The Evolution of HR and Talent Acquisition

The Sky's The Limit....or is it?

When I first started this blog back in June of 2012, my experience with HR had been quite different than what it is today. At the time, my knowledge came from textbooks and from working at small organizations with one-stop-shop HR departments. My job experience typically had me in roles that did everything from initially recruiting candidates, on-boarding, new hire orientation, training, employee relations, payroll, off-boarding, and general HR management. I had a hand in everything and at the time I thought this was everything I needed to know about HR. It wasn’t until shortly after I started the blog that I realized how wrong I was. Either my experience had been sheltered, the HR function had changed rapidly, or a bit of both. Regardless, the HR function has evolved right before my eyes.

Some of my most noteworthy discoveries:

  • HR and Talent Acquisition are two different things: Due to the fact that my experience had dealt with everything from start to finish, I thought that this was the norm across the board. It wasn’t until I got a new job as a sourcer (which I had no idea what that was at the time) that I learned how talent acquisition is a beast in its own right. Effective talent acquisition involves an in-depth strategy, involving anything from candidate mining, to employment branding, to better interviewing options. Once I saw how this was done, I almost wondered how anyone could even fathom handling all the other HR duties on top of this function. As time went on, I saw more and more companies splitting talent acquisition off from the HR department.
  • Recruiting has gone social: When I first started this blog, I was using it as a supplement to my resume. I wanted people to see my knowledge and passion. To promote it, I started using social media sites only to eventually get hired via Twitter. Once I got settled in my job as a sourcer, I was deemed the social media recruitment queen and had to create training on how to do this effectively. Needless to say, I like to practice what I preach so I often incorporated social media into my sourcing efforts. Candidates are also recognizing how much social plays in the job hunting game and now take the time to use social as a means for personal branding. Honestly, looking at some of these creative resumes was a lot more fun than staring at the typical resume format over and over.
  • HR tech is going beyond HRIS and ATS systems: Prior to my most current employer, my experience with HR tech was the typical HRIS and ATS systems. With the acceptance of social media in the workplace and the increase of technological advances, new HR vendors are emerging rapidly. HR technology now can include anything from video interviewing and social media recruitment platforms. Also, there are platforms for onboarding, recognition, training, career succession, and more. It’s wild how much has been developed over the last few years and I hope to make it out to the HR Tech Conference one of these days to see some of the interesting options.
  • The 2020 workplace is right around the corner: Not to alarm anyone but time is flashing by. Although it’s no secret that 2020 is known as the “Gen Y Takeover” of the workplace, companies need to start revamping their offerings to attract these candidates. Competitive companies are taking the time to understand Gen Y values and apply it to their culture or perks. For example, some companies are offering flexible work schedules, telecommunication options, social media friendly environments, creative workplaces, assistance with student loan payments and more. It’s no longer about offering a hefty paycheck but about creating a situation where work-life can be blended better.
  • Typical employment is changing: Say farewell to the idea that your employees are bound to stay with you for their full career. That’s not really a thing anymore. In fact, it seems as if more companies are contracting employees or more people are becoming free agents and/or consultants. When I first started recruiting, I was told to stay away from the job hoppers but as the years went on, I’ve realized that “job hopping” is becoming more of a regular occurrence. Some employers are actually even embracing those types of people because the amount of knowledge and skill they picked up from employer to employer.
  • Talent acquisition is becoming more proactive: Companies need to be prepared because any one of their employees can be a potential risk thanks to proactive recruitment. Recruiters are now taking time to build relationships with passive candidates and talent pools are now being upgraded to talent communities. Passive and active candidates are easily in contact with recruiters and are up to date about opportunities as they arise. Posting and praying is becoming a thing of the past and recruitment is now about two way communication.
  • HR law is becoming a bit trickier: HR law seemed to be so much easier to handle before social media and alternative workplace options came creeping in. Sometimes it boggles my mind to even try to consider what could be a liability in these situations so I’ll leave that to the professionals. There are way too many gray areas for me to process.
  • The usual training programs don’t cut it anymore: If you’re relying on classroom trainings during new hire orientation only, you’re doing it wrong. More companies are expanding their training through various means, such as job shadowing, social learning, mentorship, support for continued education and online learning. Additionally, training is no longer focused only on new hires. Instead companies are now offering trainings or refreshers for people who want to keep up with the fast paced changes in their industry. If an employee wants to take control of their career progression, these new options for training and development can allow them to do so.

