Signs it is Time to Take Your Organization Virtual

Signs It Is Time to Take Your Organization Virtual

Signs to go virtual
How to ask your boss that you want to do your work from home?

Is It Time to Take Your Organization Virtual? Here Are the Signs It Is

The on demand skills based economy is here. With today’s top talent adapting to the new climate of the workforce, organizations now must find new ways to engage and retain their staff while bringing in the best talent available as needed to survive and thrive in complex economic times. The workforce has taken their careers and income earning opportunities into their own hands and crave the flexibility that virtual organizations provide. Whether you need to incorporate contract or freelance work into your operations or want to give flexible working arrangement incentives to your existing permanent team, there are many benefits to taking your business virtual.

Below are a few signs it may be time to take your organization virtual.

Your Industry Has Already Shifted

Does the competition incorporate contract and temp work for their teams to execute projects and deliverables? Do they have satellite offices with less overhead dispersed throughout a greater geographic region than you? You may be paying for more office space than is required or missing opportunities for growth by not shifting alongside your competitors that are gaining more market share through virtual teams and contracted project management.

Accessing the Best Ability When You Need It, Cast a Wider Net for Talent

Human capital is and always will be critical for organizations to grow. The top talent of today’s workforce is already embracing the shift of the gig economy for their careers. Contract and freelance work for projects may be one of the only options for reaching some of the most talented professionals that you do not have access to in traditional employment engagements. Leverage the strengths, talents and skills of top performers available to compliment your permanent staff. Changing up your business model to attract and leverage the best talent available for your organization is critical and inevitably necessary. There are specific projects or initiatives that do not require full time engagement, try contracting out this work with the support of your existing team.

There is Flexibility to Be Gained by Both Sides with Less Commitment

A short term project to gauge ongoing working compatibilities allows each side to have less binding ties than an official employment contract. By allowing both sides to test the waters, there is flexibility to expand working relationships or simply part ways conveniently for both parties.

You Already Leverage Collaboration Tools in the Cloud

The cloud is here to stay and the same tools that are used for internal personnel communications and document management, have made their way into the workforce. The same affordable tools already invested in, can be leveraged by personnel logging on from anywhere. Programs such as Office 365, Dropbox, Slack and Google Drive allow teams to collaborate from dispersed locations in different time zones to accomplish tasks and achieve goals remotely. Implementing electronic systems and procedures will be necessary but also provide the necessary guidance and structure to improve operational efficiencies and help designate roles and responsibilities between members of the virtual team.

You Want to Incorporate Work from Home Policies as an Incentive

More and more companies are realizing the benefits of an engaged workforce by offering the flexibility to incorporate part time working from home policies. As with any incentive, it has to be carefully managed so teamwork can be developed through defined deliverables with accountabilities in place. Conference calls, in person meetings, team brainstorming sessions can help teammates engage virtually while allowing them designated time to manage their personal and professional lives more flexibly.

You Need to Scale with Speed Affordably

Small dispersed teams optimally performing are considered a threat in today’s workforce. With the right mix of trust, relationships and business process, virtual teams can deliver unprecedented results with the right controls and check and balances in place. Having a plan in place with defined goals and objectives so the project delivery can be optimized by the virtual team’s performance will be a key to the team’s success.

Your Management Team has the Soft Skills to Manage Virtually

Teamwork and accountability can be fostered through well-defined objectives and project management milestones. Team engagement through regular meetings that encourage brainstorming, strategic discussions, presenting and reporting will help make the virtual team successful. Periodical in person face-to-face meetings and engaging collaboration tools that allow you to share mini bios and personal pictures can help develop comrade from teams that do not regularly work together. Leaders of virtual teams need to have the right balance of soft skills and technical aptitudes to adapt their management style accordingly.

Is it time to take your organization virtual?

About the Author

Eric Apps, Organimi

Eric Apps is a seasoned technology entrepreneur, lawyer and early pioneer of today’s growing modern workforce methodologies. Eric has owned, operated and held board or senior management positions in several public and private technology companies. Today he is partnered in Aluvion and Organimi, Canadian law and technology firms, where he is an early adopter and advocate of building virtual teams and services to grow his companies. By leveraging the power of new technologies to streamline workflows, while utilizing a virtual network of highly skilled, and highly responsive professionals to develop his companies, Eric is a thought leader and advocate for the growing freelance/gig based economy.

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For more information, visit http://organimi.com

To book an interview or to request information, please contact Nicole Ragno at nicole.ragno@organimi.com

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Enhance Engagement and Retention with People Analytics

Enhance Engagement and Retention with People Analytics

Employee Group

An organization that provides top wages and benefits loses a great employee to a competitor for no apparent reason. We can’t stop employees from leaving unless we have a plan to make them stay.

