Real-life Employer Branding Ideas

employer-branding

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

Why is employer branding important?

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

employer-branding-attracting-candidates

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

Wrong!

Employer branding ideas and methods

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

Employer branding through social media

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

HubSpot on Instagram

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

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

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

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Look at this post!

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

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

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

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

Employer branding through Glassdoor

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

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

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

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

Facebook on Glassdoor

facebook-on-glassdoorglassdoor-employer-branding-ideas

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

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

Employer branding through referrals

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

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

employee-referrals-employer-branding

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

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

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

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

Employer branding through inbound recruiting

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

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

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

Employer branding through career site

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

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

Check out Facebook’s career site.

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

Here are some more ideas for career site optimization.

Employer branding through video advertising

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

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

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

Employer branding through job descriptions

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

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

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

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

Employer branding through talent community and recruiting events

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

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

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

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

talent-community-employer-branding

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

Employer branding through Candidate Relationship Management

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

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

Why?

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

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

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

Using a recruitment marketing platform for employer branding

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

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

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

Why Businesses Should Embrace Machine Learning

If you’re still unsure of machine learning and it’s benefits, consider these scenarios. 

In 2016, Google’s net worth was reported to be $336 billion, and this is largely due to the advanced learning algorithms the company employs.

Google was the first company to realize the importance of incorporating machine learning in business processes. And the technology powerhouse doesn’t stop at any given point; it keeps modifying its algorithms to better suit the needs of its users continuously.

And how does it accomplish the difficult task of observing the browsing pattern of thousands (or millions) of its users?

The answer is simple. By analysing the data, which it has accumulated by introducing machine learning to its business operating model.

This is just one example of how machine learning processes in the recording and processing of data can help businesses grow.

Here are three more ways in which machine learning can help various business sectors:

1. It removes physical restrictions

If we have accomplished one thing by automating and digitalizing business processes, it is that we have removed the physical limitations that restrict growth.

Before the technological age, what was the biggest problem faced by businesses? Operating within a limited space accessible only by a limited number of people. For a designer, it was necessary to completely clear out the previous inventory before utilising the shelf space for new designs. By embracing machine learning and diving into the world of e-commerce, you don’t ever have to worry about running out of shelves.

2. It provides a deeper understanding of your consumers

With the introduction of automated processes, businesses have become increasingly consumer-centric. To be able to survive the competition of catering to your customers’ needs, you as a business owner have to understand the needs of your consumers.

If you do not deliver what consumers are looking for, there is a high probability that you will lose potential customers to competition. Machine learning plays an important part in solving the mystery of consumer preferences. All required information is hidden behind the data accumulated by the business. You just have to crunch the code, and voila—you know what your customers are actively searching for.

3. It automated processes, boosting efficiency

Imagine standing in line in a supermarket; someone with a long haul is standing ahead of you and the cashier’s machine suddenly breaks. It’s a nightmare, right? You could be spending those precious minutes watching your favourite series on Netflix.

Now imagine that the machine is not broken but in fact was never invented. The cashier has to manually enter every purchase and tally it with the existing stock. Incorporating automated processes to record inventory stock and purchase order data is not a luxury, it’s a necessity in today’s world. Machine learning has increased the efficiency of businesses and minimized the room for error.

Want to learn more about how to incorporate Big Data analytics to propel your business towards growth? Visit Simplilearn for useful insights into the subject. For more interesting content about data analytics follow me on Twitter and LinkedIn.


Source: Why Businesses Should Embrace Machine Learning | Ronald van Loon | Pulse | LinkedIn

Overcoming IT Barriers to Digital Transformation

Overcoming IT Barriers to Digital Transformation

Written by Elie Dib, Senior Managing Director, METNA at Riverbed

Overcoming IT Barriers to Digital Transformation

Today, the role of the CIO and IT department is more closely aligned than ever to business operations. This is because, in order to ensure a seamless digital transformation, both CIOs and their IT departments have to be able to ensure that business objectives are at the centre of their strategies. In fact, this is critical if they want to drive innovation, deliver better customer satisfaction levels, increase workforce productivity, and reduce bottom line costs during a new project.

