How to Find and Hire Remote Workers

01 Remote Workers

Hiring remote workers is becoming more commonplace by the day. Remote workers tend to be more productive and considerably less stressed compared to their office-bound counterparts. Hiring remote workers also provides companies, both small and large, a big advantage when it comes to the quantity of candidates available for hire.

There’s a lot to learn about remote workers and in this article we will cover everything from the different types of remote workers, to how to find and hire them.

What is a Remote Worker?

A remote worker is a person who works outside of a conventional office environment. This does not necessarily have to be from home; the employee could even be working from a coffee shop or other off-site establishment.

Companies use different names to identify remote workers, some of these include:

  • Virtual workers
  • Remote employees
  • Telecommuters
  • Web workers
  • iWorkers
  • Mobile professionals

Do You Need Remote Employees?

Having access to remote workers can be a godsend, especially when your company needs help filling open positions. However, there are some disadvantages that should be taken into consideration when deciding whether to hire remote workers. Below we discuss the pros and cons of remote workers.

Pros of Remote Employees

  • You can hire both foreign and domestic workers from locations outside of where your physical offices are, giving you access to a greater talent pool.
  • Using remote workers to outsource certain tasks can save money.
  • If managed right, remote employees in various time zones can enhance the ability to ensure work is getting done around the clock.
  • Employees working remotely have less workplace distractions and are less susceptible to stress.

Cons of Remote Employees

  • If you choose to hire remote workers from overseas, language barriers can come into play.
  • Not being able to meet in person on short notice can cause communication difficulties.
  • It can be much harder to train and onboard new employees who are not in the office.
  • Company culture and camaraderie can suffer from having too many remote workers. Spending time at the water cooler interacting with coworkers is a great way to get to know people’s lives outside of work. This can help nurture better workplace interaction and communication.

Finding Virtual Employees

Where Should You Look?

Although you can find remote workers on a number of major job boards, it is important to note that there are plenty of websites that are designed specifically for remote workers. You are more likely to find suitable employees on these websites with the skills and desire to work remotely. The following are some platforms that are worth considering:

Create Effective Job Postings

You will have to write job postings that get the best remote workers excited to apply for your position. These workers are typically more on the freelance side of business and are usually entertaining more than one job or job offer at once, so creating a job posting that makes people want to work for you is key.

You can achieve this by including your website link, links to various articles that reference your business, information regarding owners and founders, and anything else that can reinforce your reputation/culture as a company. Another good strategy is to include a blurb on your job posting that discusses what life is like as a remote worker at your company. This will let applicants know that you have a fleshed out process for hiring remote workers, making them more likely to apply.

Also important for finding and attracting qualified remote employees is utilizing the many recruiting tools at your disposal. Some of the key resources that should be in your recruiting tool belt are:

  • An applicant tracking system
  • Social media recruiting strategies
  • Performance reviews of past employees to know what works for your company

Interview to Identify the Best Workers

Interviews are always a critical part of the hiring process; however, with hiring remote workers, it’s even more important to get it right.

Draft a suitable email introducing your organization a little more, and ask the candidates to answer about five to ten questions about themselves. Focus these questions on how they will handle various tasks that are relevant to the job. Through these answers you can approximate how eager and motivated candidates are to work for your company.. With remote workers, traits such as conscientiousness, intrinsic motivation and ambition are going to be more important than ever.

With this slimmed down list of remote candidates, it is important to ask the right interview questions. Since these workers will not be under direct supervision, make sure to properly evaluate their abilities, personality and confidence relating to the role. You can ask questions such as:

  • How do you schedule and organize your work day?
  • How do you manage your calendar?
  • How do you organize links, files and tabs on your computer?
  • How do you prioritize tasks?

The ability to concentrate in a distracting environment is an important ability that all remote employees must have. Lack of supervision makes people more prone to various distractions, so a strong work ethic is going to be key.

Look for candidates who have been successful in jobs that involved ownership of projects and activities, and unsupervised time at work. This will ensure you hire the best remote workers.

Final Thoughts

Hiring remote workers is an effective method for solving critical staffing problems as well as raising both productivity and employee morale at your organization. However, it’s important to consider the cons of remote workers as well to ensure it is the best option for your company.

