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

New Speakers at HR Tech World London Have Been Announced

HR Tech World London 2017

LONDON, February 24, 2017 — In addition to recently announced Baroness Karren Brady, Leading UK Female Business Leader, 14 exciting new speakers up on our speakers page.

Chris Parke, CEO of Talking Talent, is joining the WOMEN IN TECH PANEL at the Main Stage.

Chris is CEO and co-founder of Talking Talent, a global coaching and consulting practice. Talking Talent partner with some of the world’s leading organisations to help them accelerate their performance by attracting, retaining and progressing talented women to all levels. It is a real systemic approach to building inclusive cultures.

As the world becomes ever more digitally driven and every industry is being reimagined, the dearth of women in technology is becoming increasingly problematic. In this panel discussion, we will discuss the root causes behind of the lack of women in technology, how this is harming innovation and our collective future and what leading organizations are doing about it.

Other breakout speakers:

Di Macdonald – VP Global Learning & Communications @ Expedia – LEARNING

Di is super passionate about understanding how people want to learn and ensuring solutions fit that. She has worked to build apps to reach global audiences, focusing on creating cool, relevant content.  At Expedia, she has come up with solutions to reach sales people on the go in places from New York to Koh Samui. 

Sue Mace – Head of Talent Development @ Shop Direct – LEARNING

Leading the Talent Development function for Shop Direct, Sue and her team create unique development experiences helping every person in the business be the best they can be and supporting the Shop Direct transformation.  Previous to her role at Shop Direct, Sue held Talent and Leadership Development roles at the University of Liverpool and RSA.

Mark Barlow – CEO & Founder @ AppLearn – ADOPTION

Mark has been working in the HR software field since 2001 (when he founded Qikker Solutions Ltd, which became a performance and talent management solution provider). He is the founder and CEO of AppLearn.

Dr. Conor Taylor –  Physiologist @ GB Cycling Team – ADOPTION

Dr. Conor Taylor is a physiologist for the Great Britain Cycling Team. He drives optimum performance for the Great Britain Cycling Team.

Caroline Porteous – Transformation Leader @ Adobe – DIGITAL HR

Caroline and her team aim to transform the world through digital and exceptional customer experiences, by simplifying and accelerating the way business is done through paperless processes and a mobile first strategy. Caroline’s 15 year experience has focused on IaaS with the digital security of data and SaaS solutions which deliver transformational ROIs.

Piet Hein van Dam – VP Europe @ Seedlink Technologies – DIVERSITY & INCLUSION

Piet Hein is a data-entrepreneur combining science and business. He is VP Europe for the AI-startup Seedlink. He was CEO of ‘big data’ startups Wakoopa and Zapaday and is now responsible for rolling out Seedlinks predictive recruitment technology in Europe.

Ineke Pet – Head of HR and Organizational Development @ Martha Flora – DIVERSITY & INCLUSION

Head of Organizational Development at Martha Flora in terms of vision and strategic issues including business processes, organizational structure, leadership and investment in people in terms of professionalism and autonomy; with the aim to improve care for elderly with dementia.

Pamela Hutchinson – Head of Diversity & Inclusion EMEA @ Bloomberg LP – DIVERSITY & INCLUSION

Pamela is Head of Diversity and Inclusion for Europe, Middle East and Africa at Bloomberg. In this role she leads the company’s global diversity and inclusion initiative in the region, serving as a partner and thought leader on strategy and vision. 

Product demo speakers:

Tom Payne – Head of International Client Success @ Adobe

Tom oversees the Client Success organisation in EMEA and APAC for Adobe’s Enterprise Document Cloud customers. His team are responsible for ensuring Adobe’s customers reach return on investment from the products they procure through the life of the relationship. 

Paul Consterdine – Director EMEA @ Thomson Online Benefits

Paul joined Thomsons in April 2010, and his core expertise is in helping global organisations such as Facebook, IBM and Microsoft drive performance through automated benefits management. Paul works to align technology with business goals, delivering tangible value to employees.

Nick Hutchinson – Solutions Consultant @ Lumesse

Nick has been a Solutions Consultant at Lumesse since 2016. He has worked for many years in the recruitment industry delivering the best possible results for his clients and candidate and it’s his job to ensure that Lumesse is on the cutting edge of recruiting technology innovation. 

Fabio Cardilli – European Product Leader @ Talentia Software

Fabio is a graduate in Computer Science with 20 years of experience in the IT Sector. Having worked with many multinational HR software providors, he’s today a passionate product leader bringing vision and creativity to Talentia.

Mark Williams – Research Director @ MHR

Mark is a ‘futurist’ and technology critic, with provocative views of technology and its application in the workplace. He leads the research team at MHR. 

About HR Tech World:

In 5 years, HR Tech World has exponentially grown from 400 to 6000 attendees. In 2017, the appetite for the Greatest HR Shows on Earth will scale to +10,000 attendees from over 120 countries!

Technology continues to change our understanding of the world around us and in ways we had never imagined. Within 10 years, over half of the office occupations in the world will be displaced by technology. How do we manage this? How do we capitalize on this? And where is tech leading the Future of Work?

With Brexit, Cognitive HR, a possible global leadership crisis, and disruptions occurring in unpredictable ways, we’ll be in London to help you navigate the changes and the possibilities interwoven with HR and tech.

NCC Home Learning | The HR Tech Weekly®

Simple Steps to Subside Stress

Performed by NCC Home Learning.

What Is Stress?

Stress is something we have all heard of and may have also experienced at home or at work. We assume that stress is a bad thing but it can also be an important factor in driving us forward.

What is stress?

Without stress, humankind would not have survived. Cavemen and women needed stress to alert them to possible danger.

Stress is a physical response. When the body is under attack it switches to fight or flight mode. This causes a mixture of hormones and chemicals to be released, preparing the body for physical action. This causes several reactions, including blood being diverted to muscles and shutting down unnecessary bodily functions, such as digestion.

In other words, we gain a rush of energy, preparing us to either fight the danger or run from it. The heart pounds, breathing quickens and we focus our immediate attention on the situation.

In the modern world, we may no longer be pursued by predators like our cave-dwelling ancestors but there are still plenty of times when a stressful situation needs dealing with, such as a pedestrian stepping out in front of your car.

The challenge with stress is when our body goes into stress at inappropriate times. When blood surges to our muscles preparing for fight or flight, brain function is minimised, leading to the inability to ‘think straight’.

This hinders us at work and at home. If we stay in this stressed state for long periods, it will eventually be detrimental to our health. And this is when stress turns bad.

What causes stress?

Triggers differ from one person to another, although there are commonalities. Many people name money – usually lack of – as the main source of stress in their lives, followed by worries over health and relationships.

For many people, stress is linked closely with work, with the feeling of being overloaded and overburdened as being the main source of their stress.

How many people suffer from stress?

It is difficult to get a complete and accurate picture of how many people in the UK suffer from long-term, negative stress.

This is because there is still a stigma attached to stress. At one time, it was commonplace that anyone seen to be suffering from stress was perceived as weak. Slowly, attitudes are changing but many employees are still not ‘admitting’ to their employers when they take time off due to stress, telling them that it was a physical illness instead.

Surveys and research findings however, all point to long term stress as having a significant impact. 1 in 4 people admit to feeling stressed, with a quarter of those surveyed admitting that they had been feeling this way for a year or more.

What effects does stress have on your health?

Long-term, negative stress can impact on your health in many ways;

  • Headaches
  • Upset stomach
  • Raised blood pressure, sometimes to dangerous levels
  • Chest pains
  • Trouble sleeping
  • Depression

What is the impact of stress on personal and work life?

Stress doesn’t only affect someone physically and emotionally – it affects personal relationships too.

Many people who are stressed present a negative attitude. They can be irritable which places relationships under stress. Many people take time off work, unable to face another day of stress at work.

How does stress affect business?

For employers, stress is a hidden issue and one that they are concerned to deal with. This includes ensuring that employees have opportunities to discuss issues that may be causing them concern or stress at work.

Stress is the cause of millions of lost working days every year which has a detrimental effect on a business. Many employers are keen to take steps to reduce the impact of stress on their staff and thus their business.

What are the techniques to relieve stress?

There are many techniques that you can use to release stress at work and at home. As stress is a very personal issue, the methods and techniques that work for one person, may not work for another.

However, experts agree that the first step is identify what stress is that person, and to identify the cause or triggers to a stress reaction.

The ‘Managing Stress Programme’ from NCC Home Learning is for those students who wish to understand the principles of stress management and how to include these at work, or any situation that causes stress.

Like all our courses, this can be studied from home or at work, giving you the freedom to complete your studies in your own time and at your own pace.

[INFOGRAPHIC] Simple Steps to Subside Stress | by NCC Home Learning

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Talent Acquisition Process as a Whole Needs to Change Radically

Talent Acquisition Process as a Whole Needs to Change Radically

Written by Çağatay GüneyPeoplise.

Talent Acquisition Process as a Whole Needs to Change Radically

We Went Digital

Let’s admit it. We are all hooked. Some of us are downright addicts.

No one seems to be able to pick up a good restaurant without asking advice from an app, laptops are always on our laps, vacations are never without work, long forgotten friends are a click away and we whatsapp our customers. According to Ericson’s Consumer Lab report, a typical white collar worker spends %20 of his time on business apps. Add to that the time spent on social networking sites and shopping, you will get a full day of app happiness. As if that is not enough, 43% of the working population downloads a new app every week. It does not get better at home, either. On average, the time spent on digital will reach a staggering 5,3 hours per day excluding work activities.

Generation Z Is Upon Us

That is just us; the current workforce. Now think about the next generation. The Generation Z. The Millenials. People call them Gen Tech, Gen Net, Gen Wii; Digital Natives. They were born into the digital world. In fact, they are the first generation whose births were announced on the internet. They never knew a time before the computers, www or apps. And now, they are on their way to the job market. Within 2-4 years a huge demographic shift will change the talent landscape forever. In US alone there are 67 million Generation Z members, born after 1998, making them almost as large as the baby boomers who have retired or retiring.

GenZs play, socialize, learn, engage, compete, succeed, fail, laugh, share in the digital universe. There is no divide, there are no boundaries between self and the digital. Life is digital and mobile, all the time. By the time Dad pours porridge for breakfast before the school bus arrives, his teen daughter would have looked at her mobile phone 5 times already. Teens today spend 27 hours a week online.

Not only that, they view the world differently too. Many of the old-world assumptions and methods don’t sway or impress their young and boundless minds. Better educated generations demand better things from the society and companies. Nearly three quarters of those surveyed (74%) agreed that businesses have a responsibility to create a better world.

Talent Acquisition Must Change

Understanding, attracting, and engaging the next generation of talent will require genuine new approaches, new methods and tools, almost all digital. The HR field has made some headways into social media hiring but that is just the beginning. Talent acquisition process as a whole needs to change radically to accommodate the new generation and their digital habits. The days of the printed CVs, tedious application screens, long on-site personal interviews are numbered.

The companies who embrace the digital challenge early on are already reaping incredible advantages over their competition in talent attraction, branding, engagement, and retention. They are utilising games, social media widgets, chat bots, video interviews, online tests, and smart onboarding tools with great effect. It saves time, it is cheaper and provides a much better experience for the young talent for sure.

Start Now To Get Ahead

Finding the right digital tools, integration of processes and developing new work practices takes time. It takes trial and error and some getting used to. But given the cost pressures and the demographics, this is a challenge all HR leaders have to face sooner rather than later. The pioneers of the new generation are already in the job market today.

So why wait? Let’s start planning for the transformation and plunge into the world of digital HR. Now, not later.

About the Author:

Çağatay Güney, CEO and Co-Founder at Peoplise

Çağatay Güney is Co-Founder and CEO at Peoplise.

Çağatay is a Human Resources and Organization Development professional with more than 20 years of experience both as a manager in and as an external consultant to several Fortune 500 companies in USA, Canada and Turkey.

He is also the author of two fictional novels.


Source: Digital HR – Time To Get Started

Peoplise
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How Managers Can Use Feedback to Become Great Leaders

How Managers Can Use Feedback to Become Great Leaders

Written by Steffen Maier, Co-Founder of Impraise.

Electric Light

360-degree feedback can bring up a whole host of areas for improvement and help establish goals to be worked towards. Developing based on feedback is important for anyone, regardless of their position, experience level or objectives: managers are no exception.

We explain how the feedback managers receive can establish specific leadership training plans to help improve skills, performance and daily practices. This can help both inexperienced or first-time managers and those just looking to take their leadership skills to the next level and improve how they lead their team.

Upward feedback & where to go with it

Gaining feedback on daily practices, performance and skill sets can be an incredibly useful process. 360-feedback encompasses upward feedback from your team members, helping you to gain perspective from those who work closely with you. Hearing the views of those who work with you every day and have an acute awareness of your leadership style is a great chance to take a step back and re-evaluate. But, of course, once the feedback has been given, the process doesn’t end there. Using feedback for leadership training means that managers are able to work on the specific things that would improve both their leadership qualities and general interactions with their team on both a daily and a long-term basis.

Keep your team!

It’s often said that people don’t quit their jobs, they quit their bosses. If there are multiple issues within a work environment but people generally like their manager, and are satisfied with how they’re being led, they’re less likely to leave their position. Ensuring that managers are not only listening to but acting on the feedback which they receive from their team makes it clear that the team’s views are valued, and means that managers will be able to use the feedback given to communicate with and work more effectively with their team. Managers will be on the road to improvement, and team members will feel both valued and more satisfied, be less likely to leave their position and begin to work more effectively with their managers.

Engagement & team spirit

After the leadership training has taken place, it’s likely that team morale will increase, communication will improve and employee engagement will be on the rise. It’s not just managers that will improve from leadership training either. Research from the Journal of Business Strategies found that leaders who were able to impact the long-term cohesion of their teams could account for more than 25% of the team’s overall performance. Effective leaders will keep their team communicating well and keep engagement levels up by giving them useful and motivating feedback, and making the organization a positive and impactful place to work.

Using Impraise, it’s never been easier for managers to develop. Feedback comes in the form of both real-time updates and reviews where questions can be tailored to find out exactly what skills or traits can be improved. Once feedback is received, it’s collated into an automatic report identifying exactly which skills and practices require focus. Now it’s time for improvement: continuous feedback that carries on long after the review process gives team members the opportunity to continue the conversation and provide real-time feedback on their manager’s ongoing development.

Summary:

  • Using upward feedback for manager training means team members know their input is valued
  • Successful leaders interact with employees in a way that significantly increases employee engagement and performance
  • Employees communicate better as a team as a result of more effective management
  • Good leadership training based on team feedback will lowers turnover rates

About the Author:

Steffen Maier

Steffen Maier is co-founder of Impraise a web-based and mobile solution for actionable, timely feedback at work. Based in New York and Amsterdam, Impraise turns tedious annual performance reviews into an easy process by enabling users to give and receive valuable feedback in real-time and when it’s most helpful. The tool includes an extensive analytics platform to analyze key strengths and predict talent gaps and coaching needs.


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Brexit, Trump, and the Future of Work | The HR Tech Weekly®

Brexit, Trump, and the Future of Work

Written by Alex Cooper, on behalf of HR Tech World.

trump-brexit-and-the-future-of-work-blue

There’s no doubt the world is going through a huge shift in paradigms when it comes to conceptualizing work. While technology rapidly advances, companies are trying their best to adapt. Tech is changing how we understand what we do, how we work, and even how we see the world around us. The disruption that technology is having in the world of work, however, is not the only disruption entering our lives. With the Brexit referendum passing in the United Kingdom and the election of Donald Trump in the United States, disruption seems to have gone ballistic.

As Josh Bersin notes, understanding the future of work is more than just simply comprehending technological innovation. The political events occurring in some of the world’s leading economic powers are drastically changing our approaches to society, the workplace, and how we view each other. Regardless of where you fall on the political spectrum, the fact remains that these two events have drastically changed HR and work, not only in the respective countries, but globally.

Brexit, which has dominated the news channels in the U.K. and the E.U, has already had a huge impact on people and work. At the core is the unresolved question as to what this means for those living in the U.K. who are able to work and live there due to the E.U.’s free movement of labor policy. As soon as the results were in, businesses and their HR departments had to immediately confront the problems of how to deal with future recruitment plans and how to manage the implications for staffing and profitability if the U.K. were to leave the European single-market.

The U.K. government, led by Prime Minister Theresa May, currently appears to have set the controls for a hard break with the E.U., and as of yet there is no released plan for the road ahead; in spite of this, somehow companies must reevaluate their talent acquisition plans and employer branding. Although PM May insisted this week that E.U. citizens would maintain their right to live in the U.K. Without a concrete legal guarantee, there is little to stem the tide of fear and uncertainty this creates for people and organisations. The Financial Times recently reported that 58 percent of senior executives in major U.K. companies believe the Brexit referendum has negatively affected business:

“In terms of their priorities for the forthcoming negotiations, the business leaders said movement of labour and access to skilled labour came the highest, followed by securing free trade or retaining the single market with the EU and passporting rights. The interviewees said that to be successful in a post-Brexit UK, they wanted the level and complexity of regulation to be reduced and for it to still be easy to recruit EU staff.”

The other obvious shockwave is the rise of Donald Trump in the United States. President Trump relied heavily on his business experience during the campaign and used it to his advantage with the electorate. Yet, in his two weeks in office, Trump has received a backlash from within the business community due to a recent executive order on immigration.

Business leaders came out strongly against the ban because it directly conflicts with their operations. Bloomberg reported that Google CEO Sunar Pichai sent a note to employees after the order was issued condemning the ban and informing the company that the executive order affected 100 Google employees. Google also recalled staff from abroad because of the roll out of the ban, which temporarily barred even employees with work visas and permanent resident status in the U.S. from re-entering the country.

The order barring individuals from seven Muslim-majority countries—Iran, Iraq, Libya, Somalia, Sudan, Syria, and Yemen—has since been temporarily stopped by federal court.

At the end of the day, Article 50 still hasn’t been triggered and Trump is only 2 weeks into his presidency with the ban being frozen. However, these situations have caused alarm and posed questions about employees positions within the organizations in which they work, whether they are non-U.K. EU citizens in the U.K. or workers in the U.S. from one of the countries included in Trump’s immigration ban. There are at time of writing no clear paths as to what is next; negotiations between the UK and the E.U. have yet to begin, and in the US states and rights groups are pushing back against the immigration ban through the legal system.

As we move through the first few months of 2017 Brexit and the Trump Presidency leave companies and their HR departments no hiding place; they must begin planning for a wide variety of disruptive scenarios. Businesses are already developing ways to counteract any negative effect and those that are the most agile are often better able to cope with disruption. On the subject of Brexit, for example a Financial Times report states, “A large majority [of business leaders] — 96 per cent — was confident their business could adapt to the consequences of leaving the EU, and more than two-thirds had already taken action in response to the referendum result. A tenth were moving business outside the UK.”

In an interview with HRN about Brexit for the upcoming HR Tech World London show, economist Daniel Thorniley told Peter Russell, Director of Research and Development at HRN, “companies and HR departments will need to show a lot of consideration for staff in how the want to retain staff and motivate them over the next 2-3 years… This time of elevated uncertainty will show which companies can produce Best Practice in HR.”

With socio-economic and political disruption coming in on top of all the media noise on artificial intelligence and robotics it’s no small wonder there is fear and confusion about where the future of work is headed. Precarity does not seem to be dissolving anytime soon; a calm breath, alongside a compassionate and proactive stance should be pushed to the fore. Being preemptive in this regard could save businesses from impaired employee performance, future talent and recruitment headaches, and do much to inject a massive boost of trust and confidence into both worried employees, and those hard-earned employer brands.

About the Author:

Alex Cooper is the Content Specialist of HRN, organizer of HR Tech World shows, and curates the HRN Blog. You can follow him on Twitter @wgacooper.


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HR Technologies Are Following the Social Landscape

Karen Crone - Chief Human Resources Officer @ Paycor, Inc. | The HR Tech Weekly®

Today our guest is Karen Crone, Chief HR Officer at Paycor – a leading provider of intuitive, cloud-based HR, payroll and timekeeping software.

Karen spent over 15 years in senior and C-suite positions in HR in leading companies such as Convergys Corporation, Kendle Corporation now INC Research, American Modern Insurance Group, and currently Paycor.

Paycor is a trusted partner to more than 33,000 small and medium-sized businesses. Known for delivering modern, intuitive recruiting, HR and payroll solutions, Paycor partners with businesses to optimize their people management.

Paycor’s key areas of specialization include Payroll Management, Human Resources Solutions, Benefits Administration, Time & Attendance Solutions, Tax Filing & Compliance, Workers’ Compensation and Employment Screening Service.

The interview is hosted by Alexey Mitkin, Founder, Publisher and Editor-in-Chief, The HR Tech Weekly® Online Media Co.

  1. Hi Karen, and first of all thank you very much for this interview with The HR Tech Weekly®. Recently you told us about HR predictions in terms of employee benefits in 2017. What do you think this year will bring to us in respect of HR technologies?

HR technologies are following the social landscape in many ways. For example, smartphones have become the human body’s external central nervous system. They relay information from every facet of our lives – news, entertainment, calendars, email, text messages, phone calls and so on. We have come to expect fingertip access to real-time information that integrates our personal and professional lives. From my perspective, mobility will continue to be the top trend. This is especially critical as the work itself becomes more fluid in terms of when, how, and where it’s completed. Mobility also supports the dynamic of collaborative and virtual teams that group, disband, and regroup as the work requires. HR technology must be mobile-friendly to be relevant.

Another trend is analytics and guided insights through dashboards and reports. For example, a young professional with a 401(k) does not just want to know her account balance, but also her performance relative to their peers. Is she saving more or less than peers? Is she using similar investment strategies? Lastly, she wants to know what to do to maximize her savings. The same concept applies to organizations. For example, employee retention data in the aggregate does not provide insights into critical talent segments like first year employees, top talent, or Millennials. You can take this further and look at industries, geographies, peer groups, and so on. HR technology must not just present data, but also interpret it, benchmark it and guide an outcome.

Lastly, as consumers, we appreciate curated products and services that match our interests. Amazon and Netflix are great examples. This same concept is shaping learning. We want to be served the highest impact content, in any format, which helps us close a learning gap. We also want that content to have our peer groups’ stamp of approval. For example, a sales person wants to be shown the best example of a product demo or the best script for overcoming objections. It must also be accessible on the smartphone or tablet, bringing HR technology full circle.

  1. You have extensive experience in managing Human Resources for over twenty years. How has HR management evolved since you started, and what are the tips for 21st century from your perspective?

HR management today is about keeping business leaders and managers tuned into the voice of employees and removing obstacles to their performance and development. Engagement at the grassroots level is critical to a healthy organization. You must cultivate candid, two-way communication – and really listen. Today’s business moves too swiftly and has too many complexities to rely on just the executive team for all the answers. That’s probably the biggest change – the power of the people, and the need to embed HR at the front-lines of the business. Your best ideas, your biggest innovations, and your efficiency ideas all reside at the grassroots, and HR can help surface them.

  1. It is a kind of standard to consider that Human Capital Management (HCM) solutions are designed mostly for the corporate business. How it’s important for small and medium businesses and why?

HCM solutions are even more important for SMBs. SMBs often run fairly lean, yet they face the same business challenges and to-do lists as larger companies, with fewer people to handle the load. HCM solutions create capacity by automating data collection, data analysis, work flows, reports and so on. For every task you automate or put at people’s desktop through employee or manager self-service, there’s more time to spend on the customer experience, new product ideas, recruiting top talent, or a host of similar business issues. HCM solutions create capacity for SMB leaders and their teams to work on the stuff they love – making a great business.

  1. What is the role of a Chief HR Officer (CHRO) and why it’s important for them to have a voice at the leadership table?

The primary role of the Chief HR Officer is to be the coach, counselor, sounding board, and voice of reason for the CEO and senior executive team when it comes to leadership team dynamics, the leadership of the executive’s team or function, and his or her personal development. Another role is to be the physician to the company’s organizational health and culture. It’s better and easier to practice preventative care than to address neglect. One example that illustrates this is an empty succession pipeline. It’s important for CHROs to have a voice at the table to keep people matters front and center in the context of business strategy. Businesses without a solid “people plan” are missing a leg of the stool. CHROs facilitate and guide that important, most often strategic, dialogue.

  1. Employee engagement is a hot point in HR discussions. Very often it seems that it’s mostly addressed to new hires (and new generations) while it’s important from “hire to retire”. Could you share some tips from your practice please?

At Paycor, we are more sophisticated in segmenting the workforce and in personalizing services. As an example, we learned that our 4-6 year tenured sales professionals were sliding in their connection to the company. No surprise there, as you noted in your question. In a high-growth company like Paycor, we focus significant energy on onboarding new associates. We started action planning at the segment level, which in this case resulted in a Chief Sales Officer roundtable, more career consulting, a HQ visit, product training, and so on. Segmenting by life events is another way to personalize engagement. For example, how can you make recognition of a baby or a wedding, or your response to a serious illness memorable? When you get personal, you strengthen the connection and ultimately engagement.

  1. What companies of all sizes should consider when evaluating HR technologies?

When evaluating HR technologies, it’s critical to start with the end in mind, what problems you are trying to solve, and how you want the business to run in the future. That helps prioritize the features, functions, and types of technology needed. Next, consider the relationship you have with the providers. There will be hiccups along the way. Think about who it is you want and trust to be by your side. If your partner listens to and responds during the sales process, it’s a signal that the customer experience matters. Lastly, consider the voice you have in shaping the future of the technology. What role does the customer play in identifying and influencing new releases? The technology must grow with you.

  1. What are the upcoming challenges for you as CHRO of an HR Tech company and Paycor as an HR Tech vendor?

As the CHRO of Paycor, it’s about scaling our people practices in support of rapid growth and reinforcing our strong culture across an evolving geographic footprint. Growth creates first-class challenges! The HR tech space is intensely competitive when it comes to hiring the best and brightest engineering and product management talent. As CHRO, I stay vigilant on the state of hiring and on internal mobility. A healthy talent pipeline is one signal of a healthy company. Finally, for Paycor as an HR tech vendor, we are monitoring the ripple effect of the new Presidential administration. Our customers expect and want Paycor to help them navigate compliance complexities and business opportunities. Finally, our hallmark is service. We want to keep improving the customer experience and make employee management even easier.


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Smart Solutions for a Smart Workspace

Smart Workspace Design Summit

Amsterdam, February 6, 2017 – In eight months, design leaders will meet in Amsterdam in order to discuss how workplaces are organized, equipped, managed and how they should look in the future.

Moreover, you’ll be able to find several activities and opportunities under one roof. The exhibition will see delegates, visitors and exhibitors meeting and gaining new contacts and perspectives. The exhibition floor will be populated with various types of smaller stands as well as three big Showcase stands which will provide people with a unique walk-in, touch & feel experience.

Two conferences and four workshops where 50+ speakers, 150+ delegates and 1500+ visitors will bring an interactive experience to all visitors, be they facility managers, architects, designers, technology experts, representatives of startups or members of the general public, make this exhibition a must-attend for fans of design as well as professionals. 

The next Annual Smart Workspace Design Summit is taking place in the beautiful Zuiveringshal West building in Westergasfabriek in Amsterdam.

View all the visiting and exhibiting options and mark the dates 12 – 13 October 2017 in your calendar. 

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