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.

Image Source: Pexels

Tech-Savvy Hiring for a Remote World

There’s no denying the business world is going remote.

Over time, advancements in technology have grown to such an extent that the need to drive back and forth from an office is quickly becoming a thing of the past. In fact, some reports state that 70% of people around the world work from home at least one day per week.

Luckily, this revolution has provided human resource teams with a slew of new tools that make acquiring the best remote talent easier than ever. Video software, translation services, and applicant tracking systems are all helping companies around the world find the top talent, and the businesses that utilize them the best may come out ahead.

Preparing Your Business for Remote Work

Introducing remote employees into your company is not a process that can be taken lightly. Before you even begin to think about your staffing needs, you first need to ensure that your current systems are properly designed for remote work. It can be quite an undertaking, which can be made easier with professional user testing.

The process usually involves hiring a firm to find individuals with testing experience who will sign onto your systems and perform tasks and tests that you request. One of the most significant advantages of remote user testing is that you can use either local testers or individuals from around the globe. This independent testing will mimic the work environment of your future remote employees and give you validation that your systems are working correctly. Remote testing is also less time consuming, as you are not wasting resources by bringing individuals into your office.

In most cases, HR won’t be able to see the remote tester actually working through the tasks live and will instead get a recording at the end along with any follow up questions. Once findings are recorded and tweaks are made, a second round of testers should come in to ensure that all systems are ready to go. Testing should also be completed down the road as system updates are implemented.

Applicant Tracking Systems

Once your remote operations are up and running, it is time to find your employees. The first step of that process includes sending out a job listing and then receiving applications. When you open the flood gates and hundreds of resumes come flowing in, organization is key. This is where applicant tracking systems can save the day.

When applicants send in their resumes, the tracking system files and sorts the applications in order to present them to HR and the hiring manager in an orderly fashion. The manager can then use the system throughout the rest of the hiring process to set up phone interviews, collect background information, and send out final hiring paperwork.

As technology advances, so do the tracking systems, and current models can compile the resumes as well as “read” and rate them based on how well they match the job description. The significant benefit of using these systems is that they cut down on administrative tasks, and the quicker you can get your remote candidate through the process, the less likely they are to look elsewhere and opt for a different job. If you are looking to expand your remote operations over time, then you want to cultivate this positive candidate experience to create good word of mouth and avoid future turnover.

Advancements in Video Interviews

With the proper candidates selected, the selection process then moves onto the interview phase, and if you are looking outside of the local area, then in-person interviews may not be feasible. Luckily, advancements in video technology are making the process easier and as seamless as if the individual were sitting in the same room. One current trend is providing potential first-round candidates with a “one-way” interview where questions are supplied, and the applicant can answer them via video on their own time. This way, the candidates can feel less nervous and more natural, so that HR can get a better idea of their personality before the face-to-face video interview.

As time goes on, more advanced video interviewing software is coming into the limelight. Video packages, such as that developed by MyInterview, allow you to not only talk to the candidate live, but the software also uses machine learning to analyze the applicant’s answers for professionalism and reasoning skills. Another advanced program is VidCruiter, which offers a suite of tools, including a system that ranks candidates based on qualifications and intuitive filters that specify the candidates that you should interview first.

When reaching out to candidates on an international level, it is important to find the best candidates while keeping expenses in check. There are also potential language barriers to overcome. Calling the applicant with the help of an over-the-phone interpreter could help you to fill in the blanks. The last thing you want to do is miss out on a great employee simply because you can’t communicate properly.

The remote landscape is growing at a steady pace, and if employers want to stay ahead of the pack, they must utilize these remote hiring tools.

Image Source: Pexels

The Role of AI in Human Resources

Author: Kim Coombs, Talent Director, EMEA at Riverbed Technology

Artificial Intelligence (AI) is improving human resources (HR), streamlining processes and empowering employees to perform better. Employee data that was once banished to the archives can now be combined with the huge volume of data running through a business’ network to identify talent gaps, learning and development initiatives and provide recommendations to HR professionals and managers.

