Unlocking Business Growth through HR and People Science

Unlocking Business Growth through HR and People Science

Written by Adam Hale, EVP of Sage People.

Why fast-growth companies are bounding ahead?

For businesses to sustain growth, be more productive, and attract and retain the best talent in today’s increasingly global and competitive climate, they need to use data intelligently. Data analytics has been happening for a long time in marketing, sales and finance, but now we’re seeing HR wake up to the benefits. Traditionally, HR functions capture information about employees passively in order to meet legislative requirements but organizations are now realizing it has far more potential with data analytics which is also leading to the rise of the Chief People Officer role.

While 83% of HR leaders recognize that all people decisions should be based on data and analytics, the reality in the workplace is very different. Recent research Fairsail (now Sage People) conducted amongst 500 global HR leaders for its report ‘The use of people science in fast growth companies’ showed that only 37% of those surveyed claiming to already use a data-centric approach.

Why fast-growth companies are bounding ahead

However, there is one business group making the most of its people science capabilities: the fast-growing ‘gazelle’ organizations – companies which have increased their revenues by at least 20% annually for four years or more. The research shows that these organizations are far more advanced in HR than the average company. They have full HR automation (80% v 53%) so they can report faster and more easily on a range of influential HR metrics. If asked to report on headcount within a single day, 84% can do it; that’s 16 percentage points better than non-gazelles. They can more easily report on high potential employees (58% v 42%) and on personal growth (58% v 41%).

These gazelle organizations can see what’s working and what needs to change and can take action confidently to make sure they’re supporting employees to achieve their potential. While gazelles are the one’s bounding ahead, all is not lost as almost every organization we spoke to did have an awareness of the potential to use people and HR data to improve their business.

Use Chief People Officers to close the gap

Even if they haven’t yet marshalled it effectively or decided exactly how they’ll use it, a staggering 92% said they’d like to use people science to improve their business. And another 65% said that in the next 12 months they need to achieve greater data visibility.

The research also positively showed a movement across all organizations to make a highly visible change that reflects the shift to a people focus: 17% have appointed a Chief People Officer to put people science at the heart of their business. The gap between the gazelle approach and the non-gazelle approach looks set to narrow in the very near future, as all businesses take action on their ever-growing awareness of the importance of people analytics.

Tap into data to unlock rapid growth

So what can we learn today from these market-leading organizations? Seeking and seizing opportunities and using every lever a company can get its hands on to improve performance is the key to rapid growth. Organizations shouldn’t be afraid to explore the latest people thinking, or adopt the tools that gather data and turn it into business intelligence. The challenge is to put systems and tools in place to collect and analyze it for tangible benefit – as 31% revealed, they don’t currently have the right technology in place to interpret the necessary people science. Automation helps companies move away from old-style HR with its laborious administration and manual processes and spreadsheets. With this, people teams should be able to explore the workforce data to understand what employees want and need. They can take action to provide great workforce experiences that makes the most of talent to fuel productivity and business growth.

To read the full ‘The use of people science in fast growth companies’ report, please visit www.fairsail.com.

About the Author:

Adam Hale, CEO at Fairsail

Adam Hale, EVP of Sage People, 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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Tools for Recruiters: The Complete List | The HR Tech Weekly®

Tools for Recruiters: The Complete List

Tools for Recruiters: The Complete List

If you want to see the best tools for recruiters in one place, then you’ll love this guide from Talent Hero Media.

There are over 70 free and paid tools designed to simplify your job as a recruiter.

Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

APPLICANT TRACKING SYSTEMS

BreezyHR

ATS
This newer entrant to the ATS market has already earned rave reviews from its loyal user base for its amazing customer support, smooth UI and end-to-end functionality.
BreezyHR

BrightMove Recruiting Software

ATS
One of the few ATS offerings with publicly available pricing, BrightMove is highly touted by its users as responsive to new ideas. In fact, you can suggest new features and vote for them, with the features that get the most upvotes moved into the development queue.
BrightMove Recruiting Software

Bullhorn

ATS | CRM
A staple of the ATS market, Bullhorn has many enterprise customers and large recruitment agencies as customers. It has many fans among those who use it on a daily basis but note that the price point is definitely geared towards larger customers.
Bullhorn

CATS

ATS
Used by both external recruiters and HR agencies, CATS is known for its end-to-end solution that starts with job postings and finishes with analytics on completed campaigns.
CATS

Crelate

ATS | CRM
A combination ATS and CRM, Crelate is lauded for its wide-ranging feature set, modern UI and strong customer support.
Crelate

