An inbox full of urgent emails. A payroll spreadsheet that requires manual updating. A pile of new hire documents that need to be mailed out.
If you answered “yes,” you’re not alone. Research reveals that the typical HR to employee ratio is one HR professional to 100 employees. That’s a lot of responsibilities weighing on the shoulders of one HR personnel. The same research states that HR managers are spending 73.2% of their time on tedious administrative tasks, namely:
Recruiting, onboarding, and termination services
Maintaining and auditing records
Creating HR systems and procedures
There’s no escaping these essential tasks. However, for HR managers to really contribute to the success of a business, they should be focusing less on these mechanical, routine activities and more on managing employees’ success.
The solution is clear: technology.
HR technologies have been around for years. Yet, many business owners have struggled to equip their HR teams with these tools. Why? There’s a misconception that integrating technology into the day-to-day HR processes and systems is too expensive, too difficult, and too time-consuming. When in fact, with the right technology, businesses can save time and money, while boosting HR productivity.
Here are 4 HR productivity leaks that technology can fix:
All HR managers have been there — After sifting through dozens of cover letters, applications, and resumes, the number of potential interviewees has been narrowed down to a handful of candidates that “look good on paper.” You block half of your days for the next couple of weeks for interviews, hoping to find the one for the job; only to get disappointed, and in retrospect realize that precious hours were wasted interviewing the wrong candidates.
Furthermore, applicants could get the impression that HR managers wasted their time coming to a job interview in which they are considered unqualified for the role.
How can technology solve this predicament? There are two ways:
First, set up one-way interviews. After shortlisting the candidates, recruitment managers send applicants a link to a page containing a set of questions. Using the camera on their computer or mobile device, applicants are required to video record themselves answering the questions within the specified length of time (i.e. each answer should be no more than 1 minute long). The answers are saved and HR managers receive a notification after a candidate has completed the process. This provides additional insights as to whether or not an applicant is a good fit before inviting them for a face-to-face interview, thus saving time and increasing productivity.
Second, instead of physical, face-to-face interviews, HR managers can opt to do video interviews for the preliminary screenings. This not only saves applicants commute time by eliminating the need to go to the office, but it also saves HR managers time from having to coordinate logistical requirements such as booking an interview location.
With the amount of data, HR managers need to collect, organize, and track on each employee, it’s no doubt that many HR professionals feel they’re swimming in forms. From recruitment, hiring, onboarding, benefits enrollment, collective bargaining agreements, approving time offs — the list goes on and on.
Collecting these forms is already tedious. However, HR managers still need to sort and organize. Plus, when the time comes for these forms to be retrieved, HR can spend hours trying to sift through file cabinets and folders.
HR managers need to break this exhausting cycle of paperwork and transition into seamless and digital data collection and management. All this work can be replaced by a single technology platform that collects and compiles all the HR information needed for all employees. These tools also called collectively as Human Resource Management Systems (HRMS) promote self-service among employees. Instead of bothering HR to provide them with the documents they need, employees can access the forms on their own.
Independent review site TechRadar listed the following as some of the preferred HRMS by business owners (if you’re already considering getting one for your own organization):
Payroll is arguably one of the most time-consuming responsibilities HR managers need to do in the lifespan of their careers. There are a lot of moving pieces — it involves accurate auditing of work hours, tax deductions, benefits, shift differential compensation, labor laws compliance, collective bargaining agreements, etc. For HR managers, payroll preparation is a precision-driven task. One mistake can take hours to rectify, not to mention the penalties a business could incur if the error is compliance-related.
Advanced payroll management software can significantly reduce payroll preparation and management time. It minimizes, if not fully eliminates errors, saving HR managers from hours of correcting employees’ paychecks. These payroll technologies can also take into account other payroll factors such as benefits and labor regulations compliance, simplifying what is otherwise a complex and time-consuming process.
