World’s Leading L&D Platform – 7th Learning & Development World Congress 2018

With the increased focus on learning in driving the organization forward, Learning and Development Managers are still having difficulties getting the support from upper management due to the lack of methods to quantify the ROI on learning and development programs.

  • Are you facing the same issues of getting your upper management to invest their time and money into learning and development initiatives?
  • How do you encourage and sustain a continuous learning culture in your organisation? Everybody is talking about technology now so what is the best digital platform to enhance your training programs?
  • What do you need to ensure you implement the most suitable training courses to help your organisation meet future business demands?

GET ALL YOUR QUESTIONS ANSWERED IN ONE CONFERENCE!

Equip Global’s renowned conference, 7th Learning & Development Congress 2018 is back on 27 February to 2 March 2018 in Singapore! Coming straight to you with strategies from international Learning and Development Directors, this congress focuses on addressing the challenges you face in moving away from traditional learning and analyzing how you can align your learning and development programs to meet your future business and employee needs.

Expect a packed program with strategic case studies on developing and sustaining a continuous self-learning culture in your organisation, designing training programs that is parallel with the growth of market and obtaining support from upper management in implementing learning and development initiatives by providing justification on programs. Not forgetting the upcoming trends on digital learning, what is the most suitable and how to use it to your advantage. Lastly, what is the future of learning and development and how does it affect your role as Learning and Development Manager?


Click HERE to find out more about the 4-Day Conference Programme.  This is one event you do not want to MISS!!!

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Real-life Employer Branding Ideas

employer-branding

Employer Branding ideas are essential for building a strong and attractive employer brand. Many firms have started investing more in their employer branding strategy so I decided write about some real-life employer branding ideas and strategies. HubSpot and Facebook have mastered their employer branding and recruitment marketing efforts, and here is how!

Why is employer branding important?

The concept of employer branding has become one of the most popular topics in the world of Talent Acquisition. Demand for talent is getting bigger, and supply is getting smaller every day. Naturally, the market is suffering from a big talent shortage, which has resulted in the “War for Talent”.

employer-branding-attracting-candidates

Because all the changes in the HR and tech industries, the way we recruit has changed. Still, many companies are still sitting steal thinking that there is nothing to be done to attract talent.

Wrong!

Employer branding ideas and methods

To make employer branding as a recruiting strategy clearer, I decided to give you some real-life examples and ideas from the industry leaders. Use these brilliant employer branding ideas, and try them out in your own recruiting strategies.

Employer branding through social media

Social Media is a simple, fast and affordable way to target the right people and spread the word out. Similarly to product and service marketing efforts, social media can be used in Employer Branding and Recruitment Marketing strategies.

HubSpot on Instagram

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This is Hubspot’s post that grabbed people’s attention just a few hours after it was posted. Why is this post so special? Why is it considered a part of their Employer Branding and Recruitment Marketing strategy?

First of all, right below the business name, there is a tag line “My Happy Place” that immediately sends a positive message about the workplace. If you read what the post is about, you will find out that it is all about making their employees feel better.

Looking at their hashtags, you can see that they really made sure that this post gets to the right people- sales people and marketers. Finally, they encourage other candidates to engage and give them tips for staying motivated. In just one post, HubSpot used some of the best recruitment marketing strategies.

employer-branding-through-social-media.png

Look at this post!

I know that not all of you have games and beer at work! However, many modern workplaces encourage fun times and games at work.

Even though you may not offer the same thing, I believe, and hope that, there is something your employees love doing besides sitting at the table and working. If so, capture the moment and share it on social media. Don’t forget to encourage your employees to do the same. They are your best brand ambassadors.

When promoting on social media, it is important to know who your candidate persona is. This way, you can make vetz targeted messages towards your ideal candidates.

Need help defining your ideal candidate, here is our guide to define a candidate persona.

Employer branding through Glassdoor

Websites such as Glassdoor are a great source of information about employers from all over the world. People go there to learn more about companies, their cultures, pay, positions, job descriptions, and most importantly, current employees’ opinions and reviews.

If you are struggling to find the right candidates, get a listing on websites such as Glassdoor and encourage your employees to write about you. At the end of the day, your current employees are your best brand advocates!

To understand the importantce of employer branding on Glassdoor, let me share a few stats from surveys done by Glassdoor and Allegis Group:

  • 69% are likely to apply to a job if the employer actively manages its employer brand (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment). -Glassdoor
  • 76% want details on what makes the company an attractive place to work. -Glassdoor
  • Top five pieces of information job seekers want employers to provide as they research where to work: 1) Salary/compensation, 2) Benefits, 3) Basic company information, 4) What makes it an attractive place to work, 5) Company mission, vision, values. -Glassdoor
  • 69% would not take a job with a company that had a bad reputation, even if they were unemployed! -Allegis Group Services Study
  • 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move -Allegis Group Services Study
  • 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Employer Brand International Global Research Study

Facebook on Glassdoor

facebook-on-glassdoorglassdoor-employer-branding-ideas

What is great about this job ad is that candidates can find tons of useful information about the company and position. This is one of their current employee’s testimonials. It is completely transparent. This is important because, to find the perfect job candidate, both pros and cons should be disclosed.