Finding, interviewing and onboarding remote workers can be an involved process. Newton Software offers a full service applicant tracking system built by recruiters who understand the hardships of the recruiting process. Check us out and hire the best remote workers in the most efficient way possible.

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Recruitment Marketing Software is a software program designed to attract top talent.

Benefits of Recruitment Marketing Software?

Benefits of Recruitment Marketing Software?

Recruitment Marketing Software is a software program designed to attract top talent. Recruitment Marketing Software utilizes an innovative idea of applying marketing methods to recruitment process in order to find, attract, nurture and engage candidates and turn them into job applicants.

What is Recruitment Marketing Software?

Recruitment Marketing Software is a software program, tool or platform designed to automate, simplify and fasten the process of finding, attracting, engaging and nurturing high-quality candidates.

In comparison with regular, old-fashioned recruiting software, Recruitment Marketing Software uses an innovative idea of applying marketing methods to recruitment process in order to attract top talent.

What are the benefits of Recruitment Marketing Software?

Recruitment Marketing Software offer solutions for all the 5 stages of Recruitment marketing process: Finding, Attracting, Engaging, Nurturing potential candidates and Converting them into applicants who apply for your open job positions.

inbound-recruiting-strategy

Recruitment Marketing Software offers innovative features for finding high-quality candidates. With web sourcing you can easily passive job seekers, your best job candidates. You can also post your job ads to multiple free and premium job boards with just one click, set up a Social Media job ad promotion and Employee Referral Programs.  

Recruitment Marketing Software is especially useful for attracting candidates. Recruitment Marketing Software offers features for improving your Employer Branding and Social recruiting strategy and creating an attractive branded career site – no coding skills necessary!

With Recruitment Marketing Software you can engage and nurture your candidates on a whole new level. You can advance and automate your Candidate Relationship Management and email recruiting campaigns, which will create a better candidate experience and save you a ton of time!

Finally, Recruitment Marketing Software provides tools for successfully converting candidates and tracking your whole recruiting process. Form user-friendly application form to highly advanced hiring analytics and reporting.

Who can use Recruitment Marketing Software?

Recruitment Marketing Software was created for recruiting experts like recruiters and HR professionals.

However, since modern Recruitment Marketing Software is user-friendly and easy to use, many small companies without specialized HR professionals have also started using this tool.

With Recruitment Marketing Software, small companies can handle the whole full cycle recruiting process and all related marketing operations in house. In that way they save a lot of money they previously had to spent on recruitment agencies services.

Which Recruitment Marketing Software to buy?

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. Which one is the ideal for you?

There is a proven strategy that helps in making the best decision about which tool to buy.

Step 1

First, start with identifying your recruiting goals and challenges.

Step 2

Second, check out the extensive list of solutions offered by Recruitment Marketing Software and see if you can find solutions for your challenges.

Step 3

Third, pick the recruiting software that best suits your needs.

That’s it! 🙂

P.S. You can also download 2018 Guide for Buying a Recruiting Tool. It offers interesting insights and useful advices for buying a recruiting software tool.

What is an Applicant Tracking System (ATS) and why do you need it?

What is an Applicant Tracking System (ATS) and why do you need it?

What-is-an-ATS-Applicant-tracking-system

An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.

What is Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.

The need for speed is one the biggest pain points for modern recruiting professionals.

This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.

HR-statistic-hire-faster

Applicant tracking system offers a wide range of solutions for other hiring challenges too, such as finding candidates and processing their applications.

What are the benefits of using an Applicant Tracking System (ATS)?

The vast benefits of using an Applicant Tracking System (ATS) are best demonstrated by its ability to improve three most important hiring metrics. ATS is proved to improve the time, cost and quality of hire.

According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.

Benefits-oF-using-an-applicant-tracking-system-ATS

Applicant Tracking System (ATS) features

ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:

Sourcing features

ATS can help you find candidates with advanced web sourcing, employee referral programs and social recruiting.

Career site

With ATS you can create a beautiful, branded career site in just a few minutes, with no coding knowledge needed!

Job boards

Using an ATS will save your time by offering the possibility of posting your job ads on multiple job boards with just one click.

