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As a Human Resource Specialist, you might have noticed that you have some free time between recruiting, administration work, and improving employee relations. The thought may have crossed your mind that maybe you could be spending your time making a bit of side income. After all, who doesn’t need more money?

As a HR specialist, you have valuable skills that can be incorporated into a myriad of different jobs outside of your current position. The world is more connected than ever, meaning there is a huge digital market out there waiting for you to tap into. It’s all just a matter of figuring out what suits your style best.

If you’re looking into getting some extra work on the side, then check out our 7 side income ideas for Human Resource Specialists below.

#1. Etsy

Etsy is one of the largest growing online marketplaces on the internet with 1.7 million active sellers and 28.6 million active buyers. Etsy is an online marketplace that provides the perfect platform for hobbyists to sell their creative projects, largely focusing on handmade, vintage, or rustic items. Setting up shop is relatively easy, making it easily accessible even for those of you who are new to online selling.

They take 3.5% of sales, but everything else is profit for you. From funny HR prints to resume templates, there are several directions you can take your HR skills to generate some side income. Take a look at your strengths and interests and then take a look at Etsy’s homepage to get some inspiration for your side hustle.

This 34-year-old pays her east London mortgage thanks to her Etsy income. | Business Insider

If you’re creative, you can even branch out into other products. Take a look at Louise Verity, a 34 year old woman from England, who started selling on Etsy while working a full time job in HR administration. She started a side business copying prints onto book pages and framing them into block frames and sold them on Etsy. This became a pretty lucrative side job, which eventually even became her full-time job!

#2. Resume Writer

As an HR specialist, you have the perfect insider insight into the typical applicant onboarding process, which means you have the skills needed to help coach job seekers on how to write an effective resume. 71% of employees are looking for new jobs, which gives you the perfect business opportunity to work as a resume coach. With so much competition, having a good resume is more important than ever to gaining an interview with your dream job and people are willing to pay for that skill.

Writing a resume that is geared correctly to your client’s needs is a highly specialized skill that you already possess as a Human Resource Specialist. If you plan to make the transition to resume coach, you will provide your clients with services such as:

  • Interviewing them: It’s important that you have a firm grasp of your clients background and experience so you can help them write a resume that effectively showcases their strengths.
  • Insider knowledge: The industry standard for ATS systems and resume formatting is always changing, so your clients will rely on you to know how to get their resume past the initial screening process.
  • Writing the Resume: As a resume writer, you’ll need to provide your clients with a personalized resume that is tailored to their industry.
  • Editing and proofreading: Once you’ve gathered information on your client, you’ll need to write their resume but your work doesn’t end there. Writing a resume is a process and you’ll need to edit and proofread your drafts until your client is happy with the finished product.

The starting salary for someone in this field is $20 per hour. Considering that most resumes will require between 6-8 hours of work, this can add up to some significant side income if you can pick up regular client work.

Another additional benefit is that most resume writing jobs are remote, meaning you can work with clients all over the world from the comfort of your home. This makes it a perfect side gig since you can work on it when you’re not at your regular 9-5 job.

NRWA Webinar Highlights - YouTube

If you’re interested in resume writing, there are several resources available to you. The National Resume Writers Association is a nonprofit that offers opportunities for resume writers to show off their skills in writing competitions as well as offering webinars, certification, and client matching services.

#3. Write an eBook

Other HR professionals are constantly seeking valuable information and new ways to increase productivity and eBooks are a popular medium of choice for informational resources.

When creating HR eBooks, there are 3 things you’ll need to be successful:

  • Killer content: Whether it’s on how to recruit employees or how to correctly handle human resource issues within the office, you’ll need written content for your customers. Take a look here for a step-by-step guide on how to finish an eBook in 30 days.
  • Professional Photos: It’s easier for people to process visual information rather than just text, so you’ll need to fill your eBook with high-quality pictures and images.
  • A kickass eBook cover: A good eBook cover will attract interested readers while a bad cover will drive them away, even if the content is good.

Once you’ve created your eBook, you’ll need a store to sell it from. We recommend Sellfy, a platform where HR professionals can create an online store to sell their eBooks and other digital downloads. eBooks are a great side gig since the potential for income can be more substantial than just working a traditional job. Because it’s a source of passive income, you are not limited by however many hours you can work. Instead, you are only limited by however many units you can sell.

#4. HR Consulting

Consultation jobs are becoming increasingly popular as more and more Human Resource Specialists turn to the internet for additional income. As an HR consultant you provide your skills and knowledge to help guide businesses through the whole process of developing and refining their own HR department. You can look at popular consulting platforms such as these:

 Expert 360


 Talent Exchange

Be aware however that consulting is not a get rich quick scheme. Businesses will only work with consultants they trust and feel confident with, so you’ll need to work hard to build a solid reputation for yourself. You’ll also need to make yourself available to your clients, which can cut into your primary career. If you’re not careful, consulting can turn into a full-time job.

Once you’re established, however, the results can be tremendous. The mean salary for consultants is $90,860. Not bad for a side hustle!

#5. Online Career Coach

Did you know the average job opening attracts 250 applications?

There’s quite a bit of competition among job seekers, meaning many people are willing to pay for a career coach to help guide them to a more lucrative career. As an online career coach you will guide your clients through a series of questions designed to give you as much insight into their professional experience as possible.

Once you have all of their relevant information, you’ll then create a personalized career plan that will help them reach their goals. As an HR Specialist, you should already have experience with guiding employees in terms of career advancement, so this is a good side income that builds off of your existing skills.

This doesn’t mean you can approach online career coaching lightly. Career coaching is a results-oriented industry, meaning that clients will only work with a coach who has a history of providing value to their clients. If you have a past history of helping employees set and achieve career goals, this could be quite the lucrative side gig.

Helping People Set Priorities

When it comes to career coaching, you also need to be up-to-date with the current job market. Whether you choose to specialize in a certain industry or work as a generalist, you’ll need to be aware of current events within your client’s industry. Be prepared to constantly check up on what’s going on in your industry and to do in-depth research as needed.

