The meeting space for HR Tech addicts and nerds of the digital era. Those about hunting either heads or jobs are welcome too. Startup? Go ahead!
Author: The HR Tech Weekly
The HR Tech Weekly® is the rapidly growing niche online media company, running full-fledged digital ecosystem incl. paid, owned and earned media marketing clusters worldwide.
We publish and curate selective content from Social Media and open sources about HR Tech, HR, Future of Work, Recruitment, Job Search, Talent Management, Leadership, Startups, and beyond.
We pay our special attention on the new technologies and innovations in Big Data, Artificial Intelligence, Virtual and Augmented Reality, and all things are shaping the fourth industrial revolution.
Millennials – those who are born between 1977 to 1995 – is the generation that is widely discussed and written about these days. Characterized as tech-savvy, updated, and forward-thinking individuals, the millennial generation cannot be simply ignored nowadays, as many experts see them as the future that will revolutionize the way we conduct business and the way we think about the workplace.
But surprisingly, a significant number of Millennials across the world are still struggling to find the right job that matches well with their skills and knowledge. In the latest report from the International Labor Organization, it was reported that the global youth unemployment rate was expected to reach 13.1 per cent in 2016 and remain at that level through to 2017 (up from 12.9 per cent in 2015).
With the increasing saturation of the labor market, Millennials need to gain legitimate experience, hone their skills and knowledge by being involved in industry-related projects, and acquire the ability to be efficient in an environment relevant to their degree. These play a crucial role in finding the job that matches their education and qualification as prospective professionals.
However, the problem not only lies in the competition in the labor market but also on the way people view what a “job” is. For most Millennials, a 9-5 job is a set-up that will inhibit their personal growth, though also sees it as the only way to gain legitimate work experience. The Millennials have to change their outlook towards what job is and should start leveraging the potential of freelancing as a type of employment.
As a refresher of its core meaning, ergonomics is the “applied science concerned with designing and arranging things people use so that the people and things interact most efficiently and safely.” This definition of ergonomics is a good reminder of how our time spent at a desk can present hazards and injury. While it may seem to some that those who work in an office are least likely to experience harmful consequences from their work environment, this is actually untrue. Back injuries, carpal tunnel, and rotator cuff injuries are just a few of the conditions that can develop without proper ergonomics.
Thankfully, technology has stepped in to save the (work) day. Take a look at some of the latest ways technology is helping eliminate the risk of office injuries.
As you plan a productive and ergonomic office space, one commonly overlooked (yet essential) component is the positioning of your computer monitor. If you are looking at a screen that is too low or too high for 8+ hours per day, you will likely end up suffering from neck and back issues. One recent release for the modern workspace is an advanced monitor arm. These redesigned arms suspend your computer monitor (ranging between seven and 20 lbs.) above your desk, and can be adjusted to the precise height you require. When you are done using your monitor for a period of time, you can simply move it out of the way to open up more of your desk space.
State-of-the art computer mouse designs
Now it’s time to pick a computer mouse. If you haven’t reviewed the latest developments in ergonomic mouse designs, you are in for a treat. New computer mouse designs take every curve of the hand into consideration, providing unmatched support and futuristic designs. These high-tech offerings limit the chance of joint problems and of developing muscle strains.
The latest in ergonomic keyboards
Finally, it is time to choose a desktop keyboard. Ergonomic research has led to some pretty impressive keyboard designs within the last few years. Soft palm rests, high quality keys, curved layouts, and split key designs are some of the top features found on the latest ergonomic keyboard releases. These technologically advanced designs offer a comfortable, injury-free experience for users. They also prove how far along the science of ergonomics has progressed.
Enhancing your space with ergonomic technology
Leveraging the latest advances in technology is a fantastic way to make your workspace more ergonomic. Not only will ergonomic office technology help you to avoid pain and injury, but it can also improve your productivity and boost your mood as a result. Begin by assessing your current workspace to see what is working and what isn’t. If you are unsure whether or not your current office adheres to ergonomic practices, start paying greater attention to any strain or pain felt when using your computer, keyboard, chair, or mouse. When you have taken the time to assess every element, you can begin to research which brands of ergonomic office technology are right for you.
