Enterprise Journey to Becoming Digital

Do you want to be a digital enterprise? Do you want to master the art of transforming yourself and be at the forefront of the digital realm?

How can you change your business to achieve this?

Derive new values for yourself, and find better and more innovative ways of working. Put customer experience above and beyond everything as you find methodologies to support the rapidly changing demands of the digital world.

Your transformation will be successful only when you identify and practice appropriate principles, embrace a dual strategy that enhances your business capabilities and switch to agile methodologies if you have not done it already.

The journey to becoming a digital maestro and achieving transformation traverses through four main phases.

  • Becoming a top-notch expert with industrialized IT services – by adopting six main principles
  • Switching to agile operations to achieve maximum efficiency – so that you enjoy simplicity, rationality and automation
  • Creating an engaging experience for your consumers using analytics, revenue and customer management – because your customers come first; their needs and convenience should be your topmost priority
  • Availing opportunities for digital services – assessing your security and managing your risks

Becoming a top-notch expert with industrialized IT services

There are five key transformation principles that can help you realize the full potential of digital operations and engagement.

  • Targeting uniqueness that is digitized
  • Designing magical experiences so as to engage and retain your consumers
  • Connect with digital economics, and collaborate so as to leverage your assets
  • Operate your business digitally, customer experience being the core
  • Evolving into a fully digital organization through the side by side or incremental approach

Initially a digital maturity analysis has to be performed, followed by adoption of a targeted operational model. Maturity can be divided into five different levels: initiating, enabling, integrating, optimizing and pioneering, which are linked to seven different aspects: strategy, organization, customer, technology, operations, ecosystem and innovation, of which the last two are the most critical. The primary aim should be to cover all business areas that are impacted by and impact digital transformation.

Before taking a digital leap, the application modernization wheel should be adopted. Identify your targets, which will act as main drivers. Determine application states, and then come up with a continuous plan. This is referred to as the Embark phase, during which you understand the change rationale of your applications, and then improve metrics, which drive changes. During the Realize phase, you analyze ways in which you can change your operations and speed up your delivery. In the process, you have to improve quality, while ensuring your product line is aligned with your business needs. You establish DevOps, beginning from small teams, and then moving forward using new technologies.

The third phase is Modernize, during which you plan and implement your architecture such that your apps are based on API services. The last stage is Optimize in which performance is monitored, and improvements are made when and where they are necessary.

Switching to agile operations to achieve maximum efficiency

Data centers now feature several applications, suitable for the IT, telecommunication and enterprise sectors, but their offered services have to be responsive to the changing trends and demands. Ericsson brings agility into the picture so as to achieve efficiency through automation. This can be made possible with the NFV Full Stack, which includes a cloud manager, execution environment, SDN controllers and NFV hardware. The solution is capable to support automated deployment while providing you flexibility through multi VIM support. Check out this blog post to see a demonstration of a virtualized, datacenter and explore their vision of future digital infrastructure.

NFV’s potential can be fully achieved only when the hybrid networks are properly managed, which dynamic orchestration makes a possibility. The approach taken automates service design, configuration and assurance for both physical and virtual networks. Acceleration of network virtualization is being realized through the Open Platform for Network Functions Virtualization (OPNFV), a collaborative project under the Linux Foundation that is transforming global networks through open source NFV. Ericsson is a platinum-level founding OPNFV member, along with several other telecom vendors, service providers and IT companies leading the charge in digitalized infrastructure.

Creating an engaging experience for your consumers

Customer experience is the central focus when you are in the digital realm. Customer experience should be smooth, effortless and consistent across all channels.

Design a unique omnichannel approach for your customers. This means that you should be able to reach out to your customers through mobile app, social media platforms and even wearable gadgets. Analyze real-time data, and use the results for improving purchase journeys obvert different channels like chatbots and augmented reality. Advanced concepts like clustering and machine learning are used to cross data over different domains, and then take appropriate actions. For instance, if you were a Telco, you should be able to offer a new plan, bundle or upgrade to each customer at the right time. All of the analytics data can also be visualized for a complete understanding through which the customer journey can be identified, and the next best action can be planned out.

Availing opportunities for digital services

Complexity increases when all your systems are connected, and security becomes a more important concern. You should be able to identify new vulnerabilities and threat vectors, and then take steps to protect your complete system. And this protection should extend to your revenues, and help you prevent fraud.

A Security Manager automates security over the cloud as well as physical networks. The two primary components are Security Automation and 360 Design and Monitoring. New assets are detected as security is hardened, which are then monitored continuously.

Additionally the Digital Risk and Business Assurance enable your business to adapt in the dynamic environment while reducing impact on your bottom line. Assurance features three levels: marketplace, prosumer and wholesale assurance. The end result is delivery of a truly digital experience.

Want proof that the above methodologies do work wonders? Two of Ericsson customers, Verizon and Jio, have already been nominated as finalists for the TM Forum EXCELLENCE Awards.

I also encourage you to join and/or follow TM Forum Live this week. If you’re headed to the conference, be sure to check out the Ericsson booth and connect with the team to learn more and discuss your digital transformation journey.

If you would like to read more from Ronald van Loon on the possibilities of Big Data and IoT please click 'Follow' and connect on LinkedIn and Twitter.

Source: Enterprise Journey to Becoming Digital | Ronald van Loon | Pulse | LinkedIn

Global HR Innovation and Strategies 2017

For a long period, Innovation is at the top of CXO agendas, yet many executives continue to be challenged with the hit-or-miss pace and results of their programs. The challenge isn’t usually a lack of good ideas. Initiatives take too long, non-strategic projects get green-lighted at the expense of game changers, good ideas remain confined in the heads of employees.

What is missing? A system of enablers that work together to support innovation. When the right people, processes, and metrics come together, they can transform how innovation happens, stimulate employees’ creativity, and create long-term competitive advantage.

Innovation is not inherently unpredictable, and it does not require a heavy portion of providence to be successful. When companies take a systematic approach, they can pursue innovation in a way that reliably generates repeatable results.

Business Innovation Strategy
Image: Management Guru

According to Management Guru, an innovation is the Buzz word that has defined the paradigm shift in the approach of management practices and thinking. This has helped organizations grow and sustain regardless of competitor and market pressure and challenges. Innovation management gives entrepreneurs the liberty to think out of the box and come up with new ideas leading to the development of new products, processes and services.

