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Recruitment service is an organization particular model of how the sourcing of the new representatives is embraced. Normally the responsibility for recruitment process dwells inside the HUMAN RESOURCES work. In any case, it might rely upon particular organizational structure.
Of the numerous choices, SMALL BUSINESSES proprietors need to make today, enrolling the correct candidate at times on the limited budget can turn out to be troublesome. Not very many entrepreneurs can play out different parts of hiring candidates, for example, managing difficulties of limited budget, filling open positions and above all to continue running business proficiently.
HR OUTSOURCING your recruitment services can enable you to agree with the job searchers who have specific abilities. Organizations hope to outsource recruitment services, conveys organization a key favorable position through the nature of individuals.
What is the cost of Recruitment services?
RECRUITMENT industry is a flourishing one. Finding an incredible candidate utilizing and external agency will spare the cost of time engaged with pre-screening the candidates. Nonetheless, on the off chance that you are hoping to go into a long haul contract with an agency, it is essential that you think ahead the costs previously making any dedication.
Regardless of whether it is here and now recruitment or long haul, the whole recruitment process relies upon the extent of the work. By and large we charge 8.33% of yearly CTC. Can be debatable relies upon the prerequisites.
Which is a decent alternative, In-house Recruitment or Outsourcing the same?
The contrast between expediting a representative staff and outsourcing the capacity has a tremendous effect on your everyday exercises, the result of your venture and numerous business related exercises.
In any case, there is no obvious meaning of when to OUTSOURCE and when to keep the work in-house, every circumstance is one of a kind. In any case, on the off chance that you feel that dominant part of your opportunity is spend on hiring right resources and you are not ready to focus on other work, it would be a correct choice to outsource recruitment services.
OUTSOURCING recruitment could be the answer for your greatest cerebral pains on account of straightforward reasons like:
Less difficult on-boarding process
A high turnover rate
What to search for while choosing an agency which is into Recruitment services?
Private companies that like to outsource the work hunt and screening process must think about the notoriety, practices, strategies and most critical part is cost of recruitment services. Here are couple of essential contemplation's while choosing an agency for the organization to locate the best candidates:
Continue doing what you specialize in
Despite business measure, the time it takes to discover, screen, and interview job candidates strips valuable time far from your center capabilities, bringing about lost efficiency and gainfulness. Outstanding amongst other things about recruitment process outsourcing is that the recruitment agency does not utilize any of the center business resources and empowers entrepreneurs to discover the ranges of abilities they require without diversions from business operations.
Reduction in turnover rate
Finding the perfect candidate for any position requires significant investment. Hiring anything not as much as the perfect candidate eventually adds to turnover. Turnover or steady loss at that point influences the proficiency and profitability of your business, which at last effects benefit. Recruitment offices have expansive pools of information and can enable you to locate the best ability.
Keep up with the competition
Little organizations and new businesses more often than not don't have an indistinguishable resources from their bigger partners. Be that as it may, they can contend better on the off chance that they outsource their enrolling procedure. A recruitment service supplier can quickly and productively discover best candidates to enable your private company to assemble its key staff and stay aware of bigger organizations with more resources.
Enhanced work mark
The work mark is basically the character of the organization to the extent hiring is concerned. At the point when each other part of the selecting procedure is set up and running easily, the work mark normally makes strides. On the off chance that your candidate quality enhances, that exclusive looks great to other potential candidates for your organization.
Advantage of Scalability
Organizations encountering quick development or regular spikes that make it hard to address enrolling issues. That is the reason they regularly outsource enlisting procedure to better control fluctuating selecting movement's effect on their business. One of the astounding advantages of recruitment process outsourcing is having an enrolling procedure set up that can scale up or down whenever, contingent upon your prerequisites.
When we think about the criteria for hiring or not hiring an individual, passion is rarely something that is put into the rubric. However, it is many times the number one corollary with high performing employees. With that in mind, we asked Dean Griess of Schwab Business Learning to share his thoughts on hiring “passionate” candidates.