#6. Recruiting

Freelance recruiting is becoming increasingly popular as more and more of the employee onboarding process is done online. Between websites such as LinkedIn, AngelList, and BranchOut, recruiters can access a whole world of potential employees that wouldn’t be possible offline.

Recruiting as a side gig is especially appealing due to the versatile nature of the job. You can work from virtually anywhere, at any time, making it easy to do even when you’re working a full-time job.

However, this doesn’t mean that you don’t have to network. Even though much of recruitment happens online, you’ll still need to reach out, make connections, and form relationships in order to be an effective recruiter.

Recruiting is not for the faint of heart. Be prepared to network aggressively, make cold calls, and regularly check up on prospective hires. In addition, the recruitment game is always changing. There are hundreds of websites, platforms, and services available for recruiters to use, so you’ll need to stay on top of a constantly changing industry. In order to succeed, you’ll have to work hard and stay persistent.

If you have the skill, however, you can bring in a considerable amount of income. The average annual salary for freelance recruiters is $56,917, which is not too shabby for some side income.

#7. Tutoring

Tutoring isn’t just for college students anymore! With more and more young professionals taking to the internet to further their education, there’s a market for experienced human resource tutors.

There are several different ways to break into the field of HR tutoring. If you’re interested in traditional tutoring opportunities, you can check out websites such as the ones listed below:



 Varsity Tutors

For qualified Human Resource Specialists, these websites offer traditional tutoring opportunities. You’ll provide one-on-one tutoring through either video chat or text chat software to their clients, usually college students or young up and coming professionals.

If the thought of one-on-one tutoring doesn’t sound appealing, consider educating others through custom-designed courses. Using your human resource expertise, you can create a course designed to walk your students through certain fields within human resources using mediums such as text, video, and online quizzes.

Teaching students through custom-designed courses takes more time and energy than one-on-one tutoring but the payoff can be much greater. Once you’ve created your course and uploaded it to a website such as Coursera or Udemy, you’ll need to start promoting it so that you can start attracting students. Once the word is out, however, the course is pretty much a passive source of income. You’ll only need to work on it to make updates as needed and to answer student questions.

When it comes to tutoring, it’s a matter of personal preference. If you enjoy working with people and giving personalized lessons, one-on-one tutoring is the way to go. However, if you want to set up a stream of passive income that you won’t have to worry about later on, creating your own course may be the best option for you.

Getting Creative With Your Side Hustle

As a human resource specialist, you have several in-demand skills that you can use to generate a lucrative side income–it’s all a matter of getting creative with it. There are several different areas of HR you can choose to specialize in, so take an inventory of your strengths and weaknesses before making the leap.

What’s your HR side hustle?

Drop a comment and let us know.

Ritvars Lauža is the marketing lead of Sellfy – a platform where artists, music producers, photographers and other creators can build an online store for their own products.

There is a subtle difference between a good and great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post 7 Side Income Ideas for Human Resource Specialists appeared first on CakeHR Blog | Easy to implement HR tips!.

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The struggle to stay productive as a freelancer, digital nomad, or employee is a never-ending battle for all of us. There are times that it’s so hard to get things done. Sometimes, we feel that our brain won’t just function anymore.

According to Neuroscientist Dr. Gabija Toleikyte, this feeling is normal.  Constantly shifting from one activity to another affects the brain’s ability to focus. And this has an adverse effect on our productivity.

Several techniques have been developed to help us stay productive at work. One of the most popular ones is the Pomodoro Technique®.

What is the Pomodoro Technique®

The Pomodoro Technique® was developed by Italian Francesco Cirillo in the late 1980s. “Pomodoro” is the Italian word for tomato. Why the strange name? Francesco named the technique after the tomato-shaped kitchen timer he used as his personal timer. Cool huh?

This time management practice helps users achieve maximum focus, allowing them to finish a task or complete a project with lesser mental fatigue compared to working for hours straight. The Pomodoro Technique® divides a task into short 25-minute increments. After each increment, you take a 5-minute break. Then, after four increments or Pomodoros, you take a longer break — usually 20-30 minutes.

As you may have now noticed, this technique is built around short bursts of work and regular breaks to keep your mind focused and fresh.

How the Pomodoro Technique® Works

The Pomodoro Technique® is one of the simplest time management and productivity methods available. All you need is a timer! And thanks to technology, there are now Pomodoro apps that you can use (more on this later).  The core of this technique involves only 5 simple steps:

Step 1. Check your schedule for the day

The first step is to know what your tasks are for the day. In terms of Pomodoros (25-minute sessions), estimate how much time you need to complete a certain task. List down your tasks and make sure they fit comfortably with your workday.

Don’t forget to factor in the 5-minute break after each Pomodoro and the longer  20- to 30-minute breaks after 4 sessions!

Step 2. Set your time or app

Before starting your timer, make sure you have everything you need to complete your task. Feel free to use a traditional timer or one of the apps you’ll see in this article.  Make sure you are committed to the task at hand. Remember, you only have 25 minutes to focus on it!

It’s best to turn off your phone, email, social media, and even shut your office door to minimize distractions.  If you are working with colleagues, tell them that you don’t want to be disturbed.

Step 3. Work on the task at hand

Never multitask. Focus all your attention on the task at hand for the entire 25 minutes. Don’t allow yourself to be distracted by anything —  even those out-of-the-blue lightbulb moments in your head. If they do pop up, write these thoughts down and set aside for later.

I completed my work before the time is up. What should I do?

If this is the case, use the remaining time for short tasks or routine activities. It’s a good idea to keep tabs on how many 25-minute sessions it takes you to complete a task. You can use this information for future planning or when comparing your productivity levels.

Step 4. Always take a short break

Even if you are in the zone, take a 5-minute break as soon as your timer goes off. Breaks are the perfect time to rest and recharge your batteries!

You might think that taking a break while in the flow is counterproductive. It isn’t. Regular breaks restore your energy and will greatly improve your productivity. Energy is more important than time.

When taking a break, walk away from your desk. Fetch a glass of water, take a short walk or exercise. Also, give your brain a break too! Avoid anything that requires too much thought such as your current project or the deadlines you need to beat.

It’s also helpful to stay away from electronic displays during your break. Resist the urge to check on your emails or social media. This will keep you from straining your eyes.

