why so many individuals aren’t actively looking for work, how this talent shortage affects SMBs, and most importantly, shared recruiting strategies organizations can use to stay ahead of the massive changes we’re not yet through. His suggestions include:

- **Providing scheduling flexibility:** Employers can no longer offer unpredictable schedules to workers. Many great employees feel locked out because of childcare, school, and other considerations. Employees need to work with their employers to ensure scheduling is conducive to their lives, and if unpredictable schedules are unavoidable, salaries should reflect that. Otherwise, employers risk great employees walking away.
- Consider remote workers: Remote work has [proven to work](https://bhcagroup.com/remote-workforce#:~:text=According%20to%20Global%20Workplace%20Analytics,work%20arrangements%20increase%20employee%20morale.) during the pandemic, and 65% of workers actively want to be remote. With the competition in staffing, remote work also gives employers a much broader potential employee base, as long as they aren’t restricted to a driving distance.
- Update wages to market regularly: The current zeitgeist is that workers should regularly move jobs if they want fair pay, which means that organizations that don’t update wages risk losing current employees and future applicants. Case in point? There’s a [now-classic study](https://davidcard.berkeley.edu/papers/njmin-aer.pdf) on fast food restaurants along the New Jersey/Pennsylvania state line. When New Jersey increased their minimum wage, applicants for restaurants on the New Jersey side of the line increased dramatically.
- Allocate resources to recruiting: The current state of the labor market means it’s not enough to post a job and hope for the best. Investing in job advertising and recruiting helps give you a leg over competitors who don’t. It is proven to save organizations time and money and increase the quality of hires—[78.3% of new ATS users](https://www.getapp.com/resources/recruitment-strategies-report-2017/) say usage improved the quality of their new hires.
- **Nurture your best employees:** Employers need to change the way they view the employer-employee relationship: your employee isn’t lucky to have a job—you’re lucky to have the employee. Recruiting, onboarding, and training costs can be avoided by ensuring the team feels satisfied and valued at their current role. Additionally, nurturing your best candidates and then promoting them internally keeps company morale high (it shows other employees what they can achieve if they do good work).
- Move fast on great hires: The best candidates likely have several offers lined up during today’s job hunts. The application to interview to hire timeline must be expedited to remain competitive. If you regularly wait weeks after applications to make decisions, the best candidates are going elsewhere. Not for nothing, but stats show that organizations using an ATS see [quicker hiring times](https://www.getapp.com/resources/recruitment-strategies-report-2017/).

**For a more in-depth look at the new realities of recruiting, check out [Talent Migration: The New Recruiting Reality](https://blog.hiringthing.com/talent-migration-2022-the-new-recruiting-reality), a report by our founder and CEO Joshua Siler, based on the presentation he gave at Prism HR Live.** 

## Later PrismHR LIVE Sessions: AI, Compliance and Gen Z

HiringThing has continued to present at PrismHR LIVE in the years since. In 2023, CEO Joshua Siler and Director of Partner Success Noël Phillips led a session titled “AI-Driven Recruiting: Strategies for Remaining People-Centric in the Age of AI,” and in 2024 the HiringThing session, “Thriving in the Recruiting Revolution,” focused on compliance, AI and Gen Z. Here are the key ideas from those sessions.

### Keeping Hiring Human in the Age of AI

While AI advances are moving faster than ever, HR has been using it on a mass scale for some time. According to Oracle’s [AI in Human Resources Report](https://www.oracle.com/a/ocom/docs/applications/hcm/oracle-ai-in-hr-wp.pdf), 50% of employees already utilize AI in some capacity, and [88% of businesses](https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/employers-embrace-artificial-intelligence-for-hr.aspx) worldwide already use AI in some capacity for HR tasks.

As technology evolves and advances, it *could* be easy for artificial intelligence to have too big a hand in some very human decisions. We want to emphasize that people control technology, so knowing how to operate it and keep people-oriented tasks like hiring innately human in conjunction with technology is entirely on us. 

One of the strongest ways to ensure technology doesn’t eradicate humanity from the hiring process is not to treat it as a replacement for people but as a collaborative partner that makes the hiring team stronger. We love this passage from a Harvard Business Review article titled [AI Should Augment Human Intelligence, Not Replace It:](https://hbr.org/2021/03/ai-should-augment-human-intelligence-not-replace-it) 

The question of whether AI will replace human workers assumes that AI and humans have the same qualities and abilities — but, in reality, they don’t. AI-based machines are fast, more accurate, and consistently rational, but they aren’t intuitive, emotional, or culturally sensitive. And, it’s exactly these abilities that humans possess and make us effective.

As the article's title suggests, AI should augment our experience, not replace it. The article goes on to say: 

An essential element of a truly intelligent type of future of work, however, means that we do expand the workforce where both humans and machine will be part of, but with the aim to improve humanity and well-being while also being more efficient in the execution of our jobs.

It argues that technology is a partner and collaborator, allowing people to spend more time doing and strengthening things only people can do. 

Your role as your clients’ HR expert is demonstrating a commitment to staying current with HR trends and helping your clients successfully navigate them. In terms of HR AI, that means educating clients on how to continually humanize the hiring process, and humanizing said tech for clients who may be intimidated.  

### Compliance Challenges and New Laws

Discrimination during the recruiting process is often unintentional due to a lack of training, shoddy policies, and our inherent biases. Quickly evolving compliance laws are also a factor. Failing to be compliant can result in fines, lawsuits, and a weakened reputation. Not to mention that diverse workplaces—which compliance helps ensure—are more creative, productive, lucrative and have higher [employee retention rates](https://blog.hiringthing.com/employee-retention-statistics). 

Key compliance areas HROs should help their clients navigate include:

- Ban-the-Box legislature.
- [Pay transparency](https://blog.hiringthing.com/virginia-now-requires-a-pay-range-in-every-job-posting.-heres-what-that-signals-for-every-other-state).
- AI-use in decision making and AI-bias issues.
- Joint-employer rules.
- The importance of I-9 & E-Verify.

### Unleashing Gen Z Potential in the Workplace

Gen Z was projected to make up 30% of the U.S. workforce by 2025. While millennials are the dominant generation in the workforce, Gen X and Boomers still dominate many managerial positions, and Gen Z operates *very* differently from all three of those generations. 

Gen Z is the first generation of digital natives. They’ve never lived without the internet, social media, smartphones, apps, or touch screens. They’re highly visual and hyper online. They expect companies to lead with technology and have a very different approach to work-life balance than generations before them. 

Attracting Gen Z talent, and retaining it once hired, means meeting those expectations with modern, mobile-friendly hiring technology and flexible ways of working.

## A Profession That Helps People

We repeatedly heard at PrismHR Live that if you want to be in a profession that matters, this is your time and place. The pandemic and ensuing work changes have underscored that organizations are not possible without the people that power them, and HR is the business of people, starting with recruiting. 

“Talent Acquisition is *the* most important thing we do,” said Taylor, and helping others recruit and hire is what matters to us here at HiringThing. 

### About HiringThing

HiringThing is a modern recruiting platform as a service that creates seamless hiring experiences. Our private label applicant tracking system and open API enable technology and service providers to embed hiring capabilities from sourcing to onboarding. Approachable and adaptable, the platform empowers anyone, anywhere, to hire their dream team.

[View full post](https://blog.hiringthing.com/providing-recruiting-solutions-at-prismhr-live)

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