Integrating Technology Into Your Home

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When it comes to smart homes, people generally don’t know where to start. Integrating technology into your home can sound like a daunting endeavor, but it doesn’t have to be! Take your home from bland to grand with these 5 tips.

Nix the old vacuum:

First things first, robot vacuums are starting to become a standard appliance in most homes. Even homes that have no other smart home integrations have robot vacuums.

Traditional upright vacuums can be great, and some people may prefer some cordless vacuum options rather than opting for a robot vacuum right out of the gate.

Since their launch over two decades ago, robot vacuums have come a long way. Today, they are much smarter and much more affordable than ever before. With a robot vacuum, you can set it and forget it!

Get a voice assistant

There are multiple options when it comes to virtual assistants. The most popular are Google Voice, and Amazon Alexa. Depending on which brand you like better will determine which is best for you. The Google Voice generally favors other google products, so if you opt for that one, be sure any of the other smart home devices you have are compatible.

Once you have your voice assistant set up, controlling it (and all of the smart home tech you have connected to it) is as easy as saying the command. The following smart home tech can easily be hooked up to your voice assistant.

Install smart lights

This may sound a bit silly, but smart lights are actually one of the most popular and easy to set up smart home technology options available. With smart lights, you can connected to your voice assistant to control things such as on and off, dimmers, color, and more. With some setups, you can even set timers on the lights. If you want, you can set your lights to turn on when you wake up. That way, you’re gently and naturally woken up rather than scared awake by a blaring alarm clock.

Get a smart garage door opener

Gone are the days of worrying about whether or not you shut the garage door. With a smart garage door you always know if your garage is open or closed, when it was last accessed, and can close it remotely if you accidentally left it open. There are many options available for setting up a smart garage door. Almost all of them are wifi/app enabled which gives you the ability to monitor your garage from anywhere. If you’re expecting guests, you don’t have to leave them a key. Rather, just have them give you a call when they arrive and you can jump in your app and open the garage door for them from wherever you are.

Get creative

There are many ways to create a smart home outside of simply buying out the box items. With things like near-field sensors and the right configurations, you can get incredibly creative with your smart home. If you want it, you can guarantee there’s a way to program it with the right technology.

What smart home ideas do you have?

Which types of smart home ideas do you think are the most practical? With today’s technology, the possibilities are truly endless.

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Six Out-of-the-Box Employee Recruitment Methods (and Why You Should Innovate on Them)

Recruiting employees is similar to finding a mate or a life partner. Just because someone can fill that role does not mean they’re the best fit for you or that they’re able to bring something new to the table. Also, like dating, to find the best, you have to be the best. Now apply this to employees: what makes them the best?

It’s important to hire people who can not only perform a job well but who bring something new to the table. You want employees who go beyond the call of duty. In order to find innovative employees, you need to challenge them and know they’re up to it. Every step of the recruiting process as we know it allows and even calls for out-of-the-box thinking — we employers just never think to actually utilize our brains as we should!

There are already companies finding ways to innovate the recruiting process across the world — now it’s your turn. Think of the following these jumping-off points to create a strategy that will get you the most creative, intelligent, and hard-working applicants.

Weed Out the Bad Fits

Streamlining the applicant review process means narrowing your search, and technology does an excellent job of doing just that. Following the trend of, well, the augmented workforce, some employers are relying on AI recruiting systems. Because of this technology, resumes can be screened faster, and interview requests and rejection letters can be sent automatically with the click of a button.

Test Their Wits

Writing up a job description for potential applicants can be a chance to test your own creativity. Oftentimes it’s a mundane task. Something to keep in mind is that if you’re bored writing it, potential applicants may be bored reading it. Find a way to test their wits. Offer details and challenge them. Make it so anyone who applies comes in on their toes and is ready for anything you throw at them. This could be done in a number of ways: encouraging potential future employees to solve a work problem that could arise, hearing about their ideas for what a company needs, or asking how they might market a particularly niche product. The point is to hear how they may actually do the job in real life and get in their head a bit!

#SocialMedia

Do you work in a niche industry? Use social media to narrow down your search of people who possess the skills to excel in your niche. Utilize images and hashtags to attract the right kinds of applicants in addition to finding applicants you want to pursue! While some argue it has downsides regarding the way society communicates with each other, it’s also a way in which most people are connected to each other.

