The emergence of Artificial Intelligence (AI) technologies in the past years has profoundly impacted a tremendous number of companies and sectors. Take the example of supply chain functions – these have been completely reshaped and fully robotized warehouses are now the new standard. In parallel, other support or corporate functions have also caught this technological wave, but not with the same speed and pace. Human Resources today are the perfect illustration: the shift towards Digital HR has started for pioneer organizations, but the majority of companies are still in the reflection and conceptualization stages. On one hand, there is an overwhelming feeling related to the immensity of ‘the possible’ in terms of HR technology offerings, and on the other hand, there is a need to answer growing expectations from an evolving workforce.
Today, HR C-levels are facing a common main equation: Ensuring that HR roadmaps will become even more relevant in the C-suite and help streamlining organizations while improving the employee’s experience.
But how are AI technologies concretely impacting the HR community?
Beyond the reflection and conceptualization stages mentioned earlier, AI is clearly acknowledged as a critical component of the future HR service delivery model. Most of discussions today are about how to incorporate chatbots, robots or other cognitive solutions within Human Resources departments.
Just to name a few examples:
Robotic process automation (RPA) is a new norm today. Any process optimization exercise almost always considers robotic automation as a solution. In this context, almost all HR processes are subject to automation. The main recurring ones that we observe are related to recruitment, core HR administration, compensation, payroll and performance, but all HR processes that require significant manual input are candidates for automation.
Chatbots are also getting a lot of traction. For example, in the HR space, chatbots are replacing traditional FAQs. Cognitive chatbots can also be trained by humans in order to improve their correct answer rate. This is a real game changer and robust accelerator to change the employee experience.
Robots are less and less considered as exhibition gadgets and can now be found in some HR front office departments.
Voice assistants on mobile for any employee, anytime, anywhere are becoming more common – say hello to the new HR ‘Siri’. A vacation request for example can then be part of a quick phone conversation, instead of several less efficient transactions involving HR systems and emails.
What we are observing, is that AI technologies are becoming fully embedded within the HR community. The initial doubts and fears have been overcome by most HR professionals and AI is recognized as a real added value to the employee. The HR operating model shift is ongoing and we are only at the early stages as the technological change is evolving at an exponential speed. Tomorrow new Artificial Intelligence offerings will emerge and will continue to reshape HR departments.
It’s awesome. They take on many of the tedious administrative tasks that typically take up so much of your time. They assist with everything from processing applications to coordinating interviews and compiling applicant profiles for hiring managers.
Ah, the luxury.
Then they leave for the Summer. Suddenly all those tasks are put back on your plate. You now have to cut back on one-on-one time with candidates. You’re back to scheduling interviews and filtering through application after application. Gone are the days of complete, uninhibited focus on building relationships with candidates. Gone are the days of getting ahead of your hiring managers’ needs.
But with AI interns, you get the best of both worlds.
Artificially Intelligent (AI) interns share many of the qualities of their human counterparts, except they’re in it for the long haul. AI is impressionable, sponge-like and eager to learn. With AI interns, you get all the benefits of having human interns and none of the downsides. AI doesn’t take lunch breaks or Summer Fridays.
This is what inspired our beta testing program, aptly titled the Wendy Internship Program. Wendy is our conversational AI chatbot for recruiters. Wendy is young and eager, like an intern. She melds seamlessly into your existing workflow, easing burdens and lightening your workload along the way.
As a first round interviewer, Wendy helps recruiters engage and qualify candidates by chatting with them after they apply. This chat occurs via SMS/Facebook Messenger or our web app, and is similar to an initial phone screen. Here’s an example of Wendy initiating a conversation with Katie, a Software Developer who applied to a role at ACME:
Like previously mentioned, Wendy is young and impressionable, so this is your opportunity to shape her to your needs as a recruiter. Wendy…
Allows for more data-driven decision making — Wendy is able to gather information not found in applicants’ resumes. With these enriched applicant profiles, you can make more informed decisions about who to interview.
Increases your bandwidth — Rather than going through countless email exchanges and phone screens, you can allocate that time to other areas, like sourcing and building candidate relationships. Wendy also handles many administrative tasks, like scheduling and updating applicants.
Improves applicant engagement — Because Wendy can engage every single applicant, applicants no longer experience the “ATS black hole.” Unlike humans, Wendy never sleeps — meaning she can screen applicants at any time of the day and even on holidays.
Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedIn, Twitter or Medium.
As many companies know, it’s costly to bring candidates to interview, costly in time, and for the candidates themselves to travel to your location; as a result, all efforts should be made to reduce those costs for all involved. If your recruiters or HR managers have to spend hours on the phone conducting phone screening interviews, or worse, have to chase phone calls and emails, that costs money too. There has to be a better way right?