If someone asked me two years ago what I thought my career progression would have been, I would have said HR assistant, to supervisor, to manager, to assistant director, and so on. If someone were to ask me now, I would have absolutely no idea. For example, my current job role is in marketing for HR and the talent acquisition industries. Never in my life would I have thought I would fall into marketing but apparently this is one of the many areas that someone in HR can go, especially with the emphasis on employment branding. I definitely am not complaining because it allows me to keep up with the industry and continue to learn. The sky’s really the limit and based on what I’ve seen over the course of the last year, I think that’s going to continue to be the case.

Photo Source

Advertisements

HR Tech: HR Cloud On-boarding Platform

The other day, I had the pleasure to speak with the individuals from HR Cloud again. As stated in my previous blog, I found their platform to be particularly interesting. I loved the fact that everything an HR professional would need was located in one, easily-manageable interface. Additionally, I really enjoyed how customizable these features were, which not only saves a lot of time but also helps strengthen the internal employer brand. After initially getting an overview a couple months back, I was happy to connect with HR Cloud so I could get a closer look at each portion of their platform. This time, we focused more on the on-boarding piece.

Here are some interesting features:

  • Landing Page: this page can be the “Welcoming Page” for a new hire. Your organization can provide a username and password for the new hire so they can get some of the on-boarding processes done before their start date. This landing page’s layout and widgets can be customized to include: videos, specific HR forms, tasks with due dates, a welcome message, and so on.
    • Key take-aways:
      •  Reduce time and money by having new hire paperwork on this platform, rather than shipping, printing, faxing, etc.
      • New hire paperwork can include additional paperwork or customized paperwork for specific job role or department. Digital signatures can authenticate paperwork.
      • You can build an employer brand and strengthen the culture by including videos, internal information, welcoming messages, and anything else that can help increase transparency of your organization to the new hire.
  • Administrative Tab: this tab can be utilized by HR professionals and department heads. The tab can be configured for specific needs, help reduce time, and keep everything organized and on track.
    • Key take-aways:
      • HR and department heads can send out messages/forms/tasks either to a collective group of people or to individuals.
      • Checklists and tasks are easily visible to allow HR and department heads to know what needs to be completed.
      • IT will receive an automatic alert to help prepare for new hires. For example: an alert to order laptops/computers/equipment; and to create passwords/usernames.
  • First Day Activities: This feature streamlines new hire paperwork processes and training to help your new hires jump right in.HR can create a task to-do list so new hires can be productive in their on-boarding. This feature will also include an organizational chart so employees know who they will be reporting to and who they’ll be working with. The organizational chart will be complete with avatars so new employees can put a name to a face.
  • Form Creation and Customization: This feature allows the system to upload any forms into their PDF creator. These forms can include the usual 1-9s, W-4s, direct deposit forms, and so on. Also, companies can create forms that are specific to job role, industry, department, or their company. These forms can also be auto-populated with employee details to save time and ensure that information is accurate.
  • Career Planning: Employees can review the expectations and goals of their current position so they can properly position themselves on their career path. This transparency can allow employees to take control of their professional development.

The on-boarding process can be grueling, both from an HR perspective and a new hire perspective. Time can be wasted if: forms aren’t completed properly; you have to wait for shipping and receiving; or you have to wait to give/receive directions on your first day. To do lists and checklists can make it easier for the organization to keep track and make sure everything is squared away, which will potentially limit any headaches down the line. The first day activities and organizational chart can help a new employee feel more comfortable in the transition. The interface makes navigation effortless and it’s very user-friendly, which can cut down time and frustration. Overall, I think this platform is organized, effective, and can make the process stress-free for all individuals involved.

Contact HR Cloud today for a demo.

 

The Benefits of Video Interviewing

Photo Source: Wowzer

Recently, I have come across the company, Wowzer, which specializes in video screening and interviewing. Being a remote recruiter, I was extremely interested in learning more during their recent webinar that took place this January. At first, I assumed it was generally going to tell me about the features of their service but I was thoroughly impressed by the fact that video interviewing can go beyond screening candidates. In addition to this benefit, it can also be utilized for employer branding.

Some interesting take-aways from this webinar:

  • Video recruiting can cut down time: recruiters are overwhelmed with resumes and often need to take time to call these candidates before they determine if they meet the basic requirements. Video interviews with predetermined questions can allow candidates to pre-record their answers and help recruiters cut down phone screen time.
  • Video recruiting can cut down costs: instead of flying out potential employees and paying for hotel rooms, video recruiting can help employers get a better feel for candidates before determining if they can make it to the final interview stage. Essentially, it can even cut out the need to fly out candidates for a face-to-face.
  • It can help everyone be on the same page: having a recorded interview can allow hiring managers, HR, and recruiters to all review the same thing. This can cut down biased opinions, help reduce missed information, and document things accurately. This way, everyone can make more informed decisions based off of the SAME interview, rather than reviewing notes from those who interviewed the candidate. It can help make the interview process fairer for candidates.
  • Candidates can be stronger interviewers: sometimes resumes and phone interviews don’t present candidates the best way possible. Some candidates are superstars during face to face interviews. Video interviewing can help even out the playing field and give these candidates the option to put their best foot forward.
  • It can help brand your company: video doesn’t need to just be used for candidate screening. Companies can pre-record videos or even do live interviews of their company, the culture, and so on. This can help create transparency of the organization, allow companies to personalize their employer brand, and help build engagement efforts to attract candidates.

I’ve always heard of video interviewing but never realized how much more it had evolved over the years. The benefits seem to be increasing by the day and as technology allows recruiters and HR professionals to be more mobile/remote, this can be a fantastic option for them to do their job effectively while cutting down time and costs.

More Links:

Wowzer

Video Tips to Attract and Identify Talent

Video Interviewing Research Report by Sarah White & Associates

Bitrix24: Social Workplace Collaboration Made Easy

 

Recently, an employee of Bitrix24 had reached out to me in regard to their social workplace collaboration platform. Of course, I was intrigued by this because I find these types of tools to be fascinating. Over the past couple years, I have been researching, testing, or using different SaaS to see how it can help organizations be more efficient. Naturally, I wanted to hear more about this and learn about the features it can offer an organization. Stephen Ankenman of Bitrix, Inc. was kind enough to speak with me in regard to their concept.

Ashley Perez (AP): What is the core concept of Bitrix24 and why did you decide to develop this idea?

Stephen Ankenman (SA): “Small businesses need classic intranet tools and social collaboration just like enterprises. Our driving philosophy is to unite the management of a company to a single platform that can handle all standard company operations: vertical and horizontal, internal and external.”

AP: What are some key features that help employees collaborate and coordinate more effectively?

SA: “Content can be shared instantly to any subset of users, whether it is a comment or file. Internal notifications, automatic reporting, and the activity stream replace a lot of email and greatly reduce the need to repeat information. For some companies, simply having anywhere, anytime access to files, tasks, and other data is a game-changer. There are also Business Processes available in the CRM and file library which can draw on other parts of the intranet, such as the company structure, instant notifications, and tasks to keep operations running smoothly.”

 AP: How does this SaaS help all levels of employees communicate and socialize?

SA: “The Activity Stream keeps users informed of everything that pertains to them and provides commenting and other methods of instant feedback (public or private). The social layer of Bitrix24 provides discussion threads directly attached to objects such as tasks and files, and spontaneous conversations can be started, shared, and enhanced with new files, pictures and videos.”

 AP: How has this helped project management?

SA: “Any number of project groups can be formed. Tasks inside groups can be viewed as a Gantt chart and are visible to all users.  With a group-only activity stream on the front page, it’s very easy to get a snapshot of what is going on.”

