How HR Technology Can Help You Overcome Biggest Recruiting Challenges

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

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

What are your biggest recruiting challenges?

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

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

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

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

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

Recruiting challenge #1: Finding qualified candidates

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

talent-shortage

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

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

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

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

Recruiting challenge #2: Attracting passive job seekers

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

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

Recruiting challenge #3: Reducing time-to-hire

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

Let’s examine both of them.

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

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

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

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

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

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

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

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

Recruiting challenge #5: Measuring the effectiveness of recruitment strategy

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

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

Other recruiting challenges and HR technology solutions

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

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

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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.

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

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

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

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

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

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

  1. Create a conducive work environment 

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

  1. Recognize your top performers with Rewards & Recognition

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

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

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

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

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

  1. Prioritize Learning & development as much as Employee Performance

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


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

Why Machine Learning Services are getting Maximum Attention?

Machine learning is one the trending topic these days. Right now, it is a catchword in the field of technology. It defines major representations that how computer can learn in future. Basically Machine learning algorithms are trained with the help of “training set” data.  By using this machine learning algorithm, it gives answer to the questions. For example, in training dataset you will have given pictures of dog to the computer. Some pictures will say, “This is a dog” or some will say, “This is not a dog”. Then you can show a number of new pictures and it would start searching which pictures were of dogs. Every picture which is identify as a correctly or incorrectly gets added to the training set. In this way program efficiently gets “smarter” and better by completing its task over time.

A couple of years back; it was the time of social, mobile, cloud and analytics etc. Although these technologies are still important as they have very good place in digital strategies.  Nowadays big hype is Artificial Intelligence, Internet of Things, Big Data, Machine learning services etc.  It is observed from the various surveys that Artificial Intelligence is the future of Growth.  There are some Artificial Intelligence Consulting companies available which provide number of services in this field. Machine learning is a part of Artificial Intelligence.

Let’s discuss Machine Learning Services which are attention seeker. These services are as follow:

  1. Fraud Detection: In numerous fields, machine learning is much better to spot fraud detection cases. Fraud management has been very aching for the commercial and banking sectors. Due to plethora of payment channel such as credit/debits cards, kiosks, smartphones etc., this menace is increasing day by day. In the similar way, criminals have found out loopholes in these channels. So, it is becoming difficult for the businessman to confirm transactions. However, Data Scientists have been successful in solving this problem with the help of machine learning. For instance, PayPal is using machine learning to fight with these raiders. This company has tools which compare all the transactions and easily distinguish between legitimate and non-legitimate transactions between sellers and customers.
  1. Recommendations: If you are regular user of Netflix and Amazon, then you must be familiar with use of this term. Intelligent algorithms of machine learning are monitoring  your all the activities and compare it with the other number of users and as a result show you which thing you would like to buy. These product recommendation systems are getting smarter every time. Suppose you want to buy light shade jeans of a particular brand, during your search it will also recommend you light shades jeans of some other brands. It will definitely make your shopping better with number of choices.
  1. Natural Language Processing (NLP): NLP is an emerging trend which is almost used in every field. Natural Language with Machine learning algorithms can stand for agents of customer service and in fast way route customers to the information they need. Mostly it is used to translate incomprehensible legalese in contracts into basic language and help prosecutors to handle large volumes of evidence to prepare for a case.
  1. Healthcare: Machine Learning algorithms can practice more information and find out more patterns than the humans can do. Machine learning can recognize risk factors in a better way for sickness in a large population area. A company build Disease Prediction System name “www.AIvaid.com” which based on machine learning algorithm that is capable to diagnose the human health conditions and predict the disease report. There are plenty of symptoms and diseases dataset has been added and working it wonderful. Along with that, Personalized medicine is also one of the effective treatments which relay on the health data of the individual combined with predictive analytics is a latest research and diligently correlated to better disease assessment. For this purpose, supervised learning is used which permits physicians to list out  from more limited sets of diagnoses based on the  symptoms and genetic information.
  1. Smart Cars: IBM recently surveyed top executives and it is concluded that we would see smart cars on road by 2025. It will learn about its owner as well as its environment and integrate it with Internet of Things.  Thus it will automatically adjust its internal setting such as audio, temperature, seat position automatically based on the driver and itself fix problems, drive itself and also give advice about traffic and conditions of the road.