This particular employee says: “If you don’t like data, don’t come here!” If you are looking for a perfect match for your company and job opening, let the candidates know what would make them your candidate persona.

Employer branding through referrals

When looking for good employer branding and recruitment marketing ideas, always start with your own employees. Employee referrals are structured programs in which companies use existing employees’ talent networks.  

Research has proved many times that employee referral programs help improve many recruiting KPIs.

employee-referrals-employer-branding

But why is a referral program considered employer branding and recruitment marketing method?

The answer is simple- they strengthen your employer brand and reputation. When your employee wants to recommend someone for an open position, they talk to those candidates first. Trust me, these are mostly nice words about you as an employer and your Employee Value Proposition.

On their ‘Refer a Dev‘ webpage, HubSpot explains how much they love and need awesome software developers. If you refer such a developer to them, and HubSpot ends up hiring them, you’ll be rewarded with a paycheck or some other type of referral bonuses.

Already have a referral program? Check out these referral reward ideas!

Employer branding through inbound recruiting

Inbound recruiting is one of the newest HR strategies used to attract talented people. The main purpose of an inbound recruiting strategy is to, through relevant and useful content, get to the people that would best fit your company’s jobs and culture.

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Inbound strategy is a long-term solution for filling hard-to-fill roles. In the example below, you can see a blog post of an interview with 3 data scientists at Facebook. This blog is posted in Facebook’s career site, and it talks about their personal experiences as data scientists at Facebook.

Do you have interesting projects your company is working on? If so, these are likely to attract passionate and motivated people who want to grow their careers. You just have to have a strategic way to communicate your story with them.

Employer branding through career site

Your career page isn’t just a place to post your jobs – it is a place to attract high-quality applicants and sell them your job opportunities.

Candidates don’t apply immediately after hearing about a job. Instead, 59% look up the company’s website. Sixty six percent want to know about your company’s culture and values, 54% about perks and benefits, and 50% about mission and vision. -2016 Global Talent Trends

Check out Facebook’s career site.

employer-branding-career-site.png

Do you see how their career site is used to attract ambitious people who want to make a difference? They really make their site a goldmine of meaningful content attractive to many job seekers.

Here are some more ideas for career site optimization.

Employer branding through video advertising

As video is the best way for delivering messages in marketing, it is now also widely used in recruitment marketing. Social media and internet users are just more likely to watch videos than read. Use video to record employee testimonials, and put them on your career site.

Make a video of your workplace, and share it on social media. Include videos on your job ads and on job boards. Since Google likes videos, these will reach much more audience than images and plain text.

I know this post is about Facebook and HubSpot, but I had to include this video from Dropbox!

Employer branding through job descriptions

There are no words to explain how important your job descriptions are for attracting high-quality job applicants. The goal of every job description is to mirror your candidate personas’ dream jobs, cultures and workplaces.

Same as you want to attract people with best fit, candidates want to find their perfect jobs. Explaining your company culture, EVP should be part of every job description. Precise requirement, duties, skills and characteristics should be listed.

Before writing a job description, do a research on which keywords people are using when looking for job opportunities. Use these keywords and include them in your job descriptions as Google will award you for that by ranking you higher on job search results.

To save time, we have made some editable job description templates for you.

Employer branding through talent community and recruiting events

Another great way for building your talent pool with high-quality job candidates is through talent community and recruiting events. Many employers have found this one of the best ways for finding people with the perfect match for their companies.

In a recent conversation with a few HR managers from fast growing companies, I found out about a few interesting ways to organize talent community events.

If you, for example, struggle to hire people with certain IT skills, think about creating a workshop where your IT professionals will educate students or anyone else interested in this area. Share your event on social media platforms, your career sites, do some paid advertising to increase your ad impressions and do a highly-targeted campaign.

HubSpot has a great strategy for building their talent community. For example, they have live online webinars about New Hire Training at HubSpot. Anyone can join the live event, and learn about how does the onboarding and training look at HubSpot. They are well known for having great training programs, and this is what attracts people.

talent-community-employer-branding

Talent communities and events are great ways to meet people interested in your company. This way you can find out about their skills, personalities and knowledge.

Employer branding through Candidate Relationship Management

Connecting with candidates at the point when you have a new job opening is an old an inefficient recruiting strategy. Today, it is necessary to engage with talent way before that.

This is one of the most productive ways for building your talent pool with high-quality job candidates. Companies that use this approach are much more successful in reducing their time and cost per hire, improving quality of hire and reducing employee turnover rates.

Why?

Talent that ends up in your talent pool through candidate relationship management and inbound recruiting methods, are candidates with the best cultural fit. They are your ideal candidates or candidate personas.

If you have a career blog, don’t just finish there. Allow your readers to opt in to a newsletter. Share useful tips and stories from your company through targeted email campaigns. Even if they are not ready to apply yet, you have the opportunity to connect with them and convert them into applicants later.

Remember, candidates are like customers. It takes as much research and touch-point for candidates to apply as it takes for customers to purchase. You need to make sure that you are delivering an exceptional and unique experience through all these touch-points.

