9 Benefits of Using Video for Training and Onboarding

When you think of training and onboarding, what comes to mind? Probably a room full of people sitting at desks or tables. You’re probably right—that’s where most training happens. But with video, you can put the power of learning in the hands of your employees by bringing it to them whenever and wherever they need it. And while traditional training may be effective sometimes, there are plenty of benefits to using video training:

Improved training efficiency

Video is a great way to communicate information because it is more engaging than text. It is also more efficient since the information can be simultaneously delivered to a larger audience. Most especially if you add music to your video, it will be more entertaining and people are likelier to watch it until the end.

Better retention of information

Video is a more engaging way to learn.

Video, when used properly, can be a powerful tool for learning. People are more likely to retain information when they can see it as opposed to just reading it. This is because the brain processes visual and auditory stimuli differently than textual information; in fact, people learn better when they see both images and hear sounds together! Using video in your training program or onboarding process is an effective way to convey complex concepts that might otherwise be difficult for employees on the job. For example: if you’re helping new hires understand how a particular tool works (e.g., time sheets), you can record yourself using that tool so that employees are able to see what steps need to be taken rather than simply reading about them in an email or manual document somewhere on your website/ intranet page(s). 

It’s important to keep in mind that when you’re recording a training video, you should be sure to use clear and concise language so that your employees are able to understand everything that you’re saying. You may also want to consider adding subtitles to your videos so that employees can follow along even if they’re not able to listen to the audio. 

Improved understanding of complex concepts

In this section, we’ll talk about the benefits of using video for training and onboarding.

Video is a better learning tool than text. As a visual medium, video offers learners more information in less time than text alone can deliver. In fact, research shows that people retain 90% of what they see as opposed to 10% of what they read!

Because we’re demanding more from our learners today – requiring them to learn complex concepts and procedures faster than ever before – video offers unique advantages over other types of media such as e-learning or online articles:

  • It’s easier to retain information that’s conveyed visually (i.e., via graphics) than it is when presented in words alone
  • Visual information engages your audience more deeply and keeps them interested throughout the duration of a session or lesson

Engaged employees are more productive

You know what’s better than an employee who is doing their job? An employee who is also engaged in the company, its goals and its culture.

A recent study by CEB found that employees who are highly engaged are 57% more likely to stay with a company for at least four years. In fact, 71% of managers said they would not have hired someone if they had known that person was disengaged.

Engaged employees are more productive because they feel like their work has meaning and purpose—and it makes them want to do better work! They also recommend their company to others (78% vs. 35%) because they know how great it is to work there—they want others to enjoy working there too!

Increased employee confidence

When an employee has a question, they can see how to do it themselves by replaying the video. This way, they don’t have to sit around and wait for someone else to help them or answer their questions. They’ll be able to see for themselves how something is done, and this gives them more confidence in their own abilities. If you’re working with a large team of people on different tasks, having them all watch a training video together can also be helpful because it creates an environment where everyone is learning from each other at the same time.

The videos are also great for showing new employees what types of tasks need doing on a daily basis so that they feel confident in performing those duties without needing much guidance from others first (and possibly making mistakes). When your company has multiple departments where different workers will interact with each other often throughout their day but aren’t necessarily part of one big group like HR or sales teams would be – having these videos available makes it much easier for managers like myself who spend most days behind my computer screen rather than out meeting face-to-face with coworkers!

A positive employee onboarding experience boosts morale and productivity.

When you have a clear and engaging onboarding video, your new hires will be more motivated to learn about their role at the company, less likely to feel confused or overwhelmed by all the information they’re being given, and much more likely to feel like an essential part of the team. This is all good news for your bottom line! A study by Wrike found that companies who invest in effective employee training see a 20% increase in productivity among new hires during their first 90 days on the job. In addition, they also found that 51% of employees who were trained in their roles said they would stay at their jobs longer than expected—and 48% said it made them happier at work.

Consistent training and messaging for all employees

Video is an excellent way to keep your company’s training clear and consistent. All new employees will receive the exact same information, which helps them understand what they need to do, why they need to do it, and how they should feel about those tasks. This means that your employees will likely fully comprehend the expectations of their position.

Video provides a physical element that other types of training just can’t match. After you watch a video with your supervisor or manager present on how to complete certain tasks at work, it is much easier to imagine yourself completing these tasks than if you were simply reading instructions on paper or viewing them online. In addition, because video gives people more time than text-based methods do which simply click “next slide” or read through one sentence at a time without stopping often enough between slides/sentences – video allows viewers more opportunity for repetition when attempting something new; which helps them remember what they have learned in greater detail later down the line!

Fast, affordable updates to training videos mean you stay compliant with less effort.

Training videos are an effective way to keep training up to date. Video uses motion, sound, and visual storytelling to communicate a lot more information than text-based documents or live training. Because of this, video is much more engaging for learners than reading manuals or attending classes can be. This makes it easier for employees to learn what they need in order for them to perform their jobs well—which means that companies save money by not having to pay someone else (like you) just so they can deliver their message effectively.

Additionally, training videos can be updated without too much effort; they don’t require the time and money needed for live sessions with your employee base. In fact, if an update only requires small changes here or there then video is often faster and less costly than sending everyone into an office full of people who might have conflicting schedules or other commitments that make getting everyone together difficult at best—or impossible at worst!

Employees are empowered to help themselves with on-demand access to popular resources.

When you use video for onboarding, your employees can access the training resources they need in the moment. This means that instead of waiting for a scheduled training class to begin or being told what resources are available, your new employee can simply ask for help or seek out information on their own. They’re empowered to get the answers they need without being held back by time schedules or office location.

Here’s why you should be using video for training and onboarding.