Elie Dib, Senior Managing Director METNA at Riverbed
Elie Dib, Senior Managing Director METNA at Riverbed

There is one element of IT delivery that is however often overlooked within all these considerations. This is ensuring excellence in user experience. It is the most fundamental measure of success, as without measuring this before and after any digital transformation programme, there is no empirical metrics to help validate claims of any clear change in the experience with confidence. And user experience often determines increase of productivity, employee engagement, cost savings and can also result in better customer service being delivered.
There are four common barriers to digital transformation initiatives. Below we explore the steps an enterprise can take to overcome them.

1. Operational In-Efficiency

Business unit leaders and IT professionals, are often summoned to a war-room meetings to explain why an IT-related project or change aimed at improving business productivity or customer service resulted in so much negative feeling toward the initiative. Unfortunately, this is often because all parties are not aligned. More often than not, these situations can easily be avoided by first starting at the vantage point of the end-user experience to see how IT services are being consumed.

Both business unit leaders and IT professionals need to sit down together and map out objectives and KPIs for technology changes. The plan could be tested with a small group of end-users. But ultimately if both parties know what the outcome must be, there is no room for confusion in delivery — and it can help both parties to get back to their respective roles in supporting the business.

2. Sub-Optimal Application Performance

Organisations are using hundreds, sometimes thousands of applications. New applications are constantly being deployed, whether the new version are upgrades or replacements for old legacy applications. This all brings risk. Poor application performance can significantly impact competitiveness, and, in sectors such as healthcare, can directly affect patient care or put sensitive data at risk.

Application upgrades can be a key catalyst for issues that impact productivity. With so much variation in hardware, location, network, and user expectation across the business it becomes an ever bigger and more complex task to thoroughly test every combination of how an application could be consumed by different users. Data centre monitoring solutions are partially helpful in reporting on the availability of centrally hosted applications, backed by reports and dashboards with lots of positive results. However, this information alone is rarely indicative of a positive experience for end-users on the receiving end.

By contrast, effective end-user experience monitoring allows benchmarks to be created over time which clearly show precise historic application performance metrics. Then, upon application upgrade or migration, any positive or negative deviation in performance can be viewed immediately with the analytics to show exactly where the change in response time and experience is occurring.

3. Ineffective  Change Management and User Adoption

Adoption is key to the success of products and services. Within Riverbed’s collective frame of reference, users tend to only embrace change when they feel confident and experience an incremental improvement in their interaction with an application or desktop.

Users need to be brought on the journey of change. Reasoning behind the changes need to be explained, and effective training put in place to make any change in strategy or a transformation as positive as possible. In addition, for future change initiatives, empirical evidence in the form of data from monitoring can prove invaluable. Businesses must be able to measure system performance against end-user productivity over time to ensure there’s no real negative impact, but rather only improvement.

4. Pure Visibility of the End-User Experience

The three previous topics can easily be combined within the one single category of poor visibility of the end-user experience: in other words — the visibility gap. In short, this relates to the lack of insight into how IT services or change initiatives and digital transformations actually impact the experience of users, which ultimately impacts business performance.

The key thing to keep in mind is that any effect on end-user experience can only be measured from the end-user’s perspective of how they are consuming IT services — and with proactive alerting so when there is a deviation in performance, IT is notified directly, and doesn’t rely on the workforce calling their IT team or the CIO to complain.

So what has enables organisations to embrace IT change for the greater good of the business?

Close the Visibility Gap and Overcome Barriers to Change

The bottom line is that no enterprise business can manage or improve until it can measure. Therefore, the recommendation is equally simple. Measure and benchmark your business’ existing user experience and instantly compare any variations when a change is made.