Change is unavoidable and change is the one that never changes. People like variety and it is the responsibility of business people to satisfy the customer wants and requirements. New approaches are required to avoid monotony and stereotyping. “Old wine in a new bottle” concept may come in handy when you feel that your product has reached the saturation point and about to decline in its life cycle.

Human Resources have not played a very strategic role in innovation so much. This needs to change. HR needs to support the culture change to enable innovation; and the upcoming generation isn’t going to settle for an ‘administrative-only’ role. Future of HR is definitely going to change for sure.

Many companies who are good at managing tangible, concrete, known assets, they try to manage humans the same way. These are changing a lot and if we get some opportunities to know how this is happening, I think there is no better place than Global HR Innovation and Strategies conference.

BCF Group is glad to announce that the applications for the Global HR Innovation and Strategies 2017 are now OPEN. This is an open invitation from BCF Group to be a part of this event in Barcelona, that will take place on the 22nd and 23rd of June.

At the event, you will have the opportunity to listen and to interact with top HR leaders and innovators.

Don’t miss the chance to get inspired from experienced HR speakers, who worked in some of the most successful companies and even founded their owns. Topics that will be discussed are of current interest that in the future will have impact on the companies, such as Millennials, Mobility, HR Digitalization, Gamification, Mobbing, HR role in the Boardroom and in the relation with the employees.

At the conference, you will also have the opportunity to interact will HR people and make new contacts, with which you can share experience.

The list of speakers you can find on our website or check the Poster: https://bcfgroup.eu/?iwevent=global-hr-innovation-and-strategies-conference-2017

Global HR Innovation and Strategies Conference 2017

Do you have friends or colleagues who would like to attend the HR Conference? Forward this invitation them. For more details, feel free to contact Alice Levi: alice.levi@bcfgroup.eu.

When: 22nd – 23rd of June, 2017

Where: 08039 Edif. Este, Moll de Barcelona, World Trade Centre, Barcelona, Spain

HR Tech Conscience is glad to be a Media Partner with BCF Group for this conference. Looking forward to it. Hope to see you there!
Most popular HR software: How location and business size affects app choices

Most popular HR software: How location and business size affects app choices

Written by Karen McCandless, GetApp.

HR Employee Management

Once upon a time, the HR market was dominated by a few big name players. The likes of ADP, Oracle, or SAP were the main choices available to businesses, large and small. This has all changed, with cloud HR solutions becoming mainstream, and a raft of new entrants shaking up the status quo.

To find out more about exactly what criteria small to medium businesses in different countries are using to select their HR solutions, we turned to data from GetApp users to find out which were the most popular apps.

We found that businesses of 1-50 employees favor cloud-based HR software from startups like themselves, that are new to the market but that promise innovation, and simple pricing plans – often with freemium option.

There is some continuity with businesses of 51-500 employees, with these size of businesses still choosing smaller HR outfits, but ones that have more of a presence in the market, such as Jobvite and Greenhouse.

As businesses grow, it makes sense that they would favor companies that cater towards that end of the market, and that is exactly what we saw with GetApp users of 501-1000 employees. Another interesting trend was this was the first learning management systems featured among the most used apps.

In terms of country HR software usage, British and Canadian users favored apps either based in their own country, or that had a strong presence there.

HR software usage trends

With this in mind, we at GetApp – a startup ourselves with an agile, cloud-based HR system – wanted to find out just whether this would hold true for for our users – whether small businesses in different countries are really choosing these new entrants to the market over the big-name brands.

To test this theory, we used data from the “I Use This” feature on the GetApp website (screenshot below) to find out what is the most popular HR software among our users. (For a detailed methodology on the way that we collected and analyzed this data, see the methodology section at the bottom of the article.)

The approach we took to this was two-pronged: we looked at apps used by different business sizes – varying from solopreneurs to companies of up to 1000 employees – and also at software used in different countries (the U.S., UK, and Canada) to see what insights we could glean.

We grouped together HR apps of all flavors – from talent management, to scheduling, to performance management, and more – to analyze the approach that companies are currently taking towards managing their human resources.

Key Findings:

  • Businesses with 1-50 employees favor newer, more agile HR apps, with lower pricing points
  • Companies with 51 employees and more look for more well-known HR names, combined with innovation
  • Businesses are still adopting point solutions for areas such as recruitment, rather than all-in-one HR apps
  • Adoption of learning management systems is much higher in companies with more than 500 employees
  • Outside of the U.S., companies favor local HR solutions.

Most popular HR software by business size

When splitting HR app usage according to business size, what became apparent was that there is no clear market leader for companies of up-to 1,000 employees. Each size of business had its own preferences, with no runaway leader in any category. This differs from other industries such as accounting, where a few big-name vendors dominate.

There is also no mention of the legacy HR heavyweights that were initially built on premise, such as Oracle, ADP, SuccessFactors (now part of SAP) – or newer cloud-based market leaders such as Workday. Halogen TalentSpace is the only HR app popular among GetApp users to feature in analyst firm Gartner’s Magic Quadrants for HCM or Talent Management, which are focused on the enterprise market. Businesses across the board (up to 1,000 employees) are favoring newer, native cloud software for the HR market.

Where we can see a trend start to emerge is in the type of HR apps used by businesses of less than 50 employees, compared to companies of 51-500, and then again with organizations of 501-1000 employees. We’ll dive into these trends in more depth now.

Businesses of 1-50 employees: startups for startups

When looking at the apps used by businesses of 1-10 employees and 11-50 employees, the most used HR software is consistent, with Zoho Recruit, Breezy HR (formerly Nimble HR), Workable, and Crelate Talent all featuring in the top five for both company sizes.

Delving more deeply to find out why this may be, we noticed that all these HR apps all recent entrants to the market. Breezy HR was founded in 2014, Workable in 2012, Crelate Talent in 2012, and while Zoho as a company was founded in 1996, Zoho Recruit was a more recent addition in November 2009.

All of these apps are natively built for the cloud, cater to small businesses, and market themselves as relatively straightforward and simple software.

Pricing options

Another similarity with the most popular HR software for businesses of 1-10 and 11-50 is pricing. Several solutions offer a free option with limited features, making them useful for startups and small businesses with budget constraints.

In terms of Zoho Recruit pricing, it currently (as of April 2017) offers a free plan for one recruiter with basic ATS functionality, such as scheduling interviews. Even for the most expensive price plan, it’s only $50 per recruiter per month. Zoho can also be seen as a safe pair of hands, with its long company history and large suite of products.