  • Video is more memorable than text: People remember 94% of what they see, compared to only 10% of what they hear.
  • Video is more engaging than text: Videos are like a window into a person’s life and can be very engaging—if you’re able to create engaging videos.
  • Video is more effective than text: 90% of people say that video helped them learn something new in just one minute or less!
  • Video is more efficient than text: The average reader needs 25 words per second in order for them to understand the main points being communicated; whereas the average viewer needs 16 words per second! This means that your message will be delivered faster and easier with video content compared to written content such as emails or articles on websites.
  • Accessibility on any device — anywhere at any time — has made it easier for us all especially those who may have difficulty reading large amounts of information on a computer screen (elderly).

Conclusion

As we’ve seen, video can help employees learn and retain information more effectively. It also improves their understanding of complex concepts and makes them feel more confident in their work. Video training is more engaging than other kinds of training, so it keeps employees engaged and interested in what they’re learning—which means they won’t tune out or get lost! This will help boost morale and productivity for everyone involved from top to bottom.

Five HR Digital Trends That Are Urging The Evolution Of The Hiring Process

Modern globalization trends, mobility, business going online, high competition, and high speed in the industry require companies to transition to a new networked digital economy. The impending digital revolution certainly requires a revision of the rules of doing business, new management models that provide productivity, innovation, flexibility, and adaptability come into competition. And the foundation for this transition is the transformation of human resources.

Planning a personal career path

In managers, employees of “creative” professions, and all those areas where there is a high share of personal responsibility for decisions, where there is a lot of communication with people, typical career ladders are not enough. HR directors, company leaders, department heads take into account the personal ambitions of employees, their predisposition to certain types of activities, their strengths and weaknesses, and personal goals for the coming years. Based on this, the employee’s career path is built, personal goals are set.

Help-management

The prescriptive setting of goals and requirements is being replaced by facilitation, participation, and assistance. With regard to complex tasks requiring complex knowledge, responsible decisions, coordination of significant resources, help-management is exactly what is needed. The employee is offered assistance to complete the task on time and in the required quality from management and HR. This can be helpful with various resources, training, information, involvement of other team members, etc. So the company simultaneously makes it clear that it shares responsibility for the task with the employee instead of escalating the situation.

Systematic work on the brand of the employer company

Companies invest in their employer brand to retain existing employees and attract new talent with the desired professional experience, values, and personal qualities. In the past, especially for small and medium-sized companies, these efforts were often chaotic, multidirectional. Now we can note a serious shift towards consistency of actions, improving the company’s quality and usefulness about the company, more interactivity is involved.

This aspect is crucial for hiring – young companies whose branding has not yet been formed often experience difficulties finding new employees since there is no information about how the team lives. This is why such companies can partner with an employer of record that will do the hiring for them. 

Increasing the diversity and quality of employee training

Training becomes more targeted: for the development of specific competencies of employees, helping to solve specific commercial tasks of the company. Accordingly, narrower topics are selected, programs with the promise of a specific result. HR directors and HR specialists set more stringent criteria for the selection of agencies, trainers, and consultants. At the same time, they also set the requirements within the company for how employees report on the results of training, and how they apply the acquired skills.

Increased flexibility in organizing personnel management and significant revision of personnel standards

Looking at the same training, more varied formats are used. For example, they combine live activities, online courses, participation in a master group, and solving personal tasks. Flexibility also applies to the definition of working hours and the use of various forms of employment. Outsourcing of directions is still in demand, and freelancers are more actively involved. If this does not harm the business processes of the company, then employees, if desired, are provided with a mobile workplace, the schedule is adjusted.

Companies are changing personnel policies because the previous ones have lost their relevance. The updated policies pay more attention to the translation of the company’s values, a flexible approach to employees, and employee participation in the comprehensive development of the company’s activities. Several requirements, for example, measurable actions and results, are described more specifically, just in the language of numbers.

Stimulating creativity on the part of employees

Typical business models and products are copied very quickly, and it is increasingly difficult to surprise customers. Companies understand the importance of using employees’ potential to generate new ideas for optimizing current activities, for new products, services, etc. HR and directors are becoming more empathetic and attentive to employees, their life and comfort. Comfortable lounge areas are being organized, employees are provided with sports corners, and corporate libraries are being expanded. Companies pay more attention to equipping meeting rooms. By the way, there are more meeting rooms themselves. Some more companies create “zones of silence” – as an option, small offices, where you can work on a task under conditions of excellent sound insulation.

Conclusion

The result is a humane, positive picture. The global, long-term trend of modern HR management is engagement, feedback, understanding, participation, and personalization. Due to these areas, it turns out to form and support a dynamic, developing, and honest team that works for the result.

How Automaton Has Impacted Employment

While new technologies have slowly been adopted and implemented across industries for decades, recent global events have pushed many businesses over the technological tipping point. This has changed the world of business forever, and most believe it is a welcome and positive change.

Remote working is easier than ever, digital data interactions with customers are an everyday occurrence, and the work is now organized, divided, and conducted between humans and machines across most sectors. One thing is not quite clear yet, however, and that is exactly how automation impacts employment. What happens when we include automation into human resources and is it truly possible to fully digitize human interactions in the workplace?

Automation and employees

There’s no denying we live in a world of rapid technological advancements and accelerated social change. And while these aspects might have negative effects on employees if changes are announced and mandated in a short period of time, using proper management practises before and during change implementation can actually be quite beneficial for everyone in the workplace.

It all starts with good communication. By being open and honest ahead of time, as well as using consistent messaging, confusion can be avoided and enthusiasm encouraged for technological change. Similarly, offering necessary tools and equipment, investing in education, offering support to employees, staying positive but being realistic, and leading by example can all reduce the common fears and stresses associated with the implementation of new technologies, and improve the employee experience during this rapid change.

