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

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.
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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.

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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.

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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.

HR Tools: The List of Best HR Software by Type

HR Tools: The List of Best HR Software by Type

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This ultimate list of best HR software by type offers an overview of various HR software available on the market. It will help you comprehend all the different aspects and solutions HR tools can provide so you can identify the one that best suits your needs.

What are HR tools?

HR software are software programs or tools designed to automate, streamline and improve human resources operations and processes.

HR software are known as:

  • HR tools
  • HR platforms
  • HR information systems
  • HR management systems
  • Software applications for human resources

The benefits of using HR software

HR software have proven to improve some of the most important HR metrics.
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There are vast benefits of implementing HR software in HR management, but here are the 6 main ones. HR software tools can help you:

1. Improve productivity

HR software can digitize all your paperwork, making it easy to search, update and available to every member of your HR team anytime, from anywhere.

2. Save time

HR software can streamline and automate a huge number of HR functions. With HR tools, tasks that previously required many hours of work can now be executed very quickly and easily – or sometimes even done automatically.

3. Reduce errors

Even a minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company. The use of HR software reduces the amount of human error and related risks to a bare minimum.

4. Improve decision making

With HR software you can store and analyse huge amounts of employee data, measure the most important metrics and generate informative reports that can help you improve your decision making process.

5. Improve communication

HR software can improve communication and collaboration between teammates of you HR team or department, between different HR teams and of your HR team with external associates, employees and candidates.

6. Save money

The use of HR software can lead to substantial cost savings in many different ways – from saving numerous hours of manpower, and improving your business decision making to reducing the chance of human, legal and accounting errors which can cost you money.

Different types of HR software

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HR software can be grouped in 3 main types regarding the aspect of HR functions they manage:

  • Type #1: Recruiting HR software
  • Type #2: Administration HR software
  • Type #3: Human capital management HR software.

Buying a HR software: Which HR tool to choose?

Even though there are many different things to consider when buying an HR software, there is a proven strategy that helps in making the best decision.
The crucial step is to clearly define your own HR goals and challenges. These can be things such as finding and hiring best candidates, evaluating your employees performance, automating your HR administrative processes (personnel tracking and payroll) or any other HR goal you may have.

List of best HR software by type

Type #1: Recruiting HR software

Recruiting HR software are HR tools designed to improve and streamline hiring process. Recruiting tools can help you with sourcing, attracting, testing and selecting candidates.

1. Recruitment Marketing tools: Since Recruitment Marketing is a relatively new discipline, there are still not a lot of RM software out there, so make sure to check out TalentLyft Recruitment marketing platform and the list of solutions Recruitment Marketing software can offer.

2. Candidate Sourcing tools: TalenLyft Source, OctoHR, Snovio, Intelligence Search, Hiretual, Lusha.

3. Email Finders: Email Hunter, Voila Norbert, Find That Lead, Headreach,

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4. Applicant Tracking System (ATS):  TalentLyft Applicant Tracking System

5. Employee referrals tools: TalenLyft Source, Teamable, Employee Referrals, Referagig, Reffind, Boon.

6. Candidate Assessment and Testing tools: TalentSorter, Testdome, Eskill, Codility, ClassMarker, ExpertRating, HR Avatar, Sabber.

7. Video Interviewing platforms: Skype Interviews, Montage, HireVue, InterviewStream, Rivs, Interactly.

8. Background Checks tools: Intelifi, GoodHire, ClearStar, AccurateNow, OPENonline.

Type #2: Administrative HR software

Administrative (or core) HR software are HR tools designed to manage day to day HR administrative needs. Administrative HR tools help you manage basic employee information, attendance records, benefits and compensation, payroll etc.

  1. Personnel (time and attendance) tracking software: GAO Personnel Tracking System, Time Doctor, Work Examiner, EasyClocking, TrackSmart, ClockIt.
  2. Payroll software: Xero, Wave, ADP, Intuit Payroll, SurePayroll.
  3. Benefits software: PeopleKeep, Benefitsolver, ThrivePass, Benefitfocus.
  4. Employee scheduling software: Humanity, When I work, Shiftboard, Homebase.

Type #3: Human capital management HR software

Human capital management software are HR tools designed to ensure that a company is efficiently using, managing and developing its talent. These HR tools can help you manage onboarding, employee performance reviews and education of your employees.