To conclude, whether the business is looking to change a specific IT component or to enable full-scale digital business transformation (in a positive manner) CIOs, IT professionals and their business unit partners need to ensure the experience for their end-users is optimised as part of the project — in effect, treating them like IT consumers.

What’s more, no business can rely on IT end-users as the primary source to the business to problems. To achieve this, the business needs easy access to real empirical user experience data that enables it to easily compare the before and after of changes. So, the first step in this approach, and for your next IT transformation task, is to start with end-user experience to help ensure a successful outcome.


If you want to share this article the reference to Elie Dib and The HR Tech Weekly® is obligatory.

CEO’s Corner: Charlene Li on Technology and Employee Experience

Charlene Li

In the end of June 2017 CEO’s Corner post put a spotlight on Charlene Li, Principal Analyst at Altimeter (a Prophet Company) and keynote at this year’s HR TechXpo. Li supports leaders to thrive with disruption, primarily focusing on creating business strategies and developing leadership around digital, social, and emerging technologies. An analyst since 1999, and having seen business, society, and the world undergo seismic changes over the last 18 years, she’s driven to create research and thought leadership that helps to bring greater clarity and inspire audacious actions.

The interview is hosted by Greg Mortona corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

Q: You talk about the seismic changes that have recently occurred in the workplace. Besides the obvious impacts of technology, virtual work, and social media, what’s a change you are observing that most people are underestimating? 

A: One of the biggest overlooked opportunities is thinking about the employee experience, as opposed to employee engagement. Employee experience is when you look at a situation through the eyes of the employee, and focus on how the day-to-day experience creates a deeper relationship between the organization and employees. This is a significant shift for HR who must shift from managing transactions (recruiting, hiring, evaluations) and risk mitigation (training and compliance) to nurturing relationships. Technologies makes this easier but it’s only when technology fades into the background, and the relationship work comes forward, that the experience becomes a differentiator to the employee.

Q: What is the biggest takeaway you hope readers get from The Engaged Leader?[i]

A: Relationships form the foundation for leadership and I hope that by reading the book, people understand that digital channels must be part of the repertoire of skills leaders use to develop relationships. My hope is that readers are inspired to hit the pause button on their busy day and take a few minutes to reflect on how they need to be better engaged — even if it means simply listening to the people crucial to the achievement of their goals.

Q: We’re getting ready for our 2nd Annual HR TechXpo which last year was quite an exciting event showcasing the intersection of HR and Technology. You have talked to hundreds of providers, so are probably not easily wowed. What are one or two technological features you have seen in HR solutions that have knocked your socks off?

A: I’m excited to see SaaS-based strategy planning and execution tools getting traction in the market from companies like StrategyBlocks and Cascade. The software makes explicit and transparent the strategic plan of the organization, so that everyone across the organization is connected to the strategy. This means it’s clear how what you do every day impacts the long term strategy. It takes the idea of “connected workforce” and gives it a direction and objective, where the purpose of the connection is a strategic objective. This is exciting for HR because it ties together HR functions (workforce management, performance evaluation) and ties it directly to strategy and business outcomes.

You can find Charlene Li on LinkedIn and on Twitter.

You can find Greg Morton on LinkedIn or on Twitter.

[i] Charlene Li. The Engaged Leader: A Strategy for Your Digital Transformation – Wharton Digital Press, 2015

Banner HR TechXpo 2017

2nd Annual HR TechXpo will take place on August 25, 2017 in Hilton Union Square, San Francisco.

The HR Tech Weekly® readers get a free registration! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register.

Please use #HRTechXpo to share the news about this exciting event showcasing the intersection of HR and Technology.

If you’d like to comment or have further questions for Charlene Li or Greg Morton, you are welcome to leave your reply here or post on social media adding #CEOCorner.