Pay Attention to Generation Y

If you use social media (see the last point), you will undoubtedly learn some new things about the kind of people in your field. Primarily, though, you’ll probably learn quite a bit about millennials (otherwise known as Generation Y, defined as being born roughly between 1977 and 1995). Right now, millennials are making a huge impact on business as we know it. Because of the things they value, social progress and ethics have been more often introduced into business decisions, advertising happens on social media, and more and more people are working remote. This generation is changing the game — so pay attention!

Try New People

It may be worth it to step outside of your comfort zone in what you look at in an applicant. Do they have odd, miscellaneous skills or work experience listed on their resume? Do they speak in ways that are unconventional within their cover letter? If they fit your requirements but seem like a weird match, try exploring that a little bit. You may find a drive and passion unmatched by your typical candidates.

Explore New Technological Channels

LinkedIn — the networking giant itself — posted an article last year about new ways to advertise your openness to applicants. They listed television ads, virtual reality, and using digital media as a whole to do this. The point is that you need to be where people converge and interact with technology. Rather than letting them come to you, go to them. You never know who or what you’ll find, and it may be the best decision you make!

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How have you jumped out of the box in searching for new applicants? Has it served you well? Feel free to let us know in the comments below!

 

3 Secrets to Reducing Your Employee Churn Rate

Reduce your employee churn rate with these tips.

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Despite this, only 44% of companies offer a mentorship scheme.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

  • How employees feel about the working environment
  • What their commute is like
  • What their relationship is like with their manager
  • How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

When an employee speaks highly of you when they leave, they’re more likely to return for a future position, or even to recommend roles to their friends and family. Since referrals are one of the best ways to hire the right person for the job, this can make a huge difference to your hiring process, and further improving your employer brand.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

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Source: 3 Secrets to Reducing Your Employee Churn Rate | The Cronofy Blog

Highly Effective Tips for Business Success for Startups

Highly Effective Tips for Business Success for Startups

“Starting your own business is like riding a roller coaster. There are highs and lows and every turn you take is another twist. The lows are really low, but the highs can be really high. You have to be strong, keep your stomach tight, and ride along with the roller coaster that you started.” – Lindsay Manseau, Photographer and Entrepreneur

According to Problemio, there are over 28 million small businesses in the U.S. However, the problem is almost 50% of startups fail during the first year. And the chances of reaching the end of the road only increase with each year on the market.

But why do so many companies face the risk of failure? The answer is not so simple although it all comes down to the issues entrepreneurs haven’t anticipated. So in order to get acquainted with corporate requirements and preventing possible business threats, we offer you a list of highly effective tips to help you secure the startup success and enhanced growth.

Know Your Goals

One of the biggest reasons why small businesses fail is because they didn’t research market demands. Before anything else, entrepreneurs need to be familiar with the industry, target audience, and competition. Who is your perfect customer? How are your products or services different from the rest? What is the ultimate business objective? And is the time for launching your business right?

Offer People a Deal They Can’t Refuse    

When first starting out, it’s important to offer quality. The business should be built around consumers because they are the backbone of every successful brand. Instead of focusing on sales, research what people need in the moment and then invest and promote deals customers will prefer.

Don’t be Afraid to Outsource     

Outsourcing has become the industry standard. Nowadays, those who wish to reduce costs, enhance customer experiences with the business, increase productivity and improve the quality of products and services in general, turn to outsourcing. Outsourcing back office operations, front office processes and marketing business processes are the main and highly rewarding options startups should definitely include in their business plan once the company begins to gain a broader awareness.

Keep a Close Eye on Cash Flow

The major liability that can ruin both a small business and a large enterprise is cash flow. As according to Nelson, a real estate business owner,  you need to have a clear idea of where the money goes and why. The business expenditure should be aligned with the main objectives while retaining a portion for unplanned situations. In other words, keep in touch with your accountant and have backup cash reserves as a safety cushion in case of shortfalls.   

Surround Yourself with a Motivated Team

The employee expertise is equally important as their motivation to complete tasks on time. Look at your staff as a well-oiled machine working towards a common goal which is, you guessed it, business successes. However, don’t forget that they are also people with hopes and dreams. Meaning you need to treat them with respect, include them in every step of the way, and provide opportunities for further occupational growth.