Enhancing the employee experience

Of course, automation has evident benefits, including a reduction in manual or tedious work and increased efficiency. That generally means spending less time focusing on repetitive, often time-consuming tasks, and more free time for employees to hold insightful conversations and make meaningful connections with one another.

In a similar manner, new technologies can allow businesses to streamline their processes and foster a better company culture as well. For example, tools that create surveys can allow managers to check up on employees, set new priorities, as well as offer and receive continuous feedback, thus enabling them to make more efficient adjustments in real time. Software used for giving out badges and awards, or even recording milestones, can also be brilliant for motivation, increased productivity and satisfaction, along with possibly fostering good relationships among employees.

Streamlining industries and sectors

Apart from employees themselves, automation has had a major impact on many industries as a whole as well. For instance, innovative solutions such as construction equipment maintenance software benefits the construction sector greatly. Thanks to seamless IoT integration, construction companies are now able to analyze their workflows in detail, utilize data to identify any issues or potential maintenance work than needs to be performed, and find effective solutions that suit their unique needs the most, thus effortlessly automating an industry that was long known for being far behind technological advancements.

But even the more tech-savvy sectors have been improved due to automation. From refined production and packaging processes in the food industry to the significant medical advancements in healthcare, including even increased safety and security in law enforcement, industries across the board are able to enjoy quicker, simpler, and more streamlined processes thanks to automation.

Simplifying the process of recruitment

Robotic process automation (RPA) is among the most prevalent types of automation in the modern workplace, being used in onboarding, recruitment, learning and development, as well as everyday interactions with HR in the average life of an employee. When it comes to recruitment, AI and RPA can significantly enhance the candidate experience simply by using an automated collection of standard criteria to screen applicants.

Rather than facing discrimination based on race and ethnicity, these processes help to eliminate any bias during recruitment, and make potential candidates feel much more valued for their special achievements and brilliant qualifications. It’s even thought that certain applicants who become employees might turn into the most loyal ambassadors of a company’s brand, solely due to the fair and pleasant recruitment experience they had.

Boosting the HR experience overall

As already mentioned, onboarding is another aspect where innovative technologies could enhance the employee experience. While most new employees were forced to push paperwork from HR in the past, RPA has now made it possible to automatically complete employee forms using the initially provided data. As a result, this frees up new team members to meet their colleagues, learn the requirements of the job, and interact directly with HR in the early days at the company.

Automation could also facilitate more personalized learning and development processes. As each individual learns using a unique style and at a different pace, as well as having varying career goals, providing individualized learning opportunities is truly essential. RPA could help to enhance self-paced learning, monitor progress, and even recommend the best learning paths based on individual goals and performance, thus improving the entire HR experience for new employees.

Automation is a brilliant technological advancement, and it’s clearly here to stay. However, these tools still have to be used in a more thoughtful and meaningful way in an effort to increase convenience, boost user experience, and encourage positive interactions in the workplace.

Future of HR: Tools That Are Making Workplaces More Pleasant

HR (Human Resources) is a vital department in companies and organizations responsible for managing the employees, starting from recruiting, then hiring, onboarding and training, and in the end, firing.

While the HR office manages functions like recruiting and payroll, it is also responsible for creating a positive and pleasant work environment.

Before the pandemic of 2020, people had discussions around questions like:

· Is sitting in the office essential to work better?

· Would it be better if employees worked remotely?

The lockdowns worldwide during pandemics put an end to such questions. It proved companies can survive and thrive by working from home.

HR role has changed

Almost 50% of HR professionals think their role has changed because of the pandemic. The majority of those say their job has become much more challenging. 

HR is now playing a strategic role in dealing with sustainability concerns, and the capital challenges pandemic caused.

Reports claim that 70% of people rank work social relationships as valuable as getting their work done. Working from home minimizes social interactions.

All this leads to problems when sharing information. This is especially hard for the newbies because even the simple question becomes turmoil and creates difficult situations. 

Daily tasks performed by HRs have gone through severe changes. 

HR professionals had to guide their employees through the transition to a digital work environment and to deal with remote teams productivity. To work with remote development teams isn’t just a trend or the ‘future of work.’ It is the present and persistent reality.

HR professionals had to learn new skills and complete tasks they were not prepared to confront. Still, they had to learn how to be more productive and successful while working from home.

Virtual Recruiting

Many companies have already moved to virtual recruiting, but the pandemic forced all the other organizations to make this transition as fast as they could. 

HR teams now manage the whole recruitment process from planning to selecting and hiring in a virtual environment.

Candidate experience has a significant influence on satisfaction and employer branding. Candidates who had a pleasant experience with a particular organization accept a job offer and refer others to your company.

Managing Remote Teams

Managing remote teams is a task many HR teams weren’t prepared for at the beginning of the pandemic, but that is exactly what happened to most of them. They had to learn how to manage remote teams when the support systems and the infrastructure weren’t there to support a smooth transition. 

So to manage remote teams effectively, HR needs to:

· Put employee well-being in the first place.

· Reward people from the team.

· Balance visibility and flexibility.

· Stay connected.

· Create a happier workplace.

The happier employee is a better employee

Numerous research studies made the connection between employee happiness, engagement, and performance. How HR teams can make the best of the worst times is the right question.  

The happier employee is more engaged. An engaged employee shows increased productivity and a lower rate of absenteeism from work.

A healthy work environment is what matters. A positive work culture improves personal well-being, encourages employee friendships. It also expands employee skills and resources through enhanced relationships with coworkers, increasing worker problem-solving abilities and creativity.

A sense of community at work is one of the most important things. Feeling that their fellow managers care about them helps employees be more resilient when facing challenges and stressful situations —both in their personal lives and at work.