Video Screening is a relatively new process and has been used to successful effect by several companies. 50% of companies who have implemented it have said it has improved their cost to hire significantly.
Screening process through the ages
Gone are the days of walking in an office door, chatting with the manager, and landing the job. In the past, there wasn’t a great deal of need to “screen” candidates as there weren’t such a high volume of applicants per role. There wasn’t as much social mobility so jobs were much more predetermined, and competitiveness – to a small degree – was decreased. Besides, roles themselves were different, so if someone had an accounting degree and you were hiring an accountant, and their references checked out, you were good to go. It was very likely if you had a degree in a certain subject you’d get a job in that area. Now it’s not so simple.
Presently, the job market is much more open and changes of career are commonplace. With a higher volume of (on paper) qualified applicants with secondary and tertiary skills, it means most graduates can quickly train in a wide range of surface level roles rather than an immediate specialism – and their initial skills are less important than how they can learn, think, and grow with a company.
This now dynamic workforce has increased applications to city centre roles and larger corporations. The modern candidate has a wider range of skills on offer and the ability to apply online at many different companies with ease. To deal with higher volumes, and simply to narrow down the candidate pool, an effective screening process becomes necessary. Companies may have dozens, even hundreds of qualified applicants to a role, so how does each candidate distinguish him- or herself from another?
To keep up with demand, companies implemented processes such as phone screening interviews, email exchanges, and informal face to face chats. But these techniques are limited in their effectiveness to see the ‘real’ person – and they are very time consuming. These past processes – chats, phone calls, and so forth – certainly have the benefit of being personable, but when your company hires in large volumes, it no longer has the time. It’s also impossible for larger businesses (high street retailers, for example) or someone like the Post Office to hire for busy, seasonal work – like at Christmas – where they can typically expect to receive thousands of applications, and need to turn the process around in weeks (if they even have that long). Centralisation of the recruitment process – having a set process, quality control, and set standards predetermined for each role – allows a head office to have visibility in the managing of high-volume applications.
In the past, a warehouse manager might have been the one to hire with vastly differing results, which can cause efficiency and staff turnover problems down the line, whilst also limiting head office’s ability to control the quality of their workforce.
The growing need to screen candidates
Hiring has changed drastically over the years because – in the past – people stayed put. It wasn’t uncommon for people to mark their 20th, 30th, or even 40th anniversary with a company, but as the job market has changed with the need for say more tech jobs than ever, hiring processes have needed to evolve to keep up with demand and time constraints. Today’s worker currently stays in a role for between one and two years. This shorter timeline means your company – through no fault of its own – will inevitably see staff turnover as a part of everyday life, and it will subsequently need to hire more people, more often. Processes, thus, need to keep up.
The current landscape of video screening
Video screening is still in its infancy – not in the sense that the technology is primitive, but in that it’s relatively new to the scene and many people might not know about it as an option. Many HR managers and recruitment companies do realise that the way they hire now isn’t efficient enough, but they may not know how to remedy that lack of efficiency.
A Monster study revealed that most recruiters spend over 70,000 minutes on the phone each year. With faster turnovers, does your company really have that time? Think of what you pay your HR manager or recruiter per hour and multiply that number by the number of candidates you usually have to screen for each position. That’s the figure it will cost you only to reach the interview stage, which costs more time and money.
Companies who implement video screening find that it reduces time to discover who they want to bring to interview. They can collaborate as a team on which candidates are most suitable to interview. Candidates are no longer simply reduced to the black and white of their CV paper; they can come alive on screen. Their personalities can shine through, and they can take the time to impress you and your hiring team. It’s like those old days of people walking in your offices for a job, but better – because you can decide in front of them without actually being in front of them (you know, because it’s a video)!
The advantages to screening
Once you’ve combed through CVs and shortlisted you candidates – or narrowed them down through them using software, whichever – then you’ll send them the pre-screening questions. You set the questions, set time limits for the answers, and set a deadline, and send them to your shortlist. Candidates will feel like they’re moving forward in the process from the moment they submit their application, but this step is virtually hands free for your company. Questions can be sent out immediately – or after you’ve verified their CV. Video screening is perfect for high volume, decentralised industries such as seasonal warehouse jobs – but also works especially well for customer facing roles as you’ll quickly determine how a candidate’s personality matches your company’s core values or personal preferences.
If hiring for customer service roles, you’ll want to see how well candidates can handle potentially tricky questions on the spot, and video screening is a perfect opportunity for candidates to showcase their ability to think on their feet. You can ask the applicant a troublesome question like how they’d deal with a customer that would like to return an item without a receipt or how they’d handle logging a complaint about a fellow colleague (who is currently off shift)? Keeping the problems agnostic of your company vertical will test the quick thinking and experience of the application. It’s often more about how the candidate delivers an answer than the answer itself.