Why is passion an important criterion for hiring?
I like to challenge not only my thinking but the thinking of the team members I support by asking them, “would you want someone on your team that you have to expel excessive amounts of energy to keep them motivated or someone that inspires you and is willing to be inspired?” If someone doesn’t have passion for the role they are applying for, then ultimately what happens is the manager now has a person that is keeping a seat warm.
Is this true for every type of job?
1000% YES! Most people think passion is only visible by making loud noises, jumping up and down and getting people get excited. That is certainly not the case. Over my career, I have seen passion show up in many different ways and it all depends on how that person is wired.
I personally do not have a passion for spreadsheets; it is not how I am wired. Yet I have colleagues that love taking raw data, diving neck deep into it and uncovering the story contained within the numbers. That kind of passion usually shows up behind a computer screen and is not visible. That passion is equally important to overall success.
How does passion rank against other criteria? Is it a total deal breaker if someone doesn't have passion?
For me, it is the #1 criterion. I wouldn’t say it is a complete deal breaker; however it weighs heavily on the decision. Even if a candidate does not have all the boxes checked for what I’m looking for, I would rather hire someone that brings an enthusiasm to the role over someone that is passive and has a “complete” resume.
The person that bring the enthusiasm will take advantage of every opportunity, be a learning sponge, and will ultimately do whatever it takes to be successful. Those are the kind of people I want to work with. Let’s be honest, those are the type of people we all want to work with.
How do you figure out if someone has passion for a job?
There can be several signs. Body language plays a huge part…how they sit, where their eyes go and tone of voice, just to name a few
Here’s an example: A colleague of mine asked me to sit in on an interview with a candidate. He was top on the list for a role on the team. During the conversation, he said all the right things and had a very impressive resume. As we continued to meet with the candidate, he sat very passively to the side in his chair and when he spoke, there was minimal voice inflection and seemed to shy away from making quality eye contact. After the conversation, my colleague asked me, “So…what’d you think? Good, right?” He was shocked when my answer was no. After providing my reasons, he thanked me for my feedback and we went on with our day. Four days later…the candidate withdrew his application before the offer was extended. That is an example of someone just looking for A job instead of wanting THAT job.
Keep in mind, I am not an expert at social behavior, but I truly believe it plays a part in telling a story. When these types of signs occur, we can all relate to that feeling we get as to whether this is the right candidate or not.
What do you do when you see someone's enthusiasm wane once they actually come and work for you?
This can and does happen. It is human nature. When circumstances change, career trajectory changes or even life happens, it can impact the enthusiasm. When these situations occur, I feel it is my duty to help find a way to reignite that fire they once had or help to identify where their passion lies. Whatever direction is identified, I want to make sure I provide the support they want or need, especially if their passion compass is pointed in a different direction. I never want a member of my team to feel stuck. If they take an opportunity to reignite their passion in a different role and I find someone that brings passion to that vacated role, it is a win/win for both of us. I have never faulted anyone for following their passion, if anything I figure out how I can help fan that flame.
You know there’s a funny fact about mosquitoes…only the female variety of mosquito will bite you, while only the male mosquito makes an audible “buzz” when it flies. So the saying goes, it’s when you hear nothing that you should worry most.
We’re currently going through one of those transitory phases where change & uncertainty abound. Needless to say, the buzzing has begun in earnest and employees attack any vacuum of information by filling in the blanks with whatever information we can – gossip, conjecture, commiseration, some fact, some fiction. On any given day, the narrative may change as bits of information are acquired, interpreted, and factored into the commentary. And, as I’ve written before, the human default mindset during times like these is decidedly negative, so the “buzz” is fueled by fear, anxiety, and pessimism. It’s not a good place to be, emotionally speaking. Buzzzzzzzz…
But the buzzing does have its merits. When people talk, you can listen, respond, and maybe even alleviate their concerns. At the very least you can start to listen for common themes. It’s hearing nothing that should make you worry. Whether the silence is one of resistance, disagreement, disillusionment, or disengagement, you can’t address what you don’t know.