Breezy HR keeps its pricing plans simple, with all of them including unlimited users and candidates. The plans differ according to the number of active jobs. As of April 2017, for one active job, the HR app is free.

While Crelate Talent doesn’t offer free options, its pricing is affordable for small businesses.

Hiring platform Recruitee – one of the most used apps by businesses of 11-50 employees- doesn’t offer a free version, but has competitive pricing options covering the varying needs of different company sizes. It’s still a very new company – set up in mid 2015 – but has already been garnering a lot of positive coverage in publications such as Entreprenuer and Inc.

Workable doesn’t cater solely for this end of the market, but its simple tools, mobile-first approach, and raft of integrations make it an attractive choice for small businesses.

All-in-one HR

Zenefits is the only piece of software on the list (third most popular HR app by businesses of 1-10 employees) that isn’t strictly targeted at simplifying recruiting or talent management. While it originally focused on benefits management, it has since expanded to cover onboarding and employee scheduling. Despite experiencing several scandals and setbacks in 2016, Zenefits emerged as the most well-funded HR tech company in 2016.

Key takeaway: Businesses with less than 50 employees broadly go for the same kind of HR apps that are cloud-based, have affordable pricing plans (often with a free version), and are relatively new to the market.

Businesses of 51-500 employees: innovative new entrants

As the business size grows, the trend swings towards HR software that, while more established than the above startups, is still making waves in the industry due to its innovation and high-profile customers. The most popular HR software for this company size also caters for a wider range of business sizes than the favored apps for businesses of 50 and under.

Jobvite and Greenhouse are two applicant tracking and recruitment apps that are popular with companies of between 51 and 1000 employees.

While Greenhouse is a relatively new entrant to the market (founded in 2012), thanks to a raft of positive media coverage and some high profile customers (Airbnb, Evernote, and Pinterest), it has already made a name for itself in the recruitment industry. Part of Greenhouse’s strategy is based around having an open platform that easily integrates with any other tool you might use for recruitment.

Analytics-driven recruiting platform Jobvite has been around longer (since 2006), and is aimed at both small businesses and enterprises. The app also boasts an impressive client roster, including LinkedIn, Spotify, Etsy, and Verifone. Jobvite’s product offering aims to cover everything from sourcing to hiring to onboarding.

The company continues to innovate by partnering and adding new features, such as integrating with Accurate Background services to allow companies to carry out employment background checks, drug testing and verification services from within Jobvite.

Workable is the one constant across businesses all the way up to 500 employees, as it is another app that caters for a wide range of business sizes.

HR suite adoption

One trend that we see solely with businesses between 51 and 200 employees is a higher adoption of all-in-one HR suites, with BambooHR and Namely both ranking in the top five.

This contrasts with the higher adoption of recruitment and talent management suites among smaller businesses, and a focus on learning management systems in businesses of more than 500 employees (more on that later).

Key takeaway: Businesses of 51-500 look for software that caters for a wide range of business sizes, and that may already have well-known clients. They also put more emphasis on all-in-one HR systems.

Businesses of 501-1000 employees: household names

The trend we see as company size increases is to go for software from more established companies that have been on the market for longer. One example of this is Bullhorn, which is favored by companies of 500 employees and over. Bullhorn originally made a CRM for staffing and recruiting firms, before moving into applicant tracking systems.

Further evidence of this is Halogen TalentSpace, which is the fourth most popular app among companies of 201-500 employees. This software, which came to market in 1996, is regularly named as a visionary in Gartner’s Magic Quadrant for talent management. Testament to its success, it was acquired by Saba in early 2017.

Another data-driven recruitment app that is popular with larger businesses is JazzHR (fourth most popular among businesses of 501-1000 employees). Formerly known as The Resumator, it positions itself as a scalable recruitment system, suitable for small businesses but also applicable for growing companies.

Emergence of LMS

Learning management system software makes its first appearance in the most used apps among companies of 501-1000. Mindflash and Accord LMS’s appearance on the list at this points suggests that smaller businesses may be slower in their adoption of LMS.

Key takeaway: Businesses of 501 employees and up tend to favor more well-known and established HR software, and they also start recognizing the importance of learning management systems.

Most used HR software by country

Using data from the U.S., UK, and Canada across all businesses from 1-1000 employees, we found that Breezy HR and Zoho Recruit were particularly popular among GetApp users in all three of these countries.

Zoho Recruit was a favorite in both the U.S. and U.K. (even placing just out of the top three in Canada), while Breezy HR was popular among users from both the U.S. and Canada.

America first

Given the wide range of choices for apps headquartered in the U.S., it was interesting to see India-based Zoho Recruit there in addition to U.S.-based Breezy HR and Crelate Talent.

Canada’s choices

Looking at the choices for Canada, Toronto-based hiring solution Fitzii is popular among businesses in this country, suggesting that there is a preference for local software providers in the HR market, or at least those that have a strong presence there.

Further confirming this, Bullhorn is the second most popular HR software in Canada. While it may not be based in Canada, it has a strong presence in the country, through its partnership with Workopolis, which is Canada’s leading career website. It also already provides applicant tracking functionality to many leading firms based there, and has an office in Vancouver.

UK-based software

In the UK, aside from Zoho Recruit, Workable and Calamari leave management software are the most popular HR software in the country. While neither of these companies are British, both were founded in Europe and have a strong presence in London.

Workable was founded in Athens, but opened an office in London shortly after, before expanding to New York, Boston, and now San Francisco.

However, a plethora of British-based HR software companies such as CakeHR, CIPHR, WeThrive, PARIM, and Findmyshift just missed the top three position, further highlighting the preference for local companies in the market.

Key takeaway: In markets outside of the U.S., countries are showing a strong preference for local software to help manage recruiting and HR needs.

Conclusion

Our findings from analyzing data from GetApp users indicated that the original hypothesis was true: that small to medium businesses in the HR space are opting for new entrants to the market over the more-established brand names, and that they are choosing apps built for the cloud.

Our data also indicated that these companies prefer HR apps based in their own country, or that have a very strong presence there.

If, after reading this report, you’d like to invest in a cloud-based HR app for your business size or from your country, we can help. Here are the next steps.

From our list of HR apps, you can filter by country:

You can also filter by business size:

For a full list of the most popular HR software in these categories, or to reuse any of the charts above, please contact karen@getapp.com.