To help your transition to better payroll management software, PC Mag has cited the following payroll management tools which you can consider:
How ironic isn’t it? Monitoring and tracking employee productivity is one of the reasons why an HR team’s own productivity takes a slump. Having to go through manual timesheets, verifying that time entries are correct, and then organizing the data into cohesive reports for other managers to use. This is another administrative task limiting HR managers time to focus on strategically improving employee performance and contributing to business growth.
An accurate time tracking software is able to accurately record employee work hours and activities. It allows for consistency regarding how employees record their tasks. This makes it easier for HR managers to create productivity reports and provide guidance to the workforce on how to better manage their time. Accurate time tracking also ties in with accurate payroll, as well as other benefits such as time theft prevention.
A New Age of Productivity for HR Teams
HR managers don’t really come first to mind when thinking about the busiest members of the workforce. However, in reality, they are overworked and overburdened with routine and tedious administrative tasks. While this administrative work is unavoidable, technology can streamline and automate many of these processes to help HR teams reclaim their time; thereby focusing on objectives that would make a bigger impact for their organization.
Taking advantage of technology is the only way HR departments can cope with the increasing range of requests from both employees and managers. Shifting to more technology-driven processes and systems may take a small investment in the beginning, but the benefits are long-term and far-reaching
Dean Mathews is the founder and CEO of OnTheClock, an online employee time tracking app that helps over 8,000 companies all around the world track time.
Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many peoples lives are touched and changed for the better.
When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family, friends and finding ways to make the world just a little better. You can find Dean on LinkedIn.
RIVS releases updates to its Interview AutoScheduler for the most complex interview scheduling needs
RIVS, the leading provider of interview technology, today announced updates to its Interview AutoScheduler, empowering organizations to effortlessly schedule complex workflows involving multiple interviewers. The product updates serve organizations whose interviewing processes call for a set of interviewers that each need to interview a candidate with or without a specified order, multiple interviewers participating in a single interview together, interview sequences where certain interviewers are optional observers, and other complex scheduling scenarios — all while automatically respecting the calendar availability constraints of each interviewer and candidate.
Today’s announcement extends the capabilities of the company’s Interview AutoScheduler, which has long served clients handling large-scale interviewing processes. “Our organization schedules over 1,000 recruitment related events each year,” said Sheila McIntosh, Supervisor of Talent Management at The Region of Waterloo. “The RIVS scheduling software ensures we are communicating with candidates in a consistent and efficient manner. It dramatically reduces the time it takes to schedule recruitment events which enables staff to focus on other priorities.”
RIVS first introduced its scheduling technology in 2013 to help candidates and recruiters identify mutually available times for for an initial screening interview, eliminating the burdensome effort to arrange an acceptable time via email, voicemail, or phone conversation. Over time, RIVS added the ability to sync availability from corporate calendars, involve additional interview participants, and seamlessly handle rescheduling requests. “It is crucial to our clients’ talent acquisition strategy to eliminate overhead tasks related to interview scheduling, so that they can put their full effort and focus into interacting with and evaluating candidates,” said Phil Leslie, CEO of RIVS. “We’re delighted to have joined our clients on the journey to eliminate these logistical barriers through the power of our Interview AutoScheduler, now including support for even the most complex interviewing arrangements.”
RIVS’ Interview AutoScheduler technology features include:
– Back-to-Back Interviews / Sequential Interviewing
– Panel Interviews / Pooled Availability
– Round-Robin Interview Assignment
– SMS / Text Message Scheduling
– Custom Interview Sign-up Forms
– Integrated Live Interviewing
– Calendar Integrations (i.e. Outlook/Google)
– Automatic Time Zone Adjustment
– Break Time Between Interviews
– Reporting / Interview Status
RIVS is committed to building out solutions for employers to schedule, screen and assess talent through cloudbased technology. For a demo of the Interview AutoScheduler, visit: www.rivs.com/demo
RIVS interview technologies empower recruiters and hiring managers to effectively screen and select applicants to advance in their hiring process. Video, voice, and written interviews reveal key candidate communication and personality skills earlier on in the selection process, scheduling tools improve the logistics of arranging interviews, and the interview guide builder prepares internal stakeholders for an effective inperson interview. RIVS helps organizations discover top talent while reducing time to hire and costs associated with interviewing. For more information, visit rivs.com or follow us on LinkedIn.