Written by Jackie Edwards, specially for The HR Tech Weekly®
Whether your company needs to fill a new position or replace an existing employee, it is incredibly important to have the right job description to attract the talent you want.
Crafting that description is not an easy thing to do, especially considering that 63% of all new job openings in 2016 came from the creation of new positions. So, how do you create a compelling and effective job description?
While there is no one-size-fits-all template for every position, there are some specific tips that can improve the quality of your posting. These tips can increase the number of applicants, and hopefully help you find just the right fit. Once you have it written, make sure you consider all of the available job posting sites on the web to ensure you are getting eyes on your posting.
I’ve helped hundreds of Applicable Large Employers (ALEs) manage their Affordable Care Act requirements and file their 1094-C/1095-Cs. Though each had different reporting needs, the same question kept coming up…
How do I complete Part 2?
Lines 14, 15, and 16 make up Part 2 of the 1095-C and provide details of an employer’s offer of coverage to a full-time employee. Knowing how to correctly complete this section is imperative for Affordable Care Act compliance and avoiding penalties.
Line 14—Use code 1E.
Choosing a line 14 code requires you to know three things:
Was coverage offered?
Did it meet minimum standards?
Was it available to the spouse and dependents?
Deciding on the best 1A-1K code to complete line 14 has one extra nuance, and it can save you hours of scrutiny: If a full-time employee is offered coverage and has the unconditional option to add their spouse and dependents to their plan, you may use the corresponding 1E code for all employees offered coverage—even those who are not married or do not have children. Since spouse or dependent coverage doesn’t need to meet any cost standards, there is little reason not to offer it.
With this allowance, most fully ACA–compliant companies will find they can use Line 14 code 1E for every 1095-C they submit, instead of 1B for single employees, 1C for single parents, and 1D for childless couples. Your life is already easier, isn’t it?
Line 15—Forget about Line 14.
This continues to be a very tough concept to nail down. The IRS wants to know: What is the monthly employee’s share of the least expensive, employee-only plan available to this person?
Let’s review each part of that statement.
Employee’s share—the employee’s remaining portion after the employer’s contribution.
Least expensive—the qualifying plan with the lowest monthly cost available, often referred to as bronze level. This is not what the employee is paying for a more comprehensive plan.
Employee only—One Person. Forget that on Line 14 you reported that the offer included the spouse/dependents. For the purposes of ACA reporting, it does not matter which plan an employee actually enrolls in, only what they could have chosen and what it would have cost them.
Line 16—What happened after Line 14?
It isn’t difficult to find that code 2C applies to employees who accept an offer of coverage, or that 2B is used for a part-time employee. Things start to get murky with code 2D. Code 2D refers to the variable-hour[i] employee who is in their Initial Measurement Period, also known as the Look-Back Method.
People start to panic when it comes to employees who were offered insurance but declined. In their 1095-C Instructions, the IRS wrote 1181 words describing all the Series 2 Codes in use. Nowhere does it say “Use code __ if the employee declined coverage.” In cases where you have made an a fully qualified offer which an employee has turned down, use whichever of 2F/2G/2H matches your method for calculating their income and ensuring affordability:
Use 2F if you look at W-2 Wages
Use 2G if you use the Federal Poverty Level
Use 2F if you look at the employee’s Rate of Pay
Not only have you completed Part 2, but unless your company self-insures, you can bypass Part 3 completely!
What’s the next step?
Knowing how to correctly use the codes and contribution fields is fundamental, but organized tracking of ACA-related information throughout the year is equally important to save time and avoid penalties. A good, regularly maintained spreadsheet is a serviceable option for smaller ALEs with straightforward ACA reporting. For larger employers, or more complicated reporting, a specially designed software solution or service will reduce the compliance workload and help avoid penalties. A good one will help you accurately manage changing and editing data and even create the 1094-C/1095-C forms or electronic files.