The big sell with Video Screening is that you will see candidates before they come in – in animation – not in the social stalk kinda way where you have to check out their LinkedIn or Facebook profile pictures before you phone them! Seeing someone in person and viewing how they hold themselves and interact with the questions you set – even if it’s not physically – can help you gauge their suitability. Some could argue that human bias could sway results based on attractiveness alone, but, again, if you need a front-facing position, and you need someone confident and bubbly you can see that on a video interview, looks aside. Besides, companies will do themselves a disservice only hiring those deemed “attractive,” because – at the end of the day – you want people who are good at what they do and are the most qualified for the job outside of attractiveness level.
That sounds great – but is Video Screening really the future?
As mentioned before, processes are clearly not good enough. Just ask anyone who hires large volumes of staff – it’s tough. Many companies turn to some sort of tech whether it’s computer tests or computerised CV combing, but those processes are imperfect and still fail to show you the ‘real’ person behind the CV. You may have someone who can pass computer tests, or put in keywords in white font on their CV, but they aren’t very good in person; they don’t fit with your office culture, or they aren’t confident enough for a front-of-house role. That’s where video screening helps the process along in an innovative way. Sure, for some roles, you may just need that shy guy or girl who can code really well, and maybe for those applications video screening seems less appropriate, but, either way, if your candidate will be in the office, you need to make sure he or she fits in and works well with others (and has a modicum of confidence).
And, let’s face it, videos are everywhere these days! Video is the fastest way to get people’s attention – that’s why YouTube and those Facebook videos are so popular!
Okay, but what about those people who feel uncomfortable with video screening? Will it put applicants off? Is it too edgy and too new to try out? The truth is it may put some applicants off, sure. It may not appeal to older generations, but most candidates are willing to go through the hiring process no matter what it is. Most people have been to group interviews where you spend time building something out of paper with bits of blue tac and string (or some such exercise that is measuring a metric that has nothing to do with what you can build out of paper with ten strangers). Those people may not love that group activity, but if it’s part of your interview process – and they want the job with your company – they’ll endure the task – not that we’re trying to liken video screening to group interviews. Candidates who apply to large retailers often have to undergo computer testing, and they do that too. The point is that the most motivated candidates will be willing to go through the process of video screening even if it’s a little unusual or different for them. Therefore Video Screening works well as a deterrent to those not wholly invested in the role, again improving the efficiency of your process.
Furthermore, younger candidates will especially love this method because they are far more comfortable using a smartphone, taking a selfie, seeing themselves on screen. Enabling the next generation of skilled workers to apply in a way that suits them is going to put your company one step ahead of the competition in 2017 and beyond. Video screening is here to stay. It’s making processes better, faster, and cost-effective, so it’s best to jump on the video bandwagon before you get left behind.
It is safe to say that cybersecurity should be among a business’s top priorities. While malware like WannaCry spreads around the globe, ruining company after company, small and large businesses alike should be focused on strengthening their digital defenses and building a workplace culture focused on security. Undoubtedly, most HR professionals will wholeheartedly agree with this sentiment – but many won’t lift a finger to address gaps in their employers’ cybersecurity.
There are often concerns over who should build and maintain cybersecurity within a business. On one hand, security software is installed on tech devices, which belong in IT’s wheelhouse. Then again, a security breach affects customer relations, so perhaps the customer service department should ensure every device is protected. However, the truth is that HR should take the bulk of the responsibility for keeping a business safe. Here’s why.
HR Protects the Business and Its People
Through incentivization efforts, behavior-monitoring, policy-setting, management of resources, and more, HR departments work to reinforce the integrity of the business’s foundation: its people. Furthermore, HR provides support for the business, its employees, and ultimately its customers, assisting in the achievement of personal and organizational goals that benefit everyone. Because security should be a primary goal for modern businesses, web security measures should be a top concern for HR departments, too.
When a cyberattack is successful, it isn’t just the faceless company that suffers. Often, employee private information, perhaps including payment data, is leaked as well as business-related financial information. Conversely, a business’s tech assets are hardly imperiled by hackers, who are rarely interested in destroying software or able to impact hardware, so the IT department has little to fear from cyberattack. Because HR serves the business and its employees, who are most threatened by cyber-dangers, HR should work to ensure such data is well-protected by comprehensive web security software.