Using a recruitment marketing platform for employer branding

All these steps seem complicated and very time consuming. They are, if you are not using the right tools. Recruitment marketing tools such as TalentLyft can help you implement your recruitment marketing and employer branding strategies.

With tools like this, you can easily create a well optimized career site, optimize your job descriptions, streamline your referral programs, and significantly improve relationships with candidates and improve candidate experience and candidate engagement.

If you are not sure if you need a tool like this, here’s our guide for buying a recruiting tool.

Some vector hands and objects for free design. An image from stockio.com

The HR GDPR Divide: SD Worx survey reveals GDPR has polarised HR

Today SD Worx, the global HR and payroll service provider, revealed that out of 1,800 HR and payroll professionals, 44% do not know what the General Data Protection Regulation (GDPR) is. However, of the 56% that are aware of the impending GDPR, 81% feel they will be ready by the May 2018 deadline.

The findings, conducted among nine European markets, show surprisingly polarised views when it comes to the new legislation.

Of the 56% of HR and payroll professionals that are aware of GDPR, the majority are collaborating with other departments or outsourcing providers. 84% of respondents revealed that they are getting help from other departments in the organisation, yet 73% believe that GDPR compliance would be easier if HR and payroll was outsourced. In addition, the survey found that 91% are likely to look for additional skills outside the organisation to help with GDPR preparation.

Of those that are aware of GDPR, 55% of respondents believe GDPR is a risk to the HR industry, leading them to implement various preparations. 68% of respondents are absorbing as much as possible on the subject and reviewing and updating all existing policies and processes related to data protection, and 49% are assessing the need for changes to current business relationships (including with data contractors).

Jean-Luc Barbier, International Managing Director at SD Worx, commented, “This survey has revealed the clear divide in the HR industry. Even though those who have heard of GDPR are preparing for GDPR and think they are likely to be ready by the deadline, the other half of the industry has not heard of GDPR. Therefore, you would assume that the ones who aren’t aware aren’t making the necessary changes to their department. It’s great to see that those who are aware are seeking skills to help them from a variety of sources, both internal and external. What this survey tells us though is that a significant amount of education still needs to be done.”

When it comes to GDPR-readiness in the nine markets, the survey also highlighted various differences between countries. For example, only 67% of respondents in Austria believe their HR team will be fully GDPR compliant by the deadline, whereas in Ireland the rate was 90%. In addition, when asked if outsourcing for the HR and payroll department will make becoming GDPR compliant easier, 56% of Swiss respondents said yes, whereas Belgium (85%) and the United Kingdom (73%) were much higher.

Although the HR industry seems to be polarised, for those who have heard of GDPR, the benefits are recognised. When asked what the key benefit of GDPR is in the HR and payroll industry, 71% believe improved data security will be the biggest benefit, whereas only 3% believe that GDPR will bring no benefits at all.

The Future of Virtual HR

Numerous technological advancements have made it possible for companies to reduce costs and time needed to handle all these repetitive, menial tasks by automating them. Although in certain fields of work the human touch still can’t be fully replaced by hi-tech, the latest developments in AI and machine learning have shown that robots are already capable of performing activities which require certain cognitive functions. Virtual Reality is one of the most interesting advanced technologies, and Bank of America Merrill Lynch estimates that by 2022 this could become a $150 billion industry.  Although the first thing that comes to mind upon mentioning VR are video games, this technology has already started to transform other industries, including HR.

Virtual recruiting

One of the most important, and at the same time challenging, tasks of any HR department is to find the best candidate for a particular position. This is a great responsibility because many times it turns out that the candidate isn’t exactly a perfect fit despite their impeccable education and experience and this scenario is usually the result of a company’s failure to provide potential employees with a sense of what it’s like to be working for them. In order to prevent such unfortunate mismatches, companies should tell stories about themselves and create narratives to showcase their goals and values. Curating their content on social media by sharing compelling blog posts, appealing free business stock images, as well as offering a peek behind the curtain, helps companies create brand awareness and attract candidates’ attention.

VR is another, even more, powerful recruiting medium as it allows organizations to immerse candidates into some real-life work situations, offer them virtual tours of their offices, and get them to experience their company culture in person. That way, it’s easier for candidates to realize whether they can picture themselves working in such an environment. The British Army took recruitment to a whole new level by implementing the VR experience. This cutting-edge method gave a 66% boost to their recruitment applications.

Virtual on-boarding

Another set of challenges emerges once the perfect candidate has been picked. Namely, showing them the ropes, and filling them in on all the rules, regulations, and work procedures can be a tedious and time-consuming task both for the HR department and new employees. Let’s not forget that an increasing number of companies also offer telecommuting and remote jobs, which makes this process even more difficult. Again, the synergy of VR and HR solve this obstacle in a seamless manner, as virtual on-boarding tools are extremely practical, effective, and engaging. Besides these technical aspects, there’s also an equally important factor of socialization and collaboration of remote workers.

The breaking in of new members of the team who are not physically present is essential for establishing the dynamics of the group and boosting productivity. If we bear in mind that 43% of the U.S. employees work remotely, it’s clear that virtual on-boarding can be the answer to the frequent lack of communication with their co-workers and managers. Without this feedback, remote workers tend to feel disconnected and alienated, which leads to disengagement, and the role of VR in team-building and simulating face-to-face communication is immense.