Passport Software’s ACA Software and Services range from on-premise software to full year-round compliance management services. Our friendly service is fast and accurate, and our customers have given us great reviews. Our software is IRS-certified and we are IRS-approved to file on behalf of our clients.
Dealing with past years reporting troubles? We can help there, too.
Learn more about Passport Software’s ACA Software and Services, or call us at 800-969-7900.
[i] variable-hour refers to cases where it is unclear whether the employee will be comfortably above or below the 130 hour per month full-time threshold.
About the Author:
Adam Miller is the HR Compliance Manager at Passport Software, Inc. He designed their ACA Software and, as a support tech, he has helped hundreds of people with Affordable Care Act compliance and reporting. Adam has a background in engineering, the service industry, and print, which makes him a technically proficient and friendly communicator for Passport Software.
Passport Software, Inc.
181 North Waukegan Rd, #200
Northfield, IL 60093
There are plenty of reasons why outsourcing payroll strategies can be hugely beneficial to your company. Typically, it is the financial arguments that are used, not the emotional ones. However, there are many ways in which outsourcing your payroll can improve the wellbeing of your employees and can restore their work-life balance.
It’s well known that happier employees are much more likely to commit themselves fully whilst at work, bringing increased employee retention rates. Yet, many employers don’t realise that changing your payroll strategy can have an incredibly positive effect on the happiness of your employees. Here’s five reasons why:
1. Reduced workload
If your team is overworked and understaffed, an outsourced payroll strategy is the perfect way to get things back on track. An outsourced payroll strategy takes away the need to recruit and train an additional team member, and can dramatically reduce the workload of your staff much more quickly than getting a new member of staff.
Reducing this workload will make your employees instantly happier as the amount of potential overtime required will fall. Working fewer extra hours will allow employees to improve their work-life balance and will free up time for them to do the things they really love outside of work.
2. Reassuring the workforce
Payroll duties are sometimes given to members of staff who already have packed schedules with their own duties and responsibilities, which can lead to an anxious workforce.
Some employees may also feel concerned about other staff members having full access to their salary details. Moreover, relying on an over-tasked employee to process payroll can create tension for employees who expect to be paid accurately and on time each month.
By outsourcing payroll, an impartial person has access to salary details, which will eliminate any personal tensions surrounding payroll. Knowing that an outside specialist has sole responsibility will also reassure employees that their payroll matters are being taken care of, leading to a more relaxed workforce, a better work-life balance, and a better company culture.
3. No delays
Internal payroll managers are subject to the same demands on their time as everyone else in your company. If a company is going through a busy period where everybody’s help is required to solve an urgent issue or meet an external deadline, those members of your team responsible for payroll are no exception to this.
By outsourcing your payroll to specialist company, you hand over a big responsibility that would require lots of time, money and pressure on payroll employees. The payroll process becomes the outsourcing company’s top priority, so the internal team can focus on other tasks. There are few things which disgruntle an employee more than delayed pay, so offer your employees guaranteed on time payment by using an outsourcing partner to handle your payroll.
4. Lifting the pressure
Managing payroll is a huge responsibility, since you are personally responsible for the livelihoods of everyone in the company, many of which will be close personal friends and colleagues. This can put a lot of moral burden on an employee.
Outsourcing your payroll removes the personal element, as the person making sure that everybody is paid each month won’t individually know the people whom they are paying. Taking this emotional burden away from one of the members of your staff will relieve them of a huge weight, meaning that they are less likely to have to put in long hours to get the payroll sorted in time and will be able to regain a much better work-life balance.
5. Lead by example
Making a positive action such as changing the way you run your payroll will have a trickle-down effect throughout the business. Firstly, it will show employees that their payroll is an essential part of the business, and will lead the way for other changes in different areas and departments.
Many workplaces suffer by not adapting their strategies as the business grows and develops. Outsourcing your payroll strategy is a great example to show your teams of how to be proactive about making changes for the better that will set the business up well for its next phase. You’ll be amazed at how influential such a decision can be, and how large an impact it can have on the mindset of your workers.
In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.
Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.
Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?
Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.
You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.