It is becoming clear that the future success of businesses will be defined by how well they are able to optimise the combination of human and automated work.

There have been some controversial headlines surrounding automation in the workplace and earlier this year, the World Economic Forum projected that the demand for ‘unique’ human skills will grow. While its research suggests 75 million current jobs will be displaced as artificial intelligence takes over more routine aspects of work, 133 million new jobs will be created. This report concludes that skills in both emotional intelligence and technical intelligence – like technology design and programming – will be essential for the future workforce.

HR needs to help employees strengthen their core skills and capabilities through targeted training or development initiatives. On top of this, they are responsible for proactive candidate selection as part of the recruitment process, which involves an excessive amount of time, resource and admin. AI is opening up new opportunities to enhance the human experience and is expanding the remit of the HR function within a business. It is important for business leaders to consider the introduction of AI-led infrastructure as an opportunity to improve existing, outdated, and sometimes archaic processes and message the benefits of these changes down to their managers and employees.

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Kim Coombs, Talent Director, EMEA at Riverbed Technology

The human experience

With the introduction of AI, businesses are positioned better than ever to improve their employees’ human experience. In the modern enterprise, AI is already beginning to streamline admin heavy tasks to free up time for employees to focus on adding value to the broader business.

For example, team leaders and middle management are often required to make the same decisions over and over again, including approving time off requests, approving timecard exceptions and scheduling staff. If you speak to managers performing these tasks, you will often find their perspective is the same: they are repetitive, time-consuming, and while relevant, deliver little value. These are precisely the tasks that AI can tackle first —  the routine, daily, difficult processes that will free up the manager to handle more strategic management matters.

With less time spent on the high touch, low value tasks, managers can be far more aligned with their employees’ needs, boosting employee wellbeing and increasing staff retention. In addition to the general alleviation of admin, AI is also making huge strides in the realms of learning and development.

 

Training talent

There is no “one size fits all” approach to learning and development. As the war on talent grows ever more competitive, organisations that can provide their employees tailored opportunities to grow will set themselves apart. Traditionally doing this has involved significant manual workforce auditing and data analysis before programmes can be put in place. However, with the latest developments in predictive and prescriptive analytics, this heavy lifting no longer falls within the remit of the HR team.

AI has the power to monitor business performance and create bespoke suggestions around talent management and recruitment. This technology feeds off data so unfortunately this is redundant if HR does not engage with the technology and embed AI into the workforce’s natural workflow. The more HR engages with the technology and nourishes it with use cases; the more mature the artificial decision making will become. Supporting use on this scale requires a significant cultural shift. Once this shift occurs, HR can begin to embrace more creative and engaging ways to implement learning and development, with actionable data points already provided for them.

 

Combined intelligence

It will be a combination of human and artificial intelligence that will ultimately drive success for the future enterprise. For an AI implementation to demonstrate its full worth, businesses need to first fully embrace digital change in every aspect of their business. Any system is only as fast as its slowest link, and the goal of using AI to free up managers to solve more substantial organisational challenges will never be achieved if manual, high-touch processes and policies remain.

Staff must be onboarded and reskilled effectively. The IT infrastructure should be able to support higher volumes of data, and senior management needs to ensure digital transformation initiatives are given adequate funding and support.

As AI alleviates admin heavy tasks, roles and responsibilities will begin to shift, enabling the workforce to add a significant layer of additional value to their business. More importantly, workers will be able to focus on tasks that are far more engaging and fulfilling. This can only be achieved if HR teams begin to adopt this technology and implement new processes to support AI adoption in the wider business. The winner in all of this will ultimately prove to be the human experience.

How to Fast Forward your Employee’s Career

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!


Originally published by Search Party on 29 August 2016.