A happy employee is less stressed. High stress leads to physiological and emotional problems that will probably result in higher employee absenteeism. 

L&D leads to better employee engagement

If an employee has a sense of purpose at the job, he may experience a positive presence in the workplace every day.

The responsibility of HR is to create compelling role descriptions, which tell the employee what and why they are doing and how these roles fit into the organization’s overall plan. L&D also leads to better employee engagement.

What is L&D?

Have you heard of L&D before? L&D means learning and development and is a work process that develops employees’ skills to benefit both the company they work for and the individual.

The benefits of L&D are talent retention and attraction, improved employee performance, and higher employee engagement.

Upskilling your employees to meet your business’s demands and fill skills gaps can have an impact in other ways. Learning and development also position people to find out the latest in their fields, what’s trending, and how they can level up in their role to help move the business forward.

Organizations that focus on L&D can make an essential step in supporting company growth and higher employee engagement at the same time. According to a study, 80 percent of employees said that learning and development opportunities helped them feel more engaged at the workplace.

Video calling apps for more accessible communication

If you have a team you work with, you’ll probably need a video calling app, the one that will connect you all.

We have all heard of Zoom. Although it was launched in 2013, it has reached its peak during the pandemic, with around 300 million daily users. 

Zoom is easy to use – all you need to do is download the Zoom installer and start the app. Anyone can join in the call with a single link, and you don’t have to create an account. As a platform, Zoom is supporting up to 1000 participants. 

Google Hangouts is a communication app that allows you to start free video calls, send messages and join a conversation with a person or a group.

Google Hangouts requires a Google email address and a smart device to be used.

Google hangouts can include all your contacts with group chats – up to 150 people. It can also turn any group conversation into a video call – up to 10 people.

Chanty – its free version lets you have 1-on-1 audio calls, and group audio and video calls are also available in the business plan. 

Chanty is supporting up to 30 participants on the group video call. It is also possible to do screen sharing while presenting. In addition, all files and messages are saved in the chat, and you can always come back to them.

Chanty is a powerful alternative to Slack and other collaboration platforms. 

A platform for better managing mentorship programs

Have you already heard of Together Platform? It is a tool for enterprises to manage employee mentoring programs. With Together platform, you will be able to: 

  • Make the program your own.
  • Customize skills and goals relevant to your program. 
  • White-label & brand your program.
  • Write your content, or rewrite it from scratch.
  • Watch your registrations roll in.
  • Analyze your registration process.
  • Send emails with the invitations tool.
  • Set a deadline.

Explain complicated topics in seconds

Instead of spending too much time on chat and email, try to send instant screenshots and video messages with ScreenRec. You will save precious hours and get your point across faster.

ScreenRec is an excellent solution for developers, sales, designers, customer support, onboarding, business communication.

This is a fantastic way to explain complicated topics in seconds instead of losing hours. All you have to do is to capture your desktop and send the shareable link. Visuals are making messages more clear, and people better follow visual instructions to plain text.

By avoiding interruptions, team members can review messages you sent in their own time.

All-In-One tool for HR

Document management, employee onboarding, performance tracking, and more are all within ClickUp. This is an all-in-one tool for HR. You can build templates with employee requirements and individualized tasks to streamline training.

Using ClickUp, HR can create a centralized collection of company documents from handbooks to new remote working policies.

HR documentation software

The best way to transform HR teams to manage crucial documents is by using HR documentation software. With ProProfs, HR can search for information right away and track employees’ data from their day of joining. HR operations will become more simple when keeping documents well-organized, sorting and reviewing data. 

This is a great tool for HR to provide instant access to information and improve their productivity.

Future of HR

HR will have to find ways to support their business leaders in restructuring during and after the pandemic.

HR will use artificial intelligence to recruit employees. Recruiters will implement AI to examine the voice and facial expressions of the applicant in more than a hundred different parameters. Businesses are looking to adopt flexible working arrangements, so re-establishing organizational culture is becoming a top priority for HR teams.HR will have to evolve across each element of the HR lifecycle to meet a new set of company’s and employee’s needs.

Benefits of Using Videos for Training and Onboarding

Today’s hiring climate is more than competitive, so creating an attractive training and development program in your company can set you apart from the competition. Training and development are crucial for hiring, but that’s not all—they are great for retention and improvement of your profit. Developing employees is one of the executive team’s top priorities, yet learning and development professionals are constantly facing budget issues and the lack of staff. So for the L&D professionals and HR experts to demonstrate business impact, train employees and welcome them to the company successfully, they are using videos. 

Training videos are a great way to develop any team, and here are just some of the reasons you need to use them to train and onboard your employees. 

They provide flexibility

It’s easy to customize your training video so it fits your company culture and training program. It’s flexible when it comes to concepts it can present, so no matter if you’re teaching the basics of using a program or welcoming your latest employees, a training video can help. 

Video is a medium that can also accommodate various types of learners—some people are readers, some listeners and some visual learners. The video blends all of these learning styles and provides a smooth learning experience for every employee. 

They can be interactive

Interactive videos are really popular today, with the number of marketers and instructors using them rising every day. The interactive option is perfect for training and onboarding because it can be tailored to the individual watcher. For instance, senior managers don’t have to watch the same training as interns. 

They boost retention

Since you already have to invest money and time into training and onboarding, you want your team to actually learn something from the material you provide. Unfortunately, according to research, most employees forget over 60% of the training material after just a week. However, when we’re talking about video training, retention increases. Video is proven to be easier to retain than any other material. People tend to remember 20% of reading materials and almost 80% of visual material, so the difference is significant. 