In the nutshell, we can say that Machine Learning is a buzzword in the world of technology. Machine learning services are wooing more customers due to its smart learning techniques. Self-learning algorithms are now routinely embedded in mobile and online services. Researchers are getting massive gains in processing power and the data streaming from digital devices and connected sensors to improve AI performance. For many organizations, providing machine learning services can be challenging. When machines and human solve problems together and learn from each other, AI full prospective can be achieved.

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

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

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

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

-Eric Apps, Organimi Co-Founder

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

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

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

HR Tools: The List of Best HR Software by Type

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

What are HR tools?

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

HR software are known as:

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

The benefits of using HR software

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

1. Improve productivity

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

2. Save time

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

3. Reduce errors

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

4. Improve decision making

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

5. Improve communication

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

6. Save money

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

Different types of HR software

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

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

Buying a HR software: Which HR tool to choose?

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

List of best HR software by type

Type #1: Recruiting HR software

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

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

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

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

Email Generator

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

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

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

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

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

Type #2: Administrative HR software

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

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

Type #3: Human capital management HR software

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

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

How HR Continues To Evolve, Technologically and Politically

How HR Continues To Evolve, Technologically and Politically

Changes in human resources are driven by a number of overlapping factors, including the demographics of both the workplace and surrounding society; political climate and legislation coming out of it; and the development of new technology.

The rise of tech startups have created a lot of change in business communities and shifted the expectations of employees. Add breakthroughs in cloud services and management software, and authentication into the mix, and it’s easy to see how the tech boom has had a major effect on the procedures and culture of HR.

Hiring and Interview

Finding job seekers is getting easier and easier. On the other hand, as easy as job sites like Indeed and social networks like LinkedIn have made posting ads, they’ve also allowed a larger number of job seekers to respond.

Recruiters and hiring managers must deal with a much greater volume of applicants if they choose to make use of internet job postings. The benefit is that it’s easier to find the right candidate. LinkedIn and resume upload sites have made it especially easy for savvy HR professionals to target the skills they’re looking for and search for candidates more intentionally.

On the interview side, things are changing too. Skype and other video and voice-over IP apps are making remote interviews a more robust and common process. Being able to interview over long distances is exposing recruiters to talent from far-flung places. 43 percent of Americans say they spend at least some time working remotely, according to The New York Times. Remote work is changing office environments, and it’s changing the way companies hire, giving them access to employees hundreds or thousands of miles away.

Company Culture

The hiring process is closely related to company culture, but it’s an idea that goes far beyond the initial hire.

This is where the tech startup world has made a huge influence. “Company culture” has almost achieved buzzword status in job ads. Both prospective job seekers and employers are putting a heavy emphasis on “fitting in” with the company culture.

This has come with advantages and disadvantages. Tech companies in particular have shown how “culture” can be taken way too far. There have been a number of high-profile cases where culture has been used to justify abuse, inaction, or discrimination.

Company culture is a powerful and popular tool to ensure that businesses and employees truly make the most of their personnel. Every work environment is different, and hiring an employee with the right skills but the wrong demeanor can be more damaging than hiring someone who needs extra training.

Contracts and Consent

One of the biggest developments in recent years has been the ability to handle contracts, compliance, performance reviews, consent forms, and anything else that people need to sign digitally. HR departments have been leveraging digital signatures to streamline and more effectively track important documents.

Paperwork that can be signed electronically can be carefully controlled and tracked. A performance review can be signed in order, first by the employee, then by their manager, and added to their digital record without any printing, scanning, or physical transportation. The process becomes shorter and easier to track.

Timestamps recorded on electronic signatures are more accurate, and the digitizing process is better for privacy and compliance because control is kept of the document at all times. It’s easy to track who has access to it. Signing something electronically may not feel very safe, but electronic signatures are built of digital signature technology which provides encryption and verification, making the whole process very secure.

Communications Technology

Some companies are choosing to adopt high-tech communications technology within their workplaces as a way to improve efficiency of both employees and HR processes.