Share Your Success

It’s crucial to be transparent with your employees and customers. People feel more related and open to entrepreneurs who are not afraid to share their successes stories. Not only that transparency could help you raise productivity, but it can also build the necessary trust between a business and its audience. Plus, exchanging stories and listening to other ideas provides a chance to learn something new and to form loyal relationships along the way.

Leverage Technology into Your Advantage

Automation is the key to optimizing business processes. Digital technology and mighty software solutions can help to prevent human errors, enhance collaboration across departments, and better engage consumers. The good news is that you can take advantage of free online programs and affordable systems specifically designed to support SMBs. Just be sure you are picking the right tool for your business. Identify areas within your company that consume a lot of time and effort and use them as references.     

Learn to Move On

Taking care of every single thing and micromanaging projects can be stressful and damaging for the business. Some mistakes are bound to happen but if you want to overcome bumps on the road, learn to move on and trust your team to efficiently complete tasks. To put it simply, learn from mistakes but don’t fixate on problems.

Meet Your Investors

The majority of startups require investments to kick the business off. If you can relate, it’s recommended to find out what investors prefer and where can you find them. Doing online research is a good start, but still, work your way up in the entrepreneurial community and get involved on social media platforms. But before you contact investors, try finding or getting in touch with your mentors. They can tell you if your idea needs some touch-ups and prep you with the essentials investors expect to get from thriving entrepreneurs.  

 

Final Thoughts

“What I learned from Rockefeller that’s off-the-hook important is: You need to know exactly where you stand in a business at all times. Measure everything, because everything that is measured and watched improves.” – Bob Parson, GoDaddy Founder

All you need to succeed is a strategic head and a passionate heart. You need to be aware of everything that’s going on with your business at every moment. However, that doesn’t mean you should be too controlling and focused on every single detail.

Also, once the company experience successes, try not to become greedy. Remember, if you build your business on knowledge, respect, and a well-designed strategy, you will diminish the risk of becoming just one of the businesses who couldn’t keep up with evolving market requirements. Good luck!

Employee Experience Is New Way to Win Talent War: ServiceNow Research

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Digital experiences outside of work have made life simpler, easier and more convenient. Today’s top talent is demanding the same at work, and global research of 500 human resources executives across 20 industries reveals that providing excellent employee experiences, enabled by technology, are becoming the new way to win the never-ending war for talent.

“The best talent today expects great digital experiences at work,” said Pat Wadors, Chief Talent Officer, ServiceNow. “Top talent can work anywhere, and they are choosing companies that embrace advanced technology to make work simpler, faster, better. A fundamental shift is under way, and top human resources leaders are creating a new employee experience, realizing that great benefits and cool office perks are no longer enough. Employees want great digital experiences that make work, work better for them.”

Pat Wadors, Chief Talent Officer, ServiceNow
Pat Wadors, Chief Talent Officer, ServiceNow

Insights into this digital transformation of the employee experience were released by ServiceNow in “The New CHRO Agenda: Employee Experience Drives Business Value.” “The New CHRO Agenda” report details the Chief Human Resource Officer (CHRO’s) journey to greater impact; how the employee experience is evolving to impact business results and the impact of an HR function’s capabilities on retaining and attracting the best talent.

From Tactical Manager to Strategic Leader

Over the last three years, CHROs have seen their responsibilities move beyond the core responsibilities of delivering HR services, record keeping and attracting top talent, to a broader role in leading key strategy discussions around advancing corporate goals, driving digital initiatives, and contributing to business performance. 

  • Nearly two-thirds (64%) of CHROs say it’s their responsibility to drive corporate performance.
  • CHROs expect their success to be defined by the consumer-like employee experience. In fact, more than half of CHROs (56%) say the ability to create a digital, consumerized employee experience will define their roles in three years, compared with just 6% who say traditional HR will define their role.
  • 66% of CHROs say the employee experience will drive quantifiable productivity gains across the business.
  • 44% of CHROs expect to be judged on their digitization success achieved not alone but by partnering with other C-level executives to set and manage strategy.

Digital Transformation of the Employee Experience

From how employees access services and information to how global teams collaborate, business as usual is being redefined for the digital era by a new breed of CHRO.

  • Three out of five CHROs say HR is now a driver of digital transformation, a top strategic priority for most enterprises.
  • 77%, or more than three in in four, of CHROs say they expect to see improved employee experiences from digital transformation in the next three years.
  • 83% of CHROs say the employee experience is important to the organization’s success.
  • 68% of CHROs say that their HR technology allows them to improve employee experience.