AP: What are the different features that help employees navigate to find relevant documents, knowledge-base, information, and resources?

SA: “ Search is very powerful in Bitrix24.  Search covers file content, comments, tasks, wiki entries, the CRM and other objects. It’s important to note that simply having all of these objects under one roof provides a distinct advantage for Bitrix24’s search.”

AP: Is Bitrix24 flexible and mobile? If so, please explain.

SA: “Bitrix24’s CRM is highly customizable to reflect products, sales stages, contact types, and all other nuances that are unique to each company’s sales process. In the intranet side, the access system lets you share what you want how you want and with whom you want.

“Business processes, available in the CRM and document library, allow highly specific workflows to be created according to the very specific needs of a company concerning approvals, conditions, and drawing in information at various stages of the workflow.”

Recently, I spoke with an individual, Jim Sweeney, who had started using Bitrix24 for his start-up company’s needs. As he had stated, “I’ve used other platforms before that seemed much more entailed and weren’t really necessary for smaller companies and start-ups like my own.  Bitrix24 helps with communication, organization, and project management. It’s simplified and user friendly so it’s very easy to find the information that you’re looking for. It helps organize each person in our group so we can clearly see what the next milestone is and what the next due date is. It helps us easily link our tasks to our process mapping.

“I can see it being really great for project management, and is especially good for inter-office communication. This is extremely helpful because all of the team members of my company is scattered throughout the country. The communication features are so clear and easy to use that we can get straight to the point rather than having to mess around with customization features.

“The selling point for this platform over larger platforms is the pricing (it makes it easy for small start-ups) and that its simple- I don’t need all the features that larger organizations need. It works for us. There is a very small learning-curve. For smaller companies, we don’t have time to waste on trying to learn every aspect of a platform. We’re more concerned about getting our product/service up and running. Bitrix24 takes away the hassle and allows us to get to what matters.”

After speaking with Stephen about Bitrix24 and also hearing some real, customer feedback, I’d have to say I’m impressed with this. Sometimes having too many customization features can be daunting, confusing, and can actually slow down productivity. I like the fact that Bitrix24 allows companies and users to get straight to the point and makes using the SaaS a lot easier.

If you’re interested in learning more about this company, please feel free to go to www.bitrix24.com

Human Resources Technology Made for Management

Some managers believe that micromanagement is needed to be able to verify that their employees are productively performing. Some managers believe that doing “walk-throughs” can help create a presence and also help them manage more effectively. Although these methods may have helped managers get a clear picture of how efficient employees were working, there seems to be new technology emerging that actually helps managers manage more effectively. Additionally, this technology helps document work progress more accurately to help Human Resources during performance reviews. This technology is once again helping HR and the business as a whole.

Companies like 4 Spires and Workday are developing useful software and technology to help HR, management, and subordinates to not only be more social, but also more capable. Work management technology helps managers to easily delegate tasks and project needs to employees. This software helps increase communication, shows status updates, and even shows which employees are contributing to what. This helps managers cut down the time that they do walk-throughs and micromanage and allow them to actually spend their time managing.

A company called Rypple has honed into Gen Y needs and created a social-performance management platform. This platform is used for work goals, feedback, and recognition (all which are highly desired by millennials). In addition to this, employees are able to create their own goals and welcome other employees to help them achieve their goals. This allows management to once again see who is involved in the process, be able to provide feedback during one-on-one meetings, and even offer rewards and recognition (much like you would see in gamification).

Not only does this technology help managers ensure everyone is doing their part and staying on target to reaching their assigned projects/goals, but it also helps the Human Resources department when it comes to performance reviews. This technology helps keep accurate documentation of each employee’s performance and contributions throughout the year. This can help HR make informed decisions about an employee’s performance rather than basing it off of potential biased opinions or questionable information.

Simply stated: technology is once again making a huge impact in business. From a HR standpoint, this can make their jobs so much easier when it comes to being compliant and fair to employees.

