Difference between structured, unstructured and semi-structured job interviews

How-to-Hold-an-Effective-HR-Meeting

There are 3 main types of job interviews: structured, semi-structured and unstructured job interviews. In this article you will learn the differences between them so you can decide which one is your best choice for assessing candidates. Tips & tricks for conducting a great interview included!

Job interview types

Recruiters and human resources professionals divide job interviews into 3 different types:

  • Structured interviews
  • Unstructured interviews
  • Semi-structured interviews

Structured interview

A structured interview is a type of interview in which the interviewer asks questions which are planned and created in advance.
Tips&tricks for conducting structured interviews:

  1. Prepare interview questions to ask candidates in advance.
  2. Develop a scale for grading candidates answers.
  3. Take detailed notes of each candidate’s answers.

Unstructured interview

An unstructured interview is a type of interview in which the interviewer asks questions as they arise spontaneously in a free flowing conversation.
Tips&tricks for conducting unstructured interviews:

  1. Keep in mind specific experiences and qualities you are looking for in candidates.
    2. Feel free to explore specific interesting points from your candidate’s resume.
  2. Develop each next questions based on your the candidate’s answer.

Semi-structured interview

Semi-structured interview is a type of interview in which some questions are predetermined and others arise spontaneously during conversation.

Tips&tricks for conducting semi-structured interviews:

     1. Create basic set of interview questions to ask your candidates.

  1. Customize your follow up questions based on your candidates’ answer.
  2. Return to your basic set of questions and repeat the whole process.

Which type of job interview should you use?

You should choose the right type of interview based on the needs of your candidate persona. Create representation of your ideal candidate by defining the characteristics, skills, and traits that make up your perfect hire.

Try to put yourself in your candidate persona’s shoes. Create questions which would allow your candidate person to show of her/his best qualities and skills.

Importance of choosing the right job interview type

Choosing the right type of job interview will help you find and hire your ideal job candidate, improve your candidate experience and make your recruiting efforts more effective and successful.

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How do you Retain your Talent the right way? Being Human.

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Question for the start up world.

When you walk into a start up and the first thing they say to HR is “we want a sustainable culture yet, the hyper growth that Facebook or Google went through”. Red flag alert. As the expert, you should already know that these two elements do not happen at the same time. You need to ask them, “Is it Acqusition or Retention?”

This is a conscious effort from your leadership, you simply cannot do this alone. One thing we need to get right is the people in your company defines the future, and this means EVERY SINGLE HIRE you have brought in, and retained.

Acquisition:

You start off with acquisition. Take a company through hyper growth. Hire for headcount show, not for PURPOSE. Your leadership tells you, “hiring slow affects business”. And so, you make it the only agenda in your job to Hire, Hire, Hire, because yes, you were told you can and should do so. They know that it is the talent they have who build their product. It is the talent they have who connects the product to their customers. They know that it is the talent they have who is going to give their customers a better world. So, THEY MUST HAVE IT.

This is the most exciting part of a start up, the expansion phase. Of course it is! You’re selling a great dream every single day. You even end up believing in it yourself. The propaganda.

So now, you think if I can hire all these great people, I can retain them too because we’re all in this together.

WRONG.

Retention:

All these great talent, all of these great people you have just brought in to build this dream are also very smart people. If they weren’t, you wouldn’t have bat an eyelid at them at the first instance. Their experiences are top notch, their technical skills are second to none. But you forgot to ask, “what is YOUR DREAM?”

Every employee has a dream, GREAT employees CHASE their dreams. If you want to retain greatness, must give them the work, life satisfaction they seek.

Because they are human, just like you.

Let’s put it this way, a satisfied employee is an engaged employee. We all know that high engagement brings profitability to the company, because losing people costs you ££. Don’t be daft, of course it does.

Losing talent is not something to be proud of.

So what do you need to do? 2 things.

Empowering your employees:

Oh, did I hate it when Steve Jobs put A,B,C players in boxes and he used to say that Apple is successful because their A players run circles around other B,C rejects from the company. I cannot help but felt how derogatory this is to the majority of people who were never given the opportunity to graduate from Stanford. Great leadership encourages self improvement instead of firing low performers. They listen intently and believe in them. I know this because I’m empowered every day and it’s not a fairytale. Man, am I lucky.