Methodology

To put together this report, we analyzed data from signed in GetApp users that had selected the “I Use This” option for a particular app on the site. We counted the number of individual users that had selected these apps and segmented according to business size and country. The sample size for each segment differed and we used absolute numbers on our graphs to represent the most used. We then looked into the three most used apps per country, and five most used per business size.


Source: Most popular HR software: How location and business size affects app choices (GetApp report)

TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

More so than in any other industry, retail, e-tail and hospitality are utilizing HR technology in order to service large volumes of recruitment, whether it’ll be retail staff, waiters in the hospitality industry or STEM professionals to recruit, manage and retain staff. So much so there are dedicated apps created just for this industry that places talent acquisition professionals at the forefront of innovation in recruitment.

On the 11th May, talentleadersconnect. will be hosting one of our most popular sector-specific events, TLCon: Retail, E-tail & Hospitality giving 70 ‘Head of People/Talent, in-house recruitment, HR and talent acquisition professionals’ the opportunity to learn, share and network around a theme that is getting more and more important each year. The agenda will have case studies, research and thought leadership from the likes of Caffe Nero, Sofology, Exsurgo, 106 Communications, The Chemistry Group plus more.

We kick the day off with Ben Gledhill formerly of Sofology (now Manchester Metropolitan University) addressing the distinction between the tech candidate of 2005 and 2017. The talent acquisition strategy has changed significantly as we go a more direct sourcing route and he will be sharing what works well and what does the future look like.

We’ll then get more traditional with Nikki Brain from Exsurgo, looking at the importance of the store associate role and how the expectations around their knowledge as well sales through service is ever key to the entire customer service relationship. Candidate & employee experience has a huge impact on the customer service and can be costly if not implemented right.

Which brings us on to bots! Henry Davies, founder of 106 Communications will be talking you through how bots can make your employer brand work harder to attract and retain the right people. In many ways they can make you a more engaging employer (e.g. here is Yasar Ahmad, Wipro’s Head of Strategic Hiring recruitment bot) and Henry will talk through this in more detail. I’d bet a bot would be really handy for high volume recruitment. To back this up, Will Hamilton from LaunchPad will be discussing the impact of AI and Machine Learning in recruitment and what this all means for your profession.

We shared cut-e’s dedicated talent assessment app for the retail industry above; Howard Grosvenor will talk you through how some of the world’s best companies are doing talent assessment and how you can apply it to your own organisation. Furthermore, Nicky Brimmer from Chemistry Group will be talking on predicting people performance with the retail sector and how you can go beyond hiring for attitude using an objective data-led approach.

Finally, Shereen Daniels, Head of HR for Caffe Nero will be talking about how she fosters belonging at work. A really intriguing talk that will discuss how the baristas at Caffe Nero call work their home and not their job, this is one not to be missed.

There’ll be a buffet lunch and plenty of time to network with your peers around all these topics so join us on the 11th May with your complimentary ticket at TLCon: Retail, E-tail and Hospitality.

Useful Information:

Date: 11th May 2017, 8:15am to 1:30pm

Venue: Foyles Bookstore, 107 Charing Cross Road, WC2H 0DT

Theme: Talent Acquisition and Retention in Retail, E-tail & Hospitality

Contacts: Edie Kalman, Events Manager, edie@talentleadersconnect.com

Twitter: @TLCon_

Hashtag: #TLCon

talentleadersconnect. is the largest Talent Acquisition & HR event series in the UK & Europe. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best

Digital transformation refers to the changes associated with the application of digital technology in all aspects of human society. Digital transformation may be thought as the third stage of embracing digital technologies: digital competence → digital usage → digital transformation, with usage and transformative ability informing digital literacy. The transformation stage means that digital usages inherently enable new types of innovation and creativity in a particular domain, rather than simply enhance and support the traditional methods.

The use of technology to radically improve performance or reach of enterprises — is a hot topic for companies across the globe. Executives in all industries are using digital advances such as analytics, mobility, social media and smart embedded devices as well as improving their use of traditional technologies such as ERP to change customer relationships, internal processes and value propositions. Other executives, seeing how fast digital technology disrupted media industries in the past decade, know they need to pay attention to changes in their industries now.

Technology innovation is changing the game for businesses, industries, and markets. At the heart of this digital transformation is a host of new technologies that are disrupting the old ways of doing business – with partners, suppliers, and customers.

Digital transformation is the process of shifting your organisation from a legacy approach to new ways of working and thinking using digital, social, mobile and emerging technologies. It involves a change in leadership, different thinking, the encouragement of innovation and new business models, incorporating digitization of assets and an increased use of technology to improve the experience of your organisation’s employees, customers, suppliers, partners and stakeholders.

It could be a wonderful opportunity for us if leaders around the world share their case studies and digital transformation strategies on how large corporations can stay competitive in today’s digital world.

With The Best is organizing an online conference Transform with the Best where high profiled Chief Innovation Officers, CTO’s, CIO’s of top-tier companies, and head of Corporate Accelerators will be sharing their visions on how to keep a company competitive in the rapidly and ever-evolving digital world we are operating in today while offering 1-to-1 speaking sessions, all this from the comfort of your own home.

Who are the Speakers?

Confirmed Speakers | Transform with the Best

More to come…

How it is delivered?

An Interactive Learning Experience

You will be supplied with a set of tools to interact with Digital Transformation experts:

  • a chatroom to ask live questions during the conferences;
  • Q&A forum during the whole event during which both experts and attendees can share knowledge and information;
  • optional 20 minute one-to-one live mentoring sessions with your chosen expert;
  • link to the speakers’ SlideShare presentations;
  • 2 months of guaranteed access to the conferences, SlideShare links and Q&A forum.

Useful Information:

Date: Wednesday 5th, April 2017 10am to 6pm (EDT) – New York Time

Venue: Online

Theme: DIGITAL TRANSFORMATION

Contact: charlin@bemyapp.com

Twitter: @WithTheBest

Official Hashtag:  #TRANSFORMWTB

HRTech Conscience is one of the Partners of Transform with the Best Conference.

It is not a one step process neither there are some cookbook associated with it, it’s a continuous process to improve yourself, to know your options, to help each other’s in achieving the desired heights.