“Retention is the single most important thing for growth” – Alex Shultz (VP Growth, Facebook)

What is the biggest and most intractable restraint to growth faced by companies doing business today? For many organizations, it’s the lack of appropriate talent. The reason: As more organizations have expanded their operations, the need for talent has skyrocketed. But there isn’t enough skilled labor to fill the demand. As a result, one risks losing the talent to other organizations. And with so many companies drawing on a limited talent pool, the competition is fierce.

Glassdoor’s statistical analysis reveals top three factors that matter most for employee retention.

  • Company culture
  • Employee salary
  • Stagnating for long periods of time in the same job

By examining the survey responses of more than 100,000 employees in numerous organizations, Gallup also discovered common themes among the reasons employees chose to remain with a company or to leave it. The reasons employees chose to stay with a company included the following:

  • I feel my job is important to the company.
  • My supervisor cares about me and gives me regular feedback.
  • I know my job expectations.
  • My opinions count.
  • I have opportunity to do my best work every day.
  • My career development is encouraged.

All the above reasons are part of what is often known is “engagement”. Organizations, or teams with high levels of employee engagement score high in most if not all of these. Higher engagement levels not only significantly affect employee retention, productivity and loyalty, but are also a key link to customer satisfaction, company reputation and overall stakeholder value.

OWEN Analytics, who is are providing AI-based people solutions have developed a robust and comprehensive methodology to measure and enhance retention. They run quick pulse surveys that are a combination of “ME” questions (My opinions count), and “WE” questions (I would like to appreciate the following individuals for helping me in my day-to-day work). Open feedback questions are interspersed as well to understand sentiment and key issues.

This helps understand engagement drivers not only from an individual employee perspective, but also from a team dynamics perspective. After all, our engagement with the organization is actually our engagement with the people in the organization – hence understanding those relationships is critical in better understanding attrition. This is the science of ONA (Organization Network Analysis). The example below illustrates how ONA can be used to understand team dynamics in a pharmaceutical sales organization.

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Clearly, the more cohesive teams have better performance and lower attrition.

Now that we have looked at engagement comprehensively, we need to look at what other factors drive employee turnover, as shown below:

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As per Deloitte, moving beyond the analysis of employee engagement and retention, analytics and AI have come together, giving companies a much more detailed view of management and operational issues to improve operational performance.

Exploring People Analytics

People Analytics, a discipline that started as a small technical group that analyzed engagement and retention, has now gone mainstream as per Deloitte. Organizations are redesigning their technical analytics groups to build out digitally powered enterprise analytics solutions.

OWEN Analytics specializes in helping organizations improve retention using AI driven techniques. As per OWEN, “Machine learning predictions can be sufficiently accurate and thus very effective in enabling targeted interventions for retaining high risk employees. However, using such techniques requires significant expertise in developing predictive models and experience in interpreting the outputs.

HR leaders and aspiring analysts needn’t be disheartened though. One can start with some very simple analyses using nothing more than basic Excel and develop reasonably good retention strategies” Read their blog here: Manage attrition using simple analytics.

OWEN uses a systematic retention approach to understand, predict and drive necessary actions.

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Predictive models are developed using various Machine Learning algorithms (e.g. Decision Trees, Random Forests, Logistic Regression, Support Vector Machines and Artificial Neural Networks) and best fit algorithm based on the accuracy and business context selected to predict flight risk.

Once the predictions are drivers are available, simple action planning templates to develop and track interventions are used to retain high potential employees.

Retention Challenge

The retention challenge is the result of increasing job mobility in the global knowledge economy where workers average six employers over the course of a career, coupled with the baby boomer retirement “brain drain” and a smaller generation of workers entering their prime working age during this time. It is occurring in all types of organizations across all management levels. This study empirically investigates whether the impact of an organization’s strategic orientation toward knowledge management, the learning culture it supports, and specific human resource practices impact knowledge worker retention and organization performance.

The Eight Elements of the High-Retention Organization as per SAS Institute

  • Clear Sense of Direction and Purpose
  • Caring Management
  • Flexible Benefits and Schedule Adapted to the Needs of the Individual
  • Open Communication
  • A Charged Work Environment
  • Performance Management
  • Recognition and Reward
  • Training and Development

As per Asia – Pacific Journal of Research, preventing turnover is a wise step to implement because it saves money, time, and effort. The company should spend a considerable effort and time to prevent turnover. It is better for an organization to keep experienced and productive employees than to hire new ones. It should invest in its employees through training programs, creating a good hiring process, and engrain them with strong organizational vision. To effectively solve turnover problems, every company needs to address the causes of the turnover. The causes of turnover might not be the same for every company. Below are the most common and affecting factors for preventing turnover.

It’s no more a secret that People Analytics plays a vital role for organizations in dealing with challenges of employee engagement and retention.

About the Authors:

Soumyasanto Sen — Blogger, Speaker and Evangelist in HR Technologies. Engaging with OWEN Analytics.

Professional Advisor, Consultant, Investor in HR Tech. Having 12+ years of experience focusing on Strategies, People Analytics, Cloud, UX, Security, Integration and Entrepreneurship in Digital HR Transformation.

Tej Mehta — Founder & CEO of OWEN Analytics.

Entrepreneur, advisor, student of social sciences. Founded i-Cube as an intersection of analytics and social sciences. Previously, as Vice President with Seabury Group, led strategy and operational transformation programs across several clients in the airline and aerospace industries. Aeronautical engineer, MBA from University of Southern California.


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Strategies for Being Productive While Working Remotely

Strategies for Being Productive While Working Remotely

Working Remotely is Trending Upward

I was reading an interesting article the other day on Fast Company’s site regarding work trends. It was estimated that more than 50% of the work force will be working remotely by 2020. Additionally, 25%, of the business leaders surveyed, indicated that more than three-quarters of their employees would not be working in a traditional office by 2020. Of course the definition for the word “remote” has been debated often. Does this mean working somewhere outside the office for 1 or 2 days/week? If you work off-site or in coffee shops does this ‘count’ as working remotely? If you work any at home during the weekend are you considered to be a ‘remote employee’? Therefore, if we widen the scope of the definition says, Sara Sutton Fell (CEO of FlexJobs) then:

In most white-collar jobs, I’d say 99% of people are already working remotely in that they take work home. It creeps into our work style already. I think it’s just not formalized by either the employer or employee… If remote work means that you check email on Sunday night then congratulations! You already have a work-from-home job.

There is little question that workers often rank ‘flexibility’ as one of their top reasons they are attracted to more desired jobs. Given the impact of the digitization of work millennials (and other age groups as well) really value the option of, “…taking an afternoon off and catching up on Saturday morning.” Further, a more flexible schedule allows for more spontaneous interactions with co-workers, but also time for focused, head-down productivity as well. For recruiters and other small business owners the power of working remotely is truly endless.

How to Remain Productive when Not in the Office

If the trend is toward more of us working remotely and/or from home what are some tips and tricks we can take advantage of to ensure success?

This article will provide a short list of tactics that have worked for me as well as a few suggested by others who are experienced at being productive while working remotely (PWWR). I’ve worked remotely (in some capacity) as a college professor and content marketer for the past 15 years and learned a few tips and tricks along the way. One thing I know for sure is you need a strategy and plan, for remote work, or it can lead to problems. There are real pluses to working at home/remotely and also pitfalls if not approached with a solid plan.

Strategies for Working Remotely

  • Work off of a Daily List of Tasks to be Done: One of the challenges with working at home (or in any other remote location) is how easy it can be to become distracted and taken off course. Therefore, it’s a good idea to put 2-4 things you want to get done on a list daily. During the day go back the list a couple of times to ensure you are staying focused. As things get accomplished you can cross them out. At the end of the day update the list by checking off what has been finished and what is pushed to the next work day. Psychologically it can be very satisfying to see items get ‘checked off’ the list. The goal is to make steady progress every work day (usually on several small tasks).
  • Don’t become a Silo & Consistently Communicate: It takes personal discipline to work remotely and remain productive. One thing to remember is avoid being a ‘silo‘ and working independently for long stretches. In other words, check in often with co-workers and bosses to let them know what you are working on and to be available to help others if needed. It can be easy to ‘fall off the radar’ when working from home, but if you are intentional about consistently communicating it will serve you well. Also, consistent communication lets everyone on the team know that you are engaged and working toward pre-planned goals.
  • Be sure to take Breaks/Change of Scenery: It may seem obvious but be sure to take breaks when working remotely. Given that you do not have other co-workers around (who can be distracting) often we can really get in a groove and get a lot accomplished while working remotely. This is great, however it’s also easy to work even more hours and ‘forget’ to take breaks. I find taking a 20-minute walk, grabbing a lunch off-campus, getting a quick coffee, or doing a chore or two around the house can serve as an effective change of scenery/break in the monotony.
  • Put Together Reports to Update Colleagues on Progress: Given the way our work places are organized, in this digital era, often we are working on individual/independent tasks that are connected to bigger goals of the company/agency. What’s more, our colleagues may or may not know what we are working on and, more importantly, the progress that is indeed being made. Therefore, if you can provide monthly and/or weekly summaries of tasks that are getting done and how they are edifying the long-term goals of your company this can be super helpful. Also, this helps for summarizing how all of the small tasks are helping move the business in the right direction. It can be easy to get bogged down in the details and not “see the forest for the trees”.
  • Have a Dedicated Work Space: Whether you are working at home or at a coffee shop it’s critical to have a work space that is ‘only for work’ and not used for other things (you may do in your spare time/down time). It helps if your home or remote location is similar to your office at work.

Optimizing Working Remotely Important

As more and more people work remotely (and the time they do so also increases) it is going to become even more important to continue finding ways to optimize this type of work environment. For even more information check out a recent article from The Muse: 10 Reasons Working Remotely is Even Better than You Thought it Was.


Source: Strategies for Being Productive While Working Remotely – Crelate

Reducing Hiring Chaos for Small Business

Written by Simon Bouchez, CEO of Multiposting, an SAP Company.

Reducing Hiring Chaos for Small Business

I want you to imagine that you’re the owner of a small business. An accounting firm, for example. You want to hire a bookkeeper, so you post an ad on a few job boards. The next thing you know, you have 75 emails in your inbox. Now you have to figure out a system for tracking all these candidates, storing their information and applications, ranking them, coordinating interviews, saving feedback from coworkers, and on and on. Doesn’t look like you’ll be doing any accounting this week!

As the CEO of Multiposting, an SAP company specializing in recruitment technology, it is my job (and my passion) to understand the dynamics of the job market and develop solutions that make recruiting easier. I have the pleasure of speaking often with companies, both big and small, about their hiring process. While large enterprises struggle to hire globally and locally, and to navigate the waters of job networks, small companies are facing recruitment chaos. Often times hiring becomes the job of the operations person or hiring manager and it is just one part of their job. The hiring process is usually quite manual, time-consuming and unorganized.

As we were developing our flagship product, Multiposting, we set out to also help address this struggle in the small business market. When we joined SAP in 2015, we were given the support we needed to take this passion project forward into market. I’m proud to introduce to you WorkConnect by SAP, a recruiting tool that helps remove the stress of hiring with easy job postings and candidate management.

From Chaos to Calm

WorkConnect simplifies the hiring process by enabling you to reach dozens of job boards, track and manage candidates, and easily collaborate on team feedback – all with one tool. We’ve integrated with leading job boards so you can just post your job once and it automatically reaches multiple boards. This makes the process of sharing a job post much less manual and saves hiring managers significant time.

One of the most difficult things about hiring is managing the influx of applications and tracking candidates through the hiring pipeline. Typically, small businesses use spreadsheets to manage candidates and it is time-consuming, manual, error-prone and difficult to collaborate on. WorkConnect has Applicant Tracking System (ATS) capabilities that keeps applicants’ information organized in a simple interface and allows you to keep track of them throughout the hiring process. Even if you amplify your job post on other networks not integrated into the product, like Craigslist, you can still track and manage your candidates easily through WorkConnect.

Hire as a Team

I think it goes without saying that involving your team in hiring decisions is critical to finding the right fit. But coordinating team feedback is easier said than done. Getting team members to provide feedback after interviews in a timely manner is one challenge, but compiling feedback from email threads, post-it notes, and in-person conversations into one place is even more difficult. WorkConnect is designed to alleviate this organizational stress by allowing colleagues to easily rate and provide feedback all within an organized system. All you need to do is send them a candidate link to coworkers and they have all the information they need on the candidate and a place to easily share their input.

Efficient Recruiting IS Possible

And finally, our pièce de résistance, it’s an easy-to-use cloud-based tool with no training required, simple onboarding, and an even easier purchase process (try free for 30 days or buy online at sapstore.com). WorkConnect is currently available in the U.S., U.K., Canada and France, but we plan to expand into other markets in the near future.

As I mentioned earlier, I’ve heard the challenges of hiring for small businesses and I’ve experienced them in my own career. I empathize with the hiring chaos and I think this solution will make the process easier and faster so your team can focus on finding the right talent that will drive the success of your company. Let’s be honest – recruiting is not only fundamental to your business because you are sourcing top talent, it’s also a big investment. So optimizing that cost through a more efficient process is also an important matter for business. With WorkConnect, improved efficiency is affordable, especially compared to other recruiting solutions.

If you want to learn more about WorkConnect by SAP, I’ll be discussing and demoing the solution at HR Tech World in London March 21 - 22. I hope to see you there!

About the Author:

Simon Bouchez, CEO of Multiposting, an SAP Company

Simon Bouchez is the CEO of Multiposting. Founded in 2008, the Paris-based company was acquired by SAP in November 2015. Simon is now a member of the SAP SuccessFactors Product leadership team and holds a Master’s degree in Management and Entrepreneurship.

Multiposting provides innovative sourcing technologies to more than 1,200 blue-chip companies in more than 50 countries. Its flagship product – now called SAP SuccessFactors Recruiting Posting – allows companies to distribute their jobs online on more than 4,000 websites (job boards, social networks, etc.). 50+ million jobs have been posted with Multiposting’s technology over the past 5 years.


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People Science: Why Your Employees Are Your Most Important Asset

Written by Adam Hale, CEO at Fairsail.

People Science

We are in the midst of a global skills crisis that is forcing companies to rethink how they attract and retain the right talent. Imagine being able to know why the top salesperson at a business has quit, and then how to ensure it doesn’t happen again. What if businesses could use the profiles of their top performers to identify the candidates most likely to be high performers in the future.

Business leaders are looking for more, data-driven people decisions enabling business goals. I’m not talking about simplistic HR metrics and KPIs; I’m talking about People Science. This means being able to know why one of the firm’s top performers has quit, or what experiences new hires need to get up to speed quickly. It means the ability to hire and develop the right people today while building the skills needed for tomorrow.

What’s more – today’s people insights can prevent tomorrow’s problems. For example, the capability to know the reason why a top performer has quit can help to ensure that the business builds the right work environment, offers the right compensation packages, and creates consistently great workforce experiences to ensure that it doesn’t happen again in the future. By looking at the profiles of the best business leaders today, and the skills likely to be needed in the future, tomorrow’s leaders can be identified and developed so they are ready with the right skills at the right time.

It’s not just about what the business wants though; employees have high expectations too. They want achievable targets based on metrics, specific reasons why they haven’t been promoted, and insight which can help them to develop. For example, it may be possible to let a sales consultant know they don’t perform as well when pitching to prospective clients in teams, which could enable them to improve the way they collaborate with their colleagues.

There’s a growing theme here. These examples of insight gleaned from data aren’t just about HR; they’re about people and the overall business. Put simply, a new approach is required to the HR function. Automating existing HR processes is not enough. HR leaders need to become Chief People Officers – thinking differently about how they engage with employees and design better ways of working to drive productivity and retain your best people. The power of People Science is real, and it could make a huge difference in being able to outwit rivals, ensure the business has a competitive edge and be able to retain and recruit top talent.

About the Author:

Adam Hale, CEO at Fairsail

Adam Hale, CEO at Fairsail, previously acted as Executive Chairman and Non Executive Director having spent over 30 years in the technology industry. He was formerly Head of Software and European Technology at Russell Reynolds Associates, the leading executive search firm and before that ran large system implementation projects at Accenture. Adam is also a committee member of the Technology Leadership Group (TLG) for the Prince’s Trust.


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New Tech Tool Nixes HR Hassle Of Hiring Coders

DevScore
Perplexed by Python? Confused by C# and C++? Jangled by Javascript? DevScore ends recruiters’ ‘baptism of fire’ when hiring tech talent Online platform cuts the time taken to hire software developers by 80%

LONDON: 16th March 2017 — DevScore, a new online HR platform, aims to reduce the time, cost, and confusion that recruiters experience when hiring software developers. The smart SaaS tool checks any coder in the world and helps to cut the time these business-critical hires usually take by 80%.

As software development becomes increasingly important to all kinds of businesses, there’s never been a better time to be a coder. Unfortunately, other than specialist recruiters, those tasked with hiring these highly skilled individuals can quickly get lost, particularly if they are unfamiliar with development – which has a pretty steep learning curve.

“A lot of companies know they need a software developer, but they don’t know enough to hire the right coder for the job,” says DevScore’s founder, Peter Cummings. “Consequently, the hiring process becomes long and drawn out, as recruiters vet-as-they-go – sifting through CVs before assessing skills through coding tests and other time consuming tasks. DevScore puts an end to this by simply collating the information recruiters need, when they need it.”

DevScore functions like a search engine, recruiters enter the email address of the developer they are interested in and through Continuous Source Code Analysis (CSCA) DevScore finds clearly defined information about them. Listing their level of experience, skills and employment history, helping recruiters quickly create a verified shortlist of potential candidates. DevScore also has an API so it can integrate with other HR platforms – like LinkedIn, freelancer.com, and others.

“Companies want developers that can hit the ground running,” Cummings explains. “DevScore not only details a candidate’s proficiency in a given programming language, it also shows what kind of development experience they have, whether they’re a frontend, backend or mobile developer. DevScore helps recruiters better align skills with business needs.