It’s more engaging

Once upon a time, the video was used primarily as an entertainment tool, and was soon accused of killing radio and newspaper. Many people don’t understand why would anyone read a book when they can watch a movie. For average people, videos are more engaging, and according to research by Forrester, employees feel better after watching a video than reading articles and emails. So, simply put, if you want to have teams that enjoy their training, you must make sure it’s engaging like videos. Besides providing better retention, videos are more attractive and fun. 

They are cost and time effective

Money and time are two of the most important factors for most companies, and training videos can save both. Instructor-based training takes time, money and resource, most of which are spent on travel instead of training. On the other hand, video training doesn’t require extra costs of instructors, only a venue where the employees can watch and listen to the footage. Video training only requires a one-time expense required to create your video and you can use it for many years. In some cases, you don’t even require this initial expense thanks to easy access to the online video editor for free that allows you to create HD videos free of charge. They also provide users with filters, tools, effects, templates and stickers for the ultimate experience. 

It’s easy to measure

With written training and onboarding materials, there’s no way to be sure that your staff read them or studied them carefully. On the other hand, video is easy to track and measure because through your video hosting provider, you can access various metrics like the number of views, addresses and whether or not a particular user watched the video from start to finish. 

It does not discriminate

If you decide to hold classroom training, no two groups will have the same experience. The team having their training on Monday might be too sleepy to focus, the Tuesday team might include the office clown who distracts everyone, Wednesday might have a different coach, and Friday might be too occupied by the thoughts of the weekend—the list of different circumstances is practically endless. If you want to ensure everyone gets the same training (or as close as possible to that), video training will come to your rescue. It will cover all training points, development topics and onboarding practices, in the same way, every time. 

They are always available

Training videos can be accessed by your employees anytime and anywhere, it just depends on the content, your storage abilities and distribution strategy. When your staff can’t rely on help from colleagues and managers, they can return to their training video and solve the issue. And many times, people feel more comfortable consulting a video than ask someone else for help, so this might minimize mistakes and idle time in employees. 

They are easy to share

Videos are both easy to deliver and share. In case that the video is engaging, fun and full of useful information, employees will gladly share them with colleagues and friends, and your videos might reach people outside of your company. So they will not only help your employees, but also other people, and provide you with free marketing. 

These are just some of the reasons why you might consider creating training and onboarding videos for your company. If better retention and job satisfaction don’t spark your interest, money and time savings will—the benefits are countless.

How to Optimize Your Website for a Better Candidate Experience

Image source

On one hand, it makes perfect sense that brands are doing everything they can to target customers and attract buyers with their digital outlets.

As a business, you need to make the most of your website when it comes to customer acquisition and retention, so you naturally post customer-focused content, reviews, and create pages that appeal to your target audience.

What about the potential employees? Where can they find useful information about a potential position with your business? 

A Careers page shouldn’t be the one and only candidate-centric page on your entire website. You need to optimize your site in such a way that it serves a double purpose: attracting customers, but also appealing to potential employees. To do that, you should focus on improving the overall candidate experience linked to your website! 

As much as you invest in creating dedicated social media pages for your potential employees and posting on recruiting sites to push your brand’s job ads to the forefront, your site should be employee-centric, too. Here are a few candidate experience ideas you can introduce into your strategy to make every step of the candidate journey, from a job through to an offer letter, easier for you and the applicants from day one! 

Live chat support for applicants

Your site likely offers chat support for customers and users, right? Whether you have chatbots or actual people handling these conversations, more often than not, such interactions will determine whether or not a person will buy from you. 

The same applies to your potential employees. Chatbots can enhance the candidate experience immensely because they’ll feel much more comfortable knowing they can turn to chat for help if they come across an issue during the application process. This is also another opportunity for your business to collect invaluable data from employees and to make smarter recruiting decisions in the future. 

A personalized website 

Whether you work as a recruiter or you’re an entrepreneur building a personal brand and in need of employees – personalization can truly save the day. Your website doesn’t have to be yet another generic .com domain that will hardly inspire action or tell a story about your business. For people who have a personal brand and depend on it to attract valid customers, you can do the same to attract valid employees.

For starters, you can choose a personal domain name that pairs with a .me extension for added value and relevance for your potential employees. You can pair a keyword from your expertise with your own first/last name or nickname to immediately show what your business is about. As soon as a potential candidate spots your domain name, they’ll know what your brand has to offer.

Personalization helps build trust as well as brand recognition, which in turn helps you with the entire recruiting process. Make sure your website is technically sound, loads quickly, and offers a great user experience as well as having an attractive design.

Employee-generated content

Every single business in existence uses customer or user-generated content as well as influencer marketing to make an impactful statement about the business itself. Have you been doing the same for your applicants and wannabe-candidates? Future employees want to see what it’s like to work with your organization. Your own job ads won’t suffice. 

  • Encourage employees to write blogs for your website and promote that content on social media, too. 
  • Entice employees to write their own reviews and experiences on your website. 
  • Publish “behind the scenes” videos at the office to show your candidate pool what it means to work with your brand. 

When your candidates get to see your employees’ perspectives and experiences, they’ll be much more likely to apply, evaluate if you’re a good match, and reach out if they have any questions. Not to mention the SEO value of such content for your website when someone is searching for the specific position that you’re offering!

Integrate social media with your site

Be where your candidates are. Just like your customers, your future employees are spending time on Facebook and Instagram. As much as you’d like to limit yourself to LinkedIn, you should understand that many successful and in-demand workers don’t really spend that much time on this professional network. 

They prefer the casual and relaxed environment on Facebook, so that’s where you need to be, too. In fact, this is one of the best recruitment tactics modern businesses should use, but that doesn’t mean that it exists separately from the rest of your recruiting methods, like your site.