Source: CEO’s Corner: Charlene Li on Technology and Employee Experience

10 Things You Need to Know About Digital Transformation | Featured Image

10 Things You Need to Know About Digital Transformation

Digital Transfomration

Digital transformation isn’t just a phase or a buzzword. Business leaders are now fast waking up to the important role technology is set to play in their growth strategies, with the latest report from Gartner showing a rise in the number of CEOs ranking IT as a priority – “The IT-related area rose from 19% mentioning it as a priority for 2016/2017 to 31% in 2017/2018.”[i] The recent explosion of connected devices and platforms, for example, has made it imperative for companies to quickly adapt their products, services and processes, and move towards the digital world. This, naturally, requires transformation of some kind.

However, the reality is that digital transformation will require some tough choices to ensure your business isn’t dragged along or left behind. But we all know that change is not easy. You might be thinking how do you start transforming? Does it have to cost lots of money? Or perhaps you’re experiencing resistance to change. What’s the problem with doing things the ‘old’ way anyway? Here are ten considerations that that will help companies on their digital transformation journey.

Digital transformation will change your business, but focussing on the right level of change is key

New digital technologies should be seen as an enabler for better, more seamless and streamlined business operations that make your business competitive – driving growth. Focusing on where digital transformation can deliver the most benefits and add the most value in your quest for growth should be where you begin the change process.

Technology investment is crucial to growth but just because the technology is new, doesn’t mean it’s right for you

Sometimes less is more. The right use of technology can radically improve your business, but the deployment of technology for technology’s sake can be self-defeating. Being open to the transformative impact of new technologies is the most important consideration for companies around the world.

Consider where your company is on its digital transformation journey

Growing your technology platform doesn’t necessarily mean your business will grow too. Sometimes it’s better to have fewer solutions than more, but it can be challenging for business managers to keep on top of the latest tech trends and new solutions being launched in the market.

Many competing technologies profess to drive digital transformation, however, the utility of solutions depend on the stage your company is at in the transformation journey. From mobile sales and field services, to wireless sales counters and warehouses, to advanced inventory management – different solutions provide new ways to reduce costs, improve the customer experience, and improve the bottom line.

Not everyone in your company will feel comfortable with digital transformation

Society and technology are changing more quickly than most companies can adapt. From enterprise resource planning (ERP) to cloud computing, new tools, platforms, and channels are creating unprecedented opportunities to connect with customers and improve internal processes—but only for the businesses agile enough to transform and adapt to these new digital realities.

Even so, there’s no single roadmap for digital transformation and the path is different for every company and industry. However, there must be attempts to get employee buy-in from the start. This requires a commitment to digital technology from the boardroom to all levels of staff. You should have leaders with the right mind-set and motivation to lead the digital transformation process.

It’s no good having data if you don’t know what it means

Firms that undergo a true digital transformation programme put data and information at the heart of their technology focused business models. Many are shocked to see just how much information they had but were not utilising properly. The new data landscape provides you with unique opportunities to turn data into insights – the fuel for any digital transformation journey – with real-time updates providing opportunities for better business decision making.

In fact, Forrester Research has found that more than 70% of decision-makers report planned or current initiatives to encourage more data-driven decisions, making unlocking the value of integrated business data critical to success in today’s modern distribution marketplace.

Digital transformation won’t grow your profits overnight – embrace change as part of a wider growth strategy with measurable goals

Change is a constant in today’s dynamic marketplace, but it’s important to be realistic about what you can achieve in a short time. A recent survey we sponsored, highlighted how high-growth companies embrace change. Seventy-six per cent of high-growth companies prefer constant innovation to business stability, while only 49% of low-growth companies do so. In an age where innovation is driven by rising customer expectations, growing companies have distinct short-term goals that embrace innovation and business change as part of a wider transformation journey for growth.

Digital transformation should make your business more adaptable but it won’t make you immune to competition

It has never been more important for business leaders to carry the torch for digital transformation, but the most important factor is making sure digital potential is translated into competitive advantage. This requires top executives to champion the deployment of flexible, digital technologies that change the way they engage with their customers.