Monitor Your Competition
Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.
Targeted Facebook Ads
Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.
“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.
Engage With Candidates
Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.
Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company.
Participate In Online Discussions
Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.
Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.
Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.
About the Author:
Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.
Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.
Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.
Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.
Uncertainty about the quality of hire
Uncertainty about the team fit
Uncertainty about time and money spent.
Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.
“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.
He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”
Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”
Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.
Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.
Leading HR and IT decision-makers will gather to discuss next generation HR challenges and new frameworks proposed under Saudi Vision 2030.
Dubai, August 31 2017 — As the Fourth Industrial Revolution continues to transform the workplace with Artificial Intelligence (AI) and Automation becoming increasingly prevalent across industries, Dubai-based B2B event specialist QnA International, has unveiled plans for a first-of-its-kind summit to discuss the unique challenges this will place on HR and IT departments in Saudi Arabia.
Being the only event dedicated to HR Technology in the Kingdom, the HR Tech Saudi Summit, taking place 20-21 November 2017 in Riyadh, will unite HR executives with the IT industry in Saudi Arabia at a time when the Kingdom is making significant investments in leading technology solutions, in line with Saudi Vision 2030.
Sidh N.C., Director, QnA International, said: “The debut of the HR Tech Saudi Summit comes at a time when Saudi Arabia is moving towards digitization and hence uniquely placed to welcome the collaboration between the HR and IT capabilities. The summit is the first of its kind in the Kingdom to address the technological revolution underway in the workplace and debate how best to harness its capacity for the success of business in the public, private and government sectors”
In line with Saudi Vision 2030, the Kingdom has pledged to increase investments in technology in order to continue leading the digital transformation of the region. Under the King Salman Program for Human Capital Development, 500,000 government employees will receive training to upskill by 2020. All Ministries and Government institutions will be required to adopt best practice in Human Capital Development and other organisations will be tasked with enhancing engagement and the employee experience.
Enabled by mobile, remote and real time connectivity, digital HR processes now reach beyond payroll and data capture to incorporate functions such as interviewing, performance management and KPI review. The technology exists for employees in larger organisations to share concerns and feedback, or even complete training remotely, through mobile video.
Sidh N.C. added: “With discussion focusing on the latest HR technology trends, innovations and disruptive ideas, the HR Tech Saudi Summit will help leaders from the HR and IT departments to collaborate on effective solutions to modern human challenges.”
The launch of HR Tech Saudi Summit, follows the three successful editions of HR Tech MENA Summit in Dubai. The 3rd edition of HR Tech MENA took place in May 2017 under the theme of Revolutionizing the Future of Work with discussions ranging from the challenges of rapid technological developments to the need for enhancement of workplaces.
About HR Tech Saudi Summit
The HR Tech Saudi Summit is the only initiative that brings together HR and IT professionals from the unique business landscape of Saudi Arabia, on a singular platform, to discuss the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.
Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.
Today, HR is en route to becoming smart HR. Concepts such as bog data, cloud, social media, mobility, and gamification are today’s buzzwords and every organization is keen to embrace them in tackling the key issues of talent acquisition, talent management, change management and employee engagement.
Organiser: About QnA International
QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.
Written by Manish Bhardwaj, Sr. Marketing Manager, Middle East and Turkey at Aruba, a Hewlett Packard Enterprise company.
8 Best Practices to Protect Your Enterprise Network
Smartphones and other personal devices can now be found in most businesses as users are staying connected to the corporate network from anywhere, any time. It’s the stuff that keeps IT and security managers up at night — mobile users, multiple devices per user, and enterprise data on the move.
Security for Bring Your Own Device (BYOD) and mobile must now be part of a larger conversation when securing the network for the new digital workplace. Based on existing customers’ best practices, this paper outlines eight things you can do to boost network security amidst BYOD.
Assign Roles to Users and Devices
With users carrying multiple devices, it’s smart to standardize on user roles across the organization, and then assign device roles, too. A smartphone issued by IT for a specific purpose may require more access privileges than a personal device. IT-issued laptops would have different roles than smartphones and tablets. The value is your ability to create different rules for each device type or role.
User and device roles also let you differentiate privileges by device type for the same user. An IT administrator would be allowed to change switch and controller configurations with a laptop assigned a corporate role. But, that same person would not be able to access sensitive networking equipment using a tablet assigned a BYOD role.
Use Profiling to Create Device Categories
Accurately profiled devices should be a cornerstone of your plan when rolling out a secure BYOD initiative. As BYOD permeates throughout your environment, not all users will be diligent about downloading the latest versions of the operating system. You’ll want to capture context that allows you to see who is running what versions on iOS, Android, Chrome and other operating systems.
As new releases become available, this data will give you the visibility to help identify why authentications may be failing, the types of devices that are experiencing issues, and more.
An understanding of location can also help determine if a problem is specific to Wi-Fi equipment if the enterprise is operating a multivendor environment.
Use Context Within Policies
It’s important to leverage multiple sources of context to manage access. Data can consist of user role, device profiling, location, and once a certificate is issued to a specific user’s device, the assumption is that it’s a BYOD. Doing this greatly enhances productivity, usability and security. By enabling the use of known data you can stop users from coming up with ways to bypass policies.
The use of device categories should also be explored. The idea is to again leverage context to enforce privileges across a large category of devices. All BYOD endpoints connecting over a VPN can be treated differently than when connecting in the office. Printers can be managed differently than game consoles or Apple TVs.
Manage Mobile App Use
Enterprises need to define and enforce policies that dictate who can access specific types of data from which devices, with the ability to differentiate between smartphones, tablets, laptops or IoT devices. To be effective, enforcement must extend across MDM/EMM, a policy management platform, and firewalls.
Automate and Simplify
Automation is essential for both initial onboarding and to take action on non-compliant devices (for example, quarantining them until they are compliant). MDM/EMM solutions should share device posture with a NAC solution to ensure that devices meet compliance before being given access. Integrating with helpdesk applications and SIEM can provide an enhanced experience for the user and IT for improved problem resolution.
By automating the discovery and onboarding of non-compliant devices, you can reduce costs and improve your security posture. This also allows users to re-onboard their own devices when smartphones and tablets are replaced, which also reduces the time IT has to spend on device onboarding.
Go with Certificates – They’re More Secure Than Passwords
Users will connect to guest networks more frequently leaving passwords exposed to theft, which makes certificates a cornerstone of a secure mobile device deployment. As the use of active directory and an internal PKI for BYOD is not a best practice, an independent Certificate Authority (CA) built to support personal devices is preferred.
A policy management solution that includes the ability to distribute and update, as well as revoke certificates should be explored. Integration with an MDM/EMM solution should be an option in the event that device management was deployed prior to investing in a network access policy management solution.
Make Everyone Happy – Simplify SSIDs
Multiple SSIDs complicate life for IT and users alike. With effective policy management enforcement in place, BYOD and corporate-owned devices can connect to common SSIDs. Reducing the options for users to choose from simplifies the user experience, and makes it easier for IT to maintain SSIDs across multiple locations. Consolidation of SSIDs can also improve Wi-Fi performance.
The key to improving your security posture revolves around your ability to leverage roles, location and policy enforcement to ensure that devices receive the access that IT expects, even when using common SSIDs. When personal devices are connected to a common 802.1X network, IT can provide Internet access only if desired.
These days, enterprise data access is often initiated from smartphones and tablets. As these devices are easily shared, many IT professionals are turning to new forms of MFA to ensure that the user of a device is really the person requesting access. Instead of token generation devices that are easily lost, there’s a better way.
Now when a user connects to a network or opens an application, IT can require a secondary challenge that is as simple as picking up your smartphone and scanning your fingerprint, taking a selfie, or clicking on a pre-determined image from within the images library.
The continued rise of BYOD is inevitable, and few corporate leaders will pass up the productivity gains of a mobile workforce that pays for their own devices. But it is easy to lose track of long-term goals if you don’t have a solid plan. The eight ideas presented in this paper are just some of the things that IT should consider when preparing for BYOD.