Greenhouse

ATS
Lauded for its intuitive user interface and beautiful design, Greenhouse receives consistently positive reviews by everyone who adopts it. In addition, they have an iOS and Android app that lets you use it on the go.
Greenhouse

HireHive

ATS | CRM
A low-cost alternative ATS, HireHive excels at automatic job board posting, managing employee referrals and branded career sites.
HireHive

HiringThing

ATS
A full service solution for both external and internal recruiters, HiringThing offers best-in-class customer service and quick turnaround on new features requested by its users.
HiringThing

JobAdder

CRM | ATS
JobAdder is a CRM and ATS in one and is well known for its range of mobile apps that let you access the platform from any device.
JobAdder

Jobscience

ATS | CRM
Marketed as a sales, recruiting and back office system in one, Jobscience receives excellent reviews from the external recruiters who use it.
Jobscience

iCIMS

ATS
Founded in 1999, iCIMS is a tool that is widely used by both recruiting firms and internal recruiters. Given its longevity, it is clearly well liked by many although there are some who complain that it could use a refresh.
iCims

Lever

ATS
Considered one of the top ATS tools, Lever has features such as one-click sourcing, two-way email sync, and @-mentions that you will not find in many of their competitors.
Lever

Loxo

ATS | Sourcing | CRM
The feature that sets this ATS apart from its competitors is Loxo AI, a proprietary intelligent sourcing assistant that helps you find the top talent for your role while you spend your time elsewhere.
Loxo

OpenCATS

ATS
Although it does not have the prettiest user interface, it does have one feature that sets it apart from every other ATS on the market – it’s free. As the only open source ATS currently available, users (at least those with development backgrounds) can have direct input into new features without paying a dime.
OpenCATS

PCRecruiter

ATS | CRM
One of the earlier entrants to the ATS game, PCRecruiter, founded in 1998, receives positive reviews from its dedicated user base for its customer service and willingness to continually update the product.
PCRecruiter

Recruitee

ATS
Known for their incredible customer service (their founder replies to emails on Sundays), Recruitee takes collaborative hiring to the next level: everyone in your team from the least tech-savvy to the most nerdy can work on hiring together with this cloud-based ATS. In addition, Recruitee provides beautiful careers sites for your employer brand as well as candidate-friendly application forms that you can fully tweak.
Recruitee

Workable

ATS | Sourcing
Workable is noted for its full feature set, easy learning curve, top notch customer support and a new sourcing tool called People Search. They also offer a $50 per job per month plan for recruiters who have less burdensome hiring needs.
Workable

CONTACT FINDERS

AmazingHiring

Contact Finders
Geared exclusively towards finding technical talent, AmazingHiring scours Github, Stack Overflow and Kaggle profiles to find potential candidates, including those who do not have a LinkedIn account.
AmazingHiring

ContactOut

Contact Finders
Considered the best by some, ContactOut touts that it can find 2x more emails than the competition and given that it offers 100 free credits per day, there is not much risk to test out their claim.
ContactOut

Hiretual

Contact Finders
A free Chrome extension, Hiretual is raved about by sourcers and recruiters for its ability to consistently cut down on the time required to find talent and their contact information. It is free for 15 contacts per month before increasing to $59 per month (billed annually) for 200 contacts per month.
Hiretual

Hound by Jobjet

Contact Finders
Working only on LinkedIn, Hound will find email addresses and phone numbers but can get expensive for those who search a lot.
Hound by Jobjet

Hunter

Contact Finders
Hunter is a bit different than other email sourcing tools as it can find all available emails on a given domain and also verify emails, in addition to the features you expect from a standard contact finder.
Hunter

Lusha

Contact Finders
Limited to 5 free phone numbers and emails per month, Lusha gets positive reviews by many but you will have to pay to get full use of the product.
Lusha

Nymeria

Contact Finders
Focusing on finding emails associated with LinkedIn and Github profiles, Nymeria has two simple and reasonable pricing options – free for 300 emails per month and $9 per month for unlimited emails.
Nymeria

Prophet

Contact Finders
Prophet is a Chrome extension that allows you to visit the Twitter, Facebook or Google+ page of a person and find emails and phone numbers. It comes with 15 free credits per day and you can get more by sharing data with the community or purchasing them. Note that the company does not have a website.
Prophet

SourceHub by SocialTalent

Contact Finders
SourceHub is a clever tool that helps you construct boolean search queries by combining synonyms for the job title, skills and location you enter.
SourceHub