Candidate database

The main function of ATS is to provide a central location and an easily searchable database of all your candidates.

Candidates’ profiles

An ATS automatically stores all of the applicant’s documents and creates rich, searchable candidates’ profiles.

Resume parsing and screening

One of the most useful ATS features is the automatization of time consuming resume parsing and screening activities.

Interview scheduling

With modern ATS send automated emails with interview appointment that automatically sync with your work calendar.

Candidate testing

An ATS offers customizable scorecards you can use to evaluate your candidates.

Automated email responses

ATS offers a variety of customizable email templates, which can be personalized and send in bulks with just a few clicks.

Powerful analytics

ATS automatically tracks and measures your most important hiring metrics.

Recruitment reports

With ATS you can easily create, export and share beautiful reports with most important hiring metrics.

Team collaboration

ATS makes it easy to share info about candidates with team members who need them.

Need an Applicant Tracking System?

Check out TalentLyft, our all-in-one recruiting solution that helps recruiters find, attract, select and hire best talent out there!

How HR Can Be the Rock Star of Employee Experience

Written by Deepak Bharadwaj, General Manager of the HR Business Unit at ServiceNow

In 1981, James Hetfield, an unknown vocalist and guitarist responded to an advertisement posted by drummer Lars Ulrich in a local newspaper. From this meeting, Metallica was born.

As a huge fan of Metallica, my ears are still ringing from the last concert I attended in San Francisco’s Golden Gate park. Every time I see them live I walk away amazed at their talent. For many, Metallica is the epitome of heavy metal, and while many of their peers from the 80s and 90s have faded away, Metallica is going strong. They released their tenth albumin2016 and have sold more than 58 million albums, a number only exceeded by the Beatles and Garth Brooks.

I’ll spare you the rest of the history lesson, but I hope you will indulge me on what makes this band so popular: What may sound like loud noise to some is a four-person group coming together, each with their own style and backgrounds to create a finely orchestrated metal experience.

HR leaders can draw inspiration from Metallica and its frontman, James Hetfield. The key to a successful organization isn’t much different than what makes a band successful. A band finds success when they can pull all of the different parts together – lead guitar, rhythm guitar, bass guitar, drums and vocals – all working in perfect harmony creating that sublime listening experience for the audiophile. Similarly, an organization finds success when all departments providing service to employees – IT, facilities, finance, legal and of course HR come together to create that unparalleled end-to-end employee experience. And HR must be in front with responsibility and accountability for this outcome.

Take onboarding for example: HR helps set an employee up with their tax forms, direct deposits, benefits packages and employment contracts, IT also has to to provision their laptops and accounts, while the office manager helps with a desk area and whatever other supplies may be needed. It is hard to imagine an effective onboarding process that does not bring all of these departmental services together. Yet, for many years HR has operated in a silo with little interaction with other departments leading to often disjointed processes. But employee expectations in the workplace have changed significantly, and HR can no longer ignore collaborating with others outside HR. It takes all departments working together to provide a positive and exceptional employee service experience.

While Hetfield wrote the lyrics to “Enter Sandman,” it was lead guitarist Kirk Hammett who did the riffs. The end result was a song referred to as one of Metallica’s best moments and earned them a place on Rolling Stone Magazine’s “500 Greatest Songs of All Time” list. Its time for HR to create that well-orchestrated masterpiece.

Before we get into the “how” let’s begin with the “why.”

Employees first (♪ Nothing Else Matters ♪)

I’ll start with the backbone of the organization, its employees. When you look at the employee experience, one of the most important things to consider is employee interactions with HR and other departments that provide service. If employees are frustrated with the level of service they experience, then something needs to change.

Today’s employees want their experiences at work to be just as easy as ordering a Lyft or shopping on Amazon or booking an AirBnb or filling out their tax returns with Intuit’s Turbotax. They want easy and fast access to information without having to spend time searching or having to ask around. They want to be able to make a request and receive regular updates and reminders if further action is needed, but with little to no exposure to what’s going on “behind the scenes” to fulfill the request. From their standpoint, providing this level of service across the enterprise should be a top priority for organizations and they look to HR to own that end-to-end experience for important life events such as having a baby, a promotion, a transfer or onboarding. Yet, a recent study ServiceNow commissioned of 1,850 business leaders shows that HR is the department most in need of a “reboot.” Not only that, the study also revealed that the three most inefficient processes also happen to be HR-related – employee relocations, leaves of absence, and onboarding.