In the end, a central component that brings everything together starts with an advanced policy management platform. One that includes AAA services, NAC, BYOD onboarding and third-party integration with event-driven remediation.
As many companies know, it’s costly to bring candidates to interview, costly in time, and for the candidates themselves to travel to your location; as a result, all efforts should be made to reduce those costs for all involved. If your recruiters or HR managers have to spend hours on the phone conducting phone screening interviews, or worse, have to chase phone calls and emails, that costs money too. There has to be a better way right?
Video Screening is a relatively new process and has been used to successful effect by several companies. 50% of companies who have implemented it have said it has improved their cost to hire significantly.
Screening process through the ages
Gone are the days of walking in an office door, chatting with the manager, and landing the job. In the past, there wasn’t a great deal of need to “screen” candidates as there weren’t such a high volume of applicants per role. There wasn’t as much social mobility so jobs were much more predetermined, and competitiveness – to a small degree – was decreased. Besides, roles themselves were different, so if someone had an accounting degree and you were hiring an accountant, and their references checked out, you were good to go. It was very likely if you had a degree in a certain subject you’d get a job in that area. Now it’s not so simple.
Presently, the job market is much more open and changes of career are commonplace. With a higher volume of (on paper) qualified applicants with secondary and tertiary skills, it means most graduates can quickly train in a wide range of surface level roles rather than an immediate specialism – and their initial skills are less important than how they can learn, think, and grow with a company.
This now dynamic workforce has increased applications to city centre roles and larger corporations. The modern candidate has a wider range of skills on offer and the ability to apply online at many different companies with ease. To deal with higher volumes, and simply to narrow down the candidate pool, an effective screening process becomes necessary. Companies may have dozens, even hundreds of qualified applicants to a role, so how does each candidate distinguish him- or herself from another?
To keep up with demand, companies implemented processes such as phone screening interviews, email exchanges, and informal face to face chats. But these techniques are limited in their effectiveness to see the ‘real’ person – and they are very time consuming. These past processes – chats, phone calls, and so forth – certainly have the benefit of being personable, but when your company hires in large volumes, it no longer has the time. It’s also impossible for larger businesses (high street retailers, for example) or someone like the Post Office to hire for busy, seasonal work – like at Christmas – where they can typically expect to receive thousands of applications, and need to turn the process around in weeks (if they even have that long). Centralisation of the recruitment process – having a set process, quality control, and set standards predetermined for each role – allows a head office to have visibility in the managing of high-volume applications.
In the past, a warehouse manager might have been the one to hire with vastly differing results, which can cause efficiency and staff turnover problems down the line, whilst also limiting head office’s ability to control the quality of their workforce.
The growing need to screen candidates
Hiring has changed drastically over the years because – in the past – people stayed put. It wasn’t uncommon for people to mark their 20th, 30th, or even 40th anniversary with a company, but as the job market has changed with the need for say more tech jobs than ever, hiring processes have needed to evolve to keep up with demand and time constraints. Today’s worker currently stays in a role for between one and two years. This shorter timeline means your company – through no fault of its own – will inevitably see staff turnover as a part of everyday life, and it will subsequently need to hire more people, more often. Processes, thus, need to keep up.
The current landscape of video screening
Video screening is still in its infancy – not in the sense that the technology is primitive, but in that it’s relatively new to the scene and many people might not know about it as an option. Many HR managers and recruitment companies do realise that the way they hire now isn’t efficient enough, but they may not know how to remedy that lack of efficiency.
A Monster study revealed that most recruiters spend over 70,000 minutes on the phone each year. With faster turnovers, does your company really have that time? Think of what you pay your HR manager or recruiter per hour and multiply that number by the number of candidates you usually have to screen for each position. That’s the figure it will cost you only to reach the interview stage, which costs more time and money.
Companies who implement video screening find that it reduces time to discover who they want to bring to interview. They can collaborate as a team on which candidates are most suitable to interview. Candidates are no longer simply reduced to the black and white of their CV paper; they can come alive on screen. Their personalities can shine through, and they can take the time to impress you and your hiring team. It’s like those old days of people walking in your offices for a job, but better – because you can decide in front of them without actually being in front of them (you know, because it’s a video)!