  1. Onboarding software: Kin, HR Onboard, Onboard by HR cloud, Click Boarding.
  2. Employee performance software: 15Five, AssessTeam, Trakstar, PeopleGoal, Impraise, Reflektive.
  3. Employee engagement software: Peakon, Briq, TINYpulse, Officevibe, Bitrix2, VibeCatch.
  4. Learning management software: Lessonly, Looop, Grovo, Mindflash, GamEffective.
  5.  Offboarding software: Offboarding by HR Onboard.

How HR Continues To Evolve, Technologically and Politically

How HR Continues To Evolve, Technologically and Politically

Changes in human resources are driven by a number of overlapping factors, including the demographics of both the workplace and surrounding society; political climate and legislation coming out of it; and the development of new technology.

The rise of tech startups have created a lot of change in business communities and shifted the expectations of employees. Add breakthroughs in cloud services and management software, and authentication into the mix, and it’s easy to see how the tech boom has had a major effect on the procedures and culture of HR.

Hiring and Interview

Finding job seekers is getting easier and easier. On the other hand, as easy as job sites like Indeed and social networks like LinkedIn have made posting ads, they’ve also allowed a larger number of job seekers to respond.

Recruiters and hiring managers must deal with a much greater volume of applicants if they choose to make use of internet job postings. The benefit is that it’s easier to find the right candidate. LinkedIn and resume upload sites have made it especially easy for savvy HR professionals to target the skills they’re looking for and search for candidates more intentionally.

On the interview side, things are changing too. Skype and other video and voice-over IP apps are making remote interviews a more robust and common process. Being able to interview over long distances is exposing recruiters to talent from far-flung places. 43 percent of Americans say they spend at least some time working remotely, according to The New York Times. Remote work is changing office environments, and it’s changing the way companies hire, giving them access to employees hundreds or thousands of miles away.

Company Culture

The hiring process is closely related to company culture, but it’s an idea that goes far beyond the initial hire.

This is where the tech startup world has made a huge influence. “Company culture” has almost achieved buzzword status in job ads. Both prospective job seekers and employers are putting a heavy emphasis on “fitting in” with the company culture.

This has come with advantages and disadvantages. Tech companies in particular have shown how “culture” can be taken way too far. There have been a number of high-profile cases where culture has been used to justify abuse, inaction, or discrimination.

Company culture is a powerful and popular tool to ensure that businesses and employees truly make the most of their personnel. Every work environment is different, and hiring an employee with the right skills but the wrong demeanor can be more damaging than hiring someone who needs extra training.

Contracts and Consent

One of the biggest developments in recent years has been the ability to handle contracts, compliance, performance reviews, consent forms, and anything else that people need to sign digitally. HR departments have been leveraging digital signatures to streamline and more effectively track important documents.

Paperwork that can be signed electronically can be carefully controlled and tracked. A performance review can be signed in order, first by the employee, then by their manager, and added to their digital record without any printing, scanning, or physical transportation. The process becomes shorter and easier to track.

Timestamps recorded on electronic signatures are more accurate, and the digitizing process is better for privacy and compliance because control is kept of the document at all times. It’s easy to track who has access to it. Signing something electronically may not feel very safe, but electronic signatures are built of digital signature technology which provides encryption and verification, making the whole process very secure.

Communications Technology

Some companies are choosing to adopt high-tech communications technology within their workplaces as a way to improve efficiency of both employees and HR processes.

Chat applications are one way that companies improve communication, letting employees interact with each other and their managers in real time to discuss topics or pose questions that they wouldn’t ordinarily interrupt one another with.

Another high-tech communications solution comes with digital signage that HR can leverage to cut down on emails, poster printing, and newsletter composition. Announcements of events, important legal updates or performance metrics can instead be simultaneously displayed across a number of devices. That way, employees have information available at a glance without having to open a distracting email whenever there’s a company announcement.

Safety and Compliance

Workplace safety has changed a lot over the years. From the days of steelworkers clambering unassisted on top of skyscrapers and employees handling asbestos, the law and cultural attitudes about safety have made dramatic turns. So too is it with liability surrounding legal rights of employees, such as overtime laws and “theft of employee time”.

One of the biggest changes has been the uptick in retroactive legal action against companies that engaged in unsafe and unlawful practices. Though HR teams were always tasked with compliance and liability limitation, as lawsuits become more prevalent and potentially damaging, Human Resource’s role in protecting the company, and by proxy the company’s employees, has been magnified in recent years.