Enough is enough, it’s time for a change.

HR is the Lead Vocal ( Master of Puppets )

When James Hetfield was asked about Metallica’s hit Master of Puppets and what it meant for the band he explained that they were “definitely peaking” and that the album had “the sound of a band really gelling, really learning how to work well together.” Drawing inspiration from that massive hit of a song, I’d like to suggest that given the employee expectations in today’s world, it is time for HR organizations to begin “peaking” and reaching new levels of effectiveness by coordinating across the organization and “gelling” the various departments and processes. By doing so, HR becomes the lead vocalist and leader of the employee service experience, making sure processes and tasks get completed with complete end-to-end visibility.

Almost all employee life-event services provided by HR touch other departments. With better cross-departmental coordination, companies are sure to see increases in efficiency, greater visibility into processes, and overall happier and more productive employees.

Here are four steps for organizations to achieve cross-departmental success:

  • Clean up shop. Before anything, each department needs to clean up their act and get organized. HR cannot successfully bring departments together if individual departments are bogged down in managing requests in an unstructured manner.
  • Unite departments. Work towards a “team” approach by getting all departments involved. Welcome ideas and have open discussions about how departments can work together better to provide the best end-to-end employee service experience.
  • Constant communication. Provide a way to communicate back and forth effectively, between departments and with employees. Be transparent and open with departments as you help guide them through processes while reminding them of the benefits to their group and the organization.
  • Ongoing optimization. Use analytics and employee feedback to determine what is working and what can be improved. This should be an ongoing process that is constantly evolving and proactively looking for ways to be more effective.

While HR may not officially belong to the Rock and Roll Hall of Fame, HR organizations can certainly be rock stars within their company. By bringing departments together and working as a team, not in silos, HR can lead the way in improving the employee service experience.

How to Write a Job Description Like a Pro?

How to Write a Job Description Like a Pro?

job-description-complete-list-500-templates

Have you ever struggled with writing clear, precise and compelling job descriptions?

If you have, this article is for you. It will let you in on recruiting professionals’ job description writing secrets and present resources and tools that will help you write your job description like a pro.

The trouble with job descriptions

Sometimes writing a great job description can be easier said than done. If you’ve ever stared at the blank page, you know how frustrating that can be.
But you don’t need to struggle anymore! 🙂

This article is your guide for writing job descriptions like a pro.

I will let you in on recruiting professionals’ job description writing secrets.

If you want to learn all their little tips and tricks for writing great job descriptions, this article is for you!

The benefits of writing job descriptions like a pro

Carefully crafted, clear and precise job description are important for two main reasons.

First is improved internal communication, and second is improved external communication.

Improved internal communication

Clearly and precisely described job position can eliminate possible misunderstandings inside your company.

Writing down all the job position’s duties and responsibilities will get everyone on the same page about the position you are looking to fill.

Without it, you risk managers having one idea, HR professionals another, department you are looking to fill with a new role third, etc.

Improved external communication

Clearly and precisely described job position is crucial for communicating your needs and requirements with possible candidates.

Crafting a compelling job description is the first step in finding and hiring your ideal job candidate.

A well written job description can help you attract high quality candidates and repel unqualified, thus saving your time and money.

How to write a job description like a pro?

Here is the list of essential knowledge, resources and tools that will help you write your job description like a pro! 💪

1. Learn the difference between job description and job posting

Recruiting professionals know the difference between job descriptions and job postings

A job description is an internal document which explains company’s job position. It contains all the details about the role and it is written in a formal tone.

A job posting, on the other hand, is an advertisement for your open job description. It is a document meant for external use, to attract candidates.

In short: Job description explains the job, while job posting sells it.

Job-posting-ultimate-guide-job-description (2)

2. Follow the common job description structure

All professionally written job descriptions follow the common structure:

  • Job title

           Write a clear and precise job title. Use commonly known titles in line with industry norms.