If you have any questions regarding information in these press releases please contact the company listed in the press release. Our complete disclaimer appears here
Choosing people for your team is a complicated and painstaking process. It should be treated with all responsibility because the future development of the company and the overall relationship of the team depend on your choice.
Most successful recruitment consists of the correct system for the selection of candidates’ CVs and a productive interview. If you make some mistakes in these stages, it’s unlikely that in the end, you will get what you want.
In fact, all errors can be avoided if you follow a clear plan. Of course, the ideal strategy will come only with experience, but you should work step-by-step to improve it and learn not only from your mistakes but also from others.
As you have already understood, the interviewer’s strategy is very important, so today we will pay attention to 4 things to do before interviewing someone for your team.
Tune in to the positive
Before the interview, set yourself up for a good mood. Convince yourself that this particular candidate is ideal for you.
If you are in a good mood, then the atmosphere in the interview will be relaxed and productive. It will be easier for you to communicate with the employee and your stress will not be transferred to the applicant. Accordingly, the interview will be more successful.
To cheer yourself up before the interview, drink your favorite drink: tea, coffee, or juice. You can listen to music that you like or read a book. In general, do what makes you relaxed and abstracts from problems and bad thoughts.
Do not forget that the whole process of the interview depends on your behavior and condition and that your negative energy can affect the outcome.
Do a little investigation
This action will help you to find out more about the employee even before he comes to the interview. In our time, information about a person is not difficult to find because it is public access.
When you know more about the character, it will be easier for you to ask questions and, if anything, to figure out the deception.
Also, it’s better to use phone number lookups to find out all accounts in social networks, email address, location and even criminal records by the phone number of the owner.
Do not forget that everyone has secrets and not everyone is ready to share them. If it is connected with a criminal past or with different provocative moments, then you should know about it. Perhaps this information will affect your final decision, in your team, deceivers are not needed.
Prepare questions before the interview
Preparation is the most important and responsible part, and this is the key to a successful interview and future employment.
Prepare all the questions that interest you. Do not forget that if you conducted a preliminary investigation, as I described above, then ask the question, the answer to which you already know.
Questions can be different, ranging from “Your greatest achievement of which you are proud?”; and ending with: “Why exactly are you a good fit for us?”. To learn more about the questions for the interview, I advise you to read Best Questions for One-Way Interviews.
Interview in the presence of a member of your team
Maybe you should invite a member of your team who has been working for a long time and knows about the atmosphere in the current squad to the interview.
Thus, you can assess the candidate from different sides. You – directly from the professional side, the amount of experience, achievements and working qualities; and your employee – from the side of the manner of communication, conversation, and if this person fits the collective.
After the interview, you can discuss all the positive and negative points and make the right decision. Thus, you will choose not only a good worker and a professional, but also a person who will best complement your team.
The interview is not about the search for the ideal candidate; it is about people who can find common ground with you and prove that they are worthy to become a part of your company.
The main thing for a successful interview is a strategy that you must improve each time. Correct mistakes and work on yourself. In this article, I mentioned tips that can help you put your professional commitments on a better level.
Valerie Malecha is the content manager for Spokeo people search engine that organizes white pages listings, public records and social network information into simple profiles to help you safely find and learn about people.
Finding a quality candidate takes time, and the search can be lengthy and frustrating. HR managers are always looking for ways to reduce their time-to-hire while avoiding a drop in personnel quality. The good news is that with a little planning and forethought it is possible to find a great candidate quickly.
Minimize employee turnover
A recent study found the average cost-per-hire for companies is $4,129, so it’s worth looking internally first. Keep updated on employees who are interested in making lateral or vertical moves by having regular reviews with them about their goals. When an opening appears, your job will be much easier if you’ve been made aware of candidates who are already vetted and who fit into your company culture.