  • Add clickable buttons to take your website visitors to your social media pages that are employee-focused. 
  • Make sure that you share blogs, articles, employer branding videos, and other content on social media that is relevant for your candidates, not just customers. 
  • Show screenshots of your finest social media moments (employee-centric ones) on your website, too. 
  • Add original hashtags that will be part of your recruiting campaigns, and link them throughout your website back to your social media pages.
  • Invest in Social Media Advertising on Instagram and Facebook.

Just like you actively try to simplify your customers’ lives and minimize their efforts, you should strive to do the same for potential employees. If they have managed to come across your website, it’s up to you to improve the site in its entirety to match their needs, exceed their expectations, and deliver the right content that matches their purpose. 

Wrapping up

It takes time to refine your website, and you’ll always need to revisit your content, add more relevant information, and get creative, but you already do the same for customers. Continuous growth is what your website should be all about.

Make sure that your site reflects your candidate’s values and that you can use your site to portray your brand in the best possible light whenever you’re about to search for that ideal person to join your team!

5 Ways Blockchain Technology Can Revolutionize HR Management

Blockchain technology has transformed many industries and processes, and it’s about to impact human resources management in the nearest future too! It has the power to alter the way HR experts approach their everyday tasks.

Demand for this innovative technology in HR departments is on the rise as its capabilities can be extended to various sectors to simplify and improve its operations.

Read on to learn more about five ways blockchain technology can revolutionize human resources management!

  1. Enhanced data security and protection from cybercriminals

HR departments typically handle vast amounts of sensitive information like personal and financial data on employees. Information relating to pay, health insurance, finance and banking, and performance records can be stored, and therefore exposed to a certain risk.

Blockchain technology can elevate managing confidential data. It can transform data security as the information stored on the blockchain is decentralized and secured through cryptography. 

And as an added layer of security, every change that’s being made requires authorization and verification. This is especially important when it comes to delicate information like medical conditions or disciplinary records.

The adoption of this technology significantly reduces the ability of cybercriminals to gain access to sensitive data, making it extremely difficult to tamper with. Organizations from all industries could take advantage of blockchain to secure employees’ data and identify potential data breaches. 

  1. Transformation of recruiting and hiring process

Recruitment requires significant time and resources like financial investment within the HR department. Many companies turn to third-party agencies or recruiters for this reason, but their services usually come with a substantial fee.

Blockchain technology can help organizations streamline sourcing and managing talent. Instead of going through dozens of resumes, it would enable employers with access to verified data stored on the blockchain including grades, degrees, work history, certificates, and experience. 

Applicants could acquire virtual credentials in a distributed blockchain network and provide potential employers with permission to access their records. Unalterable records of their work histories would eradicate the chances of inaccuracy and fraudulent applications.

With this innovative technology in place, the verifying process would be more efficient and secure as the need for third-party background and employment history checks would be eliminated. 

This way, it would be easier for HR managers to find the right talent for the right role. 

Advanced tech solutions like blockchain could enable the building of the next generation work platforms, eliminating bias, spam, third-parties and their fees, and lack of visibility of available workers. 

  1. Paying workers in cryptocurrency

Blockchain is widely associated with Bitcoin and its mining. With the right hardware, bitcoin mining is a profitable business, and as a result, it got mainstream attention. And since Bitcoin hit its all-time high in 2021, it’s no wonder more and more people are exploring mining cryptocurrencies as an income source. 

But blockchain isn’t confined to this use only. There are other advantages to this technology that can make HR processes more efficient. Facilitating payments to the workforce is one of them. 

Employees want to access their money as soon as possible and move it with ease, and that’s where blockchain technology comes in. With cryptocurrency payrolls, there is no need for intermediaries to process the payments. 

Also, the transactions on the blockchain are encrypted and unalterable, and therefore more reliable.

This is especially important when doing business with underdeveloped nations where banking systems aren’t trustworthy, and the currency is devalued. Crypto-based payroll systems could provide a competitive edge to companies looking to attract more skilled workers across the globe.

  1. Introduction of smart contracts

Smart contracts between the employer and employees would enable instant payments for the workers. And what’s even better, the risk of delay or fraud during transactions would be eliminated. This has particular importance for gig and contract workers, as their work and invoices are usually manually verified, so they have to wait to be paid.

The use of blockchain and smart contracts can automate this process, so payments can be distributed instantly when the criteria for which the wages are earned are met. 

Once the worker completes the assigned task (e.g. deliver cargo safely at its destination), the payment is released automatically. Without uploading workers onto the payroll system, HR teams will have more time for more important tasks.

The gig economy is on the rise, so the adoption of blockchain and smart contracts could help companies attract more talent and expand their business. 

  1. Simplifying international payroll

The world is becoming increasingly globalized, and the remote workforce is growing. For this reason, cross-border payments are an important topic in HR departments. Due to multiple intermediary banks, currency fluctuations, and third-party vendors, paying international employees is time-consuming and expensive.

The international business would benefit greatly from blockchain technology, as it simplifies this process and eliminates the need for intermediaries. As a result, the cost of cross-border payments is reduced, and they are completed almost immediately. 

The introduction of blockchain-based corporate cryptocurrencies would only ease this process further for the HR and finance departments. And of course, the employees would benefit from faster, more secure payments with no changes in exchange rates.

5 Ways HR Teams Can Take Advantage of VoIP to Take the Company Forward

In many ways, the HR department influences the growth and long-term success of a modern brand. Whether it’s through building a thriving employee collective and workplace culture, or helping the company attract top talent in the field, or any number of mission-critical processes, there is no denying that investing in HR should be your top priority. Specifically, your priority should be to focus on digital transformation within HR and invest in tech solutions that will maximize productivity, efficiency, and HR success in general.