  • Role summary

          Explain why is this position important for your company and specify how it contributes to your business goals.

  • Duties and responsibilities list

           Don’t write a laundry list of job duties and responsibilities, just list the main ones.

  • Qualifications and skills list

           List the required education level and type, professional certifications, years of experience, technical and soft skills.

Job-description-structure

3. Define your candidate persona

As you write your job description, keep your ideal candidate in mind.

Imagine a person that would be a perfect fit for this job.

This representation of your ideal candidate is called candidate persona. 👩

Provide enough information and descriptions to help your ideal candidates visualize themselves in your job position!

4. Use job description templates

Instead writing your job descriptions from scratch, start with professionally written job description templates.

These job description templates are a great starting point.

They will save your time and make sure that you don’t miss any of the key requirements for a certain job position.

Feel free to copy these job descriptions templates and customize them to suit your own needs.

5. Use professional tools

Modern recruiting professionals use specialized recruiting tools to help them write and advertise their job descriptions.

Specialized recruiting tools can help you with all phases of posting jobs, from writing job descriptions to publishing and promoting your job ads.

With professional recruiting software you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click.

You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

And… voila!

That’s it.

Now you know how to write your job descriptions like a pro.

So go on and start writing! 🙂

Unleash 2018 – The next wave of Digital HR

The formerly known HR Tech World celebrated its re-birth this year in London from 20th to 21st of March after the official rebrand to “Unleash”. Marc Coleman, Founder, and CEO of UNLEASH said, “The UNLEASH community will look to become more open to leadership from across organizations and to engage with the people that are making big differences in the world of work, creating communities that enable disruptive workplace innovation and learning.”

The general set up remained very similar. A jungle full of HR tech vendors including the well-established ones but also many small and upcoming startups that presented themselves. The HR tech market has seen lots of movement over the recent years also welcoming lots of fresh players. Especially technologies such as Artificial Intelligence (AI) but also blockchain will further disrupt the HR market. Having algorithms support companies to find better candidates or having the new contract being issued in a blink of an eye with the help of blockchain technology.

So it came with no surprise that these topics were heavily discussed in the different breakout sessions along with other hot topics such as GDPR, Brexit, leadership, learning 2.0, diversity and inclusion, mentoring and many more.

Keynote speech by Skype co-founder Jonas Kjellberg

Jonas Kjellberg says about himself that it is disrupting an industry that gets him up in the morning. Jonas Kjellberg is one of the co-founders of Skype. He has a successful past in disrupting industries, most famously the telecommunication industry. He described how hard it is to invent in the zeros but that’s what he did with Skype. The highest valued startups such as Uber or AirBnB invest in the zeros as they simply offer a platform but do not own the product anymore. The bottom line of his speech is if a company wants to survive in this highly disruptive market it needs to re-imagine its organization and make innovation the heart and soul of the company’s DNA. This also includes hiring different profiles and giving them the room to be themselves.

The big HR tech vendors all to be found right after the entrance

After making it through the registration and the entrance to the stands that were located right on the ground floor visitors were welcomed by the big players in the HR Cloud market. For Oracle it was all about the new UX this time including its new “newsfeed” landing page. Employees can now highlight the data and details they care about most.

Another big topic of this year’s Unleash was data and people/workforce analytics. HR has been for many years looking in the rearview mirror, rather than looking forward and being able to predict events that will occur in the future. With the help of the latest and greatest analytics solutions, for the first time HR has the chance to really understand who is their workforce and being able to abstract relevant information and match these against business outcomes. Knowing who is at risk, or who should be taken into consideration for a promotion, predicting these events lets companies better plan and develop their workforce for the future.

The startup corner hosted the disruptors of the future

At the end of the main hall the HR startups were to be found. More than 40 startups presented themselves. The common ground for all these companies is that they want to contribute to the Future of Work.   Innovating in their area of HR and leading the way to the next generation of HR.

Next to the Startup Zone the competitions took place. The 5 HR startups finalist had the chance to present their ideas and products to a selected jury. With the help of Unleash the winners will get access to further support and access to influencers.

We are all looking forward to discover other innovative HR propositions and to further uncover the innovation happening in the HR market.