Come let’s join and see how the world is transforming.
Brexit, Trump, and the Future of Work | The HR Tech Weekly®

Brexit, Trump, and the Future of Work

Written by Alex Cooper, on behalf of HR Tech World.

trump-brexit-and-the-future-of-work-blue

There’s no doubt the world is going through a huge shift in paradigms when it comes to conceptualizing work. While technology rapidly advances, companies are trying their best to adapt. Tech is changing how we understand what we do, how we work, and even how we see the world around us. The disruption that technology is having in the world of work, however, is not the only disruption entering our lives. With the Brexit referendum passing in the United Kingdom and the election of Donald Trump in the United States, disruption seems to have gone ballistic.

As Josh Bersin notes, understanding the future of work is more than just simply comprehending technological innovation. The political events occurring in some of the world’s leading economic powers are drastically changing our approaches to society, the workplace, and how we view each other. Regardless of where you fall on the political spectrum, the fact remains that these two events have drastically changed HR and work, not only in the respective countries, but globally.

Brexit, which has dominated the news channels in the U.K. and the E.U, has already had a huge impact on people and work. At the core is the unresolved question as to what this means for those living in the U.K. who are able to work and live there due to the E.U.’s free movement of labor policy. As soon as the results were in, businesses and their HR departments had to immediately confront the problems of how to deal with future recruitment plans and how to manage the implications for staffing and profitability if the U.K. were to leave the European single-market.

The U.K. government, led by Prime Minister Theresa May, currently appears to have set the controls for a hard break with the E.U., and as of yet there is no released plan for the road ahead; in spite of this, somehow companies must reevaluate their talent acquisition plans and employer branding. Although PM May insisted this week that E.U. citizens would maintain their right to live in the U.K. Without a concrete legal guarantee, there is little to stem the tide of fear and uncertainty this creates for people and organisations. The Financial Times recently reported that 58 percent of senior executives in major U.K. companies believe the Brexit referendum has negatively affected business:

“In terms of their priorities for the forthcoming negotiations, the business leaders said movement of labour and access to skilled labour came the highest, followed by securing free trade or retaining the single market with the EU and passporting rights. The interviewees said that to be successful in a post-Brexit UK, they wanted the level and complexity of regulation to be reduced and for it to still be easy to recruit EU staff.”

The other obvious shockwave is the rise of Donald Trump in the United States. President Trump relied heavily on his business experience during the campaign and used it to his advantage with the electorate. Yet, in his two weeks in office, Trump has received a backlash from within the business community due to a recent executive order on immigration.

Business leaders came out strongly against the ban because it directly conflicts with their operations. Bloomberg reported that Google CEO Sunar Pichai sent a note to employees after the order was issued condemning the ban and informing the company that the executive order affected 100 Google employees. Google also recalled staff from abroad because of the roll out of the ban, which temporarily barred even employees with work visas and permanent resident status in the U.S. from re-entering the country.

The order barring individuals from seven Muslim-majority countries—Iran, Iraq, Libya, Somalia, Sudan, Syria, and Yemen—has since been temporarily stopped by federal court.

At the end of the day, Article 50 still hasn’t been triggered and Trump is only 2 weeks into his presidency with the ban being frozen. However, these situations have caused alarm and posed questions about employees positions within the organizations in which they work, whether they are non-U.K. EU citizens in the U.K. or workers in the U.S. from one of the countries included in Trump’s immigration ban. There are at time of writing no clear paths as to what is next; negotiations between the UK and the E.U. have yet to begin, and in the US states and rights groups are pushing back against the immigration ban through the legal system.

As we move through the first few months of 2017 Brexit and the Trump Presidency leave companies and their HR departments no hiding place; they must begin planning for a wide variety of disruptive scenarios. Businesses are already developing ways to counteract any negative effect and those that are the most agile are often better able to cope with disruption. On the subject of Brexit, for example a Financial Times report states, “A large majority [of business leaders] — 96 per cent — was confident their business could adapt to the consequences of leaving the EU, and more than two-thirds had already taken action in response to the referendum result. A tenth were moving business outside the UK.”

In an interview with HRN about Brexit for the upcoming HR Tech World London show, economist Daniel Thorniley told Peter Russell, Director of Research and Development at HRN, “companies and HR departments will need to show a lot of consideration for staff in how the want to retain staff and motivate them over the next 2-3 years… This time of elevated uncertainty will show which companies can produce Best Practice in HR.”

With socio-economic and political disruption coming in on top of all the media noise on artificial intelligence and robotics it’s no small wonder there is fear and confusion about where the future of work is headed. Precarity does not seem to be dissolving anytime soon; a calm breath, alongside a compassionate and proactive stance should be pushed to the fore. Being preemptive in this regard could save businesses from impaired employee performance, future talent and recruitment headaches, and do much to inject a massive boost of trust and confidence into both worried employees, and those hard-earned employer brands.

About the Author:

Alex Cooper is the Content Specialist of HRN, organizer of HR Tech World shows, and curates the HRN Blog. You can follow him on Twitter @wgacooper.


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HR Tech World San Francisco | Press

A NEW WORLD FOR THE FUTURE OF WORK

OFFERING ACCESS TO THE GREATEST AND LARGEST COMMUNITY FOCUSED ON THE FUTURE OF WORK WITH ENTERPRISE DECISION MAKERS FROM +120 COUNTRIES.

ENTERPRISE LEADERS WILL COME TOGETHER WITH THE WHO’S WHO IN THE INDUSTRY AND WORK TOGETHER TO TRANSFORM THE FUTURE OF WORK.

SAN FRANCISCO, CA – (January 16th, 2017) “We are thrilled and excited to bring HR Tech World to San Francisco” said Marc Coleman, CEO of HRN “Following 5 years successfully disrupting a saturated events industry in London, Paris and Amsterdam, HRN is activating HR Tech World’s newest home and location – San Francisco. Organizations continue to search for new, better and faster as they look to add real value. People are looking for innovation that is authentic and real, for technology that works, but it’s more than that, it’s how do you successfully Unleash Your People? HRN looks forward showcasing the latest innovations to enable that success.”

HR Tech World will gather the Who’s Who of the industry – vendors, global media, disruptHR’s, visionaries, and doers from all over the world – to share ideas on how to transform their organizations, identify the best technologies and ways to apply them for maximum impact and increased value.

Companies at HR Tech World in 2015 represented over 12 trillion USD in combined revenues. Endorsed by visionary leaders including Sir Richard Branson, Rachel Botsman, Gary Hamel and Dan Pink, and described as the fastest growing HR events in the world. For 5 consecutive years SAP SuccessFactors, Oracle and Workday, considered the big three of the HCM software market, have each been lead sponsors – the only show in the world to earn this endorsement.