Trust and respect:

Give your employees generous boundaries. Contrary to conventional wisdom, boundaries don’t restrict team members; it means you TRUST them. Let them have autonomy, and let them prove to you they can do it too. No one was born to know exactly what to do with their lives, but they learn along the way. Credible leadership believe in their employees, and let them get on with it.

Needless to say, employees who are engaged shows better performance because they hit your happiness index right at the mark you want them to be. So leaders need to remember, their success is your greater success. Treat them how you want to be treated.

Stop making excuses. Humanise your company now.

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.

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 define your Employee Value Proposition (EVP) and use it to attract candidates?

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How-to-define-EVP-and-use-it-to-attract-candidates

Employee Value Proposition (EVP) is a solution for attracting talent in a highly competitive job market. In order to make yourself their employer of choice, you have to be able to trigger your perfect candidates’ interest by differentiating your company from your competitors.

You can do that by presenting your unique Employee Value Proposition (EVP).

What is an Employee Value Proposition (EVP)?

Simply put, Employee Value Proposition (EVP) is a compelling answer to the following candidate’s questions:

“Why should I work for your company instead of somewhere else? What’s in it for me?

Why is your company a great place to work at? What can you offer me that other companies can’t?

When faced with that questions, many companies highlight the salaries and benefits they offer.

However, compensations and benefits are just a part of an effective Employee Value Proposition (EVP).

Employee Value Proposition (EVP) is a comprehensive offering that companies provide to their employees, which has 5 main components:

1. Compensation

This component encompasses employee’s satisfaction with salary, but also additional rewards such as bonuses.

2. Benefits

This component incorporates different benefits (health, dental, retirement, tuition and disability), but also paid time off and life insurance.

3. Career

This component consists of employee’s career stability and a chance for its development, including opportunities for training and education.

4. Work environment

This component refers to a positive work environment, sense of personal achievement and a healthy work-life balance.

5. Company culture

This component is based on positive relationships and team spirit with your colleagues and managers.

employee-value-proposition-talentlyft

Steps: Define and promote your EVP

There are 4 crucial steps in the process of defining and using your Employee Value Proposition (EVP) in order to attract candidates:

Step #1: Define your candidate persona

The first step in defining your company’s Employee Value Proposition (EVP) is defining your candidate persona. 👩

Step 2#: Define each main component of your Employee Value Proposition (EVP)

The second step in defining your company’s Employee Value Proposition (EVP) is

specifying each of its main components with your candidate persona in your mind.

Step 3#: Personalize your Employee Value Proposition (EVP)

In order to use your Employee Value Proposition successfully, customization is the key. If you want to attract the right talent for your company and open positions, you need to segment and personalize your EVP for your target audience.

Step 4#: Promote your Employee Value Proposition (EVP)

There are many different types of content (such as team blogs and company videos) and communication channels (such as your career site, social networks etc.) which can be used for promoting your Employee Value Proposition (EVP).

Employee Value Proposition (EVP) examples

Here are 2 different, but very effective examples of Employee Value Propositions (EVPs), presented in a popular video format.

BMW’s Employee Value Proposition (EVP) video

In this video BMW employees explain what makes BMW Group such a special employer and what do they like the most about working for BMW. In this video you can see young, talented people explaining why they chose a career with BMW over other companies.

(https://www.youtube.com/watch?v=u5KMRNdY4g0)

Deloitte’s Employee Value Proposition (EVP) video

This video offers a glimpse into the everyday experiences of Deloitte’s employees. At the same time, it very cleverly incorporates and showcases different components of Deloitte’s Employee Value Proposition (EVP).

(https://www.youtube.com/watch?v=qDXWYzz7cHM)

We hope this two videos have inspired you and gave you some fresh ideas.

Now go on and start defining your own Employee Value Proposition (EVP)! 🙂

The Stress Factor: What the Online Rhetoric Doesn’t Tell You about Business Growth

Author: Terri Hiskey, Vice President, Product Marketing, Manufacturing Portfolio at Epicor Software

You don’t have to search far on LinkedIn before you come across phrases like ‘I’m a results-driven go-getter’, ‘I thrive in a fast-paced environment’, ‘I’m a best-of-breed strategic thinker’, and ‘I have a track-record for generating business growth’. The list goes on.