For more insights, please visit hr-jump.com

Author: Mats Nemelka – HCM Solution Consultant, Oracle

Mats advises companies in the HR space on how to handle HR transformations best with the help of a cloud software solution. Views are his own. Follow @matsnemelka

Modern Tools for the Modern Employee

Written by Deepak Bharadwaj, General Manager of the HR Business Unit at ServiceNow.

The modern corporate world strikes a stark contrast to the workplace of 20 years ago. Beyond the tearing down of cubicle walls and the obliteration of the nine-to-five workday, the changes in the way companies meet staffing needs, and the way we work have been nothing short of revolutionary.

At each turn in the evolution of the workplace, advances in technology have both pushed and enabled these changes. There isn’t any better example of the shift that has occurred in the workplace than comparing the bulky desktop computer that occupied office desks for decades to the modern smartphone, an always connected, supercomputer that fits in your pocket. The magnitude of change is undeniable and it is no surprise that these changes in technology have completely altered how employees expect to communicate, connect and stay informed in the workplace.

Today’s employees want easy, seamless experiences in the office. To them, requesting time off or checking their company’s maternity leave policy should be just as easy as ordering an Uber and using Venmo. Within seconds, consumers can find the answer to just about anything. But when it comes to life at the office, even with the advances in technology in recent years, employee requests or questions can take days or sometimes weeks to answer.

Chatbog

We asked more than 350 HR leaders at last year’s HR Tech Conference and Expo how their employees find information on HR policies. While nearly half (47%) admitted employees want easier access to information, only 12% of respondents said it’s easy for employees to find the information they need. While a common scenario throughout the enterprise, employees are speaking up and pushing their organizations to look at other options that would enable them to get the answers they need no matter where they are or the time of day.

The path to the future that will enable companies to meet employees’ needs is an integrated HR Service Delivery (HRSD) approach. One of the many tools enabled by HRSD is chatbots. In fact, two-thirds of respondents to our survey believe their employees are very comfortable using chatbots. We have Siri and Alexa to thank for that. With the majority of respondents (92%) agreeing that chatbots will be important in directing employees to find information, it’s clear that this technology represents an important step in enabling employees to access the information they need when they need it. There may be nothing more valuable to an employee than accessing information without having to go through hoops.
Given the increasingly “on demand” nature of staffing solutions, tools like chatbots that connect users to an organization’s data are key to avoiding common pitfalls when working with temporary and new employees. Chatbots are an exciting solution to a common pain point, but before implementing intelligent technologies, there are other things to consider.

A more recent trend among large employers, Gartner market guide, is for them to “approach service comprehensively, by organizing it around the totality of employees’ needs rather than by department.” HR influencer Josh Bersin calls this this a ‘system of productivity’ that helps employees to get their work done. Chatbots and other new intelligent technologies are not standalone solutions but rather, part of a larger HRSD strategy to enable these new technologies and improve the employee service experience. Through careful planning and consideration of new intelligent technologies combined with HRSD strategies, companies will be in a unique position to provide a superior employee service experience in the coming years.

 

Ch-ch-ch-ch-changing. Turn and Face the Change

Ch-ch-ch-ch-changing. Turn and Face the Change

Ch-ch-ch-ch-changing. Turn and Face the Change

Technology is changing the HR function from the outside in. This two-part series first will explore how technology is driving new ways of working and impacting HR. The second installment will look at new technologies that are enabling HR to face these challenges with confidence and how high-performing companies are deploying such technologies for better business results.

Digital technology is transforming the work we do and the ways we work. Routine tasks are automated and assistance from artificial intelligence is becoming increasingly prevalent. As technology increases the efficiency of knowledge workers, they can shift efforts to higher-value activities, such as demonstrating team-building, problem-solving and innovation. As jobs change, so do the skill sets needed for success. Reskilling is needed to take on higher-value roles, but in itself may not be enough. The gap between required skills and available talent is growing. No wonder finding and keeping the right talent has become a top concern for today’s managers.