Virtual training

High-quality training is another step crucial for attracting and keeping a skilled workforce, and that’s where VR shows its true potential. Instead of opting for expensive courses that take up a considerable amount of time, easily accessible virtual coaches and tools can be even more effective and efficient when it comes to preparing your employees for their jobs. One of the best examples is that by NASA, as the agency has already “sent” their astronauts to Mars, where they learned how to operate rovers, all with the help of the Oculus Rift. Certain professions require training procedures during which mistakes can be extremely dangerous, which is why Boeing uses VR in order to safely train pilots to fly their state-of-the-art aircraft, the 787 Dreamliner.

Apart from these highly-sophisticated technical uses, virtual reality can also help HR organize training for topics such as diversity, mobbing, or various kinds of harassment, and help employees experience all these situations first-hand and be able to understand, handle, and resolve a wide array of workplace issues.

Virtual reality is a game-changer for many industries, but it its true potential can already be observed in HR, where its role will become even more indispensable in the future.

4 Ways to Improve the Quality of Work for Your Employees

While most employers are usually focused on how to increase the productivity of their employees, they usually fail to realize that their productivity level is closely tied to the quality of life they’re having in a company. Recent studies have shown that companies that provide a better quality of work to their employees have much better retention rates, while they also have an easier time hiring top people in their field. Studies have also shown that happier employees are less likely to take a sick leave, which basically means that happier workers are also healthier workers. Whether it’s a team activity outside of work or a fun zone at the office, there are many ways in which you can increase employee’s happiness.

Show Trust Instead of Micromanaging Everything

Trust me, no one really enjoys doing a job where they’re told what to do all the time. While it’s perfectly fine for you to manage and supervise their work, micromanaging is something that rarely has a positive impact on your staff. Instead, try to build your relationship on trust – where you as an employer delegate tasks that require high responsibility, or at least make it seem that way. Let them make some decisions and all of the sudden you’ll have employers who are actually committed to what they’re doing.

Reward Good Work

Constant recognition is something that employers have found to be of vital importance when it comes to quality of work for your employees. Whether it’s a simple recognition, or a reward (a raise, bonus, or an additional day off), employees feel much better when their effort is noticed. Many employers avoid even complimenting their workers because they feel that they may ask for a raise if they do. But if a certain individual is doing more work than average, wouldn’t you say that they deserve to be paid for the extra work? This is also one of the reasons why more and more young people start freelancing – because they actually get paid for the work they do, not the time spent in an office.

Customizable Workspace

People love customizing their workspace, and when it comes to their desks there are almost no reasons to be opposed to it. While some people like having their favorite posters on the wall behind their monitor, other people might want to bring a plant from home. I’ve even seen people who prefer to work on a desktop while standing in order to improve posture. Some of the top performers I’ve seen love working in a messy environment, which required us to hire a commercial cleaning company at the end of each week.  Allowing your employees a certain amount of freedom when it comes to customizing their workspace will positively impact productivity, while they’ll also be happier to work for you.

Set Clear Goals

The best way to improve the efficiency of your employees is by setting up clear goals for them to aim for. Without clear goals, productivity will drop considerably, but also their overall happiness. This is why it’s important to give clear assignments and expected results to the people who work for you. Setting these goals should be taken seriously because if they’re unrealistic or generic they won’t have as much power. Probably the best way to approach this issue is to set individual goals for the people who work for you. If you employ a lot of people, delegate this task to supervisors and make it a part of their job. The more these goals are realistic and attainable the better results you’ll have and thus improve your employees’ loyalty.

Final Thoughts

The most important thing when it comes to improving quality of work is to have your employees feel like a part of the team. Having a company where everyone wants to progress to a certain point is completely different from having a company where people just work their shifts. If the end results don’t matter to you enough, they won’t matter to them at all. So try to set an example and be a driving force for your employees as you all push towards a single goal.

Web Summit 2017: Painting the Digital Future of Work?

This year’s largest tech conference took place from 6.11-9.11 in sunny Lisbon, Portugal and attracted different industry experts, a thriving start-up scene and over 60,000+ curious attendees from over 170+ countries.
Web Summit Opening

Web Summit is a place to discuss disrupting topics, network, listen to a bunch of interesting talks, meet a huge start-up community and to get a first glimpse of new upcoming trends.
There have been over 1,200+ speakers and numerous speeches, here is what you missed:

Artificial Intelligence (AI) & Machine Learning

Web Summit Artificial Intelligence

On the opening night of the Web Summit 2017, Stephen Hawking discussed AI and its advantages but also the danger that comes with it. He mentioned that we should be very open minded towards it but also take into consideration that AI can evolve in a way that it eventually will outperform humans and create a new form of life.

2017 has been the year of AI and it is no longer in the stage of experimentation. Now is the time to build an AI that can outlast the competition and bring the highest degree of customer value.  Companies which understand what to look for in data for their specific target markets and have experts who support the learning algorithm can provide the strongest AI solutions.