But beyond the online show, a lot of people–and the organisations that employ them–actually find business growth rather stressful. And that’s the case even though many organisations are constantly looking to grow their businesses by expanding into new territories, developing new product lines, or boosting their profits.

According to Gideon Neiman and Marius Pretorius in their book Managing Growth, business growth puts a strain on resources. It often requires employees to work harder and faster, and needs managers to make quicker and more accurate decisions. Business growth also involves change–whether that’s integrating new locations, new colleagues or new products into existing processes, and this too can make growth more challenging. As part of its global growth survey, Epicor has looked in more detail at the realities of business growth, in order to better understand how different organisations across the globe cope.

By surveying over 2,000 business professionals across the world, we found something that LinkedIn’s online show of pride doesn’t give away. While one-in-three business professionals find growth rewarding, two-in-five actually find it challenging, one-in-five finds it stressful and one-in-ten even finds it painful. Perhaps these things are easier to admit on an anonymous online survey than on a public LinkedIn profile page!

Stress

The realities of growth are therefore more complex than they may at first seem, with stresses and challenges playing a significant role in employee experiences as the businesses they work for develop. Nevertheless, with businesses generally feeling optimistic about their growth prospects (scoring an average 7.2 out of 10 for optimism), they must come to grips with these realities to make the growth process easier.

While a certain amount of stress can be stimulating, it can also be incapacitating for businesses or employees for whom it is not manageable. For example, in his work on stress in business, Jim Taylor, Ph.D. from the University of San Francisco, explains that growth can put employees under psychological pressure to perform, and that in turn can give people more energy and endurance, sharpening their thinking and focus for the intellectual demands they face. However, as soon as demands begin to exceed capabilities and resources, business growth (and the stress it brings) may become debilitating for workers and the businesses that employ them.

Stress may be a by-product of growth, but businesses want to grow. So, what can they do to help make the journey easier?

Our research shows that businesses turn to a variety of methods to help them keep on top of the stresses and challenges they face while growing, and demonstrates that different members of the workforce have different opinions on how to make business growth a better experience. Not surprisingly, two-in-five (38%) members of staff questioned in our study believe that business growth could be less stressful with better leadership. On the flip side of this, 37% of directors and managers think that the challenges of growth can be largely overcome if employees worked more efficiently.

There are differences too, between different sized organisations–with a quarter of large organisations (with over 1,000 employees) tending to feel that growth would be less stressful if their business model was more flexible, and only 16% of small organisations (with under 100 employees) feeling the same. Smaller businesses, after all, tend to find it easier to adapt, making change less difficult to manage. Larger organisations on the other hand tend to have to work harder at evolving. They have more internal processes to follow, and more stakeholders to involve in strategic decision making, which is an inevitable aspect of growth.

Across the board there is widespread recognition that implementing better technology is key to a business’s ability to cope with the stresses and challenges presented by growth. Making use of the latest technology can help businesses work more efficiently, and even help them expand into new geographies, without having to make huge investments in staff and facilities. This is especially true in the manufacturing sector, where intelligent enterprise resource planning (ERP) solutions are helping organisations to bridge the top floor with the shop floor. By doing this, ERP systems allow for better data flow–for example between sales teams, machines on the production line, shipping partners and customers–as well as automating otherwise manual tasks to cut time to market.

Almost half (47%) of business professionals across the globe agree that technology is an important factor in overcoming the challenges of growth, with those that are in a position of power tending to feel even more strongly about this fact. 54% of CEOs and 52% of directors and managers believe that technology helps them overcome the stresses of growth. However, just 37% of staff who are less senior agree.

It’s possible that more senior staff have a better understanding of the business benefits of technology change, because they have a clearer idea of the business’s growth strategy and the ‘end goal’ that technology will help them to reach. Less senior employees however, tend not to be involved in the decision-making process, making it harder for them to see the value in change. They may also be over-burdened by increasing workloads and have little patience for learning how to use new technology on top of their daily grind.

Technology change can moreover threaten the organisational culture of the workplace–it can change the work environment by transforming tasks and processes, and providing greater visibility of those tasks, something which will understandably make staff nervous if they don’t feel they have a personal and professional stake in the changes being made. Organisations that do chose to embrace digital transformation on their pathway to growth must therefore do this in a manner that will allow all members of the workforce to understand the reason for the business’s investment, to overcome resistance from staff.