The advantages to screening
Once you’ve combed through CVs and shortlisted you candidates – or narrowed them down through them using software, whichever – then you’ll send them the pre-screening questions. You set the questions, set time limits for the answers, and set a deadline, and send them to your shortlist. Candidates will feel like they’re moving forward in the process from the moment they submit their application, but this step is virtually hands free for your company. Questions can be sent out immediately – or after you’ve verified their CV. Video screening is perfect for high volume, decentralised industries such as seasonal warehouse jobs – but also works especially well for customer facing roles as you’ll quickly determine how a candidate’s personality matches your company’s core values or personal preferences.
If hiring for customer service roles, you’ll want to see how well candidates can handle potentially tricky questions on the spot, and video screening is a perfect opportunity for candidates to showcase their ability to think on their feet. You can ask the applicant a troublesome question like how they’d deal with a customer that would like to return an item without a receipt or how they’d handle logging a complaint about a fellow colleague (who is currently off shift)? Keeping the problems agnostic of your company vertical will test the quick thinking and experience of the application. It’s often more about how the candidate delivers an answer than the answer itself.
The big sell with Video Screening is that you will see candidates before they come in – in animation – not in the social stalk kinda way where you have to check out their LinkedIn or Facebook profile pictures before you phone them! Seeing someone in person and viewing how they hold themselves and interact with the questions you set – even if it’s not physically – can help you gauge their suitability. Some could argue that human bias could sway results based on attractiveness alone, but, again, if you need a front-facing position, and you need someone confident and bubbly you can see that on a video interview, looks aside. Besides, companies will do themselves a disservice only hiring those deemed “attractive,” because – at the end of the day – you want people who are good at what they do and are the most qualified for the job outside of attractiveness level.
That sounds great – but is Video Screening really the future?
As mentioned before, processes are clearly not good enough. Just ask anyone who hires large volumes of staff – it’s tough. Many companies turn to some sort of tech whether it’s computer tests or computerised CV combing, but those processes are imperfect and still fail to show you the ‘real’ person behind the CV. You may have someone who can pass computer tests, or put in keywords in white font on their CV, but they aren’t very good in person; they don’t fit with your office culture, or they aren’t confident enough for a front-of-house role. That’s where video screening helps the process along in an innovative way. Sure, for some roles, you may just need that shy guy or girl who can code really well, and maybe for those applications video screening seems less appropriate, but, either way, if your candidate will be in the office, you need to make sure he or she fits in and works well with others (and has a modicum of confidence).
And, let’s face it, videos are everywhere these days! Video is the fastest way to get people’s attention – that’s why YouTube and those Facebook videos are so popular!
Okay, but what about those people who feel uncomfortable with video screening? Will it put applicants off? Is it too edgy and too new to try out? The truth is it may put some applicants off, sure. It may not appeal to older generations, but most candidates are willing to go through the hiring process no matter what it is. Most people have been to group interviews where you spend time building something out of paper with bits of blue tac and string (or some such exercise that is measuring a metric that has nothing to do with what you can build out of paper with ten strangers). Those people may not love that group activity, but if it’s part of your interview process – and they want the job with your company – they’ll endure the task – not that we’re trying to liken video screening to group interviews. Candidates who apply to large retailers often have to undergo computer testing, and they do that too. The point is that the most motivated candidates will be willing to go through the process of video screening even if it’s a little unusual or different for them. Therefore Video Screening works well as a deterrent to those not wholly invested in the role, again improving the efficiency of your process.
Furthermore, younger candidates will especially love this method because they are far more comfortable using a smartphone, taking a selfie, seeing themselves on screen. Enabling the next generation of skilled workers to apply in a way that suits them is going to put your company one step ahead of the competition in 2017 and beyond. Video screening is here to stay. It’s making processes better, faster, and cost-effective, so it’s best to jump on the video bandwagon before you get left behind.