Besides that, one highlight on stage was Sophia, the first robot which has been authorized by the Saudi Arabian government to receive citizenship, the latest intelligent robot version, developed by Hanson Robotics, a Hong-Kong based company which specializes in humanoid robotics.

Sophia can interact with people, show her feelings in facial as well as bodily expressions. She is continuously learning through every interaction and looks incredibly real.

Artificially Intelligent robots are already a part of the workforce in some industries – it is very fascinating to see what is already possible!

This event covered numerous fields from AutoTech, HealthTech, FinTech, SportsTrade and many more. The speakers discussed topics like CryptoCurrency, Flying cars, FinTech 3.0, Future of Work, Smart cities and many more.

Web Summit 2017 once again attracted a huge start-up community including HR & Recruitment start-ups.

One early-stage Alpha start-up, like numerous others, gave me a pitch, under the title “Recruiting reloaded. Fully automated AI-generated and perfectly AI-targeted job ads in Social Media.” They focus on using AI in HR & Recruitment to find the right candidates, to define job posting´s “perfect fit”, automating several steps in the recruitment process & reducing human bias.

Web Summit Recruiting Chat Bots

Recruiting Chatbots.

On top of this, their solution already has an integration with Recruiting Chatbots & Live Chats to make the recruitment process more efficient and take over the tedious tasks of the recruiter as well as establishing a new candidate experience. These intelligent chatbots can parse resumes, remind candidates to finish their application or schedule an interview.

Recruitment on the Blockchain.

Validation of facts and transactions. Trust. Secure Digital Identity.

Can the blockchain technology change & optimize the way of how recruitment is done?

Web Summit 2017 attracted start-ups that are focusing on changing the way of how recruitment is done by using blockchain technology.

Blockchain technology basically provides decentralized secure storage which enables validation of the transactions made. This would allow a creation of an authentication database and reduce the time-consuming and expensive recruitment process and make the interaction between employees and recruiter more efficient.

Job candidates now change their universities and later, their jobs more often than they did some years ago. For recruiters, it is harder to track and validate documents and certificates and often a third party provider is paid for doing background checks.

So potential candidates can save their private information like addresses, employers, degrees, social security number etc. on the blockchain and establish their own secure Digital Identity.

Blockchain technology could be a way to facilitate global background checks, solve certification issues and to increase transparency in the recruitment process.

Web Summit Blockchain

Enhanced feedback culture. Company´s culture. Engaged employees.

Web Summit Enhanced Feedback
Web Summit Enhanced Feedback 2

Furthermore this year’s Web Summit hosted several start-ups focusing on evolving the way how Performance Management is done, to enhance a work-life balance and to identify patterns that lead to risk.

Employees nowadays need to stay connected with the company, being offered an excellent employee experience receiving continuous and constructive feedback from their managers. Managers need to act as their coaches to ensure optimal employee growth.

One company from San Francisco gave me a pitch under the slogan “Listen. Motivate. Empower.”

Employees receive 1-2 questions daily to answer anonymously via a mobile app which reduces the use of time-consuming surveys. The questions are based on Emotional and Artificial Intelligence to ask the right question to the employee based on the previous answers and results. The data collected daily from employees via the mobile app will be analyzed and transformed into Real-time insights to manage your employees more proactively and to identify different pillars etc. risk of losing an employee, overstressed etc.

By using these insights, the manager should be able to give constructive and fitting feedback to the employee and identify pillars of risk. This is establishing an enhanced dialogue between the employee and manager based on the insights and drive change management in a company.

The goal is to create an environment which enhances intrinsic motivation and on the other hand boosts performance & productivity.

Video Pitch recruiting

A dynamic team from Switzerland is focusing on getting to know the candidate before the application process even started to invite the right candidate. Recruiters are receiving personal pitches and based on this follow up on the application process. Other teams are using video pitches as well with an already integrated facial expression recognition software so recruiters can easier decide if the candidate is fitting.

Digital Workplaces- 3D office in Virtual Reality

Workplace Gamification. Employee engagement. Remote Workforce.

In this digital era companies need to adapt the way their employees work and collaborate together. This event also attracted the transformation of the traditional office into a digital workplace to enhance remote collaboration via Virtual Reality. This way of collaborating is enhancing the employees’ engagement, unifying communication and collaboration as well as embracing the remote workforce.

My colleague trying the 3D-Office VR glasses of an Italian start-up for collaboration of a global remote team.

Web Summit Virtual Reality

VR can open the doors for workplace gamification. This can be a way to enhance the employee as well as customer experience and to retain top talent.

Each organization needs to analyze and understand in which processes VR and 3D Offices can add value and provide a benefit to the collaboration of employees.

Web Summit Beyond 2020

Next to the start-up scene, there were some talks about the Future of Work like the one “Beyond 2020” held by Simon Cross, Head of Product, Workplace by Facebook which launched at the end of 2016. The talk was positioned around future collaborations in companies and the change of Teamwork via custom Chatbots, and Group Video Chats.

According to Cross beyond 2020 the new collaboration should be:

  • Open by Default & Integrated
  • Mobile first & Connect everyone
  • Multi-modal
  • Personalized & Prioritized
Web Summit  Beyond 2020 2

All in all this year´s Web Summit was a unique experience and can only be recommended to everyone to get more insights & opinions on upcoming topics.