Why is digital transformation so important, you ask? Simply put, technology is the way of the future even without a global pandemic forcing you to adopt a remote work business model. However, during the COVID-19 crisis and especially in the new normal, relying on cloud-based tech like VoIP will prove paramount to long-term survival and growth. That’s why today we are taking a closer look at VoIP (voice over internet protocol) and how this cloud-based phone system can revolutionize your HR department – and consequently, your business. 

Facilitating seamless collaboration

If there is a challenge that all business leaders are facing right now, it’s how they’re going to maintain the same level of collaboration and productivity through remote work. Now, to facilitate remote work and prevent setbacks, you need two things: good communication and a collaboration tool. Luckily, VoIP provides you with both, plus a few fancy features that will allow your teams to communicate and collaborate however they want, whenever they want. That said, one of the features that HR professionals should be most excited about is the built-in analytics and reporting tools that allow them to gather valuable insights.

Everyone knows that good HR decisions are made on relevant data, and VoIP allows you to use call analytics to gather as much information as possible before turning it into an actionable report. On the other hand, the built-in collaboration tools can replace any PM software you might be using, which is a great way to save money while preserving productivity.

Cultivating a thriving workplace culture

If you think that ensuring collaboration between remote teams is a challenge, try preserving a positive culture when your employees are working from home. Now that your team members aren’t at the office to socialize and communicate face-to-face, they might start drifting apart, and your HR managers might find it difficult to preserve the usual level of employee happiness and satisfaction. To do that, they need to communicate with remote employees regularly, both one-on-one and via team video chats.

It is imperative that your HR staff is able to nurture a thriving culture in the digital workplace, and make your employees feel valued while being treated equally and fairly. VoIP allows your HR staff to communicate with all remote employees via different channels, whether it be phone, video, texting, or email, to easily check in on them and address their needs. 

Managing remote teams on the go

Speaking of communicating with employees easily, it’s important to note that just because people are working remotely now, that doesn’t mean that they are stationary. You can’t expect your employees to work from home all the time, otherwise they might start seeing prancing unicorns on the walls from spending too much time indoors. Instead, chances are that they are working from coffee shops, somewhere in the countryside, the local park, or even while doing chores around town.

Whatever it may be, you need to ensure seamless communication on the go for all employees, allowing your HR staff to stay in touch with them via mobile. That’s something that the leading VoIP provider Nextiva offers as a standard feature in its business VoIP plans, as they realize that having a dedicated app along with various mobile features is essential for managing remote teams. When researching VoIP plans, make sure that you and your HR department get full mobile functionality.

Organizing digital team building events

Another cumbersome challenge, one that can directly impact the team’s culture, is how to organize team building events now that everyone supposed to uphold the social distancing rules. Given the fact that VoIP offers numerous ways to communicate, this challenge suddenly becomes a little less daunting, though. Your HR staff can use its scheduling tool to pick dates and times that fit into everyone’s schedule, and then choose the team building games and activities everyone can enjoy via video. Easy as that.

Making the onboarding process more efficient

Lastly, your HR staff is almost definitely struggling to optimize its onboarding processes for a remote workforce, but VoIP allows them to overcome the challenge. Onboarding remote employees can be a difficult task, however, if your HR professionals use VoIP to establish clear lines of communication and welcome the newcomers into the team, they should have no problem ensuring productivity from day one. What’s more, onboarding is a continuous process, and VoIP allows HR to stay in touch with the new team members on a regular basis to address their every need and help them settle in quickly. 

Wrapping up

Voice over internet protocol is one of those tech investments that help companies reach new heights, but when it comes to HR, VoIP can prove invaluable for long-term growth and success. Now that you know this piece of tech can help your HR department, be sure to use it to take your business forward in the new normal.

What Are the Best Team Collaboration Tools?

Everyone has heard of Slack and Zoom. You probably use them both every day.
But what are the other, lesser known — but as equally effective — team collaboration tools?

And, more importantly, how do they help?

Notion

We’re big fans of Notion at Cronofy. It allows us to collaborate on all kinds of documents in real time.

We can create Kanban boards, tables, to-do lists…you name it, Notion can do it. You can set pages to public, company-wide, team-wide, or keep them private.

Having a centralized tool like Notion means that all information is stored in one place and we can collaborate easily on things like copy, or see what each other is working on. It’s also been invaluable for me in the learning phase of my onboarding.  — Laura, Product Marketer

It’s completely flexible, which makes it super useful. We’ve been using it for a few months now, and we have no idea how we coped without it.
As our CTO Garry puts it:

If you’re not in the same office you have to be able to look at the same thing, even with a basic tool you’d be able to share documents, source code, etc.

It also has a desktop version, which means you can even use it offline.

Calendars

We’re all about calendars and connectivity here at Cronofy.

We can all see each others’ calendars, which makes it easier for us to know who’s in the office and who isn’t.

It reinforces our culture of transparency while also making it easier to schedule meetings with each other.

Calendars can be taken to the next level when they connect to the software we use every day:

It’s useful when our calendars connect with the software we use such as Slack and Zoom. We can schedule meetings with each other without flitting between multiple programs. — Kristina, Content Marketer

The time spent flitting between programs when scheduling meetings is time that gets wasted. Syncing calendars with software we use every day saves us hours every week.

GIT

As our Senior Developer Tom puts it:

Solid version control is a key part of any code-based workflow, but we literally could not be as effective team without being able to branch and merge our code. It allows us to work independently and safely combine all our efforts. As a bonus, the ability to review works-in-progress and collaborate on the same code at the same time makes all our work better.

Laptop

This one seems obvious, but you don’t realize just how important it is until yours breaks. This happened to one of our team members a couple of weeks ago.