Why the silence? Many are coping in their own silent, invisible manner – including those who know they have the skillset to quickly and seamlessly find a newer, less volatile workplace. And remember, it’s the strongest swimmers who are the first to abandon a sinking ship.
So, as leaders, how do you keep your best hands on deck?
Let Them Know ~ Do your key people know they are key people? Recognition and appreciation are rarely used too much in situations of uncertainty. If I’m someone you truly value, tell me so.
Be Available ~ Closed office doors breed mistrust. While mouths may be shut, eyes are wide open and your employees are taking visual note when too many “private” meetings take place. It can be unavoidable, especially when you’re in Human Resources, but acknowledge the anxiety you may be causing with closed-door conversations and empathize.
Seek Resistance ~ When you’re not hearing angst or concern, you need to actively seek it out. Be a walk-around manager, be visible, be communicative, and be a safe harbor for your people when the opportunity to vent presents itself.
Be The Mirror ~ Realize that eyes of your team are upon you; your role changes from barometer to thermostat during times of uncertainty. Your actions and words will set the tone, especially to those who are wavering in their commitment level. The power of “Mirroring” (Pritchett) cannot be underestimated.
Keep Managing ~ Lack of leadership is kryptonite to a high-performing employee. If you relinquish control or relax expectations, you risk the dreaded double-whammy, i.e. you’ll lose the good people, but you’ll keep those who are happy to be disguised with inactivity.
It’s not easy to rise above your own emotional response when faced with significant change. You can’t avoid or ignore your own coping process, but rise above the personal impact of uncertainty to make a collective impact on those around you. Do your best to keep the buzzing active – the alternative will bite you.
As your business continues to grow and change scalability is a necessity. You need to be able to quickly accomplish this but traditional on-premises systems communication systems make this difficult – if not impossible. This is because they cost more to set up and maintain. They also make you rely more on IT support. On the other hand, choosing a cloud solution not only costs you less money, but it's also more streamlined and agile. Of course, this is only an example of the many reasons why cloud-based communication is growing in popularity today.
Today's workplace is growing more mobile by the day. This is something that small businesses must keep up with. It's important for them to be able to operate from various locations at once. Small Biz Trends reminds us that with a cloud-based communication system in place, this is possible. Employees can log in from any location. You and your customers can also reach them while they're on the go. This is something that makes customers happy. At the same time, you'll be happier too since it will ultimately increase your revenue since your employees can now be much more productive.
Security and Reliability
You need to know that your communications system is always safe and secure. This means recognizing any potential security risks before they happen so you can find a way to prevent them from occurring. Today these threats are coming from everywhere and include phishing, fraud, intercepted calls, spoofing and so much more. With the right security in place, these common security threats are easily avoidable.
When you choose to move your communications to the cloud you'll have amped up security – more so than with your traditional phone system. While your traditional phone equipment is locked away in your office's storage room, cloud systems are at the forefront of the operation's mind. This is why they're able to offer you much more than the traditional security measures. They offer things like data encryption, network security, secure voice and video, and HIPAA-compliance measures. Additionally, cloud communication servers and equipment are hosted in secure, locked facilities.
VOI Preview says that these are only a few reasons why people choose to rely on communicating in the cloud today. The reliability that the cloud offers is also beneficial to any business – big or small. Most cloud providers actually offer their customers a Service Level Agreement (SLA) detailing the quality and reliability of service that their customers can expect from them. These cloud providers take this document so seriously that if their customers ever experience delays or extended downtimes the receive a credit on their bill.
