Have you jetted off to any far-flung destinations recently? Even if you haven’t, your recruiting strategy may be headed overseas.

Recently published data from ADP suggests that more companies plan to grow their workforces internationally. The findings are based on a survey of more than 1,700 business owners, senior HR or payroll leaders, or decision makers conducted earlier this year.

Some 32% of mid-sized companies employing 50 to 1,000 workers in the US plan to expand their workforce globally, and 36% of large companies with 1,000 or more employees in the US plan to do the same. Currently, 75% of mid-sized and 46% of large companies surveyed by ADP do not have workers outside of the US.

Wanderlust recruiting. Several factors may be driving companies to hire internationally, Jason Delserro, ADP’s chief talent acquisition officer, told HR Brew. The primary reason, he said, is that as more US companies expand operations into foreign countries, they need boots on the ground to support their growing business. And quite a few companies are doing that; 56% of US businesses reported considering expanding into other countries earlier this year, according to Santander UK.

Keep reading here.—PM

Hey, HR pros. We see you working hard to take care of your employees—but when was the last time you took care of yourself?

People pros shouldn’t have to make personal sacrifices to do their jobs. Otherwise, they may end up like Annie, a character in Jana Casale’s 2022 book How to Fall Out of Love Madly. She excels in her HR job, and her boss compliments her work ethic, but she doesn’t give herself as much TLC as she gives her employees. Instead, she exhibits self-destructive habits, like doom scrolling on social media and neglecting daily exercise.

Sarah Katherine Schmidt has worked as a recruiter and a people pro since 2010. In that time, she said she’s seen a “creeping departure” from HR pros prioritizing themselves. People leaders’ greatest strengths are often empathy and emotional intelligence—and they can also be their greatest weaknesses, Schmidt told HR Brew.

While most HR pros (95%) are proud of their jobs, nearly half (47%) admit their well-being and mental health are negatively affected by the work, according to a Society of Human Resource Management (SHRM) survey published earlier this year. Schmidt, the VP of customer experience at performance software company Peoplelogic, shared with HR Brew how people pros can avoid ending up like Annie.

Keep reading here.—MC

We’re finally past the hype, and AI usage is leveling off, according to new research. Now businesses must work more intentionally when it comes to building employee adoption. A new survey from Slack’s Workforce Lab found that after a spike in the first quarter, employee adoption of AI is plateauing.

Five guys. Slack research revealed five types of employee personalities when it comes to AI. The maximalist is excited about using the tech at work and actively trying to bring their colleagues with them. The underground user uses AI, but on the sly. The rebel is distrusting of the technology and maybe a bit fearful; unlike the observer, who has adopted a wait and see approach. The superfan is excited about AI at work but feels it’s “out of reach for them.”

Understanding your employees and how to bring them to the technology will require some work. The survey found that 48% of all desk workers are uncomfortable with their manager knowing they used AI, reporting that they are concerned AI use would indicate they were cheating, lazy, or less competent.

What’s HR to do? Trust is the antidote, Janzer said, adding that “trust comes up so often when we do any sort of research about AI.”

Keep reading here.—AD