Investing in the Modern Employee Experience

For employees, the workplace will become more personalized, predictive, and seamless. Their needs will be met through consumer-like digital interactions, such as push notifications for administrative work updates, recommendations for services based on recent actions, and instant answers to questions through chatbots that receive data from multiple departments.

  • 70% say the use of technology to foster a sense of community and healthy corporate culture is a goal.
  • In the next three years, almost half (48%) of CHROs will use an HR platform – not applications – that systematizes automation of HR process and collaboration, up from just 14% today.
  • A significant percentage of CHROs are budgeting for technologies (82% on cloud, 69% on social/collaboration, 65% on mobile, and 47% on function-specific applications) that will help them deliver superior experiences.

CHRO Leaders Show the Way

CHROs who are using technology to improve employee experience are winning the war for talent. The survey divides CHROs into a three-tiered model mapping CHRO-led digital transformation of HR functions, and the business overall. HR leaders taking advantage of more strategic investments fall into the top tier, Level 3.

  • 97% of Level 3s are much more successful in recruiting talent, vs. 80% of Level 2s and 53% of Level 1s.
  • 79% of Level 3s are much more successful at retaining talent, vs. 63% of Level 2s and 14% of Level 1s.
  • 84% of Level 3s report lower turnover than their peers, vs. 77% of Level 2s and 52% of Level 1s.
  • 63% of Level 3s successfully reskill their existing employees, vs. 58% of Level 2s and 41% of Level 1s.

Healthcare Leads, Financial Services Lags

Healthcare CHROs trend ahead of the pack in prioritizing superb HR experiences and building positive relationships.

  • 68% of healthcare CHROs say they are successful or highly successful in using technology to make it easier for employees to do their jobs, vs. 55% for non-healthcare industries.
  • Nearly three-fourths (72%) of healthcare CHROs said they are more likely to be successful at delivering HR experiences that match the technology that employees use in their personal lives, vs. 58% in other industries.

Financial services CHROs are more focused on creating an experience that meets individual needs rather than a sense of community and collaboration – and they’re lagging their industry peers in building a workforce that meets business objectives.

  • 54% of financial services CHROs say the use of technology to foster a sense of community and corporate culture is a core goal, vs. 72% in other industries.
  • 52% of financial services CHROs are less likely to agree that a platform that streamlines cross-functional collaboration would drive productivity and improve the employee experience, vs. 70% in other industries.
  • Only 28% of financial services CHROs say they have built a workforce to meet future business objectives, compared with 42% in other industries.
Recruitment Marketing Software is a software program designed to attract top talent.

Benefits of Recruitment Marketing Software?

Benefits of Recruitment Marketing Software?

Recruitment Marketing Software is a software program designed to attract top talent. Recruitment Marketing Software utilizes an innovative idea of applying marketing methods to recruitment process in order to find, attract, nurture and engage candidates and turn them into job applicants.

What is Recruitment Marketing Software?

Recruitment Marketing Software is a software program, tool or platform designed to automate, simplify and fasten the process of finding, attracting, engaging and nurturing high-quality candidates.

In comparison with regular, old-fashioned recruiting software, Recruitment Marketing Software uses an innovative idea of applying marketing methods to recruitment process in order to attract top talent.

What are the benefits of Recruitment Marketing Software?

Recruitment Marketing Software offer solutions for all the 5 stages of Recruitment marketing process: Finding, Attracting, Engaging, Nurturing potential candidates and Converting them into applicants who apply for your open job positions.

inbound-recruiting-strategy

Recruitment Marketing Software offers innovative features for finding high-quality candidates. With web sourcing you can easily passive job seekers, your best job candidates. You can also post your job ads to multiple free and premium job boards with just one click, set up a Social Media job ad promotion and Employee Referral Programs.  

Recruitment Marketing Software is especially useful for attracting candidates. Recruitment Marketing Software offers features for improving your Employer Branding and Social recruiting strategy and creating an attractive branded career site – no coding skills necessary!

With Recruitment Marketing Software you can engage and nurture your candidates on a whole new level. You can advance and automate your Candidate Relationship Management and email recruiting campaigns, which will create a better candidate experience and save you a ton of time!

