New ServiceNow Research Highlights What Employees Really Want

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

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

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

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

Where Can Employers Improve? Mobile Work Experiences

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

 

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

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

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

 

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

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Effects of Scale Instruments in Logistics

Warehousing and inventory management centers depend on efficient and reliable scaling instruments to get accurate data for managing large stocks of goods. They use scaling devices to monitor cargo weights, track data, and ensure that the logistic vehicles are loaded to the optimal safe capacity. 

The scaling instruments have several effects in the logistics and transportation of goods from manufacturers to distributors and the retail stores. Let us study the effects that scaling tools have on the logistics businesses. 

Optimal loading and safety

Logistic businesses transport the products from manufacturers to distributors and from distributors to stockists and retailers. However, they are highly concerned about the safety of products and vehicle that depends on the weight loaded on the truck. Scaling instruments helps logistics to load the truck with an optimal level of weight so that it can be transported safely to the destination without the risk of overloading. 

High accuracy

Accuracy is essential in the logistics business as a single error in measurement can lead to inaccurate weight and cost calculations of the large stocks. The modern scaling instruments are self-calibrated and highly accurate to measure the weight of small and large items. The high accuracy minimizes the chances of loss or revenue and ensures the smooth running of the business. 

No need for operators

The modern scaling instruments enable the transport drivers to measure the consignments without leaving their vehicles. The weighbridge controls are integrated with standalone consoles to facilitate the weighing operations even when unattended. 

The modern weighbridge terminals enable the drivers to weight their consignment smoothly without the need of a dedicated operator. This ability to scale instruments reduces the cost of weighing operations significantly.

Waterproof weighing scales

The present scaling instruments also come with waterproofing abilities that are capable of measuring in any condition. The floor and platform scales need to be waterproof as they are used for measuring every type of items. Sometimes, they are used for measuring water filled bottles or packages that can cause corrosion of scaling instruments. However, the waterproof weighing scales eliminate the risk of rusting or corrosion, and they have a long life.

Data Storage and communication

The modern scaling instruments are not limited to merely measurement purposes. The digital scales come with capabilities of storing and communicating data to back office and front ends. The arrival of improved capabilities in digital scaling instruments helps the logistics businesses to enhance accurate management and control of data and information. 

Counting Scales

In addition to measurements scaling instruments also help the logistics services to count large stocks of identical items that are difficult to count manually. The precision counting scales minimize the likelihood of error in the counting of any number of items at high speed with accurate results. 

Final words

The present scaling instruments are entirely different from the ones used decades ago. With improved capabilities, they enable the logistics and transportation businesses to manage inventory and run their operations smoothly. Minimizing errors and handling of multiple operations helps them save time and cut the operating costs.

The Biggest Recruiting Challenge and 3 Effective Ways to Tackle It

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

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What is the biggest recruitment challenge?

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

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

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

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

Top 3 strategies to tackle the talent shortage

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

1. Attracting passive candidates

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

2. Sourcing candidates

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

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

3. Building talent pools

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

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

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

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

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What is ATS and how does it enhance hiring process?

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

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

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

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

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

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

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

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

Take TalentLyft for a test ride! 

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

Are You Making the Most Out of HR Analytics?

How mature is your HR analytics strategy?

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How advanced is your HR analytics strategy?

Today, most companies are collecting vast amounts of detailed data about their people. However, only a small percentage actually conducts a deeper analysis of this data and uses gathered insights to take action. 

Companies that act on the gathered data and analytics to solve critical business issues will surely be able to out-hire, out-manage and out-perform their competitors. Are you among them?

How mature is your company’s HR analytics strategy? Are you just getting started with some basic level of HR analytics? Or you’ve mastered even the advanced HR analytics best practices?

4 levels of HR analytics 

We distinguish four levels of people analytics, from basic to most advanced: 

  1. Descriptive analytics
    Descriptive people analytics provides an answer to the following question:
    “What has happened?”
    This type of people analytics is defined by using data to understand and reflect on what has already happened in the past.

  2. Strategic analytics
    Strategic people analytics provides an answer to the following question:
    “Why did this happen?”
    This type of data analytics is defined by developing causal models and searching for the reasons behind a certain occurrence.

  3. Predictive analytics
    Predictive people analytics provides an answer to the following question:
    “What could happen?”
    This type of data analytics is defined by using statistical models and forecasts techniques that can predict the future based on the past.
  4. Prescriptive analytics
    Prescriptive people analytics provides an answer to the following question:
    “What should we do?”
    This type of data analytics is defined by using simulation algorithms to analyze a number of different possible solutions in order to choose the one most likely to provide the desired outcome.

Learn more about the reasons why HR analytics is a new HR imperative!

How to Hire for Diversity?

Learn the best practices and tips for hiring more diverse candidates!

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How to hire for diversity?

If you want to improve diversity and inclusion at your workplace, you should start by hiring more diverse candidates. 

In this article, you will learn how to incorporate best practices for hiring more diverse candidates at every stage of your recruiting process. Read on to learn:

  • How to attract more diverse candidates?
  • How to incorporate diversity values in your selection stage?
  • How to ensure greater job acceptance rate among diverse candidates?