Step 5. Continue your work and take a longer break after 4 Pomodoros

When your break is up, go back to your desk, reset your timer and continue working on the task at hand. After completing 4 sessions, take a longer break. Feel free to do anything as long as it takes you away from your desk. Go eat lunch, have a snack, read a book — anything!  Again, avoid thinking about what you were doing before and stay away from your phone.

Top 5 Best Pomodoro Apps

Now that you know what the Pomodoro Technique® is all about and how to use it, it’s time to look at the top 5 Pomodoro apps that can easily beat your handy kitchen timer!

#1. Focus Booster, Free and Premium

The Focus Booster is a web and desktop based app that offers a simple Pomodoro timer and the ability to track the time you spent on each project. The free plan includes a desktop app which features a minimalist view that floats on top of all your windows without distracting you.

The free version is limited to 20 Pomodoro sessions every month and does not include any reporting tools. The premium version comes in two packages: (1) 200 sessions and data export (2) unlimited sessions plus reporting and revenue tracking.

#2. PomoDone, Free and Premium

The best thing about this Pomodoro app is the ability to integrate it with popular work/project/productivity management software (Basecamp, Todoist, Asana, Wunderlist, and Trello). Like most Pomodoro timers, you can easily customize the default 25-minutes/5-minute sessions to your needs.

PomoDone offers a minimalist desktop app and powerful reporting features that let you share data with others. The app’s basic functions plus 2 integrations are free. Premium versions include the ability to integrate 3 to an unlimited number of tools plus reporting features.

#3. Pomodoro Keeper, iOS, Free and Premium

The Pomodoro Keeper is designed for iOS. It sports a very clean and sleek user interface. It’s very handy! And since it fits in your pocket, you have the ability to track your Pomodoro goals without the need to sit in front of a computer.  The app automatically transitions from work to break timers after each session.

The basic features of the app are free (Focus Keeper Free). If you want to unlock various options like custom timers, you will need the pro (Pomodoro Keeper Pro) version.

#4. ClearFocus, Android, Free, and Premium

ClearFocus is a minimalist Pomodoro app for Android. It features a clean user interface and lovely design. It also packs various reporting tools and lets you track your progress as time goes by. Users love how the colors turn red when the timer is running and green when it’s break time! Basic functions are free. If you want the ability to pause the timer, you’ll need a premium license.

#5. Pomodairo, 100% Free

Pomodairo is an Adobe Air application that works on any platform — Windows, Mac, or Linux. This AIR-based app works as a simple timer that can track your tasks, unplanned work, and interruptions.

The Good and the Bad of the Pomodoro Technique®

The Pomodoro Technique® offers several benefits. By breaking down tasks into shorter, focused sessions, you make daunting projects seem more manageable and less overwhelming. Also, the limited time you have to work encourages you to stay away from distractions, multitasking, and procrastination.

Regular, short breaks are good for your health. Aside from improving productivity and concentration, it also gives your brain the chance to assimilate information and “learn”. In addition, you also experience lesser mental fatigue

While the benefits are obvious, the Pomodoro Technique® is not for everyone. Some of you may find short breaks counterproductive, especially when you are in the zone. The technique also requires a lot of effort to stick to a disciplined workday making it less ideal for those working in a fast paced environment.


The Pomodoro Technique® is very simple and easy to follow. All it needs is a handy timer or app and discipline! While it’s not everyone’s cup of tea, go and give it a try!



There is a subtle difference between a good and great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post How the Pomodoro Technique® Works (+Top 5 Best Pomodoro🍅 Apps) appeared first on CakeHR Blog | Easy to implement HR tips!.

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Like any catastrophic or unplanned event, how you respond in the first few moments directly affects your chances of emerging from the incident with minimal impact for all involved.

From small businesses to large corporations, cyber threats are imminent. As an owner, manager or employee you will likely encounter a cyber attack in some form. With human resources becoming more technologically inclined, digitizing data and personal information, data stored in the cloud (e.g. off-premise) becomes a valuable target. It’s vital to know how to respond to such an incident and what consequences will ensue.

There are many resources advising executives, PR, and HR departments on how to handle these unfortunate occurrences, but it may be just as helpful to know exactly what not to do in the case of a data breach.

1️⃣ Don’t Forget Your Customers

In many cases customer data (i,e. Personally Identifiable Information or PII) is the target of the cyber attacks. In this case, businesses are required by law to inform those customers who may have been affected. The consequences of identity theft can be costly and long lasting. So be sure to follow up with your customers after the initial message explaining the incident. Though your customers don’t need to know everything, consistent and transparent updates will remind them that you care about the risk they’ve been exposed to and that you aren’t ignoring the inconvenience you have put them through.

One of the most damaging effects of a data breach is the hit that your brand image and customer relations takes as a result. It’s important to accurately portray the fact that you are doing everything you can to manage the accident and are acting in the customers best interest.

2️⃣ Don’t Forget Your Employees

75% of data breaches happen internally. Even if your most recent attack was not internal this time, you should still protect yourself from a potential internal attack in the future. This doesn’t mean that it was done purposefully by someone within your organization, but more likely that an employee’s device was compromised. Encourage your employees to start implementing common sense security practices such as, using a passcode on all devices and updating strong complex passwords every six weeks.

Employees may benefit from using a trusted antivirus software. Your employees may be more willing to make an effort to use these safe practices if they know that employee information stored within the cloud is also a common target for hackers.

3️⃣ Don’t Exaggerate

Many organizations will exaggerate the severity of the attack to make it sound like they were hacked by an extremely sophisticated software, hoping to make it appear as though there was nothing they could do. Trying to divert the blame is never a good tactic in any situation.

By exaggerating you could create more panic in customers than necessary. Also, the larger of an attack you claim it to be, the more attention your business’ incident will get which will make it harder to retain brand image.

4️⃣ Don’t Move On Too Quickly

Being thorough is the best thing you can do throughout every aspect of a data breach. When it comes to actually treating the breach itself, be sure to take the time to confirm that all endpoints are closed, and any and all ports of entry are secured. This can take some time to confirm and may involve various intrusion assessments to ensure your computer and corporate IT assets are invisible to port sniffers (hackers looking for open ports to your computer).