Finally, Recruitment Marketing Software provides tools for successfully converting candidates and tracking your whole recruiting process. Form user-friendly application form to highly advanced hiring analytics and reporting.

Who can use Recruitment Marketing Software?

Recruitment Marketing Software was created for recruiting experts like recruiters and HR professionals.

However, since modern Recruitment Marketing Software is user-friendly and easy to use, many small companies without specialized HR professionals have also started using this tool.

With Recruitment Marketing Software, small companies can handle the whole full cycle recruiting process and all related marketing operations in house. In that way they save a lot of money they previously had to spent on recruitment agencies services.

Which Recruitment Marketing Software to buy?

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. Which one is the ideal for you?

There is a proven strategy that helps in making the best decision about which tool to buy.

Step 1

First, start with identifying your recruiting goals and challenges.

Step 2

Second, check out the extensive list of solutions offered by Recruitment Marketing Software and see if you can find solutions for your challenges.

Step 3

Third, pick the recruiting software that best suits your needs.

That’s it! 🙂

P.S. You can also download 2018 Guide for Buying a Recruiting Tool. It offers interesting insights and useful advices for buying a recruiting software tool.

How HR Can Be the Rock Star of Employee Experience

Written by Deepak Bharadwaj, General Manager of the HR Business Unit at ServiceNow

In 1981, James Hetfield, an unknown vocalist and guitarist responded to an advertisement posted by drummer Lars Ulrich in a local newspaper. From this meeting, Metallica was born.

As a huge fan of Metallica, my ears are still ringing from the last concert I attended in San Francisco’s Golden Gate park. Every time I see them live I walk away amazed at their talent. For many, Metallica is the epitome of heavy metal, and while many of their peers from the 80s and 90s have faded away, Metallica is going strong. They released their tenth albumin2016 and have sold more than 58 million albums, a number only exceeded by the Beatles and Garth Brooks.

I’ll spare you the rest of the history lesson, but I hope you will indulge me on what makes this band so popular: What may sound like loud noise to some is a four-person group coming together, each with their own style and backgrounds to create a finely orchestrated metal experience.

HR leaders can draw inspiration from Metallica and its frontman, James Hetfield. The key to a successful organization isn’t much different than what makes a band successful. A band finds success when they can pull all of the different parts together – lead guitar, rhythm guitar, bass guitar, drums and vocals – all working in perfect harmony creating that sublime listening experience for the audiophile. Similarly, an organization finds success when all departments providing service to employees – IT, facilities, finance, legal and of course HR come together to create that unparalleled end-to-end employee experience. And HR must be in front with responsibility and accountability for this outcome.

Take onboarding for example: HR helps set an employee up with their tax forms, direct deposits, benefits packages and employment contracts, IT also has to to provision their laptops and accounts, while the office manager helps with a desk area and whatever other supplies may be needed. It is hard to imagine an effective onboarding process that does not bring all of these departmental services together. Yet, for many years HR has operated in a silo with little interaction with other departments leading to often disjointed processes. But employee expectations in the workplace have changed significantly, and HR can no longer ignore collaborating with others outside HR. It takes all departments working together to provide a positive and exceptional employee service experience.

While Hetfield wrote the lyrics to “Enter Sandman,” it was lead guitarist Kirk Hammett who did the riffs. The end result was a song referred to as one of Metallica’s best moments and earned them a place on Rolling Stone Magazine’s “500 Greatest Songs of All Time” list. Its time for HR to create that well-orchestrated masterpiece.

Before we get into the “how” let’s begin with the “why.”

Employees first (♪ Nothing Else Matters ♪)

I’ll start with the backbone of the organization, its employees. When you look at the employee experience, one of the most important things to consider is employee interactions with HR and other departments that provide service. If employees are frustrated with the level of service they experience, then something needs to change.

Today’s employees want their experiences at work to be just as easy as ordering a Lyft or shopping on Amazon or booking an AirBnb or filling out their tax returns with Intuit’s Turbotax. They want easy and fast access to information without having to spend time searching or having to ask around. They want to be able to make a request and receive regular updates and reminders if further action is needed, but with little to no exposure to what’s going on “behind the scenes” to fulfill the request. From their standpoint, providing this level of service across the enterprise should be a top priority for organizations and they look to HR to own that end-to-end experience for important life events such as having a baby, a promotion, a transfer or onboarding. Yet, a recent study ServiceNow commissioned of 1,850 business leaders shows that HR is the department most in need of a “reboot.” Not only that, the study also revealed that the three most inefficient processes also happen to be HR-related – employee relocations, leaves of absence, and onboarding.