Chat applications are one way that companies improve communication, letting employees interact with each other and their managers in real time to discuss topics or pose questions that they wouldn’t ordinarily interrupt one another with.

Another high-tech communications solution comes with digital signage that HR can leverage to cut down on emails, poster printing, and newsletter composition. Announcements of events, important legal updates or performance metrics can instead be simultaneously displayed across a number of devices. That way, employees have information available at a glance without having to open a distracting email whenever there’s a company announcement.

Safety and Compliance

Workplace safety has changed a lot over the years. From the days of steelworkers clambering unassisted on top of skyscrapers and employees handling asbestos, the law and cultural attitudes about safety have made dramatic turns. So too is it with liability surrounding legal rights of employees, such as overtime laws and “theft of employee time”.

One of the biggest changes has been the uptick in retroactive legal action against companies that engaged in unsafe and unlawful practices. Though HR teams were always tasked with compliance and liability limitation, as lawsuits become more prevalent and potentially damaging, Human Resource’s role in protecting the company, and by proxy the company’s employees, has been magnified in recent years.

HR departments work tirelessly to create inclusive, safe workspaces that don’t discriminate or place employees in unsafe situations without a reasonable notice and acceptance of risk. Digital tools are making this process easier and will continue to influence the shape of human resources as we discover new ways to track, authenticate, and communicate.

7 Tools That Will Help You Start a Home-Based Business

The traditional method used to start a business was to rent an office space and get down to work. However, the overhead associated with supporting an office right from the start was challenging and even detrimental in many cases.

The good news is that technology has evolved over the years to make it much more functional and practical to run a home-based business and even to grow your business substantially in a cost-effective way. As wonderful as running a home-based business can be, keep in mind that there are still obstacles that you will need to face and overcome.

Here are several effective tools that can help you better manage and grow your home-based business.

Basecamp

Whether you want to keep yourself focused on relevant tasks for practical efficiency or you are trying to manage a remote team in the most time-efficient way possible, Basecamp can help.

This app is an excellent resource for planning and scheduling, organization, accountability and more. You may never have to worry about meetings taking too much time or missing deadlines when you and your team maximize the benefits that Basecamp can provide.

Google Hangouts

As soon as you add your first remote employee to your team, you need to find an effective way to communicate. Google Hangouts gives you text and voice communications in one platform. There is even a video communication feature.

You can use it on your desktop and mobile devices seamlessly so that you never miss important communications with your remote team. Logs of conversations are also maintained to help everyone remain accountable. Because this is a free tool that you can start using immediately, it is ideal for small businesses that have two or more workers.

Freshbooks

Small business owners can spend an incredible amount of time on financial management and accounting tasks. However, this is an area that you need to excel at if you want to properly manage your money, budget for growth and more.

Freshbooks is a user-friendly application that has robust capabilities. It’s a perfect choice for managing your home-based business’ finances. It has easy functions for invoicing, tracking payments, creating reports and more. Because it is designed for small business operations, you may find that it has more applicable features that are relevant to your specific situation.

Wagepoint

Processing payroll each week can be time-consuming and stressful. This is a task that needs to be completed within a specified amount of time, and you can’t afford to make costly mistakes.

Wagepoint is designed to help small business owners simplify this task in an affordable way. It also ensures compliance with all relevant government agencies and can help you to process tax forms and more. Employees can even access their own compensation information to save you additional time when questions arise.

Close.io

Sales is a critical component to most small businesses. You understandably need to track leads and follow up with all potential customers in a timely manner, but you also need to close deals.

Close.io is a CRM tool that is designed specifically for small businesses like yours. You can manage conversations and email messages so that you never drop the ball. You can also set reminders, create reports and more in one convenient and streamlined platform. With applications available for multiple users, you can easily track the efforts of your growing sales team as well.

CoSchedule

Effective marketing for your small business requires you to create and execute a detailed, robust marketing plan in a timely manner. With CoSchedule all aspects of communications about your marketing plan can be stored in one convenient location. You can create marketing materials within this platform, manage your marketing team and create an on-going marketing calendar so that you never miss a beat.