New ServiceNow Research Highlights What Employees Really Want

Perks at work have become a source of pride and a competitive differentiator for companies vying for top talent. Stocked fridges, catered meals, on‑site fitness facilities, laundry services and complimentary transportation are just a handful of popular perks companies offer to lure new employees. But according to new research by ServiceNow, an effective way to build an engaged and productive workforce is giving employees a better employee service experience during big moments and even small ones in between.

ServiceNow’s “The Employee Experience Imperative” Report, which studies the service experience at work, reveals that employee enthusiasm for work peaks at the start of a new job, but wanes by 22% shortly thereafter. Where are employers missing the mark? The findings tell us that employers aren’t supporting employee’s basic needs on a day‑to‑day basis during the employee lifecycle: 41% still struggle to obtain information and answers to basic questions, like finding a company policy or resolving an issue with their equipment. Furthermore, only 41% believe their employers make it easy to select their equipment before their first day and only 51% of employees believe their employers make it easy to receive equipment necessary to perform their job responsibilities at the onset of their job.

Employees today – regardless of their role or generation – want to be heard and valued, and they want an employee experience that suits their needs throughout their career with an organization,” said Pat Wadors, Chief Talent Officer at ServiceNow. “If an employee’s experience is lacking at the onset of their new job, the impact for some employees can likely be felt until the employee’s last day. By creating beautiful and meaningful experiences and an environment where work gets done efficiently, employers will benefit from a more engaged and productive workforce.”

Pat Wadors, Chief Talent Officer, ServiceNow
Pat Wadors, Chief Talent Officer at ServiceNow

Where Can Employers Improve? Mobile Work Experiences

One‑third of our lives is spent at work. And, employees want their experiences at work to be more like their experiences at home – like having mobile technology at their fingertips to make finding information and accomplishing tasks simple, easy and convenient. In fact, more than half (54%) of employees expect their employers to offer mobile‑optimized tools at work. Yet, the majority (67%) report not finding it easy to complete necessary paperwork on a mobile device before their first day and only about half (52%) of employees have been allowed to use a smartphone or tablet to access employee tools from HR or other departments. However, those who do have such access self‑report higher productivity than those without these mobility tools. This is a miss for employers who haven’t yet introduced mobile self‑service to their workforce, especially for those aiming to retain and attract millennials, as over half (59%) expect employers to provide mobile‑optimized tools.

A Generation Gap? It’s Smaller at Work Than You’d Think

Baby boomers and millennials aren’t so different at work, after all. Across the four generations that comprise today’s workforce – baby boomers, Gen‑Zs, millennials and Gen‑Xs – employees want a better experience at work. The research found that, across generations and departments, employees are losing faith in their employers to deliver positive employee experiences:

  • Less than half (48%) of employees believe that employers are invested in improving the employee experience;
  • More than half (61%) of employees rate their employers poorly based on a negative experience with personal leave;
  • Less than half (45%) of employees feel that their opinions and perspective matter to their employer. However, millennials (43%) are more optimistic that employers will address feedback when compared to baby boomers (35%);
  • Only 37% of employees believe that employers automate processes to improve the worker experience; and
  • Less than half (44%) of employees believe employers provide them with easy access to information from HR and other departments; the same number felt they did not have access to the information vital to their job on day one.

A positive experience at work strongly correlates high employee net promoter scores (eNPS)– meaning, employees that create great employee experiences are likely to have more loyal, satisfied employees. That’s real business value.

The Biggest Recruiting Challenge and 3 Effective Ways to Tackle It

Learn how to successfully tackle the biggest recruitment challenge – talent shortage! 

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What is the biggest recruitment challenge?

Recently, we did an extensive audit to find out what is the biggest recruiting challenges HR professionals struggle with. To find out, we talked with our customers, reached out to the talent acquisition community and consulted global talent acquisition studies and research.

What we found out is that talent shortage is the No. 1 hiring challenge today. A study by the National Federation of Independent Business has found that 87% of HR professionals reported “few or no qualified applicants” for the positions they were trying to fill.