As Gartner rightly states, “technology shapes business strategy, but market, political and financial factors prevail.”[ii] Nevertheless, embracing the right technology brings people together, allows businesses to land and expand into new geographic locations with minimum resources, and makes the product development lifecycle more responsive to consumer demand than ever before. 

It takes more than just digital technology to encourage collaboration across departments and divisions

To begin digital transformation, you need to look at your business from the inside out – consider the tools and systems you use, what works well, what doesn’t and ways these can be improved. But when technology is heralded above all else, there becomes an even greater disconnect between employees and the challenges that their business is trying to solve.

There might be isolated investments that are doing very well, but they’re still isolated. New solutions must be an enabler aligned with a bigger mission – to evolve internal processes, structure and culture, or to match the evolution in customers’ behaviour. Consider how you communicate both internally and externally, the strengths and weaknesses of your staff and if their skills are fit for purpose. Do you need staff with more digital skills and will you need to recruit them throughout the process?

Your customers don’t think about your digital transformation, but they do expect it to happen

The digital trends that are impacting every part of business operations will not slow down, and it’s the same playing field for all of your competitors, and every start-up that’s gunning for a piece of your world. Your customers expect that you are embracing digital transformation because they are doing so, and they need you to join them on the journey. 

You can talk the talk, but make sure you walk the walk

To make digital transformation happen, high-growth companies don’t just pay lip service to ideas such as new technology and innovation – they back them up with investment. The growth survey we did, found that in the coming year, 88% of high-growth companies are planning significant investments in technology and innovation, while only 49% of slow-growth companies are doing so.

Digital transformation is different for every business. While some manufacturers will have more challenges than others, and while some will also embrace more technologies than others, being aware of the ten considerations above will be helpful to every business that is embarking – or has already embarked on – this journey.

[i] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

[ii] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

About the Author:

Sabby Gill, EVP, Epicor Software

Sabby Gill brings more than 20 years of international sales, operations and enterprise software industry experience to Epicor. In the role of executive vice president (EVP), International, Gill is responsible for operations including sales, professional services, and field marketing, with a focus on accelerating company growth throughout Europe, Middle East & Africa (EMEA) and Asia Pacific (APAC).

Prior to Epicor, Gill was senior vice president of International Sales for IGT, a gaming technology company. He has also held executive management roles with leading technology companies including HP, CA Technologies, Oracle, PeopleSoft (acquired by Oracle), and DEC.


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4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

In today’s employment atmosphere, a growing number of companies are shifting toward a more flexible workplace. By implementing bring your own device (BYOD) policies employees are now increasingly using their own devices for business purposes.

Even though such policies can bring numerous benefits to companies, they come with some inherent risks. The following four issues are worth examining before deciding on a BYOD policy.

Irregular Updates

Every mobile device is vulnerable to hacks from outside sources. Your smartphone, tablet and laptop all have similar software that can be hacked if firewalls and other security features aren’t in place or aren’t updated regularly.

Busy employees often put off their security updates. Unfortunately, their phones are then automatically open to potential attacks. In a regular IT environment, it’s up to the business’s IT department to secure every device used for company purposes. Since the devices are the employees’ private property, they are responsible of keeping them updated with the latest versions of security software.

Viruses and Malware

Viruses and malware have numerous pathways that they can take to infect an employee’s device. The worst thing is that an employee’s device could be hacked without them even being aware of the situation.

For example, your employees can receive phishing email with a malicious link that could install viruses or malware when clicked on. The infection could then spread onto the company’s server and compromise corporate information in a matter of seconds.

The phishing email could also look as if it’s from a familiar contact or even a legitimate website. It could ask your employees to click on a link and in order to log in into their account. The employees would then enter their user names and passwords on fake websites giving hackers access to their sensitive information. Identity theft is always a possibility in these hacking situations.

Unsecured Connections

Your employees might use their devices to connect to public Wi-Fi to access necessary data on your company’s server or to go online for personal needs. Unfortunately, using public networks is dangerous since they allow multiple people to connect to the same network, and that includes hackers.