Remember that timely delivery of marketing content is critical to generating superior results. Because this is a collaborate solution, your entire team will stay organized and aligned.

Groove

Customer service is essential for your customer satisfaction rating, loyalty, future sales, brand reputation and more. Groove helps you to streamline many aspects of your customer service activities.

For example, through this platform, your agents can create tickets based on phone calls, social media posts, email and more. You can track the tickets, analyze them and ensure that everything is tended to in a timely manner. This is an excellent tool that can help you and your team to stay on track so that nothing slips through the cracks.

Final Thoughts

Handling all aspects of your business operations properly and efficiently requires considerable effort, but you do not need to handle tasks manually. Technology is now available that can streamline and simplify many aspects of your operations from day one. Regardless of whether you have a one-man shop or a growing small business with several employees, these exceptional tools are wonderful resources that you can begin implementing right away.

Retail Giants Are Shifting America’s Economy, Meet the Recruiting Tactics Shaping Their Impact

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Retail giants are using automation to get rid of jobs!

Headlines like this sell magazines and newspapers, but they’re incredibly misleading. Companies like Amazon and Wal-Mart are creating so many jobs in smaller towns all over the United States. The Bureau of Labor Statistics states that the number of warehouse and storage-sector jobs had risen roughly 3.9% year-over-year, to a preliminary count of 948,500. Recent stories from various cities have chambers of commerce vying for the chance to become the location of the next warehouse.

In fact, warehouse jobs pay about 31% more than retail jobs in the same county, and are more likely to hire black and Hispanic workers, according to the Progressive Policy Institute.

Far from decimating the workforce in small towns and semi-rural locations, Amazon, Staples and their counterparts employ 1.2 million workers in warehouses and other establishments. From 2010 to 2016, employment grew by 372,000 additional workers, a 48% increase. Compare that to all private industries’ cumulative 12% during the same time period.

Anyone who works in high-volume recruiting or medical staffing knows it is not easy to find hordes of qualified workers to support an economic shift. Job boards changed the game for many in recruiting–not to mention job seekers–in the late 1990s. Despite the onset of mass aggregation and performance-based job advertising, the job advertising business remains mostly unchanged. However, we are currently seeing a shift in recruiting once more, spurred in part by these retail behemoths. Leading companies are taking a holistic look at recruiting and developing recruitment marketing strategies that use multiple tactics, some old some new, to surround job seekers with their message as well as spur them to engage.

What sorts of tactics are becoming part of the recruiting mix to help companies hire better and faster? Companies in the space are stepping up to the challenge of finding innovative ways to attract and retain workers at companies like Amazon.

What unique hurdles do warehouse and fulfillment recruiters face?

First, let’s address the unique challenges that face recruiters when a new warehouse opens in a city. While the effects on the location and the workers themselves are often discussed in the news, we rarely hear about how talent acquisition pros work to staff these locations where the population levels and supporting services may be non-existent. Issues like:

  • Poor or no public transportation. While white collar companies like Google often bus in workers who don’t want to deal with a commute, it’s rare for non-white collar workers to be extended anything similar.
  • Low-income population. Retailers often rely on pay alone to attract workers, but when a competitor also raises wages, they may face turnover issues.
  • Unwilling workforce. Many states’ minimum wages do not cover living expenses in addition to child care, transportation and other considerations a low-income population may have to factor in when looking for a new job.
  • Competing for a smaller pool of candidates. Fulfillment centers are often built in rural areas where land is cheap, but there are not enough available or interested job seekers to fill the positions.
  • Geographic requirements don’t always line up with the population
  • More difficult than typical retail work. Working in a warehouse tends to be more labor-intensive than customer-facing roles, which can make retail jobs appealing.
  • Lack of brand. Warehouse roles can be the toughest to fill. Often, those opportunities typically aren’t top of mind for job seekers.

Recruiters and HR Pros are not only fighting the above frustrations, but they’re also fighting record low unemployment:

The same group of [retailers] that were fighting over people last year will be fighting over people this year. And there are a few less people to fight over and a few more positions to fill,” said Steve Osburn, a director at the Kurt Salmon consulting firm who specializes in the supply chain.