“DevScore is a quick, easy, and cost-effective way of finding the best people for your company, and validating their expertise.”

DevScore is launching in the UK and becoming a Code4000 partner, EMEA expansion is scheduled for Q4 2017.

Don’t miss DevScore at HR Tech World London - 21-22 March (Stand 012).

For more information visit https://devscore.io or email Peter Cummings peter@devscore.io

HR Outsourcing May Steady the Path to Success

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For years, HR outsourcing (HRO) has begrudgingly worn a label of dedication to small businesses. Yes, there are incredible merits for small businesses within this stereotype, however the advantages of an outsourced Human Resources department show benefits for organizations of all sizes.

Recent statistics have pulled back the curtains to reveal increased reliance on HROs for business-related tasks. A global Deloitte study found that more than 35 percent of respondents already measure the value of their HRO, with another 32% planning increases in Human Resources over the next year.

And while some attribute Human Resource outsourcing to small business ventures, the industry is exploding. Outsourcing firms are expected to generate $53.9 billion in business by 2020.

The figures are clear, but for business owners thinking of making the shift, the advantages must offer total compliance satisfaction in order for the investment to pay dividends. If leaders can trust an outsourcing firm to manage daily tasks, long-term strategic goals can take center stage to focus on the business’s long term growth and needs.

So why are more organizations outsourcing the functions of HR, and is it truly achieving the goals it sets to satisfy?

HROs Reduce Company Risk

Over the past decade, workplace case complexity has increased almost across the board. Especially for startups and small businesses, the resources exhausted throughout workplace investigations quickly become overwhelming. HR professionals, likewise, are not experts in all fields of law and sometimes untrained to handle complex caseloads.

A HRO mitigates these risks by remaining up-to-date on all local, state, and federal regulations the organization must comply with. Likewise, they have the benefit of conducting unbiased, thorough, and timely investigations that reach clear conclusions and move the organization beyond the situation.

Although HR is not directly a profit center for businesses, it does minimize risk, create better efficiencies, and save money from being lost or spent unnecessarily. So even though HR might not be bringing in revenue, it can directly help with keeping more profit for the company.

Because minor oversights can cause costly delay, or worse, litigation, it is important for organizations to trust their workplace investigations with HR professionals who are experts in the field of risk mitigation and fair procedures.

HROs Meet Compliance Standards

A must for organizations of all sizes, compliance standards have the nasty habit of constant updates and overhauls, delays and reversals. It is imperative that businesses keep up-to-date with all standards expected within their industry and state–which can become overwhelming for an HR team already overloaded with important tasks.

But compliance means more than regulatory satisfaction. HR compliance is an umbrella term that may include things like cultural obligations, the ACA, licenses, collective bargaining, separation, and a slew of other considerations.

And organizations aren’t just worried about keeping up, they’re also tasked with recognizing any variances between their own policies and applicable laws.

Typically, the HRO chosen immediately focuses on compliance standards and potential issues, reducing risk and assuring satisfaction. Their goal is to provide a strategy that replaces any potentially damaging policies and reviews your policy regularly in line with updates to law.

Without this burden, organizations are freed from surrendering in-house time and resources to keeping up with regularly changing laws and reviewing their policies.

HROs Prove Financially Beneficial

Especially for smaller businesses (it’s a hard-to-shake label), a HRO is simply more cost-effective than hiring a full-time, in-house HR professional.

For companies of all sizes, there are smaller benefits that HR outsourcing brings with it. More office space without an HR team allows the organization to grow in workforce without concern for office overpopulation. In fact, a recent Deloitte study found that of those surveyed, a healthy 47 percent chose to outsource based on its solution to capacity issues.

Efficiency and productivity are influenced by office design, and outsourcing HR satisfies the conditions for a more efficient, productive workspace.

HROs Provide More Affordable Group Rates

Healthcare affordability is a top concern for employees. Not only that, but those who receive affordable health care coverage through their employer are more likely to find satisfaction in the job. Prudential Financial Inc found that 46% of employers were either outsourcing or looking to outsource the requirements of the ACA.

Because HROs work with many companies, they can take advantage of reduced bulk pricing. For small and large businesses, this provides quality coverage for employees at lower costs.

The advantages of an HRO for group rates extends beyond the coverage employees receive. Because of the ever-changing ACA requirements, with sweeping changes on the way, administrative costs are cut sifting through constant updates.

For organizations with an HR team, outsourcing health care oversight to an HRO minimizes the burden on HR while preventing easily-made mistakes.

HROs Strengthen Recruiting Methods

As companies turn to more strategic, aggressive recruiting methods, outsourcing this HR function has become more widely popular. Organizations are “becoming increasingly inventive to attract and retain valuable candidates”, Byrne Mulrooney told SHRM earlier in 2016.

Because many HR teams are unequipped to attract top talent in a way larger organizations can, the task is being outsourced to companies specializing in the field, like Mulrooney’s. When combined with bolstered benefits, appeal to organizations outsourcing these functions is elevated on a budget.

Choosing one or more HR function to outsource is smart organizational planning. Freeing up resources and time to focus on the growth of the company allows leaders to plan for long-term growth and goals. As the industry continues to grow, it will undoubtedly change the roles of internal HR teams, aligning them with more strategic functions over day-to-day tasks.


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AI

Why and How to Improve Your Candidate Experience with AI

Why and How to Improve Your Candidate Experience with AI

An organization’s candidate experience is directly associated with their employer brand. Failing to attend to your employer brand can be detrimental to your organization. Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly.

The power that word-of-mouth holds in this day and age is exponential compared to any other marketing tool as 92% of consumers believe recommendations from friends and family over all forms of advertising. Cleaning up your employer brand, once negative word-of-mouth has spread, is harder than it may seem. How can you ensure a good candidate experience every time and in turn ensure a good employer brand? Artificial intelligence may be the answer:

Avoiding the ATS Black Hole

What is the ATS black hole? This is the phenomenon many candidates experience when they submit an application or resume online and have no way of knowing if it was received. It leaves potential candidates in the dark because they don’t know whether to expect a call or forget about the opportunity altogether. How can you avoid the ATS black hole for your candidates?

Many corporate recruiters already have more to do than they can handle, and responding to all applications can seem next to impossible. This is where artificial intelligence comes in. AI can be used in the recruitment process by integrating with an ATS and notifying candidates when their application has been received. It can help set guidelines of when, or if, they’ll receive a response. No one will slip through the cracks (even those not qualified for the position).

The communication shouldn’t stop there. 65% of candidates say they either never or rarely receive employer notice of the decision made on their application. With the use of AI, once a job posting has been filled and closed, candidates who were not offered the position will be automatically notified and given other open positions within the organization for which they may be better suited. This improves their experience (and job search) and reduces your recruitment team’s workload by moving applicants into a more appropriate funnel. Using AI in your talent acquisition process broadens your talent funnel without burning out your recruiters.

Guide the Way

93% of job seekers cited unclear application instructions as the primary cause of a bad candidate experience. Unclear application instructions can result in candidate delays submitting resumes or no submission at all.

A CareerBuilder survey found that 40% of candidates feel the application process has become increasingly difficult. With the guide of a chatbot, applicants will sail through the process. They receive direction and clarification in an instant rather than waiting for a recruiter to respond back to them when, or if, they have time.

Using a chatbot also provides advantages to the recruitment team as the chatbot can use the feedback from the candidate and apply it to the selection process. The recruitment team can then easily see how each candidate ranks from the applicants selected by the platform.

Provide a Two-Way Street for Communication

Time and time again, we’ve heard that communication is a two-way street. Yet many candidates feel the application process is strictly one-way and they’re the ones doing all the talking. 60% of applicants say “better communication throughout and after the application process,” would have the most positive impact.

Using AI, recruiters would be able to provide the communication so many candidates are looking for. Having a chatbot integrated into the recruiting process would allow candidates to ask relevant questions throughout the application process. A chatbot will also provide a faster and more efficient way to respond with meaningful answers from the recruitment team.

Creating a positive candidate experience is no doubt a crucial part of investing in your employer brand. Implementing artificial intelligence will give you the edge you need within your hiring process and have candidates lining up to apply for the positions at your company without fear they’ll be disappointed, overlooked or simply forgotten.

About the Author:

Noel Webb, co-founder and CEO of Karen.ai

Noel Webb is co-founder and CEO of Karen.ai (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.


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How to Build a Data Science Team

Businesses today need to do more than merely acknowledge big data. They need to embrace data and analytics and make them an integral part of their company. Of course, this will require building a quality team of data scientists to handle the data and analytics for the company. Choosing the right members for the team can be difficult, mainly because the field is so new and many companies are still trying to learn exactly what a good data scientist should offer. Putting together an entire team has the potential to be more difficult. The following information should help to make the process easier.

The Right People

What roles need to be filled for a data science team? You will need to have data scientists who can work on large datasets and who understand the theory behind the science. They should also be capable of developing predictive models. Data engineers and data software developers are important, too. They need to understand architecture, infrastructure, and distributed programming.

Some of the other roles to fill in a data science team include the data solutions architect, data platform administrator, full-stack developer, and designer. Those companies that have teams focusing on building data products will also likely want to have a product manager on the team. If you have a team that has a lot of skill but that is low on real world experience, you may also want to have a project manager on the team. They can help to keep the team on the right track.

The Right Processes

When it comes to the processes, the key thing to remember with data science is agility. The team needs the ability to access and watch data in real time. It is important to do more than just measure the data. The team needs to take the data and understand how it can affect different areas of the company and help those areas implement positive changes. They should not be handcuffed to a slow and tedious process, as this will limit effectiveness. Ideally, the team will have a good working relationship with heads of other departments, so they work together in agile multi-disciplinary teams to make the best use of the data gathered.

The Platform

When building a data science team, it is also important to consider the platform your company is using for the process. A range of options are available including Hadoop and Spark. Hadoop is the market leader when it comes to big data technology, and it is an essential skill for all professionals who get into the field. When it comes to real-time processing, Spark is becoming increasingly important. It is a good idea to have all the big data team members skilled with Spark, too.

If you have people on the team that do not have these skills and that do not know how to use the various platforms, it is important they learn. Certification courses can be a great option for teaching the additional skills needed, and to get everyone on the team on the same page.

Some of the other platforms to consider include the Google Cloud Platform, and business analytics using Excel. Understanding the fundamentals of these systems can provide a good overall foundation for the team members.

Take Your Time

When you are creating a data science team for the company, you do not want to rush and choose the wrong people and platforms or not have quality processes in place. Take your time to create a team that will provide your company with the quality and professionalism it needs.

About the Author:

Ronald van Loon has joined as an Advisory Board Member for its Big Data training category. Named by Onalytica as one of the top three most influential personalities of Big Data in 2016, Ronald will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.


Source: How to Build a Data Science Team | Ronald van Loon | Pulse | LinkedIn

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best

Digital transformation refers to the changes associated with the application of digital technology in all aspects of human society. Digital transformation may be thought as the third stage of embracing digital technologies: digital competence → digital usage → digital transformation, with usage and transformative ability informing digital literacy. The transformation stage means that digital usages inherently enable new types of innovation and creativity in a particular domain, rather than simply enhance and support the traditional methods.

The use of technology to radically improve performance or reach of enterprises — is a hot topic for companies across the globe. Executives in all industries are using digital advances such as analytics, mobility, social media and smart embedded devices as well as improving their use of traditional technologies such as ERP to change customer relationships, internal processes and value propositions. Other executives, seeing how fast digital technology disrupted media industries in the past decade, know they need to pay attention to changes in their industries now.

Technology innovation is changing the game for businesses, industries, and markets. At the heart of this digital transformation is a host of new technologies that are disrupting the old ways of doing business – with partners, suppliers, and customers.

Digital transformation is the process of shifting your organisation from a legacy approach to new ways of working and thinking using digital, social, mobile and emerging technologies. It involves a change in leadership, different thinking, the encouragement of innovation and new business models, incorporating digitization of assets and an increased use of technology to improve the experience of your organisation’s employees, customers, suppliers, partners and stakeholders.

It could be a wonderful opportunity for us if leaders around the world share their case studies and digital transformation strategies on how large corporations can stay competitive in today’s digital world.

With The Best is organizing an online conference Transform with the Best where high profiled Chief Innovation Officers, CTO’s, CIO’s of top-tier companies, and head of Corporate Accelerators will be sharing their visions on how to keep a company competitive in the rapidly and ever-evolving digital world we are operating in today while offering 1-to-1 speaking sessions, all this from the comfort of your own home.

Who are the Speakers?

Confirmed Speakers | Transform with the Best

More to come…

How it is delivered?

An Interactive Learning Experience

You will be supplied with a set of tools to interact with Digital Transformation experts:

  • a chatroom to ask live questions during the conferences;
  • Q&A forum during the whole event during which both experts and attendees can share knowledge and information;
  • optional 20 minute one-to-one live mentoring sessions with your chosen expert;
  • link to the speakers’ SlideShare presentations;
  • 2 months of guaranteed access to the conferences, SlideShare links and Q&A forum.

Useful Information:

Date: Wednesday 5th, April 2017 10am to 6pm (EDT) – New York Time

Venue: Online

Theme: DIGITAL TRANSFORMATION

Contact: charlin@bemyapp.com

Twitter: @WithTheBest

Official Hashtag:  #TRANSFORMWTB

HRTech Conscience is one of the Partners of Transform with the Best Conference.

It is not a one step process neither there are some cookbook associated with it, it’s a continuous process to improve yourself, to know your options, to help each other’s in achieving the desired heights.

Come let’s join and see how the world is transforming.