HR Influences Corporate Culture
Yet, effective security software is just one piece of the cyber-protection puzzle. Security experts assert that more often than not, a business’s employees are responsible for data breaches and successful cyberattacks. After all, it is the employees who visit questionable websites, who open shady emails, who click suspicious links, and who fail to install timely updates. Because HR is responsible for employee behavior, HR professionals should actively work against these unhealthy and insecure practices by influencing the culture of the workplace.
HR already has a massive impact on corporate culture. Recruiting efforts can target certain personalities, which form the foundation of a workplace culture. Additionally, HR designs policies and guidelines which shape how employees behave. HR departments should use this sway to establish a culture focused on security. Hiring security-minded workers, hosting regular security trainings, and instilling the idea that security is everyone’s job are ways to ensure employees are aware and alert to security.
HR Understands Compliance Rules
There are all sorts of laws and regulations outlining how businesses should behave, and HR should be familiar with all of them to keep the business safe from fines, litigation, and worse. Often, these rules concern payment minimums and structures, mandatory vacation time, and termination means and methods – but increasingly, the government is turning its attention to online behavior. Already, seven major industries have compliance obligations for digital data. Because HR professionals are already well-versed in adhering to compliance rules, it is hardly a stretch for them to understand burgeoning security regulations. Instead of trying to manage compliance and action in different departments, businesses can streamline the process by giving HR total control over web security efforts.
HR Relies on Technology
These days, every aspect of a business relies on technology – including the HR department. HR professionals use all sorts of digital tools to manage their workforces, from payroll platforms to internal messaging services to online recruitment processes. Should a business’s network be compromised by cyberattack, HR will be as unable to complete their tasks as any other department. If for no other reason than this, HR should be concerned about internet security.
Security failures are bad for business, but they are particularly bad for HR. Because HR departments’ goals align with those of security efforts – and because HR professionals are already well-equipped to handle the intricacies of cybersecurity – HR should be responsible for a business’s web security.
About the Author:
Tiffany Rowe is a leader in marketing authority, she assists Seek Visibility and our clients in contributing resourceful content throughout the web. Tiffany prides herself in her ability to create and provide high quality content that audiences find valuable. She also enjoys connecting with other bloggers and collaborating for exclusive content in various niches. With many years of experience, Tiffany has found herself more passionate than ever to continue developing content and relationship across multiple platforms and audiences.
Finding the right software developer just got a lot easier for HRs, recruiters, & hiring managers.
DevScore’s new Acquisition functionality enables HR staff to easily source and vet talented developers that are actively looking for work.
Recruiters can now literally source, vet, & interview developers in minutes.
3 August 2017 — DevScore, the software developer skills-assessment SaaS (Software-as-a-Service) that launched earlier this year at HR Tech World, has introduced a brand new Acquisition feature — one that complements and works seamlessly with its existing functionality — bringing recruiters, hiring managers, and HR a complete candidate-matching, acquisition, assessing, and digital screening service.
Customers can now make targeted developer searches based on actual coding experience; an industry first — a feature that just didn’t exist before in HR tech. They can also filter results by skills, experience, and geographical location easily; allowing them to cherry pick the exact software development talent they need for their business’ individual requirements.
DevScore’s unique and rapidly growing database contains millions of developers. The new Acquisition function finds and connects with those that are actively looking for work.
“In the fast-paced world of software development, acquisition, assessing, and hiring great people quickly is business-critical,” explains DevScore founder, Peter Cummings. “With the new Acquisition feature, recruiters can now literally go from initial sourcing to potentially interviewing a candidate in minutes.”
The Acquisition function is a direct challenge to job boards and candidate sourcing companies that lack the depth of understanding needed to make fully-informed hiring recommendations. These platforms largely use simplistic text-based matching software and lack any sort of advanced assessment and selection criteria. However, up until now coding analysis just hasn’t been available to recruiters.
“There are loads of sites where you can hire recruiters and freelancers,” says Cummings. “But it’s important that you can qualify how good a developer is. There’s always a chance some will exaggerate their CVs, but without any form of code analysis, recruiters can’t get an accurate picture of what a developer can and can’t do. DevScore can literally see what the coder has created and assesses the quality of their code; which enables us to understand how they stack up among their peers.”
Within the Acquisition tool, users can create a customise specific search; filtering developer information by numerous criteria — including experience, flexibility, skills, and location. In addition, searches can be saved and lists can be easily downloaded by users. And where no exact data immediately exists for a chosen set of criteria, customers can create a notification that will let them know when there’s a specific match. Also, API integration makes it easy to pull in DevScore functionality to any job board or talent acquisition tool.
“Everyone who wants to be a developer, can be,” says Cummings. “It’s unlike most other jobs. Your contributions and experience are highly visible. The Acquisition module can help determine which who’s an expert and who’s a novice — reducing the time-to-hire and increasing the quality-of-hire.”
DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.
We scan code repositories across the internet, and analyse the code that developers have submitted. Using our analytics engine we are able to find out how many months the developer has actually used a language, framework, or a development style for. We then assign the developer a score – the DevScore – and from that provide a rank for the developer both worldwide and in the country where they live.
When was the last time you saw a Millennial take out a piece of paper and write a note on it?
It probably took you a moment to think about that. It’s because Millennials usually take notes on their phones. They are the first generation to grow up using mobile devices and technology as their primary means of communication. As they enter the workforce, they expect to be able to communicate using technology and in the most modern ways possible. They want to have the newest, bestest technologies that allow them to operate as efficiently as possible.
How do you get these uber-efficient employees in the door and keep them? I’ll explain three ways to figure out the specific workplace technologies you will need and then cover four workplace technologies Millennials expect from all employers.
3 ways to figure out the workplace technologies you need:
Ask your current Millennial employees which technologies they are already using on the job. Your best source of figuring out what a Millennial wants is from other Millennials. Once you know the technologies they are already using, evaluate whether or not it would be appropriate to officially roll out the technologies to every worker.
Literally no Millennials in your workforce? Ask your peers in similar workplaces which technologies they are using and couldn’t live without. Once again, evaluate if it would be a good fit for your specific business and then implement!
Visit the app store and view the top apps in the category it is obvious your company is behind-the-times with. Read the reviews. Download a few free ones that people are generally raving about. Give them a spin yourself and then decide which ones are the best in your opinion. Ask a few of your employees to download your top picks, use them for a bit, and then report back to you which ones they thought were the best. Pick the one the vast majority of employees are now chomping at the bit to use and implement throughout your company.
4 workplace technologies Millennials expect:
Millennials want to be able to access information at a moment’s notice while they are working and not near a stationary resource (computer or phone). Mobile devices allow them to quickly find the information required so they don’t need to drop everything, walk to the front of the store, log into a computer, and look it up.
Digital communication platform
Millennials are used to chatting with their peers in group messages. They want to be able to pick up their mobile devices and instantly communicate with their co-workers.
Remember that whole Millennials-take-notes-on-their-phones thing I previously mentioned? Same goes for their schedules. They put their schedules on their phones and set reminders. Make it easier for them to automatically access their schedule by posting it on an internal website or using a scheduling app.
Technology is basically useless without access to the internet. Wi-Fi is necessary so that employees don’t need to use their own data networks while at work, which are often not the same speed and spotty for service. With company Wi-Fi, everyone has equal access.
By going through these steps, you are sure to have the technologies in place to entice Millennial workers.
About the Author:
Atif Siddiqi is the Founder and CEO at Branch Messenger, a free team messaging and engagement app for shift workers. An LA native, Atif relocated the company to Minnesota to participate in the TechStars & Target Retail Accelerator Program. Branch has thousands of employees that rely on the app from companies like Target, Taco Bell, AutoZone, 24 Hour Fitness and more.
You’ve heard the phrase ‘People Science’ and have maybe even seen job postings for a ‘Head of People’ or ‘Chief People Officer’. But what does People Science really mean and why does it matter?
People Science is an approach organizations use to relate to their employees instead of seeing them as just human resources. Our Becoming a People Company report found that 87% of HR leaders think more should be done to put people at the heart of their business and that’s what People Science is all about. It looks at every part of an employee’s experience and goes beyond traditional HR in reach and influence, becoming a business-critical strategy that integrates with every part of the organization.
If you’re just starting to wrap your head around People Science, below are 6 ways to understand the power of the approach and the impact it can have on your workplace.
1. 3D not 2D
When you’re looking to engage with people, rather than manage people as resources or capital, you need to know about an employee’s skills, pay scale and reporting lines, and then look more deeply at the individuals themselves. When using People Science, every employee is treated as a multi-dimensional personality, not just a flat outline. The best HR and people leaders understand cultural fit, working styles, strengths, values and the goals each person brings to an organization.
2. Home cooking, not takeaway meals
When you cook at home, you need to collect the right ingredients and add them at just the right time and in the right proportions to get the perfect result. You know how each ingredient reacts, what brings out its best and how to avoid burning or undercooking it. You can learn from your results and refine your recipes, knowing which elements work well together.
People Science is like home-cooking your organization’s culture and values, balancing the people in teams and ‘shopping’ for top-quality hires who have the potential to add depth and flavor to your projects. It’s got a strategic long-term side, as well as a skillful day-to-day process. And while it takes a little more time and effort than grabbing a takeaway snack for instant relief, it’s a more sustainable way to nurture your organization’s long-term health.