What tools are today’s recruiters using to combat this conflation of events?

Better Pay: Amazon pays anywhere between the state minimum wage and Amazon’s widely touted $14. According to PayScale, the average U.S. warehouse worker earns $12.62 per hour, or about $28,000 annually. While the compensation may appear low relative to occupations nationally, they are more competitive than wages typically earned by occupations like cashiers and cooks at about $10 an hour, according to Brookings Institute. While Wal-Mart often finds itself behind the 8-ball in wage discussions, many workers report they receive similar pay at its warehouses.

Benefits You Don’t See Everyday (At least not at this skill level). While these jobs are most certainly a harbinger of the future, many of the jobs require the same level of education and skill as cashiers or cooks, meaning the talent pool can be as large as the population in many cases. Amazon, Wal-Mart and Staples offer benefits many of those (often hourly) jobs can’t like medical benefits, life insurance, frequent breaks and 401k plans. But the benefits these companies should offer are things like emergency child care, flexible work schedules and the potential for bonuses. Candidates who take warehouse jobs (depending on location) may speak little English, come from many different cultures, and could struggle to manage multiple jobs, family duties and transportation or stability issues that can affect attendance and tardiness.

Unique Approaches & Recruitment Challenges: When you’re new in town and chances are some bad press preceded your arrival, how do you staff up in a hurry? For many recruiters, this is where big data really shines in identifying the right people to reach out to. While much has been made of resume lines and fairs, for most warehouse jobs you can apply online.

Going beyond standard job postings: Some recruiters are also using SMS messaging to move candidates through the process even faster. This speaks to candidates for hard-to-fill positions because it gives them immediate interest by the employer. Candidates don’t want to fall into a black hole process where communication from the company is sparse and not very promising. Text recruit services gives candidates security in reliable job opportunities. Automated responses and scheduling make this kind of high-volume recruiting much simpler. With a population group that may not even have a resume or a home computer, this type of quick and painless “interview” is preferred. It’s also simpler for the recruiter, who can answer many of the questions posed with automated scripts or in other languages.

Advantages of Mobile First Recruiting

Mobile-first recruiting combines SMS and Text messaging, retargeting, and career site optimization to create an experience that is better on mobile. Recognizing that even Google is putting more weight behind mobile-optimized content and more people in the job seeking public have their phones at all times, mobile-first recruiting seeks to pique candidates’ interest where they are.

  • Recruiters can quickly and easily send out new information like hiring bonuses.
  • In a competitive landscape, hiring companies can inform applicants of benefits and retarget those who might be interested in them.
  • Organizations can reach those who may not desire the arduous process of a complex ATS.
  • Text messaging a candidate is 8x more effective than email.
  • Automation allows for a faster process and pre-populated answers in ANY language, allowing recruiters to reach a more diverse population than ever before.
  • In an SMS application process, a resume is often not even necessary, making the mobile-first recruiting a boon for jobs with a low barrier of entry.

Referral Programs: Since many of the candidates who might apply to a warehouse opening may not have a resume, smart recruiters are focusing on referrals from current (even new) hires. Using religious houses and community groups to find even more workers is another tactic. Even neighborhoods are used to spread the word about the benefits of working at these warehouses. Referral bonuses are often used. Retargeting on mobile or using SMS to attract those who may not have completed the entire application or “interview” can seal the deal in areas where there are many competing warehouses and fulfillment centers.

Incentives: Going beyond cash is another tactic when it comes to incentivizing workers. From discounts on the retailer’s products, to free ESL classes and after-parties during particularly difficult shifts, the incentives heat up during a warehouse initial hiring spate and again during seasonal upswings, like Thanksgiving and Christmas. Other incentives includes shift selection and optional weekend shifts.

Create a Recruitment Marketing Campaign to Target Warehouse Workers

A Step-By-Step Guide

Gather your materials. The job shifts you need filled, specific benefits for the positions, any licenses a candidate might need (forklift for example) and any compensation numbers (including hourly pay, overtime pay, referral bonuses and seasonal bonuses.)