Testimonials

JASON AVERBOOK

INDUSTRY CHAMPION, WHO HAS DEDICATED HIS FUTURE TO DIGITAL AND PREDICTING THE FUTURE OF WORK, HAD THIS TO SAY:

I could not be more thrilled that HRN is launching their US conference in 2017… The quality, consistency and professionalism that HRN has brought to the HR and workforce technology space in the last 5 years is nothing short of spectacular. The quality of their programming combined with their care for the community they build is so needed as the world of work continues to become more complex and we all continue to think about the digital transformations ahead. Welcome to the US HRN and we can’t wait for you to help us focus on the future.

As someone who has been at every HRN event since its inception, I can state the HR Tech World combines the best content, with the best member care, with the best ongoing community building in our space. There is need for more than a single event in the US and I am thrilled and excited to watch HRN be successful in growing its global footprint in helping us all define and focus on the future of work.

NAOMI BLOOM

WINNER OF THE HRN LIFETIME ACHIEVEMENT AWARD LAST YEAR HAS TESTIFIED THAT:

I’ve been an invited speaker at too many events to count dating back to the mid-70’s, so I know a thing or two about what it takes to deliver not only a great program and effective logistics but also a value-laden, high ROI experience which is remembered and referenced time after time. I’ve been very impressed by the care and creativity with which Marc Coleman and his HRN team have developed the HR Tech World Congress, and with the incredible learning and networking that’s made my time at these conferences so very well spent. You can feel Marc’s capable hand on the tiller as they’ve addressed tremendous growth in both attendees and exhibitors, international expansion, and programming innovation. Best wishes for their continued success as HRN enters the US HR technology event market.

Informations

Insight, inspiration, vision and innovation are watchwords for an attendee experience and richness of content that many thousands already enjoy, and will bring a new dynamic to the US community interested in digital workforce tools and the Future of Work. A world away from tired carpeted halls with little daylight, Fort Mason will enable delegates to enjoy a uniquely Bay Area experience that celebrates San Francisco and the age of innovation.

HRN clients are the most important brands in HR, and Workforce Technology, including many of the world’s most exciting organizations: ADP, Cornerstone, Infor, Oracle, SAP SuccessFactors, Workday, Microsoft, General Electric, Pfizer, Kraft, Google, NGA Human Resources, CoreHR, the FBI, IBM, Careerbuilder, Coca Cola, ExxonMobil, L’Oreal, NASA, Facebook, CrossKnowledge, SmartRecruiters, Benify, Twitter, the US Navy, Avature, Monster and many more.

DON’T MISS OUT ON HR TECH WORLD IN SAN FRANCISCO; MORE THAN JUST AN EXPERIENCE, IT WILL BE THE MOST EXCLUSIVE GATHERING OF SENIOR ENTERPRISE LEADERS IN THE US IN 2017.

ABOUT HRN

Founded in 2011, HRN is a growth company, expanding organically. Our growth has earned us the reputation of producing the fastest growing events in the world on the Future of Work that have helped change the industry. Our goal is to help optimize, enable and unleash people and make the world of work a better place. Since 2011 this vision has become the marketplace of choice for the HR Community.

The HR Tech World portfolio combined rank HRN as the largest Corporate HR Network focused on the Future of Work & Technology. No other community is having such a powerful impact on shaping the Future of Work. Our clients include the most exciting brands and forward thinking organizations in the world. We have set our sights on the future and how to help change the Future of Work, blazing the trail for others to follow.

Get ready, America! The Greatest HR Show on the planet opens its doors in San Francisco from June 14-15, 2017!


Source: HR Tech World San Francisco | Press

From New Technology to ‘Purposeful Innovation’ – Three Trends That Can Help Businesses Innovate & Grow in 2017

Written by Himanshu Palsule, CTO at Epicor Software.

From New Technology to ‘Purposeful Innovation’ – Three Trends That Can Help Businesses Innovate & Grow in 2017

In the current climate, operational efficiency and business agility are more important than ever to support modern business innovation. As global markets combine with competitive pricing pressures to place greater stress on maintaining margins, organisations must seek the efficiencies needed to protect market share.

Himanshu Palsule, CTO at Epicor Software
Himanshu Palsule, CTO at Epicor Software

At the same time, global economic forces are opening up opportunities in new markets and organisations of all sizes are looking to take advantage of the changing economic tide to grow their business. The pressure is now on the CIO and his/her team to drive change and enable this high-growth mode. The challenge for many companies is matching technology investments with the rapidly changing needs of the business.

A solid technology strategy should place the onus on innovation with a purpose and going in to 2017, I see three technology trends that have the power to transform businesses by providing the tools to innovate. These technologies have the potential to be central to business success over the coming years.

  1. Enabling cloud-driven change

For some organisations, adopting cloud computing services can be a simple, tactical exercise to meet some immediate infrastructure needs. But for those looking to drive real technology transformation, it can be the catalyst to embracing an entirely new strategy for IT.

Up until recently cloud computing has, for the most part, been used to speed up existing individual processes while reducing costs. It is only now, as the cloud journey grows more mature, that we can begin to see its full potential to transform business models and working practices.

The cloud opens up exciting new possibilities for CIOs, COOs and CFOs to think differently about their IT infrastructure. Adoption of cloud-based enterprise resource planning (ERP) systems, for example, is on the rise because sharing data quickly and efficiently can dramatically reduce costs and increase the speed of production.

There’s also a growing acceptance that cloud adoption is not just for start-up companies. Large enterprises are transitioning their entire infrastructure and data ecosystems into the cloud because these systems have the advantage of taking the burden of upgrades and management, freeing up valuable resources to focus on innovation and business growth.

  1. Extracting value from big data and IoT

According to a recent report by Machina Research, the total number of IoT connections are estimated to grow 16% annually over the next 10-year period from 6 billion in 2015 to 27 billion in 2025. Total IoT revenue opportunity is projected to grow to $3 trillion in 2025, up from $750 billion in 2015.

If you talk to customers in the manufacturing and retail sectors for example, they’ll say they’ve been collecting and tracking data on machines, production, and inventory for years. In retail, for example, smart supply chains enable applications for tracking goods and real time information exchange about inventory among suppliers and retailers.

The next step for us, and our customers, is to take the data that is available and analyse it in context, to make better and more efficient business decisions. However, the challenge for ERP systems has been around how to transform the onslaught of unstructured data into practical information.