3. Sherlock Holmes with DNA fingerprinting
Sherlock Holmes is a genius who can use deduction and logic to unravel murder mysteries with his mind. But imagine if he had a DNA forensics lab and Big Data at his disposal. Intuitive talent plus hard data? He’d be unstoppable.
In today’s business climate, it’s now unthinkable to not use data to analyze customer behaviors, but many companies don’t apply this same logic to understanding their own people. Why are so many overlooking this? If companies want to attract and retain the best people, the use of people data to improve the employee experience is no longer optional.
People Science takes the intuitive power of HR and adds data evidence to support ideas, investigate theories and take pre-emptive action. Because it’s data-backed and evidence based, it can provide iron-clad answers to back up your hunches about things. It can also predict outcomes, so you can foresee and prevent issues like flight risk or talent shortages.
4. Google vs. your multi-volume leather-bound encyclopedia
Google is an essential reference tool, much like your trusty set of encyclopedia books. It knows the answers. But while you can use it to look up facts about ancient Egypt, there’s so much more to it than that.
Like Google – and the technology industry in general – People Science is always changing and innovating. Instead of sticking to rigid processes, HR and people leaders who take a People Science approach are reinventing things according to movements in their industry, in technological tools and in People Science itself. It’s nimble enough to respond to the transforming world of modern business.
5. The X-Men vs. your favorite sports team
Your favorite sports team consists of players with finely-honed skills in shooting hoops, blocking passes or scoring goals. But only in (or on) their own field. Pit them against an unexpected challenge like, say, an evil supervillain intent on world destruction, and they’ll probably be out of their depth.
People teams are multi-disciplinary, with an array of superpowers including data analysis, marketing, building relationships, social media and talent scouting (not to mention saving the world on a regular basis). Think of them as your all-star team of people superheroes, ready for anything life throws at your business, even game-changing digital developments that fall outside the traditional HR field.
6. A hotel, not a dorm room
Like a hotel, a business with People Science knowledge understands that its commercial success depends on keeping people comfortable, feeling valued and leaving with a great experience. Hospitality is vital, not just a nice-to-have – unless you want your people, like the students in a basic dorm room, to upgrade to a nicer workplace once they’ve finished learning from you.
Adam Hale, EVP of Sage People, previously acted as Executive Chairman and Non Executive Director having spent over 30 years in the technology industry. He was formerly Head of Software and European Technology at Russell Reynolds Associates, the leading executive search firm and before that ran large system implementation projects at Accenture. Adam is also a committee member of the Technology Leadership Group (TLG) for the Prince’s Trust.
This is no more a secret that engaged employees are more likely to perform better and improve organizational success. And as the companies move more towards agile organizational models, there will be more increase in the employee engagement rates.
Employee Engagement refers to an employee’s job satisfaction, loyalty, and inclination to spend discretionary effort toward organizational goals. Companies measure engagement through an annual employee survey or by a continuous feedback culture.
The important characteristic to remember when thinking about employee engagement is that, it is a real-time assessment of how employees are feeling about their organization and their work.
But this is not the only important one. We need to care about culture as well, for understanding what is happening within our organization. And engagement is a critical output of a strong culture.
For organizational culture, the definition centers on the concepts of values and assumptions which contribute to the development of norms, behaviors, and other cultural activities. Because employee engagement and organization’ culture both involve an individual’s relationship with their workplace, it is necessary to bring them always together.
But why the organizational culture is important here?
Check out the below INFOGRAPHICS on Organization Culture from Multigence. They are providing an efficient and scalable technology based solution that measures, evaluates and matches your organization culture with individual profiles of employees and candidates.
According to Multigence, organization must focus on fitting individuals into the corporate culture. Culture isn’t for your employees. It starts the moment a candidate first comes across your brand. And this immediate activate the drivers for your organization growth and success like below.
Right hiring and promotion
Proper alignments of skills, including the soft skills
Taking the right talent decisions
Fitting to the corporate branding
The culture of the organization is shaped by each single individual. Successful talent decisions will be driven by cultural fit.
And in the long term benefits, it also
Reduce in recruitment cost and higher success rate of recruiting with right hiring match
Increase in retention, employee satisfaction, performance indicators and productivity
Build and choose better leaders and find the right successors
According to Bersin by Deloitte, organizational culture, engagement, and employee brand proposition remain top priorities in 2017; employee experience ranks as a major trend again in 2017. “Employee engagement has become the top issue on the minds of business leaders, directing us to an entirely new model of management”. And companies need a new approach—one that builds on the foundation of culture and engagement to focus on the employee experience holistically, considering all the contributors to worker satisfaction, engagement, wellness, and alignment.