Unfortunately, this problem will only get worse. According to the McKinsey Global Institute study, in 2020 companies in Europe and North America will need 16 to 18 million more educated employees that are going to be available.

So what can you do to successfully tackle this common recruiting challenge?

Top 3 strategies to tackle the talent shortage

Here are the top 3 strategies guaranteed to help you tackle the biggest recruiting challenge – talent shortage:

1. Attracting passive candidates

According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching. If you want to attract these passive candidates, you need to define and implement an effective employer branding strategy. You need to tell a compelling story about your company, showcase your company culture and get candidates excited to join your team.Create an attractive, responsive and branded career site and career blog, where you can present your employer brand and show candidates why your company is a great place to work. You’ll do that by presenting photos of your employees and your office, sharing employee testimonials and writing about the interesting projects and new technologies your teams are working with. 

2. Sourcing candidates

Unfortunately, building and presenting an attractive employer brand isn’t enough. Passive job candidates aren’t actively looking for a job, so they won’t be checking your career site – unless you give them a reason. In order to get their attention, you need to proactively reach out to your perfect candidates.

But first, you need to find them. Luckily, with modern recruitment tools such as TalentLyft, you easily scour the web and find great candidates with just a single click. Once you find them, make sure that you send them effective, personalized cold recruiting emails

3. Building talent pools

Finally, you need to build your talent pool and fill it with candidates eager to join your company. That way, you will have a pool of interested, qualified candidates you can tap into when you have a job opening. 

There are many ways to build your talent pool. You can invite potential candidates to join your talent network, fill your talent pool with attendees of your local events, workshops and meetups, organize online webinars, open career days and job fairs, etc. 

ATS vs Recruitment Marketing Software: What is the Difference and Why do You Need Both?

What is the difference between Recruitment Marketing Software and ATS? And why do you need both of these tools to gain advantage in today’s ultra-competitive market?

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What is ATS and how does it enhance hiring process?

An Applicant Tracking System (ATS) is a software designed to help HR teams track and manage applications, as its name suggests. An ATS appeared in the nineties, when HR teams’ biggest struggle was managing numerous applications and selecting the best among them. 

In other words, an ATS is designed to help HR teams improve their hiring process after they receive applications. As such, it doesn’t help HR teams to tackle the greatest challenge of modern time recruiting – attracting passive candidates. 

An overwhelming majority of today’s candidates are passive candidates, who aren’t looking for a job. According to a recent Glassdoor research, 76% of hiring managers admit attracting top talent is their greatest challenge. This is why a new tool called Recruitment Marketing Software has appeared – to help ambitious HR teams improve their hiring process prior to receiving applications.

What is a Recruitment Marketing Software and how does it enhance hiring process?

A Recruitment Marketing Software is an innovative software program designed to help HR professionals attract great potential candidates and turn them into applicants.

Using a Recruitment Marketing Software will enable you to build awareness about your employer brand, get potential candidates interested in working at your company and to drive them to apply for the open positions your company has available.

With a Recruitment Marketing Software, you can showcase your employer brand through different channels, such as your company’s career site, social media, job boards, recruiting events, etc.

Want to try out a powerful ATS & Recruitment Marketing Software?

Take TalentLyft for a test ride! 

Try our ATS and Recruitment Marketing Software for free. Yep, completely free for  14 days, no credit card is required to sign up and you can cancel anytime.

Guarantee Employee Job Satisfaction with Digital Workflows

Author: Chris Pope, VP Innovation, ServiceNow

The idea that company employees discuss and share their inner musings on corporate secrets when standing around the water cooler is probably more down to the movies than it is related to any form of reality. But if people are talking at work, one of the up-and-coming topics these days is their workflow—or lack of it.

Regardless of whether people talk at the water cooler, the tea station, or while queuing for lunch, we all discuss our working life experiences with each other in an informal way. It’s a sort of supplement―or you might say antidote—to human resources. And it’s where the crux of working lives is really played out.