Regardless of the type of attack, you must learn something from the attack. Take the opportunity to develop a new security plan with the information you learn from the experience.

* * *

One of the most important qualities in a company that will be recognized in a severe data breach is transparency. This means being open with the who, what, when, where and why of the happenings.

Of course not all information can or should be divulged to the general public, but any sort of effort to keep the incident quiet always tends to backfire. Taking your time to declare the threat is extinguished and the problem is solved, is also key to coming out of a breach unscathed.

There is a subtle difference between a good and great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post What Not To Do In a Data Breach appeared first on CakeHR Blog | Easy to implement HR tips!.

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Human Resource plays a significant role in your business. In particular, they oversee employee management and ensure that your manpower is given sufficient training, benefits, and the compensation that they deserve.

With such big responsibilities, productivity in the HR department is critical. Here are three great tips to boost the productivity of your HR team.

Give them a productive environment.

Sometimes, a simple change in their environment is enough to make your HR staff even more productive. According to a study, their physical environments affect employees’ productivity and performance. Here are simple office upgrades you can do to boost their productivity:

1/ Make it bright

As in really bright. A well-lit room is not only inviting. It also signals energy. Natural light is the best. Research suggests that workers who were exposed to natural light slept better at night and were more physically active than those who work in a poorly lit environment. It’s good for their health and in your pocket too (it’s energy-efficient!). If it isn’t possible to let natural light in, adjust your lighting.

2/ Ensure their comfort

More and more startups are focusing on making their workspace beautiful and health-friendly. Fatigue and other symptoms of stress can hinder your employees’ performance. Consider making their environment more comfortable by investing in high-quality desk chairs and office equipment. Think of aesthetics. Choose furnishings, draperies, and colors that are pleasing to the senses.

3/ Make it quieter

Office noise is distracting. Another study found that workers exposed to higher levels of noise are more stressed and less motivated. Provide dedicated quiet spaces which can be used by employees who need to focus on important tasks. Add continuous low-level ambient sound such as white noise to mask the noise. Also, consider installing sound-absorbing materials that don’t hinder the functionality and design of your office.

4/ Improve their skillset

Giving your employees an opportunity to advance their careers is a great way to motivate them to perform well at work. Many workers take advantage of instant approval personal loans for training outside the organization because they want to improve their skills and knowledge.

5/ Conduct free training

Provide your HR team access to free training where they can learn, practice and perform. Provide one-on-one check-ins and mentoring sessions to know what skills they want to learn or further develop.

6/ Let them handle special projects

By giving employees challenging tasks from time to time, you are not only helping them become even more productive. You are also motivating them by making them feel valued. By allowing them to go out of their comfort zone, you are giving your HR staff the opportunity to grow and thrive in their careers.

7/ Promote a positive culture

Nobody wants to work in a toxic work environment. If you want to promote productivity at work, invest in employee happiness. Research can attest that employee happiness is tied to their productivity. Strive to create an environment where people can openly communicate, collaborate, and help make each other better.

8/ Prioritize their wellness

Happy and healthy employees are productive employees. Burnout, stress, depression, illness, and disengagement are among the top causes of absenteeism in the workplace, according to this Forbes article. So how do you help keep your employees physically and mentally healthy?

9/ Support flexible working

Recognizing that your employees have a life outside work is a great way to keep them engaged and motivated. More and more companies are providing flexible work schedules for their employees. Not only does it help reduce their expenses, but the ability to work from home or other locations will also allow your HR personnel to focus on deep work.

10/ Stock your pantry with healthy food

What your employees eat definitely affect their physical and mental health. Keep them in top shape by giving them access to healthy foods. Ditch the carbo-loaded pasta, white bread, chips, and soda. Your office pantry should be offering nutritious food like vegetable salads, fish, and other whole foods. Don’t forget to serve hot tea as well. It’s a stress-buster!

11/ Give free access to gyms

It’s great if you could put up a fitness studio inside your office. Many employees don’t have time to work out because of work schedules. By bringing the gym to your office building, there will be no reason for them to skip the gym. Or, you could arrange with a local health club to give your HR employees free membership or discounted rates.

For a highly productive HR department, consider these three suggestions. Productivity is influenced by many factors, such as their physical work environment, skills, and wellness. By making their workplace more conducive, helping your HR staff grow in their career, and helping them achieve their health goals, you are also making them more productive.

Jim Hughes

There is a subtle difference between a good and a great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post Suggestions to Improve the Productivity of Your HR Department appeared first on CakeHR Blog | Easy to implement HR tips!.

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Human resources (HR) consist of much more than just recruiting, which is why it’s so important to measure each and every aspect of its processes. The whole industry is evolving and constantly coming up with new HR trends, so you definitely need to keep an eye on all parameters, from talent acquisition to development and performance management.

However, it is by no means easy to monitor every performance indicator simultaneously. It requires thorough preparations and the all-encompassing HR strategy if you want to keep everything under control. Our goal is to make your job simpler by presenting HR metrics to follow in 2019.

Why You Need to Implement State of the Art HR Trends

Before we move on to the 10 most important HR indicators, we want to explain what makes this process so critical to the success of your organization. To cut the long story short, you have to follow key HR metrics because:

  • Only 20% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.
  • Increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year.
  • More than 80% of employers believe attracting and retaining talent is a growing challenge.
  • Almost half of the HR leaders say employee burnout is responsible for up to half of their annual workforce turnover.
  • 45% of companies are still in the early stages of basic HR automation.

Key HR Indicators to Look After

It is clear that HR managers have to be very careful and skilled if they want to improve the functioning of their organizations. There are all sorts of aspects to analyze here, but 10 metrics are more important than the rest. Without further ado, let’s check out these KPIs.

1️⃣ Time to fill a position

The average time it takes you to fill a position is actually a total of days all positions are open divided by the total number of positions. Calculating this number, you gain insights into HR performance in terms of employment brand, recruiting process complexity, and marketing. Longer duration usually suggests your talent acquisition system has too many touchpoints, meetings, and interviews.