And according to them, the below figure shows the factors that contribute to positive employee experience. So it pretty clear that today organizations must focus on the employee engagement to have the right employee experience on the foundation of culture.
Back in 2015, Graham Massay, the Business Head of The House, came up with an interesting article Culture First Engagement Second. Where he mentioned the risk is that engagement becomes a once-a-year, box-ticking exercise, designed to prove that everything’s OK rather than actually making sure that everything’s OK. By contrast, a strong values-led culture keeps your organization healthy and your employees inspired.
Focusing on culture rather than employee engagement doesn’t mean giving up on measurement. Culture is an outcome. And the business cannot afford to focus solely on engagement at the expense of culture.
So the next question comes to our mind.
Why organizations should focus on employee engagement based on culture first approach?
Multigence has tried to bring the benefits of employee engagement driven by culture or based on a foundation of culture, with the below INFOGRAPHICS.
Now if the organization is looking to apply for these benefits, they must focus on employee experience and the world of digitalization. There are many digital tools available in the market which delivers great employee experience. These tools can be categorized as:
Productivity and Collaboration tools
Engagement and Feedback tools
Performance Management tools
Culture Fit tools
Employee Services tools
If one can commit to managing these aspects of your employee experience along with employee engagement and culture, then they can be surely a few steps ahead of their peers. The important thing is to consistently care about the employee experience and culture. The role of technology makes a great impact here and one should plan accordingly.
“It is about a cultural change in our society, triggered by the possibilities of digital technologies and innovations. But the change is not digitalization. The change is what the new possibilities with us humans make. It is a cultural change, which was triggered by technological changes. Companies must thus respond to cultural change and at the same time equip themselves with technology.”
So it’s clear that before we should plan and start considering about engagement, experiences, we must also consider culture the individual culture and off course the organization culture.
So it’s make sense to focus on “Culture First” approach over company first or even county first.
About the Author:
Soumyasanto Sen — Professional Advisor, Consultant, Investor in HR Technologies having 12+ years of experiences focusing on Strategies, People Analytics, Cloud, UX, Security, Processes, Integration and Entrepreneurship in Workforce Transformation.
Ask any business right now about their top challenges — chances are good that recruiting and retaining talent will be on the top three in the priority list. Smart organizations are aware that they’re only as good as their employees and will prioritize in hiring the best of the best for their organizations.
As technology continues to evolve, it is playing a significant role in the way companies approach the talent search and the hiring process. With companies not really carrying labels that say they are tech or non-tech anymore, finding and retaining great tech talent is what the hiring game is now all about.
According to a recent 2017 survey, finding and hiring top tech talent is what keeps the executives up at night. It has been the management’s greatest concern for the last five years. However, with recruiters latching on to online recruitment tools that are “smartifying” the hiring process, tech hiring was never easier, and never more reliable.
Time for a change
When LinkedIn and other online job applications first began to gain traction, they were considered as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital. Traditional recruiting processes often fail to acquire the best and brightest. With smart online assessment tools, recruiters are no longer limited to interviewing candidates within a limited geographical radius, and they are less likely to make bad hires based just on snazzy résumés. They don’t need to put in hours sifting through résumés that are often not a reflection the saleable skills or manually evaluating tests. There is no place for unconscious bias either.
Online recruitment tools are replacing traditional methods that don’t always work. Entrepreneurs are ready to invest big in amazing technical assessment tools that automate complex screening and recruiting tasks to add real value.
Using traditional hiring methods are deal-breakers especially for companies looking at acquiring quality technical talent. There is no one-size-fits-all approach. Different requirements warrant different tools or processes. Be it a campus recruitment drive or hiring for niche profiles, online technical assessment tools have an answer. So, what is the reason for these tools to be highly successful?
A leading retailer wanted to scale its hiring process across Indian cities. When its current hiring process did not support the rapid expansion, the global e-com leader opted for online technical assessment tool. It allowed them to have multiple administrators and enabled them to conduct multiple recruitment drives from several cities for various roles and functions. The tool allowed them to assess thousands of candidates remotely and the proctoring mechanisms ensured a fair assessment. In a span of six months, the company conducted 200+ hiring drives and assessed over 27,000 candidates in different cities.
Minimizes manual filtering of hundreds of résumés thus saving time. Significantly reduces the number of interviews your technical team needs to take to find the right candidate. Prevents the number of candidates from becoming a bottleneck because any number of candidates can be tested simultaneously. This meant hiring managers and technical managers spending less time assessing candidates and wasting no time on irrelevant candidates.
