How HR Technology Can Help You Overcome Biggest Recruiting Challenges

How-HR-technology-can-help-you-overcome-biggest-recruiting-challenges

Every HR professional and recruiter comes up against certain obstacles when they are trying to hire new employees. Learn how HR technology can help you overcome your biggest recruiting challenges and take your recruiting strategy to a whole new level!

What are your biggest recruiting challenges?

Are you struggling to find qualified candidates? Do you have problems attracting passive job seekers? Wouldn’t it be great if you could reduce your time-to-hire? Are you trying to find an easy way to measure the ROI and effectiveness of your recruitment strategy?

If you are nodding your head yes right now, don’t worry – you are not alone.

Mentioned obstacles are the biggest recruiting challenges every HR professional and recruiter comes up against when they are trying to hire new employees.

Luckily, in the modern world of HR, there are vast technological solutions created with an intention to tackle these problems.

Read on and learn how to leverage HR technology to solve your biggest recruiting challenges!

Recruiting challenge #1: Finding qualified candidates

According to Glassdoor research, talent shortage is the No. 1 hiring challenge today. A shocking 48% of employers say they are having difficulty finding qualified candidates to fill their open positions!

talent-shortage

This lack of qualified candidates has completely changed the way we recruit. Compared to just a few years ago, candidates now have far more power during the job search. You don’t pick talent anymore. Talent picks you.
Consequently, finding and hiring the ideal job candidates has become the most pressing modern recruitment issue.

How can HR technology help you overcome this recruiting challenge?

Modern HR technology offers many different solutions for finding qualified candidates.

First, there are software programs with the possibility of posting your open job positions on multiple free and paid job boards with just one click. Posting your job opening on multiple job boards will widen your reach and increase your chance of finding the right candidate.

You can also reach more candidates with social recruiting tools. With HR technology you can create a specialized Facebook job tab and post and promote your job there, too.

Another great solution for finding qualified candidates is offered by Employee Referrals Tools. These tools offer the possibility of creating and automating employee referral programs.

Employee referral program is a system of utilizing and rewarding your existing employees for recommending high quality candidates for your company’s open positions from their existing professional and personal networks.

Finally, there are web sourcing tools which can help you proactively look for candidates. Web sourcing utilizes web search and scans millions of online profiles to retrieve candidates’ details including email addresses, resumes and more.

Recruiting challenge #2: Attracting passive job seekers

According to LinkedIn research, 73% of the global workforce is made up of passive job seekers, who are your best job candidates.

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Passive job seekers are the candidates that aren’t actively looking for a job, mostly because they are already employed. That means they won’t be visiting job boards and browsing your career site.

However, if you approach these passive candidates in a right way, they would be willing to accept the better job offer. Remember, a better offer doesn’t necessarily mean more money. It can be flexible working time, education, opportunities to grow, benefits, cool projects, and many other.

That’s great, you may think, but how can I reach them and convince them to apply to my open positions? This is where HR technology comes in.

How can HR technology help you overcome this recruiting challenge?

Recruitment Marketing Software offers a solution for attracting passive candidates. Recruitment Marketing Software can help you to attract passive candidates and build relationships with them.

First, you need to grab their attention by showcasing your employer brand, company culture and employee value proposition.

That is how you’ll draw them in and make them eager to join your talent pool. Then you can use different tactics of candidate relationship management to engage and nurture them until they are ready to be turned into your job applicants.

Recruiting challenge #3: Reducing time-to-hire

Time-to-hire is one of the most important recruitment metrics. Reducing time-to-hire is crucial for two main reasons: hiring the best candidates and saving money.

Let’s examine both of them.

First we will explain how is time-to-hire connected with the possibility of hiring the best candidates.

Well, according to research, top candidates stay available on the market for 10 days only. That means you have to speed up your hiring process, otherwise some other, faster company will snatch your top candidates right under your nose.

Second, reducing time-to-hire means reducing cost-per-hire too. Needing less human hours to fill a position makes your hiring strategy more productive and cost efficient.

How can HR technology help you overcome this recruiting challenge?

While already mentioned sourcing and Recruitment Marketing tools help you find candidates faster, there are also specialized recruiting tools that can help you significantly reduce the time of your selections process.

These HR technology tools designed to streamline recruiting operations and fasten selection process are called Applicant Tracking System.

With Applicant Tracking System you can automate, simplify and fasten many recruiting tasks.

These tools make previously time consuming tasks like resume parsing, disqualifications of non-qualified applicants, interview scheduling and sending personalized recruiting emails to your candidates fast and easy.

Applicant Tracking System also saves your precious time by building talent pools, which can be used to find perfect candidates for your future roles and job openings.