2️⃣ Time to productivity

This metric may not be as precise as the first one, but it’s sometimes even more important. Time to productivity is the average period needed for newly hired employees to reach the targeted level of work efficiency. HR managers at HR metrics use this metric because it tells a lot about their onboarding processes: “At the same time, it is often a key indicator that reveals the quality of new employees.”

3️⃣ Turnover rate

Turnover rate is a numeric value that shows how quickly your employees are leaving the company. For instance, the annual turnover rate represents the number of departures divided by the total headcount in the last 12 months.

The KPI is particularly relevant when combined with other features. For instance, you can see turnover rates for specific worker groups such as underperformers, Millennials, mid-level managers, etc.

4️⃣ Cost per hire

It takes a certain amount of money to recruit a new member of the team. You need to evaluate these costs by dividing all costs by the new employee total. These expenditures include items like job announcement spend, HR fees, possible relocation costs, and all other budget-waste that may occur in the process. Jack Stewart, a recruiter at UK CareersBooster, shares a little secret with us: “If you outsource HR and see the spending increases, perhaps it is time to consider forming an internal recruiting team.”

5️⃣ Acceptance rate

Another indicator of a recruiting team’s performance is the so-called acceptance rate. To put it simply, it’s the percentage of candidates who accept a formal offer to work for you. If you notice that too many candidates reject your proposals, you need to reconsider compensation packages, improve the overall candidate experience, or think about introducing an extra package of work/life benefits.

6️⃣ Readiness

This metric is supposed to show you the readiness of the company to implement the business plan. It is focused on senior management, so you don’t have to waste time analyzing lower levels of the business hierarchy.

You need to divide open positions by the total number of positions in your team (to get result A). Then you also divide the number of employees who have the desired skill set to execute the business strategy by the number of workers who have received a competency assessment (to get result B). After that, you just need to do this: AxBx100.

7️⃣ Learning participation rate

Learning participation rate represents the percentage of workers who take part in professional courses and training sessions. Our fellow colleagues at Superiorpapers say that learning participation rates are directly related to employee engagement, adding that they can also reveal flaws in the internal communication strategy or training quality.

8️⃣ Performance rating

HR teams administering larger employee groups can use performance rating to assess the average efficiency within the organization. It is simply a sum of all individual performance ratings divided by the total number of employees. It can hardly discover smaller imperfections in your team, but it gives you a nice overview on a grand scale.

9️⃣ Benefit plans

You can also choose to measure the percentage of employees taking part in a specific benefit plan. Once again, it’s a number of workers joining the program divided by the number of eligible colleagues. In case you realize that only a speck of employees takes advantage of certain benefit plans, you might as well halt the program to cut costs and redirect users to another benefit package.

1️⃣0️⃣ Engagement rate

The last KPI on our list is usually analyzed on the smallest of scales, identifying the engagement rate of individual workers. The way you calculate it depends mostly on the peculiarities of your business, but you can definitely organize a comprehensive survey to give you a better insight into workers’ engagement habits.


HR is getting harder and more complex year after year. You need to implement the latest HR metrics to stay up to date and follow the latest trends if you want to maintain the highest level of professionalism long-term. However, some performance indicators are more important than others, so we decided to show you 10 HR metrics to implement in 2019. The list can slightly change depending on the peculiarities of your business, but it definitely represents a quality manual for modern recruiters.

Author Bio:

Tom Jager is a professional blogger based in London. He covers topics related to digital marketing, blogging, social media and business in general. He is always seeking to discover new ways for professional and personal growth.

There is a subtle difference between a good and great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post HR Metrics to Follow / Implement in 2019 appeared first on CakeHR Blog | Easy to implement HR tips!.

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When I started recruiting employees for my first company, I didn’t know the difference between outbound and inbound recruiting. Now I know that I’ve been practicing outbound recruiting, and I also know that the world of recruitment has changed and continues to evolve.

New positions emerge all the time, and technologies used for recruiting don’t lag behind. In addition, candidates have different motivations and drivers than a few years ago. Many companies have to work hard to improve their employee experience. Candidates no longer focus on a salary and nice offices only. Their main priorities are personal and professional growth, as well as flexibility, and many other factors.

The evolution of hiring needs and recruitment not always benefits recruiters and HRs. Quite often, the side effects of such an evolution include a temporary inability to attract enough talent. Thus, companies start to realize that they need to change their approach to make their recruiting strategies more effective. For example, reaching out to candidates and trying to hire them may turn out to be a somewhat outdated method. Instead of putting a lot of effort into attracting talent, it makes sense to make your company itself attractive, so that candidates would gravitate to it being driven by their own choice.

CareerBuilder’s midyear job forecast shows tough hiring environment for employers is paying off for job seekers: https://t.co/Ub9NG4bSSM pic.twitter.com/mkcrpgTi5M

— CareerBuilder PR (@CareerBuilderPR) August 3, 2018

There was a time when companies had a full control over the hiring process but the situation has changed. According to statistics, the majority of job seekers start looking for a job on Google. Everyone can find any necessary information about any company in just a few clicks: what positions are available, what the workplace looks like, or even what is the salary.

Thus, creating your employer brand becomes especially important, and recruiters have to think like marketers to attract more candidates and to create the best experience for them.

Outbound and Inbound Recruiting

Outbound recruiting is a traditional approach. It involves posting jobs on your website or job boards. Recruiters who stick with outbound recruiting fight for new talent. They search for promising candidates and use any means possible (emails, cold-calling, ads, events) to present them to the company. If recruiters didn’t reach out to the candidates, the latter wouldn’t otherwise think about working in the company or know about it at all. Outbound recruiting implies the company to initiate the contact.

Inbound recruiting is about creating an opportunity for your candidates to find your company. Inbound recruiting is aimed at creating engagement and raising awareness for the candidates to make them want to come to the company. Many companies that have become successful don’t need to search for talent. Their main goal is to select the best out of a big pool of candidates that are willing to work for them. However, inbound recruiting is not only for successful companies — it’s just an approach aimed at making your company attractive for the candidates. It often involves using email campaigns and social media in order to provide potential candidates with engaging content.