Cloud service providers also use the latest technology and equipment to ensure continuity. They'll implement other measures like disaster recovery and failsafe methods for connectivity in all environments. This will help you protect your business from costly downtime, which is something you'll continually struggle with when you own your own systems. Carrier-style reliability is simply unattainable then because the building in redundancy and failover capabilities is quite costly.
When you host your communications system in the cloud you don't have to worry about things like power loss, component failure, and software glitches interrupting your ability to do business. These cloud carriers pay for protection you couldn't afford on your own. In fact, Broadsoft says that the top providers actually create data centers that are built from the bottom up for redundancy. As such, these centers are really secure so your service will continue even when there's been a catastrophic failure. Check out the cloud provider's SLA for more information and then insist that they always offer you this protection.
Cost and Scalability
With such great features in place, you can concentrate on growing your business without worrying about its communication needs. Even if you have seasonal fluctuations in your business or you're experiencing a business downturn the cloud can help you. Unlike a PBX or traditional phone system, when you move your communication to the cloud-based business phone system you can quickly and easily scale up or down depending on what your business needs. All you do is buy the correct number of licenses for as long as you need them. As such, you'll never find yourself worrying about outgrowing hardware or paying for something you can't fully use.
Although many businesses struggle to believe that the cloud can make their communications so easy, Jive says that you should rest assured that this really is true. In fact, they say that this is the best benefit of these services. With just a few clicks of your mouse or on your mobile device you can easily add or remove extensions and direct dial numbers.
Clearly, you can begin to see how this will save your company money. However, this often comes as a pleasant surprise when a business owner stops to consider all the great benefits they're also receiving at the same time. What many companies don't realize though until after they've made the switch is that cloud communications also make their business more profitable. This is because their customer loyalty increases now that they know they can get the customer service they want when they need it. Sharing this information with other people also brings you new customers through word of mouth advertising.
This isn't something that just big companies can enjoy either. Small companies also gain a competitive edge by moving their communication to the cloud. A simple change in this regard allows them to deliver better, faster service than they could ever hope to deliver through a traditional system. All of this is much faster too, which means they can spend their time focusing on increasing sales and creating loyal customers.
Clearly, cloud-based communication is a straightforward, efficient way to quickly and effortlessly maintain a great phone system for your company today. Since communication tools are a critical part of any business, you really should consider cloud-based alternatives regardless of the size of your company. These services will help you be more competitive without costing you a lot of money.
Reputation means a lot – that can’t be overstated. You are what you are perceived to be. This can be an unfortunate thing in some cases. When a potential employee is interested in learning more about a company, they may visit online review sites like Glassdoor. But what happens when some of the reviews on your company are less than…um, desirable?
It’s a tough situation. They can’t be deleted or edited – those reviews are there to stay. However, there are certainly things you can do to combat a bad reputation on Glassdoor – some of which can actually be used as an asset for your company – and none of which involve burying your head in the sand and ignoring the issue.
Assess without Emotion
Maybe you’ve worked really hard to build an awesome company culture – so how can you NOT take a bad review personal? Take a breath. You must have a clear mind and not respond with emotion. That will backfire and make it worse. Keep things professional and provide thoughtful responses. Don’t play the same game and criticize the individual leaving the comment -- “This guy doesn’t know what he’s talking about, our company is a wonderful organization with tons of happy employees.” That just sounds defensive and won’t do anything to fix it.
It’s also important not to overreact. Are you seeing a slew of the same types of negative feedback? If so – that’s a problem. But if you’re seeing a one off comment, it certainly may require some addressing, but it could be likely that only that one individual was effected by the issue and a company-wide change may not be necessary.
Address the Concern
Dealing with negative Glassdoor reviews can be an opportunity for some positive employer branding by showing that your company cares about improvement as well as the chance to make real beneficial changes by taking the feedback to heart. It’s critical to tackle it head on. According to a Glassdoor U.S. Site Survey in January of 2016, 62% of job seekers say their perception of a company improves after seeing an employer respond to a review.