Imagine how much time you could save if every time you had a job opening, you had a pool of talent from which you can just pick the best candidates!

In addition, as the graph below shows, Employee Referral Programs are a great way for reducing time-to-hire.

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Recruiting challenge #4: Improving the quality-of-hire

Speedy finding and hiring a qualified candidate doesn’t mean a thing if it isn’t finding and hiring your ideal job candidate. Ideal job candidates are the ones that will stick around and perform their best.

You need to find candidates who will fit in perfectly in your team and be able to thrive in your company culture, otherwise you will end up disappointed with their poor performance, early leave or termination.

That’s why it is important to hire the best talent by finding the perfect fit for your company.

How can HR technology help you overcome this recruiting challenge?

Research shows that 78% of recruiters who use an HR technology have improved the quality of candidates they hire.

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One of the most effective ways to improve your quality-of-hire is to utilize employee referral programs. Why is that?

Your current employees have a hands-on experience with your company culture, mission and vision. That means they can easily recommend candidates who make the best cultural fit for your company.

With HR technology, you can set up structured and automated employee referral programs, which will significantly improve your quality-of-hire.

Recruiting challenge #5: Measuring the effectiveness of recruitment strategy

More than ever before, modern HR professionals and recruiters are faced with a growing demand to demonstrate a clear link between their hiring practices and outcomes.

Management requires hard data and exact numbers, so evaluating and measuring the effectiveness of recruitment strategy has become one of the pressing pain points of modern HR professionals.

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They are aware of how the most important hiring metrics can significantly improve decision-making, optimize recruiting effectiveness and maximize the value of HR investments in recruiting process.

However, most of these HR professionals and recruiters struggle with HR analysis and data driven recruiting question and dilemmas. Which recruiting metrics are the most important for my company? How to implement, track and measure them? How to analyse and compare them?

How can HR technology help you overcome this recruiting challenge?

Modern HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms can automatically implement, track and calculate the most important hiring and recruiting metrics like time-to-hire, cost-per-hire, source of applicants, hire to applicant ratio etc.

Moreover, these HR tools can create customized, detailed reports on most important recruiting metrics which will make it easy for you to analyze every step of your recruiting process.

With data backed insights provided by HR technology in a form of easy to read reports, you can quickly notice which parts of your hiring strategy work well, and which ones have room for improvement. That way you can make better and more informed decisions and improve your recruiting process and productivity.

Other recruiting challenges and HR technology solutions

Above mentioned recruiting challenges are the most common among modern recruiters and HR professionals.

However, if you are faced with some other specific recruiting challenge, take a look at The ultimate list of best HR software. It will help you comprehend all the different aspects and solutions HR technology can provide so you can identify the one that best suits your needs.

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5 Super Easy Ways to Attract the Top Talent to Your Organization

5 Super Easy Ways to Attract the Top Talent to Your Organization

As a recruiting specialist, you will surely like to win applause for your ability to attract the top talent to your organization. In fact it’s a dream come true if you are able to consistently achieve this over a period of time.

These individuals can significantly push a firm’s productivity to a level that fully represents an organization’s objectives. Such talent is often hard to lure since they are fully aware of the value they can add and many of them would not want to have a career situation where their professional skills are under-utilized.

Attracting and retaining this talent isn’t easy since these individuals think beyond mere monetary benefits, a factor that many employees often prefer to base their career arguments on.

Many aspects come into play when a firm has the intention to recruit top, highly professional and competent professionals. There’s a lot that can be done to get you this pool of super achievers. However, what you must start with is to have the basics in place and here are a few things that you cannot simply forget:

  1. Create a conducive work environment 

In instances where employees are ever subject to overly harsh micro-management, they may get unsettled and start searching for potential employers who can offer conducive work environment. That means employers must establish the right working tools, human resources and an environment that encourages top professionals to deliver their best. In situations where vital work tools or human resources are missing or poorly structured, it may get incredibly hard for some professionals to work best as they would want to and that can only drive them into looking for new avenues that represent their career aspirations. Organizations’ managements should routinely engage their professionals and inquire from them anything they would need to boost their professional commitments in the best way possible.

  1. Recognize your top performers with Rewards & Recognition

You must ensure that your Rewards and recognition program is not merely intrinsic but also extrinsic. Extrinsic motivation is all about getting public recognition as well as external rewards such as bonuses and praise. On the other hand, intrinsic motivation can be considered as even more crucial as it allows employees to feel connected. It gives a sense of autonomy and freedom as well as offers an opportunity for personal growth.

  1. Give your employees some time off from their professional commitments

Though many organizations often perceive vacations as a wastage of valuable work hours, the fact is that employees have so many things to think about besides their professional commitments. If employers hardly give their employees adequate vacation to focus on personal issues such as family, the employees may get so unsettled by such work ethics. That can consequently lower productivity since such poor work ethics may drive some disgruntled top talents to searching for organizations where employees’ welfare is well taken care of through vacation incentives. It has also been proven that organizations that give their employees vacations tend to be more productive than ones that don’t. Top professionals would only want to stick to organizations that give them time to focus on their personal commitments, and in the absence of such motives, it would be very tough for an organization to attract treasured top professionals.

  1. Establish fair and well-balanced promotions within a professional workplace

It is fairly reasonable to argue that an organization cannot expect the same level of professional work input from all its employees. Some professionals obviously give their best to an organization than others and such efforts must be duly recognized and rewarded accordingly. Top professionals always strive to rise the corporate and leadership structure of any organization they are committed to and that factor must be properly recognized. Besides establishing salaries and wage increments for incredible professional efforts, any professional job ranks given to employees who show excellence must also duly deserve their professional inputs. The promotions and incentives should be awarded fairly so that no feeling of mistrust arises among competing employees.

  1. Prioritize Learning & development as much as Employee Performance

In a cut-throat work environment, we often tend to push as hard as we can without taking any break or waiting for reflect on areas of improvement. This is when we also allow learning to pass us by. While this could have been alright earlier, companies today cannot afford to sacrifice continuous learning. With changes becoming the order of the day for most organizations, to compete effectively you must be geared up to out-think your competition. This can only happen if you build an environment of continuous learning, where personal & professional growth are viewed and valued as profitability.


These are some super easy ways that wouldn’t require a lot of fundamental changes to get the top talent want to work for you. The earlier you work towards incorporating these practices, the easier it will be for you to build a culture where top performers thrive and build their career.

Creating a consumer-grade experience for employees with digital HR

Creating a consumer-grade experience for employees with digital HR | by Deloitte at The HR Tech Weekly®

Authored by Marc Solow, Managing Director, Deloitte Consulting LLP

This article suggests that HR leaders look to successful consumer-focused organizations for guidance, as many parallels exist between the consumer and employee roles

Continue reading “Creating a consumer-grade experience for employees with digital HR”

Designing Orgs of the Future: Organimi Releases Version 5 to Offer Flexibility to Diverse User Base

Organimi is a cloud based, easy to use, low cost alternative to traditional software org chart design tools that enables users to easily create and share org charts, photo boards, and directories. The Canadian start-up allows organizations of all sizes, industries, and workforce modernizations to organize how they communicate and collaborate wherever, and however they work.

Drawing on feedback from a growing user community across thousands of organizations including well-known brands such as Airbnb, eBay, and Kayak. Organimi developed V5 to simplify the process of creating an org chart and increase flexibility for modern organizations looking to create direct representations of complex organizations. They have also made it easier to share org charts with members across organizations to increase transparency and limit knowledge gaps.

“We listened and our users wanted more flexibility to accommodate their diverse needs for their organizational structures, so we opened up options to customize the tool to their preferences, simplifying the overall use case regardless of their organizational structure.”

-Eric Apps, Organimi Co-Founder

Organimi’s main users of the platform include: business owners, faith based and not-for-profit organizations, sales reps, account managers, consultants, educational organizations, government departments, agencies and other public sector groups and virtual organizations.

Organimi is free for up to 50 members. Sign up today at https://v5.organimi.com/register
Organimi is a cloud based, simple organizational chart maker. Based out of Toronto and Waterloo, Organimi is charting organizations of the future. The company founders have embraced the changing nature of the modern workforce to create software that is flexible to accommodate different organizational designs.

Contact: Nicole Ragno
Marketing & Customer Success, Organimi
Email: nicole.ragno@organimi.com
Web: http://www.organimi.com

HR Tools: The List of Best HR Software by Type

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This ultimate list of best HR software by type offers an overview of various HR software available on the market. It will help you comprehend all the different aspects and solutions HR tools can provide so you can identify the one that best suits your needs.

What are HR tools?

HR software are software programs or tools designed to automate, streamline and improve human resources operations and processes.

HR software are known as:

  • HR tools
  • HR platforms
  • HR information systems
  • HR management systems
  • Software applications for human resources

The benefits of using HR software

HR software have proven to improve some of the most important HR metrics.
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There are vast benefits of implementing HR software in HR management, but here are the 6 main ones. HR software tools can help you:

1. Improve productivity

HR software can digitize all your paperwork, making it easy to search, update and available to every member of your HR team anytime, from anywhere.

2. Save time

HR software can streamline and automate a huge number of HR functions. With HR tools, tasks that previously required many hours of work can now be executed very quickly and easily – or sometimes even done automatically.

3. Reduce errors

Even a minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company. The use of HR software reduces the amount of human error and related risks to a bare minimum.

4. Improve decision making

With HR software you can store and analyse huge amounts of employee data, measure the most important metrics and generate informative reports that can help you improve your decision making process.

5. Improve communication

HR software can improve communication and collaboration between teammates of you HR team or department, between different HR teams and of your HR team with external associates, employees and candidates.

6. Save money

The use of HR software can lead to substantial cost savings in many different ways – from saving numerous hours of manpower, and improving your business decision making to reducing the chance of human, legal and accounting errors which can cost you money.

Different types of HR software

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HR software can be grouped in 3 main types regarding the aspect of HR functions they manage:

  • Type #1: Recruiting HR software
  • Type #2: Administration HR software
  • Type #3: Human capital management HR software.

Buying a HR software: Which HR tool to choose?

Even though there are many different things to consider when buying an HR software, there is a proven strategy that helps in making the best decision.
The crucial step is to clearly define your own HR goals and challenges. These can be things such as finding and hiring best candidates, evaluating your employees performance, automating your HR administrative processes (personnel tracking and payroll) or any other HR goal you may have.

List of best HR software by type

Type #1: Recruiting HR software

Recruiting HR software are HR tools designed to improve and streamline hiring process. Recruiting tools can help you with sourcing, attracting, testing and selecting candidates.

1. Recruitment Marketing tools: Since Recruitment Marketing is a relatively new discipline, there are still not a lot of RM software out there, so make sure to check out TalentLyft Recruitment marketing platform and the list of solutions Recruitment Marketing software can offer.

2. Candidate Sourcing tools: TalenLyft Source, OctoHR, Snovio, Intelligence Search, Hiretual, Lusha.

3. Email Finders: Email Hunter, Voila Norbert, Find That Lead, Headreach,

Email Generator

4. Applicant Tracking System (ATS):  TalentLyft Applicant Tracking System

5. Employee referrals tools: TalenLyft Source, Teamable, Employee Referrals, Referagig, Reffind, Boon.

6. Candidate Assessment and Testing tools: TalentSorter, Testdome, Eskill, Codility, ClassMarker, ExpertRating, HR Avatar, Sabber.

7. Video Interviewing platforms: Skype Interviews, Montage, HireVue, InterviewStream, Rivs, Interactly.

8. Background Checks tools: Intelifi, GoodHire, ClearStar, AccurateNow, OPENonline.

Type #2: Administrative HR software

Administrative (or core) HR software are HR tools designed to manage day to day HR administrative needs. Administrative HR tools help you manage basic employee information, attendance records, benefits and compensation, payroll etc.

  1. Personnel (time and attendance) tracking software: GAO Personnel Tracking System, Time Doctor, Work Examiner, EasyClocking, TrackSmart, ClockIt.
  2. Payroll software: Xero, Wave, ADP, Intuit Payroll, SurePayroll.
  3. Benefits software: PeopleKeep, Benefitsolver, ThrivePass, Benefitfocus.
  4. Employee scheduling software: Humanity, When I work, Shiftboard, Homebase.

Type #3: Human capital management HR software

Human capital management software are HR tools designed to ensure that a company is efficiently using, managing and developing its talent. These HR tools can help you manage onboarding, employee performance reviews and education of your employees.

  1. Onboarding software: Kin, HR Onboard, Onboard by HR cloud, Click Boarding.
  2. Employee performance software: 15Five, AssessTeam, Trakstar, PeopleGoal, Impraise, Reflektive.
  3. Employee engagement software: Peakon, Briq, TINYpulse, Officevibe, Bitrix2, VibeCatch.
  4. Learning management software: Lessonly, Looop, Grovo, Mindflash, GamEffective.
  5.  Offboarding software: Offboarding by HR Onboard.

Diversity and Inclusion: The right formula

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Do you know Gloria Tang Tsz-kei?

She’s a pretty successful woman; just 25 years old, an accomplished singer-songwriter, piano grade 8 by age thirteen and 23 million followers on Weibo today.

Her stage name is G.E.M. for “Get Everybody Moving”. That’s a pretty cool motto!

Interestingly, GEM is also an acronym for Gender Empowerment Measure, an index created by UNDP (United Nations Development Programme) which aims to measure gender inequality based on economic income, participation in high-paying positions and level of access to professional positions.

It looks like Gloria’s motto was made for today’s subject. Let’s use it and see how some features of HR solutions can support women’s empowerment in your company.  You may not be concerned because you are part of a company that is already doing so, or just this subject is not a priority. Before you leave, please have a quick look at this article from Prabha Kannan. It’s very refreshing.

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The first step aims at getting information on your talent: what is their background in terms of education and work experience, what they are good at, what they certifications do they possess, what languages they speak. This allows you to know your workforce better and use it more efficiently.

Here are a few tools available in HR solutions that help gather this information:

Talent profile – the subject of talent management really snowballed in the early 2000s, mostly associated with competency-based management.  Today, a talent profile is the central repository to get employee talent information and validate the match against their current or future job, do some comparisons and search for specific capabilities. Initially populated from application data, it keeps getting enriched by the employee, their manager, the HR department or after completing an activity (learning, achieved objective, promotion, volunteering, coaching).

Performance review – The performance review is intended to be a fair and balanced assessment of an employee’s performance. It is conducted most often through an annual process with extra steps included (objective setting method, different steps, mid-year review) and will result in an evaluation of all employees.

Personal branding – with the boom of social media tools such as Facebook or LinkedIn, employees started to voluntarily publish information about themselves and their network on the internet. As an extension to the Talent Profile, we see innovative HR solutions providers suggesting to reuse this information, with employee consent, to better identify “hidden” talent and take into account additional criteria such as social reputation, endorsement or influence.

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The first features we have been reviewing were mainly employee-manager-HR oriented. The next step to reduce further gender bias is to bring more people and more information into the process to make your decision even more objective and dilute any questionable individual decisions and operational considerations.

 

Here are a few tools available that help extend, enrich and retrieve information on your talent:

Feedback – getting feedback from peers, direct reports or matrix managers is not something new. It already was available with 360° performance reviews for instance. With instant feedback, you bring spontaneous and unsolicited content to the people appraisal and you extend the population that can acknowledge (or not) the employee’s behaviour, support and efficiency.

Engagement – with time, HR management’s target evolved from personal administration toward a system of engagement. We see many new dimensions being taken into account when assessing employees. It can be taking ownership of a volunteering program, publishing and sharing a video tutorial to help their peers, mentoring junior colleagues or participating in internal competitions or ideation projects. All of these activities are enriching the talent profile and the network of potential supporters.

Analytics – making the right decision implies that you have all information available to you. Good analytics will allow you to get KPIs, trends and insights into your talent but also to get into details. For instance, you need to be able to search on competencies and location to be able to identify the people with the required profile.

Moving
Some interesting indicators from the Global Entrepreneurship Monitor (another GEM!) in the Women’s Entrepreneurship 2016/2017 Report show that Total Entrepreneurial Activity (TEA) among women increased by 10%and the gender gap narrowed by 5% compare to a similar study in 2015 (a study made on 63 economies worldwide). Things are moving in a good direction and nobody could use the argument that women are just less interested in gaining more responsibilities and power in companies.

We have seen how to get talent data and extend it so that everybody can add their share in the decision process. Last step consists in transforming current processes and moving them toward this ultimate goal: women’s empowerment!

Compensation – the gender pay gap is pretty well known and lot of companies are already working on it. HR solutions provide compensation tools can be used to help with corrective actions. A simple way, through eligibility, is to define some specific salary re-alignments for underpaid employees. You can also force the bonus, grants, merit increases to be automatically calculated based on compa-ratio, performance results, goals achievement. By doing so, you remove any decisions based on gender. You can also give more freedom to the manager to make their own proposals while using warnings or alerts to detect and raise inconsistencies.

Talent Review/Succession Planning – both processes go hand in hand and help identifying high potential & hidden talent, assuring your best talent is in line for future critical roles, identifying candidates for key jobs, developing multiple career paths. This process is typically done by a panel of executives all sitting in the same room, having access to all relevant data to take the best decision. The tools can support more aggressive policy such as filtering your population to only work on female talent when too low a proportion of them are in key roles.

Learning – another helpful process is learning. You can for instance manage a talent pool of your future women leaders and assign specific learning programs or create a specific learning community. The advantage of communities is that you feed learners with appropriate learning opportunities and promote conversation, collaboration, sharing and healthy competition.

Nearly forgot! In French, you pronounce GEM as “J’aime” meaning “I like”. That’s a fortunate coincidence both for this subject and to guide you toward your next action after reading this article.

Author: Nicolas Bouché – You can find more information on LinkedIn. Views are his own.

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018-recruiting-trends

This list of 2018 recruiting trends should be your guide for improving your recruiting strategy.

Are you ready to implement these new recruiting trends or will you be left behind?

We live in a candidate driven market

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.

According to research and every recruiter and HR professional everyday work experience, current job market is 90% candidate driven. That means you don’t pick talent anymore. Talent picks you!

2018-recruiting-trends

That’s why there is a major shift going on in recruiting paradigm. The focus is now on candidates, who are being treated like customers.

Recruiting trend no. 1: Recruitment marketing

What is recruitment marketing?

Recruitment marketing strategy is based on implementation of marketing tactics in recruiting.

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The importance of recruitment marketing

Main goal of recruitment marketing is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges.

Recruiting trend #2: Inbound recruiting

What is inbound recruiting?

Inbound recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer.

 

The importance of inbound recruiting

If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the way to go.

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Recruiting trend no #3: Employer branding

What is employer brand?

Employer brand is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition.

The importance of employer branding

Research by LinkedIn has proven that more than 75% of job seekers research about company’s reputation and employer brand before applying.

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Recruiting trend #4: Candidate experience

What is candidate experience?

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

The importance of candidate experience

Candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

candidate-experience

Recruiting trend #5: Talent pools

What is a talent pool?
Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates.

The importance of talent pool

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right?

Recruiting trend #6: Candidate relationship management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

The importance of candidate relationship management?

This relatively new method in recruiting was introduced to the world of talent acquisition as a solution to one of the biggest challenges in the HR industry – attracting talent.

Recruiting trend #7: Social recruiting

What is social recruiting?

Social recruiting is using social media channels (such as Facebook, Twitter, LinkedIn etc.) for recruiting.

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The importance of social recruiting

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

Top recruiting trend #8: Recruitment automation tools

What is recruitment automation tools?

Recruitment automation tools are software that use new technology to automate recruiting process.

The importance of recruitment automation tools

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants.

Many recruiter have agreed that having an ATS improves their quality of hire.

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Recruiting trend # 9: GDPR

What is GDPR?

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU.

The importance of GDPR

GDPR will be introduced on 25th May 2018 and it will completely change the way recruiting operates in 2018.

 

11 Office Tasks You Need to Automate

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We all have tasks at work that we don’t want to do. Sometimes we can bribe our co-workers with burritos to do them for us, and other times we have to suck it up and get on with things. But, for some things, there is a third option. You can always automate them.

Failing to automate repetitive tasks can cost businesses as much as $13,000 per year per employee. That’s a whole lot of burritos.

Automating repetitive tasks, meanwhile, makes for happier employees and less workplace stress.

Here’s a look at some of the office tasks you can automate.

Organizing meetings

Meetings can be huge time sinks. It doesn’t take much to go off on a tangent that turns a ten-minute meeting into an hour-long one. While I can’t offer any advice on how to stop this from happening, I can offer you some advice on how to speed up the organizing of the meeting.

Coordinating schedules can be a huge hassle. When it’s done using calendar sync, that hassle is taken away. The process is quick and seamless. Everything from booking to cancelling to rescheduling meetings can be done instantly. Everyone gets notified as soon as any changes occur. If your HR software uses Smart Invites, even external attendees can be notified of any changes.

Software can even be set up so that bookable rooms and resources can be reserved for your required meeting, and you can organize meetings around the availability of the equipment that you need. Now that’s a time-saver.

Sending meeting reminders

When a meeting is booked weeks or even months in advance, it’s easy to forget about it. That’s why adding appointments to your calendar is so important. It prevents double-bookings and means you have all your appointments in one place. Setting up meeting reminders means that you won’t be late even if there’s traffic – calendar services such as Apple Calendar can factor in traffic when sending you time to leave notifications.

Booking paid time off

Everyone loves time off. Booking it should be a seamless process. It should also be easy for staff who have time off to notify their colleagues about when they’re out of the office. Syncing paid time off management software to employees’ calendars allows managers to cross-reference who’s off and when. This helps them to make more informed decisions and ensure that there’s always someone around should there need to be.

Reporting

Reporting can be a tedious part of any job. Automating data entry makes it a faster and less tedious process.

Excel macros, for example, can save employees from needing to enter the same information hundreds or even thousands of times.

Replenishing supplies

From stationery to ink cartridges, offices get through a lot of equipment. Getting hold of suppliers to reorder equipment can mean sitting on the phone twiddling your thumbs while you sit on hold. With modern technology you shouldn’t need to do this. Printers can connect to suppliers and automatically order new equipment when ink or toner is close to running out. Other supplies, such as pens and notebooks, can be set up as a subscription so that there’s always a fresh supply around the office.

Hiring contractors

From a broken toilet to a leaky roof, there’s always a need for contractors. The fastest way to find one is online. When contractors connect their calendars to a booking software, businesses can book someone in seconds. This appointment can then be added to the contractors’ calendar automatically.