85% of the workforce want to hear from you | Source: LinkedIn Business

LinkedIn has conducted a survey that revealed some interesting facts about candidates looking for a job. It turns out that only 25% of them are actively seeking a job, while others remain out of the market. Thus, the success of a recruiter to a large extent depends on their ability to recruit passive talent. 15% of such candidates are not ready to change their job yet but prepare to do it in the future. 80% of them are not looking for a new job but want to know about all the available opportunities and are willing to talk to hiring managers.

”Approachable” professionals by country: the outliers | Source: LinkedIn Business

Candidates who want to learn more about available positions and who are open for a dialogue with hiring managers are the main target of outbound recruiting strategies. These strategies involve creating a talent pool and reaching out. Recruiters analyze the requirements and specifics of a job and compose a perfect candidate persona. Sometimes, creating a proper talent pool takes years of hard work. In addition, this task requires a recruiter to have well-developed social sourcing skills. Recruiters also use various online platforms for experts in specific industries: Github for programmers, ProductHunt for product managers, Medium for content writers, etc., as well as social media.

Inbound recruiters use many methods popular among digital marketers. Digital marketers create the “buyer journey:” They attract strangers, convert them into leads, and then turn them into customers or even promoters. Inbound recruiters do the same thing, the only difference is that they work not with buyers but with candidates. They use SEO-optimized landing pages, social media, employer branding content, referral channels, and PPC campaigns — these are tools that help inbound recruiters attract candidates. In addition, there are Applicant Tracking Systems and other types of software that reduce cumbersome paperwork and simplify the whole application process. However, many candidates are not ready to apply for a job immediately yet interested in connecting with your brand and learning about the opportunities it offers. That’s when hiring managers focus on email marketing, social recruiting, and calls-to-action in talent networks, as well as job alerts.

Main Differences Between Outbound and Inbound Recruiting

As you can see, outbound and inbound recruiting are two completely different approaches. Although inbound recruiting becomes more and more popular method of talent acquisition, it’s hard to imagine a successful recruiting strategy that would rely on one of these two methods solely. Both inbound and outbound strategies have their advantages and drawbacks, so let’s consider these approaches in more detail.

Many people consider inbound and outbound recruiting as long-term and short-term solutions. Inbound recruiting is a good long-term solution because it allows you to build an employer brand which will work for you, attracting potential employees and growing your pool of applicants. Although this method requires patience, it is very cost-effective and demonstrates a better quality of hire. In contrast, outbound recruiting is a perfect short-term solution. It is often used when a company has an urgent need for fresh talent and it shows results quickly. However, it’s hard to use it as the only hiring strategy. It’s important to understand that many of your competitors may share a lot of information about themselves with candidates so if you don’t do the same, it may be a big mistake.

It makes sense to compare out- and inbound recruiting to outbound sales and inbound marketing. Just like outbound sales, outbound recruiting is focused on searching for candidates that may be a good fit. After that, hiring managers initiate the conversation in order to understand whether the selected candidates have any “pain points.” In this context, inbound recruiting is similar to inbound marketing, where customers can understand what are their pain points at the very beginning. Relevant content helps candidates assess their expectations and compare them to what a company offers. It may turn out that they don’t receive the desired salary or don’t like the corporate culture in their current company so your company is a better solution.

Let’s illustrate both recruiting methods with examples. If you have a job opening and you choose the inbound method, it means that you’ve already provided a lot of useful information about your company so candidates already know what they are looking for and contact you. In other words, when using the inbound approach, if you have a need for talent, you already have candidates who are familiar with your employer brand. On the other hand, if you stick with the outbound approach, you will have to search for the candidates.

Advantages of Inbound Recruiting

Although the two approaches to recruiting are different, each one of them offers certain benefits for a hiring manager or recruiter. Here’s why inbound recruiting is a good choice:

1. Less upfront effort

Unlike the outbound approach, inbound recruiting doesn’t require you to spend many hours communicating with all candidates. You also don’t need strong scouting practice. However, it still implies a certain investment. This especially applies to the recruiters engaged in long-term campaigns. You must develop and improve your brand messaging, you have to place advertisements, and to create an application platform.

2. A wider range of applicants

Inbound recruiting allows you to have a much bigger pool of candidates. If your brand becomes well-known among candidates, there are hundreds or even thousands of people who are interested in your company and want to become your employees. Therefore, you get a wider range to choose from and have more opportunity to find the best final candidate.

3. Lasting effect

Emily Grogan, a recruiting manager at Masterra, explains what is the main advantage of inbound recruiting: “Once your recruiting strategy is set up and works, it will bring you candidates as long as it exists. You have a pool of applicants with new people coming all the time. When you have an open position, there are always many people who are ready to start working. There’s no need to start all over again every time there’s a new opening waiting for a candidate.”

Advantages of Outbound Recruiting

Although inbound recruiting has a lot to offer and shows the best results in the modern talent market, outbound recruiting isn’t something obsolete or useless. Moreover, it still has certain benefits over inbound recruiting, which is a reason why hiring managers and recruiters shouldn’t forget about outbound strategies.

1. Easier vetting

Inbound recruiting requires less upfront effort, however, it also requires you to be more serious about the vetting stage of recruiting. There are too many candidates so you need to make sure people you choose are worthy of the position. Outbound recruiting includes this process at the very beginning so you already know who can or cannot be a good fit for the position.

2. More specific targets

If you have a clear understanding of what candidate you need and what their strong sides should be, outbound recruiting allows you to find the perfect fit. It would be much harder to do if you had to wait until your candidate appears among dozens of other people who passed the application process. Outbound recruiting is certainly better when you deal with positions that require very specific skills or need a candidate who has an outstanding level of experience or talent.

3. It’s more personal

The whole process of outbound recruiting is more personal. When your brand initiates conversation, it looks friendlier. The outbound method also gives you an opportunity to build good relationships with your employees from the very beginning. There are many recruiters who prefer outbound recruiting because it creates more opportunity to engage with candidates, instead of just checking new resumes or cover letters.

What to Choose?