Look at your superstars. Referrals are crucial in the warehouse business for a reason. If you have warehouse rockstars, you need to find the thread that connects them. Pay attention to their work values and ask them what benefits or monetary compensation attracted them to the job. The answers may range from tuition benefits to the optional third-shift. Add their answers to your materials pile.

Build your job ad 3 ways: Of course you’ll need a description to do this, but you also want to make your ad compelling, point out the benefits of not having a traditional desk job or point out how your warehouse offers benefits others don’t. One warehouse had air conditioning and it made them more desirable than nearby warehouses that did not.

Job Advertisement: This will go on your career site, job boards, get picked up by aggregators and generally be a candidate’s window into what it’s like to work for your company, so make it good. Include details, benefits, options and NEXT STEPS. Especially important are what the candidate will need to bring to the in-person interview or what they will need to send in beforehand.

Headlines: These will go where the entire ad can’t. Think banner ads, mobile advertisement on social networks. You’ll need to capture the essence of the job and very likely low barrier of entry and salary in this short area.

FAQs: Figure out the questions people often ask about the jobs and then answer them for each role. These will come in handy for recruitment communication.

Please note: You may need to translate these, which is why it’s recommended to create them all at once. While it may take a few extra days initially, it will save time when you start a multi-channel recruitment campaign.

Figure out your channel strategy: Recruitment marketing today is a huge field of choices and it can get a little overwhelming. From job boards to billboards, there are a multitude of ways to get your message across. Here are the ones that work best with warehouse positions, particularly high-volume recruiting when opening a facility.

Email campaigns: Your jobs ads go into email alerts right alongside your competitors’ jobs. So tell your own story! This is where the advertisements are valuable. Create a campaign that focuses on benefits, follow up with compensation, inform candidates of upcoming hiring events and more. Many job boards offer custom email campaigns that align with your total recruitment marketing strategy.

SMS text blasts: Reach people where they are in a way that is easy to engage. Auto-responses allow you to start to develop a relationship and answer any questions. Remember those FAQs? Use them to build auto responses and save time. Recruit across the language barrier by offering language support. Send people to a hiring event and ensure they’re equipped with the tools they need to succeed there by giving them prompts and reminders.

Try retargeting: Did you know mobile has now eclipsed the desktop computer for browsing? It has. Time to follow your top candidates around the web and be top of mind during their job search. Remind them of upcoming hiring milestones or openings, referral bonuses and your top pay and benefits while they surf the web on their phone. This is pretty new in recruiting but wildly effective. All a candidate has to do is click on your job ad or visit your site and boom, you’re retargeting them. Since this is far from mainstream, it’s not something everyone is doing, but Nexxt is!

Boost your job ads, recruitment brand and your applies with targeted SMS recruiting and email marketing. Nexxt will help you build a custom campaign, backed with your brand, your message, and your goals in mind. In other words, it’s your arrow, Nexxt takes care of the aim. Start hiring with Nexxt!  

Two Challenges Facing Healthcare HR

Two Challenges Facing Healthcare HR

As technology races forward and the aging population places greater demands on healthcare staff, the need for competent HR professionals will only continue to grow. Current healthcare professionals as well as HR specialists in other industries should consider advancing within health administration in order to bring their experience to a rapidly expanding field and help shape the future of healthcare. Here are two major challenges healthcare HR departments face along with strategies for successfully combating them.

Adapting to New Technologies

Thanks to advances in healthcare technologies, health providers can monitor and analyze health issues remotely. Fitness trackers, mobile apps, telemedicine platforms, and devices such as remote heart monitors and insulin pumps are giving medical professionals real-time insights into a patient’s medical conditions like never before. However, these also place new demands on HR professionals.

One major responsibility that falls on HR departments is the task of ensuring healthcare professionals are trained to use the constantly evolving array of technologies. Training sessions and other learning opportunities can be particularly challenging in part because hospital staff are often made up of several generations of people. This includes baby boomers who may lack the technical skills to pick up new technologies right away and may need special support. Millennials may also have difficulty adopting new technologies because information systems can vary greatly between facilities they’ve previously worked for.

Although some technology vendors will provide training to healthcare professionals, there are limits to what an individual can learn and retain. In most cases, it isn’t possible to know everything about each device, especially if training takes place infrequently. To combat this, HR professionals can create in-house training initiatives that stand as a resource professionals can return to.