Luckily we had a spare that she could use while hers was being repaired, but what if we hadn’t? It would’ve made it difficult for her to get her work done. We’re so reliant on the hardware that we use that we often forget how important it is to our day-to-day activities.

You should also ensure that the laptop you use is fit for the job. A salesperson will need something portable, for example, while a developer needs something with more processing power.

The right laptop means that you can connect with your coworkers easily, wherever you are in the world.

Of course, a good laptop is nothing without an internet connection when you’re talking to your colleagues, so make sure you have a speed that can handle video conferencing, too.

Conclusion

Giving your team the right tools to collaborate with is vital to their success in their role. It also plays a major role in the success of your company.

The easier it is for employees to connect and collaborate, the more likely they are to do so. This improves communication between teams, which can be reflected in communication with customers, and therefore their experience and opinion of your brand.

Better communication also leads to happier employees and a more productive working environment.

Find out more about our favorite team collaboration tools over on the Cronofy blog.

What Technologies Might Replace Human Resource Professionals?

One recurring concern surrounding technology in the workplace is the potential replacement of living workers. In fact, this concern has been with us since the industrial revolution, with the introduction of factory machinery even prompting the formation of Luddite groups in opposition. Today we’re unlikely to respond in quite the same violent manner, but we are nonetheless wary of how machinery might make us obsolete.

Over the past few decades, we have witnessed a steep uptick in technological advancement and its introduction into the workplace, from robotics in manufacturing to artificial intelligence (AI) in diagnostic medicine. However, while some traditional tasks have been replaced by technological methods, machines are more likely to be used to support human talent rather than replace it. New technology has also shown potential for creating roles in entirely new industries.

The ebb and flow of labor due to change is well understood by those who specialize in human resource departments. But how could greater reliance upon tech impact the careers of HR professionals, themselves? Is there any cause for concern, and what opportunities might be presented?

Remote Teams

Remote work has proven something of a double-edged sword for some businesses. On one hand, technology has advanced to the point where we can employ a worldwide talent pool, yet we can’t always replicate the benefits evident in physical teams. While the trends lean toward remote workers primarily being used for project teams, 52% of companies that use virtual teams use this method in employing upper management, too. This tech advancement presents challenges for HR.

In this example, there is not a huge concern that remote technology might replace HR professionals. Rather, it is more likely to result in shifts in what is required and expected of those who take on these roles. There will be a need for HR professionals to understand how technology can enhance the hiring process — from utilizing artificial intelligence to narrow down potential candidates, to how best to use video conferencing during the interview process. What’s more, there may be an increased reliance on cloud services to track data and forms for all the remote employees, leading to a higher likelihood of data loss if members of HR are not up-to-date on their tech training.

It could also become necessary for HR professionals to gain a deeper understanding of company projects in order to best understand how to support individual teams and team members, especially when it comes to the nuances of hiring remote employees. In essence, this is an issue of leadership.

Nursing in the healthcare industry provides a useful illustration on this subject. Specifically, there is an emphasis on the need for transformational leaders who understand the technology being utilized and how it affects the holistic operation within work environments. Similarly, HR professionals need to grasp how remote employees best operate in order to provide services which have a beneficial impact on the entire company.

Training and Development

It is perhaps more helpful to look at the implementation of HR technology as a way to lighten the load of day-to-day duties, rather than a threat to the sector. One of the ways in which we are already starting to see digital platforms becoming useful is in learning and development. This is particularly important in businesses where L&D and HR roles are combined.

Educational technology (EdTech) has been useful in reducing the need for a dedicated staff member to be present during every aspect of training, for example. While HR and L&D professionals may need to become savvier in the initial building and ongoing maintenance of training programs to be delivered via EdTech platforms, once designed, there is relatively little need for supervision, and the in-person aspects of the course can be scheduled for convenience.

Thankfully, this is already in line with how most employees prefer to work. Millennial HR professionals will likely already be comfortable utilizing technology in various aspects of their work, and studies show that employees, in general, are keen to improve their digital skills. This bodes well for advanced technology that HR workers may need to introduce into training scenarios, including the rising popularity of virtual reality (VR) in corporate learning spaces.

Closer Human and Technology Relationship

One of the ways in which it’s important to look at technology’s role in any industry is through the lens of collaboration. Rather than simple replacement, elements of technology could prove to boost HR professionals in their daily responsibilities — enhancements that allow them to work smarter, faster, and more efficiently.

Combining technology with our bodies might seem like a drastic step straight out of a sci-fi novel, but it may also hold the key to more efficient working practices. Biohacking is, in essence, a method through which we can use scientific knowledge and equipment to better understand and utilize our bodily processes, including augmentation to optimize our bodies and brains in order to achieve our full potential. The success of any business often relies upon the productivity of its staff members, after all — so is it beyond the realm of possibility that HR professionals could develop expertise in this area which could help make themselves and staff more effective in their roles?

We’re not quite at the stage where chips are being implanted into brains, but biohacking isn’t just about hardware. Technology could be implemented to keep HR professionals and staff in routines that are beneficial to their health and productivity, too. Sensors connected through the internet of things could monitor life signs and activities, and recommendations could be made for supplements, or Nootropics, which could enhance cognitive performance. This combination of analysis, scientific knowledge, and augmentation may become part of the HR landscape as part of a generalized employee wellness plan, ensuring not only day-to-day productivity, but also minimizing areas of inefficiency such as sick days.

Conclusion

It may be time to ask fewer questions about whether machines will replace workers, and spend more time discovering how technology can evolve the roles already being performed. For HR professionals, there are exciting opportunities being presented by our rising digital landscape. By understanding how they can best form a collaborative relationship with technology, human resources departments can help give their companies a competitive edge in a constantly changing labor environment.

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