You can save a lot of time and hassle by asking your employees to refer candidates. Referrals are a very quick and easy option that can potentially speed up the process all the way to the interview stage. Start here before looking further afield. Make it worth their while and offer incentives to employees who refer a successful candidate, and you will bring aboard employees who you otherwise would have missed. Referring is the number one way candidates learn about a job posting, so take advantage.
Use your data and tools wisely
Take a look at your hiring tools and determine if they need an update, or if you can add to your toolbox. Technology can help you reduce your time-to-hire, so consider using these time-saving tools:
#1. Plum – Matches candidates with companies by using screening surveys and behavioural science. Uses an algorithm that combines survey results and gives each candidate a match score.
#2. RIVS – This is a video interviewing technology that effectively screens and selects applicants that will advance in their hiring process. It’s features reveal key skills earlier in the interview.
#3. PeopleSearch – Chrome extension for applicant sourcing. Scans the internet and compiles a profile including email and social media.
#4. GapJumpers – Conduct blind interviews using this tool, so that your team can focus on job-related criteria only. Eradicates biases to ensure the candidate is selected purely based on merit.
#5. Big Assignments – Save time on writing and editing your careers page by using this handy tool. Your careers page is a reflection of your company so make sure it’s polished.
Enhance your careers page
Candidates will view your careers page when they hear of your posting and also once you make them an offer. Ensure your careers page is robust, mobile-friendly, and represents your brand well. A well-designed careers page will reduce your need to advertise on job boards and save you time. Sometimes all your page may require is some rewording. A recent study found a job posting with gender-neutral language attracted 42% more candidates. You can use the writing guides at State of Writing, Write my Australia, and Via Writing to make your careers page more appealing and helpful for job seekers.
Have a pool of qualified, pre-screened candidates available for when you need them. This way you can skip advertising the job, waiting for qualified applications to come in, and the interviewing process. All you need to do is approach someone from your talent pool once an opening comes up.
Amy Dunbar, writer at Paper Fellows, recommends, “Determine what roles you find yourself filling often, and what skills and other requirements are entailed. Figure out reliable talent sources such as LinkedIn, referrals, and conferences. Once you’ve identified some good candidates, reach out to them and keep in contact with them.”
The hiring process can be difficult and long, and sometimes it doesn’t even result in your ideal candidate. You can save time and effort by utilizing employee referrals, enhancing your site’s careers page, using your data and tools wisely, planning ahead, and minimizing employee turnover. Follow these five tips and you will reduce your time-to-hire without sacrificing quality.
About the Author
Brenda Berg is a professional with over 15 years of experience in business management, marketing and entrepreneurship. Consultant and tutor for college students and entrepreneurs at Oxessays. She believes that constant learning is the only way to success. You can visit her personal blog at Letsgoandlearn.com
By now, the candy has all been sorted and parents have claimed their favorites while their youngsters sleep soundly. But the sad truth is that for HR professionals, horrors abound. Halloween is not the scariest thing they have to face. Nor are screaming angry toddlers. No, for many HR pros, there are horrors no one should ever have to face.
The folks at SHRM as well as those at Business.com put together a compilation of HR nightmares to share with you including:
The story of the power imbalance between previously besotted employees, one of whom was responsible for managing and evaluating the performance of the other. Needless to say, the solution to this particular love story was a relocation of one of the parties out of the other’s chain of command.
The first-day jitters were far greater for new employees of a company who was forced to hold a lockdown due to the unreasonable actions of a client- during the orientation of many.
The employee who not only couldn’t take the answer “no” but who insisted on showing up for work after having been let go.
Stories of employees who were penalized or negatively treated after discovering and fixing potential leaks and problems.
Hotel employees who used rooms in the employment to nap.
Inappropriate material being accessed and/or stored on company computers.
In addition to these gaffes and inappropriate behaviors, there are new troubling trends in HR that many attribute to the new work ethics being eroded. At no time is it ever appropriate for a new employee’s parent (unless the new employee is a minor) to participate in any way in the interview or hiring process. This may come as a surprise to many former helicopter parents. And, for new interviewees, putting your mobile device away during your interview is, indeed, essential.
We hope you had a happy, safe, and productive Halloween.