One example of this is to create opportunities for microlearning. This is an effective strategy because it provides specific information at the moment healthcare staff need it. Medical professionals can view short videos that break down difficult concepts or processes into more digestible lessons, after which they can immediately put the information to use. This also cuts down on the amount of time doctors and nurses have to spend away from their current tasks and patients for training.

In addition to their impact on training, new technologies lower a facility’s need for some positions. For example, as the adoption of electronic health record (EHR) systems continues to rise, the tedious and expensive process of transcribing, charting, and duplicating medical information is significantly minimized. These digital systems also reduce the chance of medical errors due to conflicting or incorrect patient information. In addition to EHRs, radio frequency identification (RFID) systems can wirelessly track patients’ conditions and provide instant access to medical records, which will eliminate some low-tech clerical positions.

Responding to Workforce Shortages

Hiring and retaining qualified staff may be the most impactful thing an HR department can do to improve patient outcomes. We’re facing a shortage of healthcare professionals due to a number of factors. For one, our population is aging, which means a higher percentage of people are developing health conditions that require medical attention. The fact that more people are insured also places additional strain on healthcare facilities.

The number of primary care physicians, in particular, is decreasing because fewer physicians are choosing primary care specialties. However, HR professionals can hire alternative staff such as physician assistants or nurse practitioners to help fill this gap. Nurse practitioners can provide a similar level of care to primary physicians, and they have kept an even pace with the demand for their position. As an added bonus, nurse practitioners can provide their services at a lower cost than physicians.

As with any industry, HR departments looking to combat the shortage of healthcare professionals should take advantage of hiring best practices in order to find the right employees. Hiring qualified professionals is essential for positive patient outcomes as well as reducing employee turnover. In order to attract quality talent, healthcare facilities should design compensation packages that meet the financial and lifestyle needs of new medical professionals. This includes things like insurance, retirement plans, paid time off, and something that has become increasingly important — debt relief.

It’s important for HR professionals to work with unit managers when creating job descriptions in order to identify which qualifications are essential to the position and which are simply preferred. They should also avoid setting experience or education requirements higher than necessary in order to draw from a wider pool of worthy applicants. Pre-hiring assessments can reveal qualifications beyond an applicant’s resume, such as their personality and their ability to fit in with the organization’s culture.

The internet has changed the way people find and apply for jobs, and HR professionals should target a variety of channels to advertise an opening. This includes and job boards that cater to healthcare positions as well as social media platforms and university recruitment programs. Employee referrals are also a great resource for discovering qualified applicants who, in many cases, will also stand a good chance of fitting into the culture of the workplace. Internships offer a low-stakes opportunity to work with an employee and test whether they are a good fit.

Finding and hiring the right employees is only one facet to maintaining a successful workforce. Retaining employees should take high priority within healthcare HR. According to one study, employee turnover is the top staffing concern of a third of healthcare recruiters in the United States. And while the exact number isn’t clear, some studies suggest a 28 percent turnover rate in healthcare jobs. Aside from expensive recruiting and training costs, turnover hurts patient satisfaction, places additional burdens on other staff, and lowers productivity and morale between co-workers.

To increase retention rates, HR departments should focus on hiring employees that are a good fit professionally and culturally. Although recruiters might meet their organization’s goals for quickly hiring employees within a set budget, bringing on low-cost employees who aren’t the right fit contributes to high turnover rates. One strategy for accomplishing this is to include peer interviews within the hiring process. This way an applicant can meet their potential co-workers, and the current staff can gauge whether the person would be a cultural fit.

Employee retention isn’t just about making good hiring decisions, but ensuring current employees have the resources they need to do their job well and stay engaged. Regular workshops in which staff and management can share best practices, personal goals, and success stories is a great way to create a dialogue that will help staff to grow professionally and build a sense of community in their mission as a team. Likewise, employees who under-perform should work with management to set clear goals for moving forward. If timely improvement doesn’t seem possible, it may be a good idea to let that employee go in order to ensure they aren’t placing additional strain on their co-workers and the organization.