Aim to have a response posted from someone as high-level as possible. The high level executive should respond to negative reviews with something along the lines of “I am really sorry to hear that you experienced difficulty with ________ but I would like to see that problem change. I am going to discuss this with some other members of senior management.” Be sure to close the issue publicly as well after a legitimate discussion about the issues brought up occurs.
Post a comment along the lines of “I am very happy I got the chance to read your comments to discuss some of your concerns you were having. After talking with other members of management we believe we are moving toward steps in the right direction by ______.” It illustrates that you want to do something about a concerning issue. A prospective candidate reading those comments, will feel as though they are looking at a company that listens to the feedback of employees and wants to make a change. And be sure to comment on the positive ones too. Thank them for their kind and encouraging words. But the PR is only second to the fact that you have been given feedback that can helpful to improve your company. Nothing is ever going to be perfect, and not every employee is going to be satisfied. But listening to them and attempting to make changes the first step in the right direction.
Get Support from Current Employees
You surely have a whole lot of people who love working for your company. So how can you leverage them? No, I am not recommending strong-arming your staff into “spamming” Glassdoor, but rather engage your employees and ask them to help make your company even better. By taking a few minutes to write a review, they have the chance to help attract even more great team members.
Create an ongoing process where you have managers help encourage the practice. Explain to employees that you want them to be genuine, however, make the goal clear that you want the reputation of the company to improve. Let them know “we have seen the feedback, we have internalized it, and we are going to make improvements. But, we need to bring the right people into this organization in order to take a step in the direction of making changes. You can be part of that effort.” Again, it has to be transparent and honest. So while feedback for improvements are welcome, for the purpose of this exercise if an individual does not have positivity to bring to the table, then it may be best for them to keep it offline and bring up the larger issues in another capacity.
The idea of adding more positive Glassdoor reviews is not a replacement of tackling the negative issues raised head on. It is a compliment of that practice. Try all of these tactics in order to make a real turnaround with your online reputation.
Make it Your Own
Some of the power is in your own hands. Conduct your own employee satisfaction surveys and promote collected statistics and information through your careers page and social media. Video testimonials are great as well. Don’t forget about the power of the picture – in those same places, display employees thriving at work, enjoying social time with their colleagues and doing anything else that helps the visualization of the great place you have helped to create.
If your human resources department is working with a recruiter, recruiting firm, headhunter or otherwise, you will want to ensure your business is getting as much as possible from the relationship between the two. A few simple steps and practices can help empower your human resources department to deliver more specific, accurate and relevant information to the recruiter, making the recruiter’s job more fruitful and efficient. From choosing a specialized recruiting firm to knowing what makes your business special, here are five ideas to help HR and recruiters work more seamlessly together.
Choose a recruiting firm that specializes in your industry
Specialized recruiting firms are incredible resources for a number of important reasons. A firm with a close familiarity in your industry is more likely to have an active and cultivated network of professionals specific to your needs, is familiar with the ins, outs, and quirks of your business and will know what kind of background and education is required to successfully fulfill a certain position.
Be specific with feedback
Recruiters and your human resources team need to work together in order to locate and land the most qualified talent. This is not always easy, especially when the recruiter and HR department do not have face to face meetings, and need to rely heavily on email and other online forms of communication. When your HR team is able to provide specific and thoughtful feedback, this will immensely assist the recruiting firm or headhunter to understand and modify the search, according to specifications given. Through quality feedback, the recruiter will be given more of the tools needed to deliver top talent candidates.
Answer that email sooner rather than later
A recruiting firm depends on the human resources department in a variety of factors including moving forward with great and qualified candidates by scheduling meetings and interviews between talent and upper management. An HR department that is able to remain responsive and engaged with the recruiter or recruiting firm will help to motivate the recruiting firm as the probability to make placement is higher. Many candidates are lost in slow communication and delay in decisions- so be proactive!