Enough is enough, it’s time for a change.

HR is the Lead Vocal ( Master of Puppets )

When James Hetfield was asked about Metallica’s hit Master of Puppets and what it meant for the band he explained that they were “definitely peaking” and that the album had “the sound of a band really gelling, really learning how to work well together.” Drawing inspiration from that massive hit of a song, I’d like to suggest that given the employee expectations in today’s world, it is time for HR organizations to begin “peaking” and reaching new levels of effectiveness by coordinating across the organization and “gelling” the various departments and processes. By doing so, HR becomes the lead vocalist and leader of the employee service experience, making sure processes and tasks get completed with complete end-to-end visibility.

Almost all employee life-event services provided by HR touch other departments. With better cross-departmental coordination, companies are sure to see increases in efficiency, greater visibility into processes, and overall happier and more productive employees.

Here are four steps for organizations to achieve cross-departmental success:

  • Clean up shop. Before anything, each department needs to clean up their act and get organized. HR cannot successfully bring departments together if individual departments are bogged down in managing requests in an unstructured manner.
  • Unite departments. Work towards a “team” approach by getting all departments involved. Welcome ideas and have open discussions about how departments can work together better to provide the best end-to-end employee service experience.
  • Constant communication. Provide a way to communicate back and forth effectively, between departments and with employees. Be transparent and open with departments as you help guide them through processes while reminding them of the benefits to their group and the organization.
  • Ongoing optimization. Use analytics and employee feedback to determine what is working and what can be improved. This should be an ongoing process that is constantly evolving and proactively looking for ways to be more effective.

While HR may not officially belong to the Rock and Roll Hall of Fame, HR organizations can certainly be rock stars within their company. By bringing departments together and working as a team, not in silos, HR can lead the way in improving the employee service experience.

The Stress Factor: What the Online Rhetoric Doesn’t Tell You about Business Growth

Author: Terri Hiskey, Vice President, Product Marketing, Manufacturing Portfolio at Epicor Software

You don’t have to search far on LinkedIn before you come across phrases like ‘I’m a results-driven go-getter’, ‘I thrive in a fast-paced environment’, ‘I’m a best-of-breed strategic thinker’, and ‘I have a track-record for generating business growth’. The list goes on.

But beyond the online show, a lot of people–and the organisations that employ them–actually find business growth rather stressful. And that’s the case even though many organisations are constantly looking to grow their businesses by expanding into new territories, developing new product lines, or boosting their profits.

According to Gideon Neiman and Marius Pretorius in their book Managing Growth, business growth puts a strain on resources. It often requires employees to work harder and faster, and needs managers to make quicker and more accurate decisions. Business growth also involves change–whether that’s integrating new locations, new colleagues or new products into existing processes, and this too can make growth more challenging. As part of its global growth survey, Epicor has looked in more detail at the realities of business growth, in order to better understand how different organisations across the globe cope.

By surveying over 2,000 business professionals across the world, we found something that LinkedIn’s online show of pride doesn’t give away. While one-in-three business professionals find growth rewarding, two-in-five actually find it challenging, one-in-five finds it stressful and one-in-ten even finds it painful. Perhaps these things are easier to admit on an anonymous online survey than on a public LinkedIn profile page!

Stress

The realities of growth are therefore more complex than they may at first seem, with stresses and challenges playing a significant role in employee experiences as the businesses they work for develop. Nevertheless, with businesses generally feeling optimistic about their growth prospects (scoring an average 7.2 out of 10 for optimism), they must come to grips with these realities to make the growth process easier.

While a certain amount of stress can be stimulating, it can also be incapacitating for businesses or employees for whom it is not manageable. For example, in his work on stress in business, Jim Taylor, Ph.D. from the University of San Francisco, explains that growth can put employees under psychological pressure to perform, and that in turn can give people more energy and endurance, sharpening their thinking and focus for the intellectual demands they face. However, as soon as demands begin to exceed capabilities and resources, business growth (and the stress it brings) may become debilitating for workers and the businesses that employ them.

Stress may be a by-product of growth, but businesses want to grow. So, what can they do to help make the journey easier?