New software and robots will automate a large part of the way employees are managed but it will also allow HR to focus more on processes that cannot be automated.

This event spread the message to the world that HR is changing & will adapt to the digital era and gave a flavor about how the Digital Future of Work could look like!

“Intelligence is the ability to adapt to change.” – Stephen Hawking

Author: Rebecca Huebner – HCM Cloud Solution Consultant

Why do HR Professionals use Recruitment Marketing tools?

talentlyft-engage-candidate-engagement

Recruitment Marketing software offer solutions for some of the biggest recruiting goals and challenges. While some of the biggest recruiting challenges used to be messy and disorganized hiring processes, this is not the case anymore.

Recruitment Marketing features help finding, attracting, engaging, nurturing candidates and converting them into applicants. These problems have become much more challenging and worrying than managing job applicants and streamlining selection process – tasks handled by Applicant Tracking Systems (ATS). Recruitment platforms such as recruitment marketing software are becoming an inevitable recruiting tools of every modern recruiter.

Looking for a Recruiting Software? Here is our new Guide for Buying a Recruiting Software.

Solutions offered by Recruitment Marketing platforms

Overall Talent Acquisition strategy usually consist of pre and post application faze. Recruitment Marketing methods take care of the pre application stage, while Applicant Tracking System come in place after you have candidates in your talent pool.

That being said, if you are struggling to attract best talent, you need a Recruitment Marketing platform that will help you move candidates through the first 3 stages of Candidate Journey: Awareness, Consideration, Interest and bring them to the Application stage.

Recruitment Marketing platforms help recruiters find, attract, engage, nurture and convert high-quality applicants.

Solutions to Find high-quality candidates

  • One click job distribution
  • Social Media job promotion
  • Web sourcing
  • Referral programs

Solutions to Attract high-quality applicants

  • Employer Branding
  • Job marketing
  • Social Media recruiting
  • Branded career site
  • Search engine optimisation for job descriptions (SEO)

Solutions to Engage and Nurture high-quality candidates

  • Candidate Relationship Management
  • Engaging Email recruiting campaigns
  • Talent Networking
  • Career site Team Blogging
  • Career events
  • Talent community events
  • Educational recruiting content such as webinars, ebooks, courses
  • Recruiting email campaigns

Solutions to Convert high-quality applicants

  • Simple online application form
  • HR Analytics
  • Reporting
  • Email notifications and campaigns
  • Quick apply options

Want to know more about Recruitment Marketing? Visit our HR Blog.

Q & A with David Green | The HR Tech Weekly®

People Analytics Is Core to the Future of the HR Function: Q&A with David Green

People Analytics Is Core to the Future of the HR Function

Today our guest is David Green, a true globally respected and award winning writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

David is the Global Director, People Analytics Solutions at IBM Watson Talent. He is also the longstanding Chair, of the Tucana People Analytics conference series, the next edition of which – the People Analytics Forum, takes place in London on 29-30 November.

David has spoken at conferences and/or worked with people analytics leaders in over 20 cities in the past year including San Francisco, Sydney, London, Paris, Singapore, New York, Amsterdam, Moscow and Berlin. This affords David with a unique perspective and insight into what’s working, what’s not, and what’s forthcoming in the field of people analytics.

The interview is hosted by Alexey Mitkin, Founder, Publisher and Editor-in-Chief, The HR Tech Weekly® Online Media Co.

1. Hi David, and first of all thank you very much for this interview with The HR Tech Weekly®. The year of 2017 is approaching its end. What made a difference this year in the field of people management and HR technologies?

Thanks Alexey, it is a pleasure to speak with you. For me, 2017 has been a pivotal year in the field as the realisation that people analytics is core to the future of the HR function has become far more widespread. In one of his recent articles (see here), Josh Bersin described people analytics “as the lynchpin of success for HR in the next few years”, and I have to say I completely agree – although that probably doesn’t surprise you!

We still have some way to go in terms of widespread adoption and just as importantly in embedding analytics and data-driven decision making within organisational culture, but the acceptance that this is core rather than peripheral is a welcome momentum shift.

Elsewhere, the move from many companies to develop programs and technologies that personalise the candidate/employee experience in areas such as talent acquisition, onboarding, learning and mobility is also positive. It’s about time that we have rich and personalised experiences at work similar to those we already enjoy as consumers. Data and analytics plays a foundational role in this.

2. People analytics is an area of profound interest to business leaders. What do you see as the main trends in the people analytics space?