Hackers could intercept the data your employees download or upload, they could install malware on your staff’s devices and even gain access to their email. This is another way malware could spread from the infected devices onto the company’s server and compromise the safety of corporate data.

Your employees need to be aware of these threats and take the appropriate preventive measures. Instruct your employees to turn off Wi-Fi when they don’t need it and disable it from automatically connecting to open networks.

You can also set up a virtual private network (VPN) which will allow your employees to connect to a hotspot without worrying about data breaches. Connecting to a VPN encrypts and secures any data being sent or received. This disables hackers from intercepting sensitive information and compromising the security of your employees’ devices.

Missing Devices

The best opportunity for stealing corporate data is when a device gets into the wrong hands. Lost or stolen devices are always a big security issue, which can lead to leaked proprietary data and vulnerable business positions.

IT professionals need a plan in cases this happens. A remote wipe policy is a very good solution which allows the IT team to completely remove all data on a device after it’s been reported missing.

Since BYOD devices include an employee’s personal data, you need to make sure that the employee agrees to a remote wipe of every piece of data even before they are hired.

Employees should see this step as both a protective corporate and identity-theft policy. To avoid any further information hacks, employees can also make it more difficult to access the data in the first place. A fingerprint or PIN passcode frustrates thieves, and they might toss the device before trying to access the information.

Final Thoughts

These security issues aren’t a reason to forgo a BYOD policy. However, appropriate security measures are necessary in order for it to be successful. Begin your BYOD strategy by educating your employees about the importance of regular updates and how to recognize security threats.

They need to understand that every piece of data is priceless to the business and their personal life. In reality, many people don’t realize how valuable their data is to hackers outside of the corporate atmosphere.

Employees also need to agree to corporate statements, liabilities and compliance measures in order to make this BYOD program a success. At the very least, add professional indemnity insurance coverage to the company so that any data leaks are quickly resolved.

Finally, by protecting the data with software and passwords, businesses can keep their proprietary information private. In the end, the employee’s device can be as safe as any company-issued electronic.

About the Author:

Josh McAllister

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. 

Josh is a contributor of a number of digital outlets, and well published including DZoneIoT World News, and Rabid Office Monkey.


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5 Ways Businesses Can Cultivate a Data-Driven Culture | The HR Tech Weekly®

5 Ways Businesses Can Cultivate a Data-Driven Culture

The pressure on organizations to make accurate and timely business decisions has turned data into an important strategic asset for businesses.

In today’s dynamic marketplace, a business’s ability to use data to identify challenges, spot opportunities, and adapt to change with agility is critical to its survival and long-term success. Therefore, it has become an absolute necessity for businesses to establish an objective, data-driven culture that empowers employees with the capabilities and skills they need to analyse data and use the insights extracted from it to facilitate a faster, more accurate decision-making process.

Contrary to what many people think, cultivating a data-driven culture is not just a one-time transformation. Instead, it’s more like a journey that requires efforts from employees and direction from both managers and executives. In this article, I am sharing five different ways businesses can accelerate their transformation into a data-driven enterprise.

1. Establish a Clear Vision

Establishing a clear vision is essential for putting data into the DNA of an organization. An executive, preferably the CIO or CDO, should present the vision to the workforce and provide the rationale for this shift in culture and in benefits. This, in turn, will set stage for the work ahead and provide an opportunity to clear misconceptions.

 2. Ensure Easy and Secure Access to Data

Data can be truly considered an asset when its accuracy is trusted, its provenance is well established, and its complete security is ensured. On the other hand, optimal utilization of data requires governance and openness. To ensure this, you should consider a layered approach to make data available in a manner for which its security, governance and confidentiality is not compromised.