CANDIDATE RELATIONSHIP MANAGEMENT

SugarCRM

CRM
An open source and developer-friendly CRM, SugarCRM is a great solution for the recruiter who knows they need to keep better track of their contacts but does not want to break the bank.
SugarCRM

Vincere

CRM | ATS
Marketed as a combination CRM and ATS, Vincere allows you to search for and manage candidates, create fully-branded microsite job boards and post your jobs across the Internet.
Vincere

INTERVIEWING

GreenJobInterview

Interviewing
Whether it is face-to-face or one-way interviews, GreenJob offers the solutions you need for your video interviewing needs.
GreenJobInterview

Interview Mocha

Interviewing
Interview Mocha has over 1000 skills tests that you can use early in your interview process to determine which candidates have the required skills.
Interview Mocha

Interview Stream

Interviewing
Interview Stream’s Hire platform allows you to set up screening interviews using a library of questions and pre-populated media, or face-to-face live interviews.
Interview Stream

Odro

Interviewing
Odro is online meeting software for the techphobics of the world. With no downloads or installs, this tool should work well for interviews, especially those that may require screen sharing.
Odro

sparkHire

Interviewing
sparkHire has a full range of video tools to help you optimize your interview process including one-way interviews, interview evaluation, interview scheduling and a mobile app.
sparkHire

RECRUITMENT MARKETING

Beamery

Recruitment Marketing | CRM
Beamery connects to all of your other recruiting systems and gives you one system to manage and engage every candidate that touches your brand – past, present or future. They help companies nurture passive talent and build a pipeline for future roles.
Beamery

Clinch

Recruitment Marketing | CRM | Sourcing
Clinch is a robust platform that combines recruitment marketing, a CRM, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration and robust analytics.
Clinch

Jobvite

Recruitment Marketing | ATS
Serving a range of customer sizes from startups to enterprise customers, Jobvite offers tools that go beyond your typical ATS including Jobvite Refer (tool for sharing job openings in your employees’ networks) and Jobvite Video (on-demand video interviewing).
Jobvite

Phenom People

Recruitment Marketing

Offering many features similar to its competitors, Phenom People’s main differentiator is its unique ability to turn visitors to your career site into potential applicants even if they don’t fill out your job application.

Phenom People

SmashFly

Recruitment Marketing | CRM
SmashFly’s Total Recruitment Marketing Platform and Services proactively markets an employer brand and jobs through every recruiting channel using marketing automation technology and modern marketing practices. It empowers companies to attract the right people to their organization using the art and science of fit, enabling companies to generate leads and nurture relationships to hire faster and more cost-effectively. It is ATS-agnostic, integrating with your current system to provide a complete view into the candidate journey, from first source all the way to hire.
SmashFly

SCHEDULING

10to8

Scheduling
The free plan of this tool should be sufficient for many recruiters as it allows for 100 appointments per month and includes SMS notifications, a feature not offered at the free level by any competitors.
10to8

Calendly

Scheduling
Loved by its users for its simplicity and rock-solid integration with all popular calendars, the free version of Calendly will be sufficient for many recruiters who want a simple scheduling tool that reduces back-and-forth emails. The paid version can be integrated with additional tools you might use such as GoToMeeting and many CRMs.
Calendly

ScheduleOnce

Scheduling
This is a tool for the recruiter with more complex scheduling needs. The higher-priced tiers, while slightly expensive compared to the competition, have features such as pooled availability and master booking pages, that are ideal for environments where you will be scheduling more than just one-on-one meetings.
ScheduleOnce

SimplyBook.me

Scheduling
Known for its robust feature set, SimplyBook.me has a free tier that may be suitable for some recruiters.
SimplyBook.me

TimeTrade

Scheduling
TimeTrade invented the online appointment scheduling industry in 1999. The company’s secure, cloud-based solution meets the customer and client engagement needs of large enterprises as well as mid-size and small businesses. Thousands of companies—including 500 of the world’s top brands—rely on TimeTrade’s technology for their scheduling needs.
TimeTrade

Vyte

Scheduling
With almost all features available to free users, Vyte is an excellent option for recruiters with more basic scheduling needs.
Vyte

YouCanBook.me

Scheduling
While the free version of this software is not heavily advertised on their sign up page, it may have enough features to tide you over until you want to pay for more advanced tools such as appointment reminders, padding appointments and Zapier integration.
YouCanBook.me

SCREENING

OnboardIQ

ScreeningATS
Focusing on the hourly workforce, OnboardIQ is an ATS that helps you automate interviews, background checks and document collection.

Outmatch

Screening
Outmatch is designed to predict how candidates will perform and has tools such as job-fