4 HR Publications Every Business Owner Should Keep Up With

Staying tuned for the latest news from the world of HR is very important. Markets, paradigms, and the best practices are constantly shifting. The best HR practices from a few years ago might become obsolete tomorrow. Fortunately, for HR managers and business owners who want to stay updated, there are many HR publications online.

While many online HR publications offer news and developments, only a few of them share valuable content with the readership. If you want to find out about new trends affecting the workforce, the most viable data to measure their performance and learn about HR technology and how to assess employee engagement here are top 4 HR publications to bookmark, if not subscribe to them.

Fistful of Talent

Fistful of Talent is a website that was primarily brought to life to round up an all-star collection of recruiting and HR professionals who will provide their insights on an everyday basis. This happened back in 2007 and Fistful of Talent remained true to its cause to this very day.

FoT covers a lot of different topics on their HR blog: Leadership, Culture, Good and Bad HR, Compensation/Cash Money, Salary Caps and Employee Relations. In the Recruiting section, you can read all about: candidate pool, sourcing, making offers, working with recruiters, references, relocation, diversity, career paths.

They also offer 28 minutes long podcast packed with the latest HR and recruiting news with relevant professionals in the field as guests.

Corporate Leadership Council

Corporate Leadership Council is one of the best sources for HR professionals out there. You will have to subscribe to get access to their content. They cover almost all topics related to HR. Every claim in their articles is supported by real-world data and research findings. With a reliable methodology and data led strategy, they offer unique, actionable content to their readers.

This is one of the rare online jewels that uses actual data in their findings and publications. Although their content is designed to meet the needs of leaders, HR managers and recruiters can also benefit from reading it.

Quora

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Quora is a great place to look for answers to a lot of different questions. After Quora implemented the “Topic” section on their website, it has become very easy to browse through what interests you most.

Currently, the most active topics are Human Resources (156k followers), Human Resource Management (43k followers), Recruiting (275k followers), and Hiring (164k followers). The Quora platform is very engaging and doesn’t get surprised when you stumble upon some of the top HR talents answering a lot of questions and giving free advice and insights.

ERE Recruiting Intelligence

ERE digital footprint deserves to be followed by anyone who wants to find out about the latest news and trends in the HR industry. Some of their authors even use the latest Hollywood movies as reference points to build up a story. Just like Dr. John Sullivan does in his post “Wonder Woman – Why Every Firm Needs to Hire One.”

Human Resource Executive Online

The Human Resources Executive magazine started publishing back in 1987. Today, they also publish online. Their primary goal is to publish articles that are focused on strategic issues in HR.

A majority of the content is written by human resource leaders. What can you expect to find on this website?

  • News and trends in HR
  • Success stories from HR innovators
  • Talent management
  • HR information systems

By staying tuned to the news and other articles found on these websites, you will keep yourself updated about the latest developments in the HR community. You can also read blogs of reliable outsourcing partners to make sure that you stay updated with the latest news in the outsourcing industry.

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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.

passive-job-seekers

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.

employee-referrals-stats.png

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.

Applicant-tracking-system-benefit-quality-of-hire.PNG

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.

Items to have on-hand Before Enrolling with a Payroll Service

So, you’ve made the decision to consider an outsourced payroll provider. You may even have a few bids out to test the waters and see where products and fees align compared to your goals. However, before you enroll with an outsourced payroll service, prioritizing the organization of your internal payroll and human resource (HR) processes is crucial for easy sharing with a potential payroll provider. This will help streamline the process for you, your provider and your team. Here are some tasks to check off your list during the organization process and items to have on-hand before you sign your next contract:

Identify strengths and weaknesses in current operation

If you have been processing payroll in-house since the inception of your business, you have likely undergone significant changes in the way you process payroll and handle other aspects of your HR over time. When was the last time you updated your process documentation? Documenting your processes thoroughly is necessary to provide a clearer picture of your business to a potential provider. With documented processes, the payroll provider can better understand how you currently operate and any potential areas for improvement. As professionals who serve a variety of clients in size and industry, outsourced payroll providers will use your documentation, along with their experience with similar operations, to provide the best possible solution for your needs. Additionally, identifying your current system’s strengths and weaknesses, and your desired outcomes through outsourcing, will assist the provider in understanding how their product can best serve you.

Identify clear expectations for results and budget

After you’ve documented your processes and identified your strengths and weaknesses, you must set clear expectations, goals and benchmarks for how you envision an outsourced partner working with your business. If you enter into negotiations without a clear understanding of your expectations for the transaction, your chances of poor implementation, product fit, pricing structure are greatly increased. Do your research and learn what types of products are available, how they work, and how their price points compare with others in the market. Furthermore, should you receive a proposal or contract, perform a detailed examination of the pricing structure and any potential add-ons you may not expect or anticipate up-front, which could end up costing you big. Transparency will be key in a lasting relationship with your payroll provider.

Identify an ideal partnership

Not every outsourced payroll provider is right for every company. For example, if you are a small operation of 30 employees, a payroll provider who specializes in large multi-national corporations may not be a good fit, and vice versa. Small companies and start-ups will likely need more hands-on, approachable, and available customer service support during implementation, as well as throughout the relationship, to maintain optimal efficiency down the road. Larger companies will also need dedicated customer service, but may require a more robust platform to integrate with their various benefit programs and handle the complicated matters which can arise with hundreds of employees. Do your research, talk to peers in your industry, and identify which providers are likely to suit your needs and culture.

Prepare your staff

If you are switching from in-house to an outsourced payroll provider, and you have staff who are currently responsible for that function, consult with them on what this means for their position going forward and what expectations you will have for their position. If they are to serve as the liaison to the provider, bring them in on demos and negotiations. If their role is changing completely, provide plenty of time for training and transition. When implementing a new process or platform to improve time and energy output, engage the people impacted by this drastic change.

Get your paperwork in line

Once you’ve chosen your provider, prepare all relevant paperwork, documentation and contracts so they can hit the ground running with implementation of accurate data. The more prepared and organized you are inside your business, the easier implementation and start-up will be. Set aside time to ensure benefit provider contracts, federal and state documentation, and any unique employee circumstances are order. Implementation can be hectic and overwhelming, and the more organized you are, the better you will feel throughout the process.

Follow these tips before enrolling with an outsourced payroll service, and you will be more prepared and organized going into the bidding, buying and implementation processes.

Changing the way we work through digital thinking

Changing the way we work through digital thinking

Authored by John Brownridge, Principal, Deloitte Consulting LLP

Technologies like Robotic Process Automation and chatbots will likely take over tasks that have traditionally been handled by humans, making the traditional workplace a thing of the past. How can companies thrive in this new model?

Continue reading “Changing the way we work through digital thinking”

Transform HR with Intelligent Automation

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

Automation is everywhere. As the “new norm,” intelligent automation plays a key role in our everyday lives. From Lyft providing instant access to a ride and Alexa keeping track of the grocery list, intelligent automation is behind the scenes enhancing services and making our lives easier. With less and less effort required on our part, intelligent automation is quickly becoming the preferred way of doing things.

While the world moves towards increased automation, many companies and HR organizations in particular are striving to follow. However, many HR organizations still rely on manual and unstructured work processes. In a recent study of more than 1,850 business leaders, HR was named the department “most in need of a reboot” with only 37 percent of services being automated. This makes it not only difficult for HR teams to do their jobs effectively, but also reflects on the department overall and what employees experience when interacting with HR. The lack of automation in HR organizations is especially challenging given the dramatic rise in work loads in recent years. Struggling to keep up with the high volume of work, frenetic pace, and employee demands, HR organizations are realizing that emails and spreadsheets don’t cut it in today’s world of increased automation and that the time has come to update their systems.

HR departments want to provide excellent service, but are often bogged down with routine requests and tasks. To avoid these pitfalls, organizations should look at the facts, consider the benefits of automation, and make an actionable plan.

Intelligent Automation

Look at the Facts

The pace of work is rising each year. In fact, by 2020, nearly 9 out of 10 executives believe their companies will hit the breaking point in which they will need intelligent automation to keep up with work volume according to the study. Yet, less than half of business processes are automated, with HR and customer service the least. A surprising statistic considering their impact on the overall service experience and the important relationships they manage with employees and customers respectively.

Inefficient tools and manual processes are making it increasingly difficult for HR departments to do their jobs well.  In fact, 91 percent of survey respondents agree that skilled professionals spend too much time on administrative tasks. HR teams are drowning in unanswered emails and phone calls, unwieldy spreadsheets and stacks of administrative paperwork. Respondents also confirm this by reporting that managing employee relocations, leaves of absence, and onboarding are the least efficient processes. Without automation, tasks that should be streamlined and effortless are taking the most amount of energy and time. This leaves HR feeling drained and with little resources left to do their jobs well. As the world becomes more interconnected, the pace of work will also grow leaving companies with one choice – to aggressively automate their HR processes.

Consider the Benefits

When companies consider the financial and productivity benefits that automation delivers, there should be no hesitation to pursue this route. For instance, the study shows that highly automated companies are six times more likely to experience revenue growth than companies with low automation. When asked, executives highlighted some of the potential reasons for this enhanced financial performance including reduced costs (81%), increased customer satisfaction (78%), faster work completion (84%), and more time for strategic initiatives (74%). In other words, the more automated processes in place, the more resources and time HR teams have to do the work they want to do.

Automating HR processes can dramatically enrich the workplace experience for both HR teams and employees. When HR teams are freed from the mundane and drudgery of manual work, they have the opportunity to explore what matters – developing the skills to reach their full potential as productive employees. Instead of spending their days filling out forms, sending emails and updating spreadsheets, they can focus on building workplace relationships, exploring their creativity, and providing high quality HR services to employees.

Make a Plan

To avoid hitting the breaking point, HR organizations need to take action today. The following steps will help companies as they start down the path to full HR process automation:

  1. Identify HR processes that need improving. Make a catalog of HR services that could benefit from automation. Typically, these are services that have a high degree of repetitive tasks performed by HR or by employees and their managers. These could include simple services like tuition reimbursement, gift matching and employment verification to more complex ones like leaves of absence, relocation, onboarding and offboarding. Plan for dependencies on and touchpoints with other departments providing service including IT and Real Estate and Facilities.
  2. Prioritize services. Next, prioritize HR services in need of automation based on frequency, volume and impact. Create a prioritized roadmap based on these findings. For example, a critical yet infrequent natural disaster should be a top priority with automated processes in place for if/when these events occur. Similarly, the productivity benefits associated with automating onboarding in a high growth or high turnover organization can be significant.
  3. Work with teams throughout the transition. Employees are often resistant to change and need management to reassure them throughout the process. Actively seek employee input, answer questions, address concerns, and incorporate their ideas into the automation roadmap. Doing so will improve the final outcome.
  4. Follow best practices for change management. Organizational change is more than checking off a to-do list.  Executive support and active participation by both HR and employees and their managers is essential. By communicating regularly, companies can break down barriers, establish clear ownership, and ensure that every part of the business is engaged.
  5. Help HR thrive in an automated world. Ninety-four percent of business leaders believe automation will increase the demand for skills such as collaboration, creative problem-solving and communication. Yet many of today’s HR teams are inundated with manual tasks and may not have the skillset to thrive in an automated workplace. Ensure that proper training is set up to help HR professionals through the transition so they can feel better equipped and successful at work.

While many companies have started to use intelligent automation, research shows the pace is not enough to keep up with the rising amount of work expected in the coming years. HR teams will continue to do mundane and repititive tasks manually if companies do not speedup their automation roadmaps. By following best practices for successful HR process automation and organizational change, companies will start to see immediate results in costs and efficiency for HR along with overall employee satisfaction and productivity.

Human Capital & Talent Management... ... For Energy Industry!!!

Human Capital & Talent Management… … For Energy Industry!!!

Human Capital & Talent Management... ... For Energy Industry!!!

Human Capital Management Plays a Critical Role in the growth and profitability of companies within the energy Industry. In today’s competitive market landscape, fast-evolving business requirements, and talent wars heating up, organizations of all scales in the industry face tremendous number of human capital challenges including the shortage of specialists and technical staff, succession planning, talent attraction and development, staff retention and how organizations can best deploy of human capital resources amidst many other pertinent issues. Companies need to develop and implement the right strategies in order to attract, develop and retain the skilled workforce they need, whilst aligning their human capital and talent management strategies with organizational goals.

Equip Global’s Human Capital & Talent Management for Energy Summit 2018 taking place on the 26th – 29th June 2018 serves as a congregation point for all HR & Talent Management professionals in the sector. It will be the leading hub where strategies and solutions can be freely contributed, with the aim of providing practical knowledge and human capital management case studies shared amongst leaders across the Oil & Gas, Power & Utilities and Refining & Petrochemical industries.

JOIN the Leading Human Capital & Talent Management For Energy Industry Summit in Singapore, June 2018!

> 4 Exclusive Workshops ALSO available in this 4-Day Summit programme.

>> Register your seat by 9th March 2018 to GRAB the Early Bird Price!

>>> Limited SPONSORSHIP & EXHIBITION Opportunities


For more information, visit Official Webpage or Email to enquiry@equip-global.com.