Paying bills

Paying bills is necessary for any business. When it’s automated, not only do you not need to worry about it, but you can assure your suppliers that payment will come out on a particular date. This gives both you and them peace of mind.

Signatures

Signatures are difficult online. When you’re responsible for a large team or company, it can feel like you’re always signing this or that. If you need to email a contract to someone, you have to print the paperwork out, sign it, scan it back in, then email it across. This process isn’t necessary any more, though. Some programs now allow you to generate an e-signature that allows you to sign something electronically. You get to save some trees and it’s minimum effort. Perfect.

Email responses

Automated email responses can be used for many things. They’re handy to notify customers that you’re not ignoring your emails, you’re just topping up your tan in Cyprus; they can confirm that a customer has filled in a form on your website or signed up to your mailing list, or they can acknowledge a customer query about a particular topic.

Customers appreciate that you’ve acknowledged their email – even if it’s an auto-response – and you can reply to their email properly when you have the relevant information to share with them, or you’ve finished topping up your tan.

Collecting customer information

It’s important to keep an up-to-date record of your customers’ details. It’s also important for a customer to not feel like they have to repeat the same information each time they speak to a different department. That’s why CRMs are so useful – every team member has access to the latest customer information. They can also track the last time a customer was spoken to or contacted, and all of the previous points of contact you’ve had with the customer in question.

Filtering candidates

Applicant tracking systems (ATS) allow you to automate parts of the hiring process to make it easier, faster, and better-organized. One of the key ways an ATS can do this is by filtering candidates based on the requirements for the role. The ATS can be set up to search for keywords or phrases in a candidate’s CV, then filter out anyone that doesn’t match the criteria. The hiring manager then has a smaller pool of applicants to shortlist for interview.

Conclusion

These are just some of the office tasks you can automate to make your average day easier and more productive.

While many of the office tasks that can be automated are often simple, they also tend to be repetitive and boring. Getting rid of them – or in the very least making them easier – makes for happier employees.

Saving just a few minutes every day adds up over the course of a year. This makes a huge difference to an employees’ productivity, and therefore the business’s yearly outcome, too.

What office tasks do you automate, and what difference has it made to your work life? Let us know on Twitter!


Source: 11 Office Tasks You Need to Automate | The Cronofy Blog

About Cronofy

Cronofy helps HR software providers to connect their software to their users’ calendars. To find out more, book your demo today.

4 HR startups that will boom in 2018 according to Business Insider

Business Insider looks every year at the top startups that will “take the tech industry by storm”. Business Insider lists in total 50 startups that will get a lot of press in the years to come and that will most probably disrupt their industries. Amongst those 50 startups, 4 Startups are operating in the wider field of HR.

Who are those startups?

1)      Reflektive: Ongoing employee performance feedback

In a world where everything needs to happen adhoc. Reflektive offers a solution to give continuous feedback throughout the year. Other continuous feedback solutions often operate separated from your HRIS system and miss the integration. Reflektive integrates easily with HRIS systems and also with productivity apps such as Outlook, Slack or Gmail. Especially for SMB companies the integration into these productivity apps can foster adaptation.

2)      JustWorks: Better HR for small businesses

You are a small company? You think you can manage your employees by using Excel or Spreadsheets? Better not! JustWorks offers an easy HR solution including Benefits and Payroll. That way you ensure you stay compliant and all your employee data is stored in one place. After all it is better to ensure your employee’s data is up-to-speed and always updated.

3)      Crew: The app for hourly workers

In many sectors organizations are struggling with managing their hourly or contingent workers. Often seen in industries such as “construction, retail, field services and hospitality”. These workers they play a crucial role but as these employees are often temporary workers they are not added to the leading HRIS system. Crew offers an intuitive app to manage these employees including shift planning.

4)      Pymetrics: Using neuroscience to hire people and avoid unconscious bias

This startup was founded by two former Harvard/MIT-trained PhDs. Candidates are often looking for the perfect job not knowing what they really want or where they perform best. Pymetrics “uses neuroscience games and bias-free AI to predictively match people with jobs”. Instead of looking at the past and what the resume says it “assesses the candidate based on his potential” and finds the right match.

The HR market is one of the hottest markets these days with a lot of venture capital pouring into it. Also in 2018 new and innovative startups will appear and further disrupt the HR landscape. We are curious to see their developments.

Author: Thomas Dorynek – Manager, People Advisory Services, EY

Thomas is a seasoned consultant with extensive experience in HR Digital Transformation projects. Views are his ownFollow @tdorynek

Will the Recruiter role survive in the era of AI?