HR departments work tirelessly to create inclusive, safe workspaces that don’t discriminate or place employees in unsafe situations without a reasonable notice and acceptance of risk. Digital tools are making this process easier and will continue to influence the shape of human resources as we discover new ways to track, authenticate, and communicate.

7 Tools That Will Help You Start a Home-Based Business

The traditional method used to start a business was to rent an office space and get down to work. However, the overhead associated with supporting an office right from the start was challenging and even detrimental in many cases.

The good news is that technology has evolved over the years to make it much more functional and practical to run a home-based business and even to grow your business substantially in a cost-effective way. As wonderful as running a home-based business can be, keep in mind that there are still obstacles that you will need to face and overcome.

Here are several effective tools that can help you better manage and grow your home-based business.

Basecamp

Whether you want to keep yourself focused on relevant tasks for practical efficiency or you are trying to manage a remote team in the most time-efficient way possible, Basecamp can help.

This app is an excellent resource for planning and scheduling, organization, accountability and more. You may never have to worry about meetings taking too much time or missing deadlines when you and your team maximize the benefits that Basecamp can provide.

Google Hangouts

As soon as you add your first remote employee to your team, you need to find an effective way to communicate. Google Hangouts gives you text and voice communications in one platform. There is even a video communication feature.

You can use it on your desktop and mobile devices seamlessly so that you never miss important communications with your remote team. Logs of conversations are also maintained to help everyone remain accountable. Because this is a free tool that you can start using immediately, it is ideal for small businesses that have two or more workers.

Freshbooks

Small business owners can spend an incredible amount of time on financial management and accounting tasks. However, this is an area that you need to excel at if you want to properly manage your money, budget for growth and more.

Freshbooks is a user-friendly application that has robust capabilities. It’s a perfect choice for managing your home-based business’ finances. It has easy functions for invoicing, tracking payments, creating reports and more. Because it is designed for small business operations, you may find that it has more applicable features that are relevant to your specific situation.

Wagepoint

Processing payroll each week can be time-consuming and stressful. This is a task that needs to be completed within a specified amount of time, and you can’t afford to make costly mistakes.

Wagepoint is designed to help small business owners simplify this task in an affordable way. It also ensures compliance with all relevant government agencies and can help you to process tax forms and more. Employees can even access their own compensation information to save you additional time when questions arise.

Close.io

Sales is a critical component to most small businesses. You understandably need to track leads and follow up with all potential customers in a timely manner, but you also need to close deals.

Close.io is a CRM tool that is designed specifically for small businesses like yours. You can manage conversations and email messages so that you never drop the ball. You can also set reminders, create reports and more in one convenient and streamlined platform. With applications available for multiple users, you can easily track the efforts of your growing sales team as well.

CoSchedule

Effective marketing for your small business requires you to create and execute a detailed, robust marketing plan in a timely manner. With CoSchedule all aspects of communications about your marketing plan can be stored in one convenient location. You can create marketing materials within this platform, manage your marketing team and create an on-going marketing calendar so that you never miss a beat.

Remember that timely delivery of marketing content is critical to generating superior results. Because this is a collaborate solution, your entire team will stay organized and aligned.

Groove

Customer service is essential for your customer satisfaction rating, loyalty, future sales, brand reputation and more. Groove helps you to streamline many aspects of your customer service activities.

For example, through this platform, your agents can create tickets based on phone calls, social media posts, email and more. You can track the tickets, analyze them and ensure that everything is tended to in a timely manner. This is an excellent tool that can help you and your team to stay on track so that nothing slips through the cracks.

Final Thoughts

Handling all aspects of your business operations properly and efficiently requires considerable effort, but you do not need to handle tasks manually. Technology is now available that can streamline and simplify many aspects of your operations from day one. Regardless of whether you have a one-man shop or a growing small business with several employees, these exceptional tools are wonderful resources that you can begin implementing right away.

11 Office Tasks You Need to Automate

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We all have tasks at work that we don’t want to do. Sometimes we can bribe our co-workers with burritos to do them for us, and other times we have to suck it up and get on with things. But, for some things, there is a third option. You can always automate them.

Failing to automate repetitive tasks can cost businesses as much as $13,000 per year per employee. That’s a whole lot of burritos.

Automating repetitive tasks, meanwhile, makes for happier employees and less workplace stress.

Here’s a look at some of the office tasks you can automate.