Know what makes your business special
The ability of a human resources department to verbalize and communicate critical advantages or selling points is crucial in assisting the recruiting to be able to deliver honest, authentic and quality information to potential candidates. Advantages like a high salary, attractive bonuses, healthy and established company, strong investors, great product/solution, positive work environment, flexible hours, important core values, the potential for fast career progression, and more are all wonderful ways you can assist recruiters in the search process. HR will need to carefully define the advantages and communicate them with the recruiter or recruiting firm so that the advantages can be leveraged into obtaining high-quality talent.
Do not just send the job description
As the saying goes, the devil is in the details, and recruiting is no exception to this rule. Job descriptions can explain the basis of any position, but job descriptions do not always provide the total picture or give enough ammunition for the recruiter to “sell” the position to potential candidates. Be sure that critical factors like a lively company culture, salary limitations, personality issues or preferences, work environment elements, and other issues are communicated to the recruiter or headhunter. By providing a complete picture of the job, recruiters can more easily understand the position and locate the best talent for the job.
With the dawn of the 20th century, discoveries took the job industry by storm. Since then, the trend is getting updated with the change in time. Now that we have been in the 21st century where technology pre-dominates everything, the plausible modification in the paradigms of the recruitment industry isn’t anything surprising. And while man made resources can make a host of new choices, difficulty arises for employees to secure a promising job, which is why most of the times employees accept whatever salary the company’s HR offers them. But on the fairer side, variation in the job industry is what makes the industry ultra-successive. And hence, bidding farewell to the age-old paradigms would only make your company gradually bloom with flying colors.
Most Modified Trends of the Job Industry as of Now
Over the yesteryears, multiple trends and modifications have been implemented, and multiple of them have made a U-turn and have gone by. What had begun in the 20th century is still now progressing, and this is the reason why each passing day brings a new and updated trend of the recruitment industry. Below-offered are some of them. Know them in brief.
e-Recruitment- This new technological era is all about Artificial Intelligence, which is why using the same technology in the world of job hunting or staffing can lead to mutual success. According to what William Almonte has elaborated, the effective use of technological tools will utilize outstanding chat bots, thereby matching the profiles of the job hunters with the respective job openings.
Diversification, the Mode to Success- Time has taught both business owners as well as recruitment experts that diversification is what can make you survive in this job market. Not only is it essential while hiring but diversification will help you choose brand new locations in order to set up new businesses. It is the ultimate for both job creators as well as job hunters.
Social Media Recruitment- As far as William Almonte Mahwah’s elaboration is considered the social media platforms can lead to promising paradigms of this job world, and hence will leave job hunters with immense job bagging opportunities. Taking the help of social media will also enhance maintaining and updating the users’ accounts as well as develop candidates’ personal interests.
The Parting Words
The new and latest paradigm of this job industry is harder to appoint talents, and recruiting this very new age group is easier said than done. Organizations are struggling to hire those right people with the very right tech skills. The newer moves aren’t just exploring digital life, but they are also forming societal norms. The change in our communication has brought a drastic change in the entire employment world. And this is affecting the recruiting abilities and only because of the fact that those existing strategies are backdated now. Let us hope for the best to come. If you find this new recruitment pattern difficult to appoint candidates, you can share your views in the comments box.
Lou Adler is the CEO and founder of The Adler Group - a consulting firm that helps companies implement performance-based hiring. He is one of the most followed HR influencers on LinkedIn with more than 1.2M followers.
Running a small business is a tough challenge. Luckily, the world is full of technologies that can make it easier and more straightforward. But is HR software and technology really necessary? Can it make managing the company more of a success?
The short answer to this question is a resounding ‘yes’. However, you should always have enough proof to back up your claims and so here are the five reasons HR management software can make running your business more successful.
1. Easier Recruitment Process
HR software makes the recruitment process easier and this is crucial for small business success. It’s not just about finding the right candidate but also ensuring time is not wasted on the training and supervision of those candidates. Overall, with the right software, companies can cut costs and save time.