As technology develops we can expect to see more integration between ERP, big data and predictive analytics because data is the business resource of the future—both in terms of optimising processes and services, and as a basis for innovative business models.

  1. Mobility drives greater visibility

Mobile and social technologies are enabling new business models and processes but it’s important to remember that mobility can mean many different things to different organisations. For one company, it might be the ability to set up a remote warehouse. For another, it might be the ability to interact and collaborate on social platforms across borders and time zones.

Mobility should be an essential part of the platforms we build as mobile applications provide greater employee visibility and accuracy of information, enabling companies to respond quickly to changing demands with real-time capabilities.

New utilisations of mobile devices and apps are happening every day and drastically changing the way business gets done.

Summary — keeping up the pace of innovation

As companies become more complex and globally dispersed, the need for increased collaboration, visibility and efficiency will continue to accelerate. The world is getting smaller and supply chains are expected to get faster. Having the right technology in place to underpin operations is key to keeping up, regardless of geographic location or industry.

Technology on its own is not a sufficient strategy. But understanding how cloud, big data, social, mobility, analytics and IoT technologies can underpin business models, what we call ‘purposeful innovation’ is central to achieving business growth.


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The Benefits of Employee Engagement

I Love My Job

Employee engagement is when employees act in a way that furthers their organization’s interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. It is already clear, with this definition, that employee engagement is something that all the leaders would like to see in their employees, but let’s go deeper in our analysis.

Let’s look at the cost of a disengaged workforce to better understand the significance of employee engagement:

  • Effect on work: the disengaged employee tries to evade work, struggles to meet deadlines and is reluctant to accept additional responsibility.
  • Effect on co-workers: the negativity of a disengaged employee, demonstrated either through rants or complete withdrawal from participation, affects the team morale.
  • Effect on customers: every employee, whether an organization likes it or not, becomes its ambassador. And a disengaged employee either by actively de-selling the organization, or by complete apathy towards their work, product, process, organization, helps create disengaged customers.
  • Effects on productivity: disengaged employees seldom push themselves to meet organizational goals let alone contribute to innovative practices at workplace. Since they do not believe that their work contributes to the organization, they evade completing tasks thereby affecting team productivity.
  • Effect on personal life of employees: a disengaged employee is seldom able to shake off the lethargy and perform in the current organization or land a job of preference. This leads to pent up frustration which may ultimately affect his personal and family life.

Avoiding these costs should be already enough to make employee engagement a priority in any serious company, furthermore an engaged workforce will grant these benefits:

  • Employee satisfaction: if employees are engaged with the company their job satisfaction levels increase. Employees that are engaged and satisfied are very invested in the success of the business and have a high level of commitment and loyalty.
  • Productivity: engaged employees are often top performers, those committed to ‘go the extra mile’ to achieve business success. As an employee becomes more engaged their absenteeism lowers and their motivation increases leading to increased productivity.
  • Retention & recruitment: employees who are engaged significantly lower the company’s turnover. Simply put, when employees are satisfied and engaged they are far more likely to stay with the organization, plus, businesses that have a highly engaged workforce have an increased ability to attract new, qualified employees.
  • Innovation: engaged employees perform at a higher level and bring passion and interest to their job, which often leads to innovation because they strive to efficiently create new products, services and processes.
  • Profitability: companies with more engaged employees tend to have higher profitability rates. The more engaged your employees are the more efficient and productive they become, lowering operating costs and increasing the profit margin.

Clearly the organization benefits, but what about the individual? As an employee, why would you care about being more engaged if it only means you have to work harder and the company reaps all of the rewards? Fortunately, employee engagement is a win-win for the both the employee and employer. Here are a few reasons why you, as employees, should choose to be engaged in your work.

  • Safety: engaged employees have a decreased chance of experiencing an accident at work. When you are engaged in what you do you tend to follow safety procedures more diligently and don’t lose focus as often, thus leading to fewer safety incidents.
  • Better health: employees that are engaged have lower stress and higher interest levels throughout the day. Conversely, disengaged employees are more likely to be depressed than those who are engaged.
  • Happiness: employees can be happy but not fully engaged in their work, but those who are fully engaged in what they do are much more likely to also be happy.
  • Pay and advancement: engaged employees perform better than their peers.  Engaged employees not only work harder, but also work smarter and are able to produce better results. This helps them to earn higher wages, receive faster promotions, and market themselves for better career opportunities.
  • Better home life: if we are disengaged at work, it’s pretty tough to make the switch to an engaged home life. That’s why engaged employees are far more likely to be engaged outside of work as well.

One way to boost employee engagement is to foster real human contact between employees. The current most used solutions fall short as far as creating new relationships is concerned: in big events employees tend to regroup with their teammates. A really effective solution may be organising “micro-events” but for large corporates the administrative burden is often to high to bear.

Woobe makes organising a campaign of hundreds of micro-events not just possible, but even easy. The HR manager selects in few clicks the profiles and the period over which the events will take place and the invitation are automatically sent to the employees based on their agenda’s availability.

Source: The benefits of Employee Engagement – Woobe

The Unique Challenges of Mass Recruitment in India

The Unique Challenges of Mass Recruitment in India

Ask any Indian HR professional and they will tell you that when it comes to acquiring talent their biggest burden is to sift through applications. Add to that what a 2014 newspaper report stated – that of the 12 million people entering the labour market every year in India, nearly 75% are not job-ready. This problem is amplified when mass hiring for lower level roles in sales, logistics, operations, data entry etc.

It is not uncommon for some recruiters to reject 90% of the applicants for a job without even the need to forward their CVs to the next round. Basic qualifications and relevant work experience are missing, which are crucial for discharging the duties for the role applied for.

This problem is especially widespread in a large and technologically immature work force like in India. Job seekers are struggling to catch the attention of employers and end up applying to many more jobs than they are suited for. At the other end recruiters are inundated with candidates they cannot push to subsequent stages and neither can they pipeline so many for the future.

So why is it so difficult for recruiters and job seekers in India?

For Recruiters and Candidates Alike the Clutter in Job Portals Undoes the Benefits of HR Technology

There are a multiplicity of factors that have created this situation. Some are specific to the Indian landscape, and some are the challenges of every developing country. But largely they are problems of disorganised or insufficient data.