While it’s certainly true that some business professionals do thrive under the pressure of growth, beyond the online rhetoric, and the year-on-year increase in output or profits, there’s a deeper, more human experience of business growth too. While some find it rewarding, others find it challenging. The most successful high growth organisations are those that have flexible systems, are able to constantly adapt to new and better business models, and are able to bring their staff onboard with changes along the way. Investing in technology is a good way to meet these three growth requirements and tackle the challenges of growth head on.

5 Effective Customer Service Tools Your Small Business Should Be Using

Customer experience refers to the perception a customer has about their interactions with a given company. These interactions can be direct or indirect. An example of direct interaction is when a customer calls your customer service department. When a customer reads a negative or positive comment about your company on social media, they are indirectly interacting with your business.

You need to acquire the right tools if you wish to improve your customer experience. The best ones help your company turn customer experience into increased revenue and accelerated growth, lower operation costs, and higher customer retention.

Read on and decide if the following tools seem like the real deal.

1. Freshdesk

Freshdesk helps you categorize, prioritize, and assign tickets. It ensures you do not lose track of conversations. It features a team inbox that enables you to handle incoming support tickets from multiple channels efficiently. It makes sure no two agents accidentally work on the same problem. The tool lets you set deadlines for ticket response and resolution. It also enables you to split complex, multi-stage issues into smaller tickets called “child tickets.

Freshdesk supports the discussion of specific parts of a ticket among your company’s top experts, leading to quicker resolution of complicated issues. Also, this tool supports live chat, lets you integrate your Facebook page, and Twitter handles, allowing you to manage them from the same place. Most importantly, Freshdesk offers a customer service portal and a website-related knowledge base that provides helpful information to visitors. Additionally, it allows customers to view ticket status and even share or vote on ideas.

2. Office 365 Business

Office 365 Business is a complete cloud-based office suite. Think of this tool as an online ecosystem in which you can run applications, access remote data, exchange information, and collaborate on documents and files. Two of the most useful services that Office 365 Business offers are Microsoft Bookings and Microsoft Dynamics 365.

Scheduling appointments with existing and prospective customers is critical, but it can be time-consuming. Sending emails, talking on the phone, and reminding people about meetings can take a huge chunk of your time. In the end, you do not give your core business the attention it deserves. Microsoft bookings offers a unique web page that allows customers to schedule appointments. Based on your availability or that of your staff, the customer selects the service they want and chooses a day and time, effectively booking an appointment.

Microsoft Dynamics 365 offers integrated solutions that enable you to track leads, automate field service, improve operations, and drive sales. You accomplish all these activities using cloud-based mobile, enterprise-ready business applications. The beauty of this service is that you can use the apps even when offline. Reconnecting to the internet leads to automatic data.

3. Zendesk

The tool allows you to provide your customers unlimited support. It is useful across a wide range of vertical markets such as media, retail, technology, government, and other small and large businesses. It is scalable whether you are a small or large organization. Zendesk enables you to serve your customers no matter where they are using live chat and short messaging service.

It features forms, a customer relationship management system, and other tools that add extra data to your customer support tickets. Implementing Zendesk takes minutes, and it is accessible across multiple devices. It becomes for you a flexible support center that grows with your team. It allows automatic addition of the features you need as situations change.

4. Conversocial Software

The Conversocial software is the perfect tool for managing all your company’s social media interactions. It intelligently prioritizes issues and tickets, ensuring the team does not delay or overlook the important ones. The software compiles onto one screen each customer’s interactions with your business. Customer support agents have their workflow simplified; the compilation helps them improve their effectiveness. If you are in retail, banking, healthcare, telecommunications, or utilities, this tool is a perfect choice.

5. Live Chat Software

Live chat software is a versatile tool that helps you improve customer experience and grow sales. You will need to implement this useful tool on your website. If you are looking for software that offers both efficiency and quality, this is a great option. It allows your customer support agents to multitask. Typically, live chat suppliers allow agents to engage up to ten customers at a time.

Your agents need training and must possess multitasking ability before they can handle several live chats concurrently. If you own an e-commerce site, this is the tool you need to help you quickly answer your visitors’ questions that could lead to a sale. Most online shoppers, especially the younger generation, prefer live chat to the phone. Live chat improves CX by satisfying customers’ immediate need for quick response to issues of concern.