Savvy recruiters use both outbound and inbound recruiting, mixing these methods. A combination of these approaches gives you a big pool of candidates and is targeted at the same time. If you’re dealing with a new business and need quick results, outbound recruiting is what can help you. Networking and cold calls will always work, providing you with candidates right now. On the other hand, outbound recruiting will not help if you need a continuous source of candidates. Inbound recruiting allows you to get many candidates, each of which is interested in your company and wants to talk to you.

The majority of modern companies consider outbound recruiting their plan B, which can help when they cannot find people with the necessary skills or experience among many existing candidates. On the other hand, when using inbound strategies, you always attract new talent and it gets easier to fill an open position. Inbound recruiting is a good long-term solution, and that’s how it should be used.


The world of recruitment constantly evolves and changes. Some companies that used to reach out to their candidates directly, targeting people who can be a perfect fit, often face difficulties attracting enough talent.

Outbound recruitment is no longer the only way to look for candidates. Inbound recruitment enables hiring managers to choose from among hundreds of candidates who have already made their choice. They can get familiar with your employer brand and figure out what are their expectations and your company’s features. On the other hand, it doesn’t mean that outbound recruiting becomes something unnecessary or useless. Quite the opposite, recruiters still need it when inbound tactics cannot bring candidates with specific qualities.

The outbound approach is more personal and more engaging. Effective recruiting should include elements of both these methods, being fast, targeted, and reliable in the long-term perspective.

Berta Melder is an experienced brand manager, creative writer and enthusiastic blogger. Currently associated with Masterra as a content marketing strategist. She cooperates with different education courses covering a broad range of digital topics as a guest lecturer. Follow her on Twitter.

There is a subtle difference between a good and great HR management software. Know how we deliver nothing but “Great” by starting your 14-day free trial at CakeHR!

The post Inbound vs Outbound Recruiting: Here’s Everything You Need to Know appeared first on CakeHR Blog | Easy to implement HR tips!.

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Business process automation (BPA), also known as business automation or digital transformation, is the technology-enabled automation of complex business processes. As a small business owner, manager, or entrepreneur, one of your biggest challenges is to inspire people to give their best at work. There’s a delicate balance between getting things done and enjoying work. If you find this sweet spot, everyone in your team will be happy, productive, and efficient.

Making your teams more productive

Leading employees and making them more productive is an art. Of course, there’s no silver bullet that brands you as “The Best Manager Ever”, but there are many actionable things you can do to make sure that everyone on your team is sailing towards the right shore. Here are some of them:

A) Be genuine

Believe it or not, people can sense if you’re faking it. If you constantly wear a mask at work, we guarantee that you and your employees will not enjoy it. Not being yourself degrades trust. So, lead without compromising your beliefs and values. There is no replacement for authenticity.

B) Be transparent and open for feedback

Managers are not really open to admitting their mistake. But if you want to create a company culture where everyone is honest and transparent, you must be willing to take the reins. This starts with the CEO. Don’t be consumed by the idea that you have to be always right. It takes a lot of courage to admit a mistake and your employees will appreciate you for it.

B) Empower your employees with the best technology

Do more with less time. Employees often spend a lot of time doing trivial tasks that can be automated with technology. Not only it’s time-consuming, manually doing things are expensive in the long run. Not to mention the difficulties you’ll encounter when it’s time to scale up your business.

Below are some software solutions you can use to improve your team’s productivity.

Top software solutions for distributed teams and SMEs

Managing a business can be daunting. It’s easy to get caught up with time-consuming tasks which do not significantly affect your company’s bottom line. Here are some software solutions to keep you right on track on what matters most.

#1. Software solutions for team communication

Team communication is key to staying productive.

Slack Where Work Happens. When your team needs to kick off a project, hire a new employee, deploy some code, review a sales contract, finalize next year’s budget, measure an A/B test, plan your next office opening, and more, Slack has you covered.

If you have not heard about Slack, you’re probably living under a rock. This is the tech industry’s favourite communication software. Thanks to its many features like real-time communication and collaboration. With Slack, team members can share files directly with each other. Not to mention the range of project management integrations that come with it!

Calendly Calendly helps you schedule meetings without the back-and-forth emails

Think of Calendly as your virtual secretary. With this app, you can easily asses all team member calendars to see who’s available when at a glance.

#2. Software solutions for enterprise management

Enterprise management software is an all-in-one solution for your management needs. And nothing beats Google’s GSuite in this category.

GSuite Get Gmail, Docs, Drive, Calendar, Meet and more for business.

With GSuite you can set up a customized email client (Gmail) using your own domain, manage files (Google Drive and Docs), share calendars, track website analytics, and launch ad campaigns.

#3. Software solutions for project management

One of the biggest pain points of small businesses and distributed teams is figuring out how your team can work together. This is especially true if you are working with remote teams. Here are some tools to help you manage projects more efficiently:

Asana Make more time for the work that matters most
Asana is the work management platform teams use to stay focused on the goals, projects, and daily tasks that grow business.

This project management app makes it easy to create private tasks and manage projects using its beautiful user interface.

Trello Trello lets you work more collaboratively and get more done. Trello’s boards, lists, and cards enable you to organize and prioritize your projects in a fun, flexible and rewarding way.

This is another software solution for managing projects. It is highly customizable and user-friendly.

JIRA The #1 software development tool used by agile teams.

This project management software is built for software developers. It allows managers to plan, track, and release great software without missing a beat.

Basecamp All growing businesses run into the same fundamental problems. Hair on fire, buried under email, stuff everywhere. The good news? Basecamp solves them.

This app is built for enterprises. It boasts client-facing tools and a built-in group chat among a host of other useful features.

#4. Software solutions for human resources

Despite the critical role the human resources play, they’re usually overlooked. Here are some HR software designed to make the lives of your HR people better.

CakeHR We created CakeHR to solve your HR challenges and let you focus on building business

This app helps HR professional streamline their processes — from onboarding new hires, keeping tabs of time-off requests, managing business expenses, scheduling shifts, and tracking over time.