More reading on this technology:

Work Management Software

Tech News: Salesforce Debuts Rypple (also, Photo Source)

Spotlight on PeopleMatter: Company Culture and HR Technology

A little over a year ago I started realizing that I needed to research deeper when it came to finding an ideal company that offered all (or most) of the things I wanted and valued. I was tired of submitting a resume to the same generic job posting. I hated that unsure feeling I’d get when I would interview with companies. And I really hated when I started a job and was almost instantly disappointed. With all of these thoughts floating through my head, I decided to start my employer search by simply Googling two things I loved: human resources and technology. I clicked on the first company located in Charleston, SC (where I currently reside) and my mouth instantly fell open as PeopleMatter’s webpage loaded on my screen. I was awestruck.

PeopleMatter encompassed HR and technology in a way that I could have never imagined. The technology was practical, efficient, visually appealing, and mobile. It made it easy for busy managers to manage their talent. PeopleMatter’s platform consists of the following SaaS areas:

  • Hire: The Hire platform handles all of the recruiting, tracking, and on-boarding processes from start to finish. It organizes the company’s:  applicant tracking system (ATS) functions; background checks; job assessments; tax credits; I-9s; and on-boarding paperwork and processes.  Being that I’ve worked in HR before, I’m well aware of how frustrating it can be to have multiple logins for several vendors that handle these processes. It was a relief to see that PeopleMatter found a way to take the hassle out of the on-boarding process.
  • Learn: Assigning and tracking employee training has never been easier. This learning management system allows managers to easily select and assign specific training for different job functions. Managers can upload PDFs, videos, and other training material for employees’ review. Managers can use this tool to keep track of an employee’s progress and test scores. Additionally, this system can run reports to show metrics of which training materials seem to be working and which might need to be tweaked.
  • Schedule: Scheduling is a breeze with this platform. Managers can create schedules and effortlessly share it with employees. Employees can even use the free mobile app to view schedules, request time off, and switch shifts on the go. Managers can use this system to ensure that all shifts are covered and to ensure that the company isn’t incurring unnecessary costs by double-scheduling employees. Efficient and effortless.
  • Engage: This area will be coming out soon but will be sure to grab managers’ attention. The tool will be designed to create incentive programs to help motivate and engage employees (every manager’s dream!)

But PeopleMatter’s sleek and engaging SaaS platform isn’t the only thing that caught my attention, it was also their impressive company culture. After reading about their company culture, I was sure to track their growth and development via social sites like Twitter, Facebook, and LinkedIn. As the year went on, I saw that their company was getting bigger and better in all areas. Employees generally seem to love working here. Some of the reasons why PeopleMatter’s culture rocks:

  • CEO, Nate DaPore, actually takes the time to use social media to tell the world about exciting news going on within the company, his employees, and his clients. To see a CEO of a company that is this openly invested in the business, his people, and his customers… well, there are no words. Judging by what I’ve seen, I’m sure he has an infectious passion that inspires those around him.
  • VP of San Francisco, Mark Deaton, took the time to have a phone call with me. When we ended our conversation, all I could think was, “Wow.” Mark had a management style that moved me. He talked about how he truly cares about his employees and that he has a drive to help them succeed professionally and personally. His conviction was tangible. He believes in his ability to do to good by his employees so much that he actually invited me to connect with some of them to discuss his management style. That level of confidence seems to prove that he follows through with what he says.
  • PeopleMatter involves all their employees in events to support and promote their clients, both new and old. It’s nice to see that everyone is involved in the company’s success and all the pictures seem to show that they’re having a good time.
  • PeopleMatter is random which makes the employees excited to see what’s in store for them each day they come into the office. From firing random cannons, to Mario Kart wars, to randomly doing a cross-country RV road trip- who knows what they’re going to get into next.

I wanted to put a spotlight on this company today because it does have a lot of great qualities to it. The technology is amazing and I can’t wait to see what new platforms and features they come out with in the future. Additionally, their culture is one that I can easily say that people would feel lucky to work for or with them.

Links:

PeopleMatter. 

PeopleMatter Platforms.

PeopleMatter Culture.

Twitter: @PeopleMatterHR