Organizing meetings

Meetings can be huge time sinks. It doesn’t take much to go off on a tangent that turns a ten-minute meeting into an hour-long one. While I can’t offer any advice on how to stop this from happening, I can offer you some advice on how to speed up the organizing of the meeting.

Coordinating schedules can be a huge hassle. When it’s done using calendar sync, that hassle is taken away. The process is quick and seamless. Everything from booking to cancelling to rescheduling meetings can be done instantly. Everyone gets notified as soon as any changes occur. If your HR software uses Smart Invites, even external attendees can be notified of any changes.

Software can even be set up so that bookable rooms and resources can be reserved for your required meeting, and you can organize meetings around the availability of the equipment that you need. Now that’s a time-saver.

Sending meeting reminders

When a meeting is booked weeks or even months in advance, it’s easy to forget about it. That’s why adding appointments to your calendar is so important. It prevents double-bookings and means you have all your appointments in one place. Setting up meeting reminders means that you won’t be late even if there’s traffic – calendar services such as Apple Calendar can factor in traffic when sending you time to leave notifications.

Booking paid time off

Everyone loves time off. Booking it should be a seamless process. It should also be easy for staff who have time off to notify their colleagues about when they’re out of the office. Syncing paid time off management software to employees’ calendars allows managers to cross-reference who’s off and when. This helps them to make more informed decisions and ensure that there’s always someone around should there need to be.

Reporting

Reporting can be a tedious part of any job. Automating data entry makes it a faster and less tedious process.

Excel macros, for example, can save employees from needing to enter the same information hundreds or even thousands of times.

Replenishing supplies

From stationery to ink cartridges, offices get through a lot of equipment. Getting hold of suppliers to reorder equipment can mean sitting on the phone twiddling your thumbs while you sit on hold. With modern technology you shouldn’t need to do this. Printers can connect to suppliers and automatically order new equipment when ink or toner is close to running out. Other supplies, such as pens and notebooks, can be set up as a subscription so that there’s always a fresh supply around the office.

Hiring contractors

From a broken toilet to a leaky roof, there’s always a need for contractors. The fastest way to find one is online. When contractors connect their calendars to a booking software, businesses can book someone in seconds. This appointment can then be added to the contractors’ calendar automatically.

Paying bills

Paying bills is necessary for any business. When it’s automated, not only do you not need to worry about it, but you can assure your suppliers that payment will come out on a particular date. This gives both you and them peace of mind.

Signatures

Signatures are difficult online. When you’re responsible for a large team or company, it can feel like you’re always signing this or that. If you need to email a contract to someone, you have to print the paperwork out, sign it, scan it back in, then email it across. This process isn’t necessary any more, though. Some programs now allow you to generate an e-signature that allows you to sign something electronically. You get to save some trees and it’s minimum effort. Perfect.

Email responses

Automated email responses can be used for many things. They’re handy to notify customers that you’re not ignoring your emails, you’re just topping up your tan in Cyprus; they can confirm that a customer has filled in a form on your website or signed up to your mailing list, or they can acknowledge a customer query about a particular topic.

Customers appreciate that you’ve acknowledged their email – even if it’s an auto-response – and you can reply to their email properly when you have the relevant information to share with them, or you’ve finished topping up your tan.

Collecting customer information

It’s important to keep an up-to-date record of your customers’ details. It’s also important for a customer to not feel like they have to repeat the same information each time they speak to a different department. That’s why CRMs are so useful – every team member has access to the latest customer information. They can also track the last time a customer was spoken to or contacted, and all of the previous points of contact you’ve had with the customer in question.

Filtering candidates

Applicant tracking systems (ATS) allow you to automate parts of the hiring process to make it easier, faster, and better-organized. One of the key ways an ATS can do this is by filtering candidates based on the requirements for the role. The ATS can be set up to search for keywords or phrases in a candidate’s CV, then filter out anyone that doesn’t match the criteria. The hiring manager then has a smaller pool of applicants to shortlist for interview.

Conclusion

These are just some of the office tasks you can automate to make your average day easier and more productive.

While many of the office tasks that can be automated are often simple, they also tend to be repetitive and boring. Getting rid of them – or in the very least making them easier – makes for happier employees.

Saving just a few minutes every day adds up over the course of a year. This makes a huge difference to an employees’ productivity, and therefore the business’s yearly outcome, too.

What office tasks do you automate, and what difference has it made to your work life? Let us know on Twitter!


Source: 11 Office Tasks You Need to Automate | The Cronofy Blog

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