HR software can be used to create an application process, pre-screen the applications to find the right candidate, help with the interview process and then advice during the onboarding process. This creates efficiency to the system and makes it easier to manage the different elements of employee management.
2. An Efficient way to keep track of talent
You can also utilise HR management software for tracking talent. This is crucial because you want to ensure employees are in positions that are the right fit and, more importantly, they are performing in those positions.
HR tools can improve communication, monitor key performance indicators (KPIs), and create transparent relationships. The software can make the conversation much easier and help solve common problems related to resources and time management.
Stringent legislative compliance
For a small business, keeping up with legal requirements is essential. You have to follow the rules and HR legislation can often be the toughest to keep up with. It can also be rather costly in case of breaching the law.
The good news is that HR software can make it easier to understand the legislation and to follow it. The good software solutions are always data compliant and they can point out inconsistencies or problems within employee contracts, for example. This can make it much easier to keep track with the legal stuff.
Reduction in redundant tasks
A lot of the tasks in HR are time-consuming and unimportant in the sense that you are spending a lot of time on something small and minor, such as entering employee details. Scheduling and approving vacation requests, for instance, are not the top priority for a small business in terms of growth. However, if they aren’t done properly, big problems can occur.
The best way to reduce this administrative burden is to opt for HR management software that automates the processes. These tools can enter data on their own, as well as budget and plan according to your business needs. Not to mention how HR software has introduced self-service tools employees that can be used to reduce the burden on the employer’s side.
A cheaper solution to solving problems
Interestingly, the use of these HR solutions can often be more cost-effective than having a full-time HR department. HR software used to be rather expensive and clunky, but the rate of innovation has also brought down the cost. Cloud-technology in particular means that the same solutions big firms use, can also help the small businesses.
HR tools can be bought based on company needs and size, ensuring that you don’t have to pay the full price for lighter use of the software. You will also be able to opt for different payment models, ensuring you are able to scale your usage if needed. Because many of these products can be tested prior to full purchase or commitment, there is no burden of commitment. In fact, a small business can save a lot of money by being able to shop around and finding the right product.
Focus on solving HR problems will boost business growth
The truth is that only 30% of small businesses handle HR tasks as the main job. For 70%, these tasks are a side issue. However, solving HR problems can take up to 35% of business owners’ time. For a side issue this is quite a bit of time – according to some studies it means 4 billion hours of wasted time on administration annually.
The good news is that HR doesn’t have to take a lot of time. With the help of HR software, many tasks and processes can be automated. This automation results in the HR department focusing on issues that require a human focus, without it compromising the overall effectiveness.
The market is full of great HR management software from payroll software to benefit and recruitment solutions. Because of the above benefits, it’s vital for small businesses to identify these software solutions and to make the most of them. This will result in a more successful business management and improved growth.
Sourcecon Spring 2018 day 3, Programmers Sessions.
First up Morgan Allen and how to get started with automating your job!! So first you need to figure out what you are trying to solve for. One of the example she uses is some LI functions. Now first please keep in mind that when dealing with LI you need to be careful as you could violate their user agreement. That said the dies here is to be able to automate sending LI inmails. They go through the steps, and a simple block diagram of the steps and how they connect. What comes next is some simple code for accomplishing the desired task. There are a number of tools that can help with this, including my favorite Trinsly. Then they talk about making a Chrome Ext, again need some programming and I recommend you take a free class on this at Udemy.
Next up Kameron Kales and scaling your recruitment pipelines. Long story short how to build a community. One tool mentioned was Grouply, however, that tool is now defunct. The big thing for this is around Facebook and its 3 billion users. Obviously finding them is key and I recommend the following tools: Seekout, Hiretual, IntelTechniques Facebook tools, and Intelligence Search.
That’s it for day 3 Programmers Sessions, next week we will start with Day 3 Purple Squirrel Sessions.
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