HR Challenge – Ensuring That Both The App and The Development Team Are Working As They Should

Forward Productivity

There are a lot of things which go into designing a software development team. Consider front-end designers, whose coding language handles the basic presentation of your company’s development project. Now consider backend developers, whose expertise is used for a variety of applications on a given page. Now consider mobile app developers, which has its own idiosyncrasies pertaining to compatibility.

Justifying everything together can be very difficult, and you need metrics which will help you to define that which works, and that which doesn’t. According to Stackify.com, when it comes to measuring software development team productivity, there are quite a few different schools of thought; one expert put it succinctly: “Working software is the primary measure of progress.”

Ideally, whatever solutions you bring to bear on your online solution, they should work as they’ve been designed to. In order to determine whether this is the case, as the experienced guys from Picnet like to emphasize – you’ll need to continuously test everything – both in the software development team and in the HR department.

In the development team, they mostly rely on load testing. If you’re not familiar, load testing is exactly what it sounds like: you’re stretching software to its limit to determine the “load” of activity it can handle. Ideally, it should be able to handle things several levels of magnitude higher than statistically traditional traffic. If you do well, you’re likely to have some spikes on occasion; you want to be prepared for them.

Employee Considerations

Still, even if you’ve got the absolute best software solutions around, if you don’t have the right team working with it, you’ll likely see productivity that is inferior to your business’s ability. If those who work on your software don’t have their “heart” in it, you may be leaving money on the table.

There is an old saying: the man who is lazy is a relative of the man who destroys. Basically, this saying is pointing out that a lack of diligence in work can be just as damaging as deliberate destruction. With tech people, you’ve really got to be careful with this. You want passionate, motivated individuals working for you. You don’t want lackluster, antisocial and egotistical techies who hold those that don’t think in programming languages as inferior to themselves.

Such individuals will design something which may work for a while, but should it have a tiny error that is transmitted through dint of simple human imperfection, getting them to fix that error may be like pulling teeth. The egotistical aspect of such an individual’s personality won’t allow them to admit they did something wrong until there is no other explanation for poor software activity.

The Right Team And The Right Numbers

Part of ensuring that your software runs as you intend means getting a design team who will take your instruction. You shouldn’t be having arguments. You’re the boss, even when you’re “wrong”, you’re “right”.

Finding such individuals may be easier said than done. If you’ve got multiple open positions and multiple viable candidates, you might hire two and set them into professional, “friendly” competition against one another within your business. This can facilitate motivation without you having to stand behind either and keep the candle lit, as it were.

Remember to ensure that mobile connectivity and utility are paramount in your forward software designs. This method of web connectivity defines modernity, and avoiding it will definitely hamper the effectiveness of any online solutions you’re able to acquire for your business.

Lastly, keep good numbers on everything. You’re looking for traffic increase that is progressively better, expanded clientele acquisition, and increasing profit. This should rise in a reliable way that you can build your budget around. The right software will help. The bad software will hamper you. Using good employees, keeping numbers, and finding techniques to motivate that are oblique as outlined earlier can definitely help you acquire the best software solutions.

How HR Technology Can Help You Overcome Biggest Recruiting Challenges

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.

Are You a Leader or a Manager?

When describing someone at the head of a team or business, many tend to use the words “leader” and “manager” interchangeably, with the belief that these two words mean the same thing. While it does colloquially, in terms of business and character, there is actually a huge difference between the two of them that you should be aware of so you can truly gauge where you stand.

In its most basic sense, the biggest difference between a manager and a leader is the way they motivate people to accomplish their tasks and work towards a common goal. This sets the tone for most of what they do, how they approach people in their team and business, how they react during crises, and the overall atmosphere of the employees and of the business.

While there is nothing wrong with being a leader or being a manager (and not being what they aren’t), the knowledge of what you are like as a business owner and team head is still a worthwhile fact to hold as it allows you to see how you truly handle the business and where else you can improve upon. It also pays to know the difference between the two so when it comes to assigning team heads for the different projects that your business may have, you are able to assess who can work better with what task and with what sort of people they can work well with.

Find out if you are a leader or a manager with this infographic by Healthy Business Builder.

Are You a Leader or a Manager?