3. Keep Your Data Clean and Up-to-Date

It’s very hard to analyze and extract something valuable from poorly organized, inaccurate, dated information. Therefore, you should develop clear mechanisms regarding the collection, storage, and analysis of data. Make sure all your data inputs are centralized in a single location for easy integration and regular updates. This way, your employees can gather the most recent information from a single place and make more accurate decisions.

4. Create Agile Multi-Disciplinary Teams

People, not tools drive the culture of a company. Therefore, in order to create a fact-driven work environment, businesses should invest in the skills of their people. Make sure that each team contains at least one member who’s well-skilled and experienced at data analytics.

5. Develop Reward Mechanisms

Sharing data successes is important to inspire others and develop a healthy, competitive, data-driven culture. To share the results achieved by a team or an individual, you can use different communication tools, such as videos and blogs, organize special gatherings, or share the results on your company portal. Make sure that you choose initiatives that are in line with your company’s long-term strategy. For example, if your objective is to penetrate new markets or gather more information about your target customers, you should acknowledge and reward the initiatives that help you make progress towards these strategic goals.

Unless communicated across an organization, data remains worthless. To extract the right information and insights from structured and unstructured data, it is important that you focus your efforts on cultivating a data-driven culture that empowers employees with the resources and skills they need to leverage data and obtain the right information at the right time to make more accurate decisions.

About the Author:

Ronald van Loon is Advisory Board Member and Big Data & Analytics course advisor for Simplilearn. He will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.

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.

This article was originally posted on Simplilearn

Source: 5 Ways Businesses Can Cultivate a Data-Driven Culture | Ronald van Loon | Pulse | LinkedIn

marcus evans: Professional business training

Employee Engagement: 27-29 September 2017, Amsterdam, Netherlands — Press Release

Marcus Evans: Employee Engagement | The HR Tech Weekly®

Amsterdam, July 18, 2017 — Employee engagement has a direct impact on employee branding, an engaged employee will always praise his company and its achievement and can become a brand ambassador.

Companies increase their efforts to better understand the reasons beyond employee engagement. Although multiple tools can be used ranking from basic surveys to sophisticated games or applications, not many companies combine their findings with HR data about employee absenteeism, turnover rate and other data to gain a deeper insight about employee engagement trends. Predictive analytics can also help companies determine the source of hire sources, evaluate the ROI of employees and optimise the hiring process.

The Employee Engagement conference organised by marcus evans on the 27th-29th of September, 2017 in Amsterdam will provide a pan-European insight in employee engagement and its development. It is a unique opportunity for Employee Engagement specialists and Human Resources Experts to discuss the challenges of engaging employees. Practical cases will be presented to highlight the link between employee engagement and the organisational performance, the impact of internal communication, leadership and organisational culture on employee engagement. This conference will also explore the means by which we can guarantee employee engagement through the entire employee life cycle and turn it into employee experience.

Attending this premier marcus evans conference will enable you to:

  • Improve the employer branding and communicate about the company’s values to the employees
  • Put the company’s culture at the service of employee engagement
  • Create a sense of belonging among the employees
  • Use predictive analytics to improve employee engagement
  • Maintain employee engagement after a M&A or a strategic transformation

About marcus evans Group:

marcus evans Group | The HR Tech Weekly®

marcus evans specialises in the research and development of strategic events for senior business executives. From our international network of 63 offices, marcus evans produces over 1000 event days a year on strategic issues in corporate finance, telecommunications, technology, health, transportation, capital markets, human resources and business improvement.

Above all, marcus evans provides clients with business information and knowledge which enables them to sustain a valuable competitive advantage and makes a positive contribution to their success.


If you would like to receive more information regarding this event please email Constandinos Vinall at ConstandinosV@marcusevanscy.com or visit the website here.

What Is People Science Really All About? | Featured Image

What Is People Science Really All About?

Written by Adam Hale, EVP of Sage People.

What Is People Science Really All About? | Main Image

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.

See how your company stacks up in the journey to become a People Company with our free People Company profiler.