You are right to highlight the heightened interest levels in people analytics Alexey. I’d summarise the main trends as follows:

  • More and more organisations getting started with people analytics – 2017 seems to have been the year that the talking about when to start analytics stopped and the actual hard work in creating capability began for many organisations. So, the number of organisations in the early stages of their people analytics journeys is on the increase and many will face similar challenges in terms of data quality, skills and capabilities, stakeholder management/education and project prioritisation. Our recent IBM Smarter Workforce Institute research on HR Analytics Readiness in Europe demonstrated though that most organisations still have a long way to go.
  • Developing an analytical culture: this is key for organisations that want to develop sustainable capability in people analytics. This means exciting, equipping and enabling HR Business Partners, and clearly demonstrating and communicating the impact of people analytics initiatives within the organisation. This is the focus of many companies that have built initial capability and success in people analytics.
  • Ethics and privacy concerns: this continues to be the most important and challenging aspect for practitioners. Research from Insight222 reveals that 81% of people analytics projects are jeopardised by ethical and privacy concerns. With the EU GDPR legislation coming into effect in May 2018 and the emergence of new employee data sources, focus on this area will continue to be high.
  • The consumerisation of HR – as per my earlier point, many organisations that have developed people analytics capability are looking at ways to understand and improve the employee experience. In addition to the personalised machine-learning based technologies referenced earlier, this includes efforts to understand and analyse employee sentiment. You can’t do either of these things without analytics so those organisations that have already developed people analytics capability are in pole position to take advantage here.
  • Organisational network analysis (ONA) – interest in ONA has exploded in 2017 as organisations seek to better understand team effectiveness and productivity. Practitioners interested in this burgeoning area of people analytics should check out the work of Rob Cross, recent articles by Josh Bersin and vendors like TrustSphere, Humanyze and Worklytics. Expect interest in this area to continue to soar in 2018.

3. On the eve of People Analytics Forum 2017 could you slightly open the curtain on what makes an ideal agenda in modern HR analytics, workforce planning and employees insights then?

I always enjoy chairing the Tucana People Analytics World and People Analytics Forum events as the agenda is always cognisant of the fact that the diversity of delegates in terms of where they are with analytics varies widely. As such, the three tracks: Start (for those getting started), Grow (for those building capability and looking for deeper insight) and Advance (for advanced practitioners and those exploring new data sources) means there is something for everyone. This is hugely important as in my experience the people analytics community is highly collaborative and there is a mutual desire amongst practitioners for shared learning. The Tucana events provide this in spades.

4. It was heard that some attendees of conferences recently formed a viewpoint that the slow adoption of analytics has been because of a lack of practical cases delivered by speakers. Your point of view on the problem will be of great influence.

I haven’t really heard this viewpoint from many. I would argue the contrary in fact that most of the conferences I attend feature numerous and diverse case studies from practitioners. I think you need a balance of speakers from the practitioner, consultant, vendor and analyst communities as each provides a slightly different perspective – indeed much of the innovation in the space is coming from the vendor community. As such, at the conferences I chair, speak and attaned there is normally much to inspire delegates whatever their maturity level when it comes to people analytics. Of course, there is a distinction between being inspired and immitation as each organisation faces different business challenges and has unique cultures. If I could offer one piece of advice to practitioners, whatever their maturity level, it is to channel their efforts on the key business challenges that have the biggest impact within their organisations.

5. What new data-driven HR solutions are on your watchlist and why?

As I mentioned before much of the innovation in the people analytics space is coming from the vendor community and I always recommend to practitioners to keep abreast of the latest developments here. Data-driven companies to look at include: TrustSphere, Alderbrooke Group, Aspirant, Glint, Visier, Crunchr, Workometry, Peakon, OrgVue, Headstart, Worklytics, Humanyze, Qlearsite, One Model, hiQ Labs, Cultivate and StarLinks; and those are just the ones I can remember off the top of my head!

If you’ll forvive the self-promotion, I would like to add that IBM is also doing some groundbreaking work in this space through bringing Watson to HR, particularly in the talent acquisition and the employee experience areas – see more here.

6. What advice would you give to HR professionals looking to boost their careers within the people analytics space?

Well, firstly you should get yourself along to the People Analytics Forum and read my articles on LinkedIn!

Seriously, analytics is a core capability for the future HR practitioner and it won’t be long before the likes of CIPD and SHRM build this into their educational programs. Until then, find some courses (like the Wharton School course on Coursera), attend some conferences, read some books (like The Power of People and the Basic Principles of People Analytics), and seek to learn from analytics professionals both in and outside of HR.

For me, HR is one of the most exciting places in business to work in at the moment and the increased use of analytics and data-driven decision making is one of the reasons why I believe this to be the case.

What Makes an Impressive Business Leader?

Before a business can reach its organizational goals, there must be someone at the helm guiding them to that finish line. If a team is without a leader, things can fall into chaos quickly – people don’t know who’s in charge (and then suddenly everyone is), what needs to be done, what has been done, what deadlines must be met, who should be talked to, who should do what, etc. Total chaos will reign over a team and a business that does not know who’s at the head of things.

But with a leader – and an effective one at that, things operate better, smoother, more efficiently, and within schedule. There is someone who is on top of everything and is making sure that things that need to be done are being worked on, tasks are delegated properly and to the right people, deadlines are reminded often, etc. There is organization when someone is spearheading things along.

Being able to control the flow of work is not the only thing that a good business leader should be able to do. Many people can lead others to an organized workflow, but only an impressive business leader can take a step further for the team. An impressive business leader can initiate action, motivate employees, provide guidance, create confidence in others, boost the morale, and gets everyone involved in the task at hand.

To truly understand what is it that makes an impressive business leader, check out this infographic by Healthy Business Builder.