  1. Resumes are not rich enough

The ability to present relevant information on a resume is not widespread among the Indian workforce. Typically they use a Biodata, which are statements of personal information like one’s address, parents’ names, marital status etc. These are remnants of older days that, unfortunately, don’t provide the right data that the recruiter is looking for.

  1. Portals are limited and not used appropriately

The vast benefits of technology that can make big data consumable are not yet serving most job seekers. Instead, what exists are just databases of resumes and job openings with little value added to make them match each other. As a result, most portals are just dumping grounds of biodatas and not much more.

  1. The challenge of remoteness

India is almost unimaginably vast, and permeation is made even more difficult due to large differences in language, culture, and access to the internet. It is primarily the metropolitan audience who have technology at their service, although it is the hard-to-reach who could benefit from technology the most. Internet has made huge inroads everywhere in the country, but the patterns of consumption don’t typically include job search.

  1. Job alerts are often irrelevant

The lack of organised data, and the missing critical oversight, mean that job alerts often become very tangential to the job seekers need. Moreover, there are no layers of information added to the job seeker profile that refines the alerts based on preferences.

  1. The Black Hole

This is every job seeker’s nightmare, the black hole where their numerous job applications go and are never heard of again. Dealing with such large numbers of job seeker applications means the recruiter is filtering them out at a massive rate. The candidate almost never gets to hear what happened to their application and why it was rejected. This feeling of despair also worsens the very condition that caused it, namely it becomes a game of volume for the despondent. When job seekers anticipate not hearing back from places they’ve applied to, they start indiscriminately submitting applications everywhere, hoping 1 out of 10 will respond.

At the same time, sitting at the other end of the application pile, is the employer who is suffering from the inefficiencies of this process.

  1. Less information to process

Recruiters are not finding what they need to know about the candidate. Raw data doesn’t inform them, so it forces a slashing mentality that eliminates up to 90% of applications just because they are inadequate. This largely insufficient job seeker profile is not rich and hence too large a number of them become unusable.

  1. Clutter

Related to the previous point is the clutter these large volumes create for recruiters. And a process prone to cluttering creates jamming. This will create sub-standard decision-making despite having talented people on both ends.

  1. Good candidates

This is what the recruiter is really after – good candidates. And what is a good candidate for the recruiter? Someone who is fit for the role based on his/her qualifications and experience, and also someone who is interested and intends to do this job and will not drop out soon. Finding this fit and intent should be what every HR tool and technology is geared towards.

What Is The Solution?

Data Can Truly Start Making a Difference to How We Make Decisions When Recruiting

Cleaning up this process and making it future-ready means job portals have to wear the hat of being an analytics company at heart. Collecting resumes is the old way of job portal 1.0. We can no longer get by with data dumps, and what the Indian job market needs is job matching. We need to see the sunrise of Job Portal 2.0 – driven by data, sorting and understand behaviour patterns, presenting usable insights for the recruiter and response for the job seeker.

  1. Pre-screening using technology

    • Customised questions – Adding a customised layer of application filtration based on knock-out or must-have questions allows recruiters to control who can apply to the job posting. For instance, for the role of delivery agents a very important set of questions will be whether the applicant holds a valid driving license and whether they possess their own vehicle. Something like this will not be captured on a CV and neither does the applicant always self-assess before applying. So, by putting these criteria in the form of a quick questionnaire before allowing the candidate to submit will cut through the excesses in one massive swoop, and clear the dreaded black hole.
    • Behavioural indications of preferences – Companies don’t have access to data for candidates outside their system and are, hence, unable to make fact-based judgements when looking to hire. An enhanced portal that has this collective data, and empowers the employer with it becomes similar to a credit bureau. It can effectively promote candidates who have behavioural traits the employer is looking for, thereby making an unbeatable matching engine.
    • Skill assessment – Resumes come in all shapes and sizes and not all of them are utilitarian. A portal that is able to gather candidates’ data on a common framework and is then able to rate them on a point-based scale takes the guesswork out of finding the best candidates. If your job needs basic understanding of sales but deep knowledge of telecom, then don’t go by what they have written, and instead find someone who rates 2 out of 5 on the first and 4 out of 5 on the second.
    • Instantaneous shortlisting – When all the data is cooked and ready, you can start shortlisting from even before the application is shortlisted. As mentioned above, custom questions and skill assessment will stop unfit candidates from applying for a job they are not going to get, and even those whose behavioural data indicates that for some reason they will not be a good candidate to interview. The recruiter gets auto-vetted candidates.
  2. Quick review formats

    • Infographic resume – The resume itself needs a revamp, and candidate information needs to come on to a common framework. Many companies are doing this currently by asking candidates to fill out forms on their own website. But the effort of filling out forms for each job application can be reduced when the portal itself keeps it manageable. The world is also going visual, so an infographic-style format resume gives much more value than a paragraph-style one.
    • Graphical ATS – Taking it further, creating a graphical Applicant Tracking System (ATS) will allow for managing large volumes. A visual tracking interface allows for better management of application flow from start to finish. Think of it like the funnel we have so often heard about and seen for measuring website metrics. A funnel could typically start with the total number of applicants, then show you how many have been filtered out at the preliminary stage, then how many you have chosen to interview, how many you have made an offer to, and finally how many joined. Levels of complexity can be inserted into this basic flow that allows more granular tracking.

Technology has to make our lives easier, not harder. So, job portal 2.0 has to cook the data for the recruiter and give them actionable and customised readings for every 1 candidate, not macro level data overall for 100 candidates. It has to take the user to where they need to go, and not just vaguely point out the direction. This is where data can truly start making a difference to how we make decisions.

So, are we heading towards better recruitment based on data? Or will everything lose against the recruiter’s intuition? The answer lies in between – data’s job is to allow the recruiter to make an informed decision. It has to filter hundreds and hundreds of resumes to find the right person for the job, and also to find the right job for each person. Right now the system lets too many hapless candidates drop out of the funnel with no hope, and that is not where Human Resources should be comfortable.

It is a given, now, that more people will be looking for jobs online, and that recruiters will have to deal will massive volumes. So, why settle for an inefficient system when all the power of technology is just a click away?

About the Author

Sumit Ray, Digital Marketing Manager at MeraJob

Sumit Ray is a Digital Marketing Manager, and part of www.MeraJob.in, India’s 1st Job Matching Portal. He is deeply interested in HR Tech and Online Marketing, both of which fields are seeing lightning-fast changes as traditional is replaced by digital.


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