For HR, the need to be tech savvy is greater than ever. With that, HR needs to understand and develop a strategy to address these five key questions:

  1. What technologies are impacting my business and how are they reshaping our talent needs? Technology is disrupting all businesses. Even traditionally low-tech industries, like agriculture, have been changed by the use of drones and sensors to provide huge amounts of data that enable precise application of fertilizer, water and pesticides. Farmers and agricultural sales people now require a new level of technical and analytical skills. It will be crucial to understand the impacts of new technologies on your talent profile if your employees will be working alongside robots or need to serve more as strategic advisors when routine questions are answered by chatbots.
  2. How do the skillsets needed over the next 3-5 years match my current workforce? As your organization adopts new business models, it’s important to identify the new skillsets needed to deliver on those models. For instance, more digital architects or data scientists and fewer accountants will be necessary or more customer advocates and fewer cashiers. It’s vital for each industry and organization to understand the evolution of roles over the next few years.
  3. What balance of reskilling and replacement will create the right talent mix? Many positions now require new skills to be learned and may even require fundamentally different talent. Investing in training is only one part of the solution, which also requires retention strategies to ensure newly skilled employees don’t jump ship. New recruitment strategies also will be needed to attract talent that can’t be cultivated from within.
  4. How do I access and effectively manage an expanded workforce (part-time, contingent and gig workers)? It is predicted that 50 percent of workers will be in one of these categories in the next five years. In anticipation of this shift, organizations must make decisions on how to measure, evaluate and manage performance across these differing work models.
  5. How do I encourage collaboration and build teamwork and engagement with a virtual team? Many team members work in different locations, and sometimes different time zones, but information and idea sharing is still critical. Social sharing and collaboration tools can help, but teamwork and human connections must be intentionally nurtured within this new environment.

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To be a strategic business partner, HR needs to be able to:

  1. Partner with the business to plan workforce needs (what skillsets are needed, where and when)
  2. Attract and manage talent from multiple sources (internal transfers, permanent hires, contingent and gig workers)
  3. Reskill and redeploy talent to align with changing business needs
  4. Enable collaboration and create meaningful connections across diverse talent pools and workplaces
  5. Constantly measure and monitor talent effectiveness

Fortunately, new technologies are bringing improved toolsets and capabilities to HR, as well. We will explore the new technologies available to HR to support this strategic agenda in Part 2 of this series.


To participate in the discussion, join us at the ISG Future Workplace Summit on March 26-27 in New York City.

How to build a meaningful compensation scheme for employees

When it comes to workforce compensation, the definition of fair is not so easy!

Ok! The first level should be easy: your compensation strategy has to ensure there is no discrimination (gender, ethnicity, age,…).

How to build a meaningful compensation scheme for employees

The second level is trickier, because this is when fairness does not mean equality. I am talking here about criteria such as performance results, cost of living, market rates, country benefits, job drudgery, financial results per business unit and sales incentives. Here, you need to find a good formula.

The third level is out of today’s discussion. This concerns compensation exceptions where unfairness is needed for business-critical reasons: retention of key talent or an increased offer to a top-notch candidate.

Modern compensation solutions allow you to organize, run and administer your compensation strategy end-to-end. They come with multiple features to automate calculations, enforce your rules, control user input, raise exceptions and many others…

So what can possibly go wrong?

Here are three important elements to take into consideration:

The human factor

The most obvious element that is difficult to control is the human factor. How can you ensure the responsible person to distribute compensation is unbiased?

One possibility is to remove this factor from the process! Some organizations automate the entire compensation distribution process. This can be about giving a bonus to only a subset of the company and based the department’s financial results. Or about managing compensation through salary grids/matrices and automatic adjustments.

This is just a minority because most organizations want to be able to consider the employee’s performance. A more common process tries to eliminate the human factor from the compensation process only. This means the employee compensation is automatically calculated based on formulas that can include some individual goal achievements or overall performance results, but there is a clear separation between talking performance and talking money. I guess this worth a future article on how to insure a fair performance evaluation!

Finally, the last approach is to give the manager the possibility to manage their budget. This is the best solution for me because:

  • You expect engagement from your managers, they expect in return that you trust them
  • Even with the best formula, you will miss some context that only the manager is aware of
  • It brings flexibility into the process

Modern compensation solutions help to secure data entered for managers and compensation administrators. Here are three examples:

Boundaries – while giving some flexibility to managers on how they want to distribute their budgets within their team, you can fix some lower or upper limits as a percentage value or as an absolute amount. These limits can be dependent on the current salary or mixed with other criteria such as performance or compa-ratio for instance.