Efficient campus hiring
Large enterprises usually hire developers in big numbers. Campus hiring is one of the many modes that these organizations use. Using an online recruiting tool, these companies can accurately measure the technical skills of candidates. Online tools will also help these companies to hire from different campuses across states thus achieving the numbers they want to.
Exhaustive Question Library
Some of the best tools nowadays supports multiple question types including programming, MCQ, subjective, android, and front-end programming. These libraries help companies to save time on problem setting and test candidates on assorted topics.
Recruiting tools come with the best proctoring measures which helps the recruiters test candidates remotely. These tools have built-in features like plagiarism detector, candidate snapshot, restricting multiple logins among others.
Hiring quality tech talent is the common denominator across all organizations. And the online recruiting tools are significantly better at finding them quality talent than the traditional processes that have been followed till now.
By using a tool such as the automated assessment platforms, even non-tech recruiters can conduct technical screening without a hitch. These coding platforms are significantly better than the processes that already exist in these companies. As these tools are easily integrable with the recruiting workflow of an organization, software giants should be happy to take this route.
To rephrase the famous saying from the movie Ratatouille, “Not everyone can become a great developer; but a great developer can come from anywhere” Make sure you don’t lose out on them.
Companies have HR departments that are responsible for storing confidential information such as an individual’s social security number, payroll information, health information as well as employment history.
Because of enormous amount of sensitive data collected on individuals, HR departments opt to store data in a digital format, thus, making it susceptible to cyber-threats. Furthermore, since HR departments receive more email that any other department in a company, they are even more vulnerable to such threats. One of the most challenging form of cyber-attacks that HR departments face today is ransomware.
Ransomware is a type of malware that encrypts data and restricts access to a computer system. Often malware is sent through an email in the disguise of a resume or cover letter. When the email is opened, then the malware infects the computer and the entire network. The next time a user tries to gain access to the computer system, he or she is required to pay a monetary ransom in the form of Bitcoin to remove the restriction. WannaCry is one commonly known name for the recent ransomware attack that affected many companies.
Ransomware not only steals an individual’s personal information, but it damages a company’s reputation and financial status as well. The good news is that there are steps that HR departments can take to prevent ransomware attacks.
Basic Security Measures
It is imperative that HR departments work closely with the IT department to implement strong web filters and spam controls as a basic security measure. Next, the IT department should have Endpoint analytical tools to immediately detect, quarantine and shut down ransomware invasions.
Finally, always have a working data backup plan that is not connected to the company’s network so data cannot be infected.
Latest Operating and Software System
The IT department should make sure that the company’s operating system and software is up-to-date. It is extremely important that security updates are installed on all machines as they are released to protect all computers on the network.
If the company uses Microsoft Office software, it is recommended that macros are turned off. In addition, remove plugins if using Adobe Flash, Adobe Reader, Java or Silverlight since these plugins can run a risk of having embedded malware attached to them upon installation.
It is essential for companies to train employees on their information security policies. Employees must understand that technology alone is not enough to protect sensitive data and that there are cybersecurity threats that can bombard them.
Employees need regular training sessions in learning how to use technology as well have an understanding that technology is not always foolproof. There should be employees training in the do’s and don’ts of data protection. Since HR employees receive numerous emails daily, they need to know what types of files are safe to open.
Finally, employees need to know how to respond, and to whom they should report a cyber threat if the unthinkable happens.
Network Segmentation and Separate Work Stations
The IT department needs to ensure that the company’s most sensitive data is not stored all on one network. This is done through network and database segmentation. A restriction should be in place where only certain authorized individuals can access sensitive information. For example, make one person the administrator for the system.
The administrator should only log into the system as absolutely deemed necessary and use a regular account for everyday use. Furthermore, the IT department should assign dedicated workstations to employees responsible for reviewing resumes and monitor workstation usage.
To ensure the validity of the company’s security, it is a good idea to hire an outside firm to test the vulnerability of its IT security. By hiring an outside firm, the company can understand where hackers can possibly penetrate the system, and take necessary steps to make data more secure.
To conclude, HR departments have access to massive amounts of sensitive data and the employees are typically not very well educated in knowing how to protect themselves from data breaches. Therefore, they are an easy and lucrative target for hackers.
It is easy to see why HR departments are prone to such cyber-attacks. However, when the HR staff works more closely with the IT department, preventive steps can be taken to reduce ransomware attacks. Precautionary steps such as implementing basic security measures, installing the latest operating system and software, setting up network segmentations and dedicated workstations, training employees and having outside testing to check for security breaches can save a company’s reputation and financial status.
About the Author:
Josh McAllister is a freelance technology journalist with years of experience in the IT sector, and independent business consultant. He is passionate about helping small business owners understand how technology can save them time and money.