Our research shows that businesses turn to a variety of methods to help them keep on top of the stresses and challenges they face while growing, and demonstrates that different members of the workforce have different opinions on how to make business growth a better experience. Not surprisingly, two-in-five (38%) members of staff questioned in our study believe that business growth could be less stressful with better leadership. On the flip side of this, 37% of directors and managers think that the challenges of growth can be largely overcome if employees worked more efficiently.

There are differences too, between different sized organisations–with a quarter of large organisations (with over 1,000 employees) tending to feel that growth would be less stressful if their business model was more flexible, and only 16% of small organisations (with under 100 employees) feeling the same. Smaller businesses, after all, tend to find it easier to adapt, making change less difficult to manage. Larger organisations on the other hand tend to have to work harder at evolving. They have more internal processes to follow, and more stakeholders to involve in strategic decision making, which is an inevitable aspect of growth.

Across the board there is widespread recognition that implementing better technology is key to a business’s ability to cope with the stresses and challenges presented by growth. Making use of the latest technology can help businesses work more efficiently, and even help them expand into new geographies, without having to make huge investments in staff and facilities. This is especially true in the manufacturing sector, where intelligent enterprise resource planning (ERP) solutions are helping organisations to bridge the top floor with the shop floor. By doing this, ERP systems allow for better data flow–for example between sales teams, machines on the production line, shipping partners and customers–as well as automating otherwise manual tasks to cut time to market.

Almost half (47%) of business professionals across the globe agree that technology is an important factor in overcoming the challenges of growth, with those that are in a position of power tending to feel even more strongly about this fact. 54% of CEOs and 52% of directors and managers believe that technology helps them overcome the stresses of growth. However, just 37% of staff who are less senior agree.

It’s possible that more senior staff have a better understanding of the business benefits of technology change, because they have a clearer idea of the business’s growth strategy and the ‘end goal’ that technology will help them to reach. Less senior employees however, tend not to be involved in the decision-making process, making it harder for them to see the value in change. They may also be over-burdened by increasing workloads and have little patience for learning how to use new technology on top of their daily grind.

Technology change can moreover threaten the organisational culture of the workplace–it can change the work environment by transforming tasks and processes, and providing greater visibility of those tasks, something which will understandably make staff nervous if they don’t feel they have a personal and professional stake in the changes being made. Organisations that do chose to embrace digital transformation on their pathway to growth must therefore do this in a manner that will allow all members of the workforce to understand the reason for the business’s investment, to overcome resistance from staff.

While it’s certainly true that some business professionals do thrive under the pressure of growth, beyond the online rhetoric, and the year-on-year increase in output or profits, there’s a deeper, more human experience of business growth too. While some find it rewarding, others find it challenging. The most successful high growth organisations are those that have flexible systems, are able to constantly adapt to new and better business models, and are able to bring their staff onboard with changes along the way. Investing in technology is a good way to meet these three growth requirements and tackle the challenges of growth head on.

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.

Candidate-driven-market

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.

Why?

Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.

passive-candidates

In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.

candidate-experience-recruiting-tool

3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  

Benefits-oF-using-an-applicant-tracking-system-ATS

Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.

HR-guide-recruiting-metrics

Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.

recruiting-trend-social-recruiting

You can use social recruiting to proactively search for potential candidates, build relationships with them and encourage them to apply to your vacant job positions.

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.

employee-referrals-stats

Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!

How HR Technology Can Help You Overcome Biggest Recruiting Challenges

How HR Technology Can Help You Overcome Biggest Recruiting Challenges

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

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

What are your biggest recruiting challenges?

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

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

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

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

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

Recruiting challenge #1: Finding qualified candidates

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

talent-shortage

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

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

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

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

Recruiting challenge #2: Attracting passive job seekers

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

passive-job-seekers

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

Recruiting challenge #3: Reducing time-to-hire

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

Let’s examine both of them.

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

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

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

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

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

employee-referrals-stats.png

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

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

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

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

How can HR technology help you overcome this recruiting challenge?

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

Applicant-tracking-system-benefit-quality-of-hire.PNG

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

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

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

Recruiting challenge #5: Measuring the effectiveness of recruitment strategy

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

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

data-driven-recruiting.png

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

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

How can HR technology help you overcome this recruiting challenge?

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

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

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

Other recruiting challenges and HR technology solutions

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

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