About the Author:

Adam Hale, EVP of Sage People

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.


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Why Waste Time When It Comes to Hiring?

Why Waste Time When It Comes to Hiring?

Recruitment Tray

2016 was pretty big when it came to politics, technology and of course; celebrity deaths. So it’s quite easy to see how you may have gotten distracted with what was happening in recruitment – you’re only human.

Now that we’re half way into 2017, it’s clear to see what technology trends are shaping the way the recruitment landscape is advancing. Technology is becoming an important part of our everyday lives and it’s use in how we work should be no different.

Where do you start?

At a first glance, the amount of resource out there may seem intimidating (and at times, gratuitous). Continuous innovation is great, but can feel overwhelming when in a company that still relies on traditional methods.

Which is why i’ve put together five trends which are not just popular, but also actionable. Hopefully helping you to cut through the endless supposition out there, and provide you with ideas you can get started with today. And in a role where onboarding new staff is a time-consuming (and sometimes, dated) process, it’s important that you up-skill to avoid inefficiencies creeping into your daily routine.

5 technology trends for recruitment

  1. Embrace social profiles as applications
    Ease of application needs to be paramount as we continue to move into 2017. Your potential candidates live on social. Aberdeen Group have found that 73% of 18-34 year olds have found their most recent job through social media[1]. It’s where they will look for your roles and it’s the easiest way to interact with them. By making it so your applicants can auto-fill their information from their LinkedIn or Facebook profile to your applications, you’re streamlining a process that can usually be seen as repetitive and time consuming. The easier you make it for them, the more likely they are to complete the application. This also gives you insight into their personal profiles, keeping your system’s information up to date.
  2. Mobile recruiters
    Year on year mobile use has been growing[2], which means the majority of your applicants will be using a mobile device to search for your roles. and having a mobile optimised site won’t be enough to support your potential candidates preferred ways of applying. As applicants will need to upload files, like their CV’s, covering letters or forms of ID to register their interest, the mobile experience needs to ensure it’s catering to this. Linking properly with sites such as Google Drive or Dropbox will keep the process short and smooth and the amount of required questions to a minimum will mean applicant’s return to your site in the future.
  3. Video recruitment
    The rise in use of video in business has steadily grew over the course of 2016 and has continued to increase even more in 2017. Utilising video interviews will benefit recruiters hugely concerned with reducing the amount of time spent interviewing candidates in the early stages of high-volume recruitment campaigns. As video interviews can be conducted remotely, recruiters can much easier cater to applicants schedules, and therefore allocate time easier, whilst still being able to identify high calibre candidates. And by reducing time spent finding suitable candidates, recruiters can focus more on developing suitable candidates for clients.
  4. Inbound recruitment marketing
    Recruitment tactics will need to start reflecting marketing tactics in order to attract the top talent as we move into the second half of 2017. And as the marketing sector has started to adopt; inbound tactics are proving to be more effective than previous outbound tactics. This should be done through content strategies that draw candidates to your company with pieces that reflect their interests and that they can identify with. Keep them easily accessible by sharing on platforms like social media.
  5. Updated internal processes
    Spending time hunting through piles of CV’s or application forms slows down response time in an age when most answers are a click away, and more importantly; expected to be a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. It also reduces the time and money spent managing admin whilst protecting document from going missing, ensures your information is easily searchable and kept backed up in a centralised location. This can be achieved by adopting solutions such as electronic signatures for signing off documents, CRM systems specific to recruiters needs or social media management tools.

Initiate, improve and innovate!

So, try them out! By modernising your approach to hiring staff, you’re not only ensuring that your company isn’t wasting time, but you’re directly improving employee productivity and engagement whilst creating a better talent strategy, which inevitably helps your current and future team members.

About the Author:

bio-pic

Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Source - Millennial Job Search from Aberdeen Group: Getting Social Media Recruitment Right

[2] Source - Mobile Use Statistics, Smart Insights: Mobile Marketing Statistics Compilation

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