CakeHR also integrates with apps that you already use like GSuite, Slack, and Zapier. You know what’s even better? CakeHR works in mobile! Transferring the simplicity and self-service of a great web application to your smartphone. Now, your employees can request time offs, schedule shifts, and manage expenses on the go.
The CakeHR app also features powerful analytics to help you make informed decisions, draw insights and study trends. With the app, you can look at a glanceyou’re your employees grow in number over time as well as employee turnover data. You can also create custom reports based on your business’ needs.

GoodHire Employee Background Checks You Can Feel Good About. Employment screening that’s built for trust, safety and fairness.

This is the app to go if you want to make background checks, employment verifications, and reference checks for your candidates. GoodHire also does pre-hire skill tests, education verifications, drug screenings, credit checks, and other complex processes in less than 24 hours. And once you’ve found the right hire, partner with CakeHR to automate your onboarding process.

#5. Software solutions for customer relationship management (CRM)

What’s the point of having a streamlined business if you don’t know how to build and maintain meaningful relationships with your customers? Here are some apps that can help you do it right:

Zoho CRM Sales CRM software that helps you sell smarter, better, faster. Reach out to prospects at the right moment and engage them across every channel. Zoho CRM software helps businesses of all sizes close more deals the smarter way.

One of the most popular customer relationship management software out there. Zoho CRM helps you engage with your customers on social media, emails, and other platforms.

Zendesk The best customer experiences are built with Zendesk. Our customer service and engagement products are powerful and flexible, and scale to meet the needs of any business.

This app helps businesses manage and track inbound customer communications easily and produce streamline responses for a 5-star customer service. Zendesk easily integrates with your website as well.

Salesforce Try our out-of-the-box CRM built for small business growth. Get Salesforce Essentials, our all-in-one sales and service solution.

This highly customizable app helps your business build meaningful relationships with customers across various departments. They also provide power reporting tools so you can see how your business is doing at a..

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Employees are the most important asset that any startup has at its disposal. After starting a business, it is the workforce that enables the business to achieve its goals and deliver quality services to its clients. It is therefore imperative for the management to come up with ways to assist employees to do their best.

Here are six ways a startup can help its employees to do their best.

1# Communicate early, often, and clearly

Most of the time, employees fail to work optimally because they do not understand what is expected of them. The management needs to explain expectations regularly so that every person knows what they are expected to do.

Talent is the real competitive advantage a business has

Besides, it is important that instructions are sent out to employees well in advance and not when they are already in the field. This gives them a chance to understand customer expectations and ask questions where the instructions are not clear. In contrast, giving directions as they work is likely to lead to confusion and poor results.

2# Develop their skills

A startup business should provide opportunities for employees to grow. Management should understand each employee’s capabilities and use them to better the employee as well as the business. Employee development can be done in a number of ways.


When new employees join the company, they should be taken through the workings of the company and what is expected of them. This will help them to start on the right footing.

Coaching and mentorship programs

These programs look at not only the employee performance at the workplace but also their personal development, goals, and ambitions. When an employee connects personal goals with those of the business, it motivates them to put more effort to meet both goals.

Courses and skill workshops

There are several courses that employees can take in their industries. The business should support the employees’ efforts to study by giving incentives and offering more responsibility when more knowledge is gained.

Management training

Management staff should also go through regular training sessions on various areas including leadership, goal setting and industry-specific courses.

3# Recognize good performance

Most companies have their eyes fixed on poor performance. They are quick to reprimand workers who fail to deliver and forget to recognize efforts in the right direction. However, celebrating accomplishments offers a better chance for non-performing employees to pull up their socks.

Acknowledging good work should be done as often as possible when building a startup business. Ideally, employee performance should be evaluated after a week and the overall performance after every six months. These are the best times to celebrate small victories.

An effective performance management strategy does not only advance employee performance, but also brings together the workforce, allows growth of employees, and consistently yields better business results

When celebrating accomplishments, it should not be a time to reprimand other employees for not being at par with the best performers. Instead, the rest of the employees should be encouraged to borrow a leaf and improve their performances.

4# Establish SMART goals

Goals are vital for enhancing performance and ensuring that the startup stays within its objectives. Goals should be set on every project, both for employees and the business. These goals should be SMART. For example, if the business is targeting corporate clients, it could have a goal like ‘To get four corporate clients by the end of June.’

Every successful business has clearly set and articulated goals to attain specific objectives

Before setting goals, the business should audit its capabilities and weaknesses as well as those of individual employees. The results of the audit should inform the company on which goals to set.. Being ambitious is good. However, the startup should not push the employees beyond their capabilities. After every short while, performance should be measured against goals and remedial action taken where performance falls short of expectations.

5# Get feedback from employees

Employees are the face of the company. They meet customers in the field and implement business policies. Therefore, they have a wealth of information on various issues.

One way of giving them a listening ear is involving them in the planning process. They can be part of goal setting and performance reviews.

Furthermore, management should adopt an open door policy. For the policy to work, there should be good rapport between the employees and management. Second, there should not be any victimization on account of information that employees share with their managers. Again, there should be a culture of transparency in making decisions and resolving conflicts.

6# Equip the employees effectively

A poorly equipped workforce is likely to perform poorly. Therefore, the management should equip each employee according to their job requirements.

It is also good to keep up with innovations in your industry to make work easier and to be able to provide excellent services. While the company does not have to buy into every new innovation that hits the market, it should adopt technology that it can afford and that provide value to the company or its customers. Here are some things worth considering.

Sales and marketing process automation

Marketing automation involves a software that automates the repetitive marketing processes such as responding to customer inquiries, sending out quotes and posting on social media. With marketing automation, the business can perform is marketing activities in real time at any time of the day.

Labor support

The market has several devices that can help aid workers. This can be a computer, a pallet jack, an exoskeleton, or even just more people on hand.  

* * *

Employees are the lifeline of any startup. Any business that targets fast growth and high sales volumes should look after the welfare of its people and create an environment that enables them to work effectively. Motivated employees are productive and efficient in their work.

GreenPal is a marketplace that makes it easy for Homeowners to Find, Schedule, AND Pay a trusted pre-screened lawn care provider. We have been doing writing in the lawn care niche since 2014.

The post 6 Ways to Help Your Start-Up Businesses Employees Do Their Best appeared first on CakeHR Blog | Easy to implement HR tips!.

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