How HR Professionals Can Get Creative With Design Thinking

In an illuminating TEDTalk “The way we think about work is broken”, Barry Schwartz encourages us to think about whether it’s human nature that creates institutions or institutions which can shape human nature. In traditional factory lines work was based simply on the exchange of labor for money. However, money doesn’t have to be the only thing that drives people to get up and go to work every morning.

Rather than creating a workplace in which people go to do the bare minimum, designing an institution that allows and facilitates people’s innate need to use their creativity, find purpose and reach their potential will shape the way people feel about work.

The key is to begin questioning everything.

In the race to create more agile, engaged and innovative organizations, companies are now placing the heavy task on HR to revamp outdated processes. Many HR innovators have taken this moment to do some long needed cleaning out of failed institutions and construction of new processes that reflect the unique people and purpose running through their organization.

Despite what you may think, this is not reserved for companies with large budgets to spend on Google style perks. Even without the budget, you too can transform your organization in a positive way.

Today’s HR innovators don’t take any process, institution or practice for granted. The only way to discover what truly works best is to put yourself into the shoes of the people who work and run your organization and open your mindset to new possibilities. While it may sound intimidating, this isn’t a call to all out anarchy. Design thinking is a highly ordered approach which will provide you with a new lens through which you can view your organization.

What is design thinking?                                             

Until now design thinking has mostly been used to create a customer focused approach to designing and marketing products. However, today HR professionals are realizing they can use this methodology to design better employee experiences. In fact, the adoption of this process has had so much success that Deloitte’s Global Human Capital trends recognized design thinking as one of the top trends to follow.

According to Tim Brown, CEO of international design firm IDEO:

“Design thinking is a human-centered approach to innovation that draws from the designer’s toolkit to integrate the needs of people, the possibilities of technology, and the requirements for business success.”

The process encourages you to look at three main touch points within the organization to better understand what’s needed. These are the processes, people and technology that your employees come into contact with at each stage of their journey throughout the organization.

Which processes are cumbersome? Which need to be abolished? How much support do your people receive from team leads or peers? Are there new solutions which can make your employees’ lives easier?

There are two tools which can help you get into the design thinking mindset. One is employee journey mapping. This allows you to map out the stages and assess touchpoints at each step using your people data. The other is employee personas. These fictional characters allow you to visualize and put yourself into the mindset of your employee.

Creating a people-centric performance management process

Performance management is one of the most important cornerstones of your organization. Having a strong system in place that will help your people develop and grow new skills will give your company the advantage it needs to meet industry changes head on. At the same time, helping your workforce improve also keeps engagement levels high.

Rather than simply an exchange of money for services, today’s employees are looking to exchange their time and effort for growth and learning opportunities. In a recent survey, Gallup found that 87 percent of millennials considered professional development or career growth opportunities to be very important in a job.

Professional growth should be seen as an exchange between employees and the organization, but rather than money, it’s about an exchange of value. Valuable knowledge and skills in return for help further developing and honing those skills.

Think about the journey

 Think about the 3 different touchpoints (processes, people, technology) your workforce comes into contact with during performance reviews. How do they impact their experience?

Process:

  • Who benefits? Is it seen as a process that helps the company identify top and low performers? Or as a process that is meant to help individuals grow and develop?
  • How long does it take from the time when they fill out their self-assessment until the time when they receive their results?

People:

  • Who gives and receives feedback?
  • Do managers receive upward feedback from reports?
  • Do people receive training on how to give feedback actionable?

Technology:

  • What kind of performance management tools do people use during the process?
  • Is the process straightforward and user-friendly?

View the process through the lens of your personas

Everyone will have different objectives, pains and also different experiences with each touchpoint they encounter during the process. Think about the journey from each different point of view.

Customer personas are fictional characters used by marketers to represent different types of customers. They’re often given names and bios including their likes, dislikes, pains and objectives based on data collected from customer feedback, interviews and focus groups. The idea is that having a few fictional customers that represent larger interest groups allows you to optimize processes for a wider audience. For example:

Julie the new manager:

  • Wants to give her team helpful feedback that will encourage them to improve
  • Nervous about giving constructive feedback to a few team members who used to be peers
  • Expects to have a better idea of who her top performers are and where the team needs to improve at the end of the process
  • Also wants to gain insights into her performance as a team lead

Paul the millennial employee:

  • Expects to find out what his strengths are in the team
  • Has trouble analyzing the feedback he received and creating a strong development plan
  • Wants to receive more feedback outside of performance reviews

Anna the new tech hire:

  • Wants to be recognized for her achievements
  • Expects a fair balanced assessment but encountered bias in the assessments she received at her previous company: does not trust the process
  • Wants to be able to receive feedback on cross-collaborative projects she participated in

Conclusion

When redesigning your performance management process consider how you can optimize it to meet the needs of your different personas. The best way to gain a full picture is to combine these two tools by mapping out the different touchpoints (processes, people, technology) your personas would encounter during your current performance management process. Consider how each would be impacted differently.

The insights provided by this exercize will enable you to redesign performance management at your organization in a way that takes into account your wider workforce. There is no one size fits approach to performance management. Design thinking can help you to create an experience that fits your unique organization.

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