We all know it. Artificial Intelligence (AI) will change all our lives whether it is your personal life or at a professional level. In a recent article, the World Economic Forum quotes the co-founder of Coursera who says “AI is the new electricity”. Electricity has completely shaped our lives over the last 100 years. Day-to-day activities such as crossing the street with the help of traffic lights, or using your smartphone simply wouldn’t be possible without it. Think back how technology has changed our lives in just the last 10 years. Apple recently celebrated the iPhone’s 10-year anniversary. 10 years ago, nobody could imagine that an autonomous car would replace a taxi driver. In 2016 Singapore debuted the first autonomous taxi and since then it has grown to 20 self-driving taxis. Making an autonomous car after all seems more complex than recruiting a suitable candidate. Do you agree?

In the era of the war on talent, where companies are having a challenging time finding the right candidate, the recruiter becomes more important every day. The profile of the recruiter has already changed a lot over the last decade. In the past, recruiters were used to having many candidate applications and being in the comfortable situation to select the right one. Nowadays recruiters are more often sales people who are hunting for the right candidate and being paid a bonus when the candidate eventually decides to sign the contract.

In the last 10 years, companies invested heavily in Applicant Tracking Systems (ATS) to streamline the recruiting process, seeking a full pipeline of candidates and creating talent pools with the hope to select the right candidate out of many. ATS systems have helped companies to be more efficient but they will be just one piece of the puzzle in the future as speed becomes an even more important component of the recruiting process. Officevive.com outlines that the best candidates, the top talents are already off the market after the first 10 days, so if you are one of the average companies then it takes you more than 27 days. This means an “average” company does not hire top talent anymore these days. The vital question is what can you do to be faster and more responsive?

The era of Artificial Intelligence (AI) has begun and it is going to change the rules of many markets and businesses. AI will also play a crucial role in the area of recruiting. The good news is AI will help you in being faster, more efficient and more important in identifying and screening candidates in a way you never could before.  Three AI technologies will support you in your day to day job as a recruiter and will let you take better decisions.

Facial Action Coding System (FACS)

Hirevue+Facial+Recognition
Source: HireVue

HireVue is one of the leading video interview solutions on the market. It is used by the likes of Goldman Sachs and Unilever. Video interviews give a more transparent and natural impression of the candidate and let the recruiter get an early idea of the personality of the candidate. On average, a video interview on HireVue takes 15 minutes and a candidate is asked 7 or 8 questions. The questions are designed to identify the behavior of the candidate. Lately Hirevue also integrated AI functionalities into their video recording capabilities. It now also recognizes and analyses the facial expressions of a candidate, identifying habits like passion, sincerity, nervousness and disagreement. Based on 25,000 features, AI then analyses the future potential and performance of the candidate.

Voice Recognition

Another piece of the puzzle is voice recognition. Cognitive scientists in 2012 confirmed that an affirmative language has a positive impact on the performance of the person.  Human beings naturally tend to like positive minded people better. When it comes to interviewing and recruiting the focus is on finding someone who is a good fit but also who will add value to the organization. Next to the FACS capabilities, Hirevue also created an algorithm that analysis the voice of the candidate. The software assesses whether the words the candidate uses are considered “active” such as “I can”, “I will” or if the candidate tends to rather use “negative” words such as “I can’t” “I have to”. Furthermore, it looks at the tonality and assesses the emotions of the candidate.

Chatbots

Hasn’t chatting become one of the most natural things? In fact, 1 billion WhatsApp users send 55 billion messages every day. Scientists are already concerned that we lose the ability to communicate in a verbal way. In the recruiting area nonetheless chatbots can be of help as Anna Ott states in her LinkedIn post. “For the better, tech will let us spend more time on human interactions. When algorithms take over repetitive and inefficient tasks, we can get back to what we signed up for: human relations.“

Many companies simply do not have the adequate resources to establish appropriate communication with potential candidates. Often emails sent by a candidate with pressing questions remain unanswered. And as mentioned before, speed is one of the most important requirements these days when it comes to hiring top talent. Intelligent chatbots learn over time and become better the more interaction they have with a candidate. An intelligent chatbot can be a great tool to get you closer to the top talent out there. The prerequisites of a functioning chatbot is that it is well implemented otherwise it may backfire and it can cause you more pain than benefit. Recruiters need to create a collection of the most asked questions by candidates and create specific answers to them.

The headline of the article asks the question whether the recruiter role will survive in the era of AI. My personal view is “yes”, as long as HR departments adapt to the new tech that is coming. The role of a recruiter will further change as it always has over the last 10 years. Artificial intelligence lets the recruiter once again focus on the human interactions with a candidate and it takes away many boring and time consuming administrative tasks. It will let you make better and more accurate decisions to eventually find the best fitting candidate for your organization.

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