So, in an increasingly connected and digitized world, may I suggest that the thread of water cooler conversations might be shifting slightly? Armed with new tools to transform the way many company processes are being carried out, people may now actually start discussing the state of their digital workflows and measuring their job satisfaction as a result.

A new yardstick for job satisfaction

People are now looking at the way work really gets done inside their organization in a far more granular and analytical way. Regardless of whether or not an individual is fully aware and cognizant of the digital workflow that their role may fall into, they are probably in one, nonetheless.

What everyone will know, instinctively, is that there is a flow of work between customers, partners and other members of an organization. What we can do with digital workflows is more accurately locate areas where work can be carried out more efficiently.

More than ever before we also know that people have more choice about the technology they use every day. We’ve witnessed the rise of Bring Your Own Device (BYOD) to work and the general consumerization of IT that came with it.

These experiences should tell us that if you don’t give people the right tools, then they will go and look for them. Equally, if you don’t give people the right applications, engagement systems and wider workflow patterns, then they will instinctively go and look for them, or make them.

Unrestrained innovation in a digitally native territory

The shift to digital business brings with it new opportunities. Non-techie business people are starting to embrace so called low-code software application development platforms that allow them to build elements of app functionality that work just the way they want them to.

As these new freedoms play out in the workplace, firms need to think about the unknown factors. Unbridled and unrestrained innovation is all very well, but the problem with custom-built point solutions is that they often do one thing well, but fail to provide scope for enterprise-wide scalability or an ability to integrate across the entire organisation.

If we think about platform-level technologies, we can build that innovation factor into software that is digitally native to the cloud era and so ready for a more structured approach. Because these applications have been built in a digitally native territory, they will be able to leverage fully integrated native device capabilities, such as maps, camera, and so on.

The virtuous circle of workflows

If we hinge our business models around digital workflows that define what data lives where, then we can more easily react to change and uncover new streams of profitable operation. Digitizing workflows means we can use defined data where it has the right impact, but also channel unstructured data to the data lake.

But even the information in the data lake need not go to waste―we can apply Machine Learning (ML) to these data resources and use algorithms to find patterns in business transactions where we weren’t even looking for them to drive new business outcomes. This can be a virtuous circle because workflows can be tuned and changed based upon the new insights uncovered.

The business process you didn’t know about

The best work processes are very often the ones that you follow, but that you didn’t even know about. If we define digital workflows and build our operational models around them, then we can increase productivity and create great experiences for employees who want to work anywhere and at any time.

A lot of employees have to take actions throughout the day that move the organization forward, but often these same actions prevent them from doing high-value work. It’s time to transform old, manual ways of working into modern digital workflows, so employees and customers get what they need, when they need it.

Create a joined-up experience

Kicking off digital workflow initiatives and getting your transformation started can be a real challenge and as a result, many companies struggle to even start their efforts. First of all, we all have disjointed internal systems and processes that make it hard to connect the dots. Trying to navigate these can feel like unravelling a ball of yarn, so the more you learn, the more complicated they seem.

Once you make sense of the systems and processes, you have to figure out the myriad tools and solutions that drive these. The end result you should be aiming for is a common, workflow-driven experience layer that is consistent across the systems in your organization.

Your typical company employee might still be more likely to discuss holiday plans, managerial peeves and whether or not the associate in accounts is being a pain about expense reports, but the water cooler conversation around ‘how is your workflow?’, is coming. Are you digitally hydrated yet?

About the author

Chris Pope - ServiceNow

As ServiceNow’s global VP of Innovation, Chris brings more than 15 years of C-level executive experience with leading technology solutions and platforms across Product Management and Strategy. Chris also has the rare, added-value, experience of having been a ServiceNow customer multiple times so he understands the client and the vendor perspectives on business transformation. Chris’ proven track record working at and with the largest organisations globally, has seen him recognised as a thought leader in process and methodology. He holds a Bachelors of Science degree in Electronic Engineering from De Montfort University in the UK, and is a well-published author and contributor to many leading digital publications and blogs.