Alerts – modern solutions are changing the way you work. The objective is to help you directly focus on the most important items. Alerts are used this way so that you will first look at exceptions and questionable compensation proposals instead of going line by line through the entire worksheet. It is possible to set up any kind of alert e.g. an employee who would be granted a more than x% salary increase while their performance is poor.

Justifications – In addition to having all history kept in the solution (who, when, how much), you may ask for justifications on certain conditions. That way, the manager who wants to give an extra increase or generally giving low salary increases to a specific person would have to explain this. This will be tracked in the system and requires an approval process including an audit.

The missing parameter

You define your compensation strategy the same way a star chef prepares their menu. Using multiple ingredients and great expertise, the objective is to make all customers satisfied and ensure they will not regret their choice even when glimpsing at their friends’ plate.

A dish can be ruined because you may have forgotten one ingredient. A compensation strategy can be unfair because you forgot one parameter when designing it.

Some parameters should simply be forgotten! This is the level one rule. Elements like gender, ethnicity, disability or age should not be taken into consideration for any eligibility rule, formula or filter.

 Source: Statista
Source: Statista

However, do not underestimate side effects. For instance, let’s say you want a bonus being prorated based on the duration the employee has been working in the department or business unit. I see sometimes this duration be prorated based on number of days in different assignments. Depending on the system you are using and the way it is set up, it may be that you are excluding paternity/maternity leave from the calculation. Most probably this is not on purpose but, doing so, you just created a difference between women and men as part of your calculation.

There is no one magic formula and this is the reason why you need a compensation solution that

  • Is flexible, allowing for multiple plans with specific eligibility and rules definition.
  • Allows you to do simulations to validate and rework your rules
  • Is integrated with your HR system (admin and talent) to be able to build rules based on any parameter

 The country budget bias

Another side effect I discovered and discussed with two international companies recently was linked to the country budget.

The compensation mechanism was based on three principles:

  • A team can be international
  • Manager is given a budget they can distribute with some flexibility within their team
  • The manager has to ensure that they are distributing according to the country budget

Here is an example:

Let’s say the UK decides on a 2% bonus (of the total wage bill) and Germany for a 3% bonus. A manager with a mix of employees from the UK and Germany will have a budget defined the following way:  Budget = UKbudget + GERbudget (where UKbudget=2% of total salaries of employees from UK and GERbudget=3% of total salaries of employees from Germany).

Then, to be in line with the third principle, this manager has to ensure that the overall bonus is distributed to his UK employees will not go over the UKbudget and same for his German employees.

It does not seem too bad! We can all understand that an international company may have different compensation strategies per country and, for legal reasons, have to ensure country budgets are given to employees from the same country. Also this could work if the amount was forced to the exact number (2% for UK employees, 3% for German employees).

But remember second principle was for the manager to have some flexibility. Let’s take an extreme example, the manager has 10 employees on the German payroll and 1 employee on the UK payroll!

The manager can distribute different bonuses to their German employees. They can give 5% or more to the best achiever as long as he does not go overall above the 3%. What about the UK employees? Here there is no more flexibility. He/She can simply not go above the 2% even if he/she might be the valued resource on the team!

Fair compensation requires some thinking, lots of testing and a modern compensation tool to ensure you reflect your company’s values, your business requirements and your industry specifics.

 

For more insights, please visit hr-jump.com

About the Author:

With a strong background in supporting, developing, maintaining, implementing and demonstrating HR oriented solutions, Nicolas Bouché understands the impacts of HR transformation projects. You can find more information on LinkedIn. Views are his own.

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.

Candidate-driven-market

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.

Why?

Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.

passive-candidates

In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.

candidate-experience-recruiting-tool

3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  

Benefits-oF-using-an-applicant-tracking-system-ATS

Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.

HR-guide-recruiting-metrics

Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.

recruiting-trend-social-recruiting

You can use social recruiting to proactively search for potential candidates, build relationships with them and encourage them to apply to your vacant job positions.

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.

employee-referrals-stats

Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!