Black and White

No employee left in the dark: Data Transparency under GDPR

By Gert Beecksman, Chief Security & Risk Officer, SD Worx

On 25th May 2018, General Data Regulation Protection (GDPR) laws will come into effect, with the objective to refine the data privacy rights of all EU citizens. Naturally, this is triggering a massive restructuring in the way companies organise their data. New storage regulations state that employers should not retain personal employee data for longer than is necessary, and while the idea of simply discarding unnecessary employee data is simple enough, this process has the potential to be far more complex in practice.

To provide more context, GDPR will add new requirements that will make the storage limitation principle considerably stricter and will make it illegal to excessively process and store data. GDPR will also demand that HR managers are extremely careful with exactly what they ask from their colleagues, as specific time limits will be set for both the processing and reviewing of data.

The amount of time that data is allowed to be retained by employers will consequently become much clearer with the time limit logged in a registry. If a HR department fails to comply with this, then they’re left exposed to the risk of sanction. Furthermore, if employees feel that their HR department is holding personal data for an excessive duration, co-workers have the right to request erasure.

But while GDPR’s new retention policies may initially evoke daunting prospects for HR managers, the solutions are in fact simple, helping to drive long-term benefits such as increased productivity for companies. First and foremost, HR managers need to identify the exact challenges they’ll encounter, and how different forms of data will be affected.

Identifying and tackling challenges

There is currently very limited guidance as to how to manage sensitive employee documents and information. This means that the idea of a strict minimum period for certain documents—that don’t necessarily fit into a set category—can be subjective and open to interpretation.

To combat this, HR managers should research and document the specific legal requirements and ask the following questions: Is there a legal obligation to keep a document, and for how long? Do I need this information to make future business decisions for the company?

To overcome these challenges, organisations can set up an internal company HR retention period. All documents pertaining to employees should be re-archived here in clearly defined categories according to the dates when the company is required to expose of them. Employees should also be made aware of this new reorganisation of files via the company intranet. On top of this, there should be a periodical review of all your archived documents to delete all data that is no longer needed.

Know which data is useless

Some data that the HR team may think it useless may, in fact, be important to retain, and vice versa. For example, an individual who was unsuccessful in the application process may ask for their data to be deleted. In this case, the employer should not keep the documents for unsuccessful applicants beyond the statutory period in which a claim arising from the recruitment may be brought. However, under GDPR, employers can keep a limited record for a longer period than data retention authorities advise, providing that (a) the HR department has a valid reason, such as a talent pool, and (b) as long as the applicant consents.

Another request may concern ‘the right to be forgotten’ from a former member of staff. Ex-employees do have the right to submit requests to be forgotten, but an employer can still refuse to erase their data if the information will be necessary for the defence of legal claims that the ex-employee may later file against the business.

If data was collected to comply with legal obligations, or for the exercise of official authority, it cannot be erased. Additionally, if an employee is dismissed for performance reasons, then there is always the risk that they will challenge the company. The best advice in this case is to keep the contract for as long as statutory limitation periods are applicable under criminal law.


In preparation for GDPR, HR teams will need to develop internal policies of retaining or discarding employee, or ex-employee, data. If HR managers create policies that take all possible employee concerns into account, and even offer their employees a stronger role in company policy-making, they will create the most flexible intranet and avoid both legal action and GDPR infringement.

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

How to Network Effectively as an Introvert

How to Network Effectively as an Introvert

How to Network Effectively as an Introvert

Networking events can be a stressful experience even for extroverts as over 27 million Americans struggle with their fears of public speaking. Social anxiety can cause mental anguish during the smallest interactions with people and many introverts will avoid networking events at all costs. There will almost certainly be social events in your life that you must attend to further your career or personal life which means you will need to learn how to handle interpersonal communication.

Typically an introvert will find any excuse to avoid a networking event but if you research and plan for the event, as suggested, you will likely feel a sense of investment and be more willing to attend. You can also optimize your time spent at the event in the following ways:

  • Smile and Stand with an inviting posture
  • Use compliments to spark conversation
  • Shake hands firmly and use their name frequently
  • Ask a lot of questions and listen intently
  • Be agreeable instead of argumentative

These tips may seem difficult to implement at first but, as with any skill, practice will hone your abilities. Whether you are an introvert or not, effective networking is a valuable skill in this day and age. Try putting these tips from GetVoIP into practice and be open-minded to the connections you might make and what these relationships may present you in the future.

Networking-Tips-for-the-Introverted