Attraction stage: How to find more diverse candidates?

Here are some great, actionable strategies for attracting diverse candidates:

  1. Source for diversity
    Add terms like “employee resource group” and “ERG” to your Boolean search strings, along with phrases related to different types of diversity focused networks (such as “black,” “Latino,” “disabilities,” “women in IT,” or “LGBTQ”).
  2. Post your jobs on job boards specialized in diversity
    Job boards dedicated focused on minorities and diversity are also becoming more common these days. Did you know that you can find a diversity jobs section on Indeed? Make sure you also post your job on Diversity Working, the largest online diversity job board.

  3. Encourage diverse employee referrals
    Encourage your employees to recommend diverse candidates by offering additional bonuses and prizes. For example, Intel awards double referral bonuses for diverse hires.

  4. Highlight diversity on your career site
    Highlight your company’s dedication to diversity and inclusion. Check out Schneider Electric’s career page focused on promoting their company’s inclusion and diversity initiatives. 

Selection stage: How to select more diverse candidates?

There are 2 proven strategies for incorporating diversity and inclusion at the selection stage of your hiring process:

  1. Organize diversity training for recruiters
    Help your recruiters and HR managers learn more about their unconscious biases we all have. Luckily, with a little bit of education and training, everyone can learn how to avoid bias in recruitment.

  2. Implement a blind hiring practice
    Blind hiring is the practice of obscuring job candidates’ personal information such as a photo, age, gender and name. That way, recruiters and hiring managers make their decision solely based on qualifications, experience, education, references and the quality of the person’s resume.

Offer stage: How to improve job acceptance rate among diverse candidates?

67% of job seekers said a diverse workforce is important when considering job offers, according to Glassdoor research

Thus, make sure that you highlight your company’s commitment to diversity and inclusion. Proudly present all of your company’s diversity and inclusion initiatives. As well as your diverse employees’ testimonials. Show your diverse candidates that you have cultivated a welcoming company culture that accepts and celebrates differences.  

ServiceNow Research Assesses Impact of Digital Transformation on Employees

New research from ServiceNowa leading enterprise cloud based provider of digital workflows, reveals employees in EMEA companies, embracing workplace automation, report greater job satisfaction (62%), customer satisfaction (71%) boosted productivity (72%) and increased time for creativity (62%). Two thirds say workplace automation improves their organisation’s financial performance and nearly half believe they benefit from job creation.

EMEA employees express that the rise in digitisation enables them to benefit from automating menial tasks, subsequently improving their opportunities for advancement (64%) and more meaningful work. Yet fewer than one in three (27%) of companies studied (27%) have automated the processes with which they work, leaving over two thirds of work processes with substantial manual activity.

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Employees worry more about change than fear of machines

There has been much rhetoric around ‘fear of machines’, yet employees studied worry more about change than robots taking their jobs:

  • 31% are concerned about learning new skills or processes and 28% worry about changing the way their job is performed
  • Only 17% worry about losing their job
  • Employees in highly digitised companies report they benefit from increased job creation (42%) as opposed to only 23% in less automated companies (23%)
  • 86% view AI technologies as the future of work
  • Under a fifth (16%) fear being told what to do by a machine

 

Employees have a desire to learn and improve digital skills

  • 66% of employees have a desire to learn or improve their digital skills
  • 15% say their job requires advanced digital skills
  • 75% believe they have the digital skills required to perform their job well
  • Only 18% find adapting to digitised work processes difficult

 

Increased financial success

Employees in ‘highly automated’ organisations are more likely than those with less automated processes to report that their firms have high revenue growth, exceed financial goals and are much more profitable than competitors.

  • 55% of those in highly automated companies see higher profitability than their competitors, compared to only 31% in less automated companies
  • In highly automated companies, 21% see ‘much higher’ profitability vs. 5% for others
  • 36% of highly automated companies report that they exceeded their financial goals compared to just 16% for others

 

“Highly automated companies are making use of digital workflows to simplify complex tasks, respond rapidly to users’ needs and take a predictive approach to maintenance,” says Chris Pope, VP Innovation, ServiceNow. “Automation enables employees to reclaim time spent on unfulfilling tasks and refocus it on more meaningful work. The result is significantly greater efficiency, productivity and job satisfaction compared to companies with more manually-led operations.

“Activities such as resolving customer issues are critical to customer and employee satisfaction, so they should receive more focus from an automation standpoint in the future. The question businesses need to be asking now is how they can make the necessary changes to realise these benefits,” adds Pope.

Benefits of Using Humor in the Workplace

How can you benefit by making your everyday office life more fun?

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Why should you use humor at the workplace?

Using humor in the workplace has many benefits. Office humor can come in many different forms – it can be an office joke, prank or funny employee awards event.

Any event, no matter how big or small, infused with humor can brighten up a regular, everyday life at the office and bring a smile to everyone’s face.

The benefits of using humor in the workplace

Besides making you and your colleagues feels good and less stressed, using humor at the workplace has many additional, proven benefits. Dr. David Abramis at Cal State Long Beach has studied fun at work for years.

He discovered that employees who have fun on the job are more creative, more productive, better decision-makers and get along better with co-workers. They also have fewer absentee, late, and sick days than people who aren’t having fun.

Therefore, the main benefits of using humor at the workplace are:

  • Increased employee engagement
  • Increased employee productivity
  • Lower absenteeism
  • Decreased turnover rates.

These are certainly some very good reasons to have some fun at the office. Aren’t they?

Rules for using humor at the workplace

A good office humor is the one that everyone can enjoy and laugh about. Be careful not to go overboard and hurt somebody’s feelings or embarrass or humiliate your coworkers.  

How to introduce humor at your workplace?

Here are 2 great ways to introduce humor to your workplace:

  1. Funny employee awards

    Turn your old, boring “Employee of the month” award into something much more fun! Check out our list of ideas for funny employee awards!
  2. Funny office pranks

    There is nothing that can bring out so much fun and laugh like a well thought office prank. When was the last time you enjoyed making a practical joke on your co-workers? If you’re looking for inspiration, check out our list of the top 20 office prank ideas!

How to Make Your Employee Awards More Engaging?

Check out our this simple idea to make your employee wards more engaging and fun!

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The best way to make your employee awards more engaging

If your annual employee awards have become a bit stale and you want to make them more engaging, here is a simple, yet effective idea – add a bit of humor!

Funny employee awards should definitely be a part of your employee recognition program. Awarding your employees in a humorous, lighthearted manner will boost your office morale and keep your employees motivated and engaged.

4 ways to make your employee awards more engaging

1. Add a bit of humor

“Employee of the month” award is so…well, boring and way to common. Get creative and add a sense of humor to your awards! If you need some inspiration, check out our list of the 20 ideas for funny employee awards. Have fun with your awards, but make sure you don’t go overboard. Be thoughtful and careful not to embarrass your employees.

2. Include your employees

Ask your employees for their input on your employee awards. Ask them what type of employee awards they would like to see in your company. Make sure to implement all of their ideas! Also, find volunteers who are into the idea and let them help you plan and prepare the event.  

3. Get together and celebrate

Turn your employee awards ceremony into a party! You can geo fancy and set up a red carpet outside the meeting space and have one of your employees posing as a paparazzi photographer as the guests arrive. If your company culture is casual, host your employee award ceremony at the office, with a couple of snacks and drinks, one Friday afternoon.

4. Get creative with awards

Get creative with your awards! Certificates are so expected. Instead, do something surprising! Hand out interesting prizes or trophies. If you don’t have a budget for great prizes, don’t worry.

The prizes don’t have to be expensive. Go to a dollar store and pick out a variety of low-cost items related to the award itself. For example, a keychain flashlight can be a great award for your employee whose positive attitude shines even in the most darkest of times. 

Boolean Search: Something Every Recruiter in 2019 Should Know

Every recruiter who wants to find top talent in 2019 should know how to perform the advanced Boolean search.

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What is a Boolean search and why is it important for recruiters?

In 2019, we’re dealing mostly with passive candidates. With low unemployment rates, only 12% of people are actively looking for a job.

This is why recruiters must use different methods to source great candidates.

Lately, there has been a lot of buzz around employee referrals and recruitment marketing. But there is another, very effective method you can use to proactively source candidates – Boolean search.

Boolean search is one of those recruitment tactics that everybody has heard of – but nobody really knows who to apply it. It seems complicated and hard to grasp.

Advanced Boolean search can seem a bit intimidating. Those loooong search queries look like math equations. Yuck!

But bear with me for a moment and let me show that learning at least some basic Boolean search tips and tricks is definitely worth a bit of your time and effort.

What are the advantages of using a Boolean search in sourcing candidates?

By using a Boolean search, you can find better candidates faster. You can effectively search through any online repository of potential candidates, such as:

  • Search engines like Google, Yahoo or Bing
  • Social networks such as LinkedIn, Facebook, Twitter, Instagram, etc.
  • Search resume databases
  • Applicant Tracking System.

Thus, using a Boolean search will make your life easier and save your time and money!

How to do a Boolean search?

It’s quite simple actually. You go to Google, type in your keywords and add a few additional words (called operators) and symbols (called modifiers) to get more relevant results.

There are 3 key operators: AND, OR and NOT.

There are also 3 key modifiers: asterisk (*), quotation marks (“”) and parentheses (()).

This 6 words and symbols are at the core of Boolean search.

How to use Boolean search operators and modifiers?

If I got you interested and you would like to know how to use these operators and modifiers, check out our comprehensive, but easy to understand Boolean Search Guide for Recruiters.

Don’t want to bother with learning Boolean search?

Luckily, you don’t have to. 😉
As I said, it’s 2019. These days, you can simply type your keywords into advanced sourcing tools and let them do their magic.

Ever heard about TalentLyft?

Our recruitment software TalentLyft has a powerful, machine learning powered sourcing solution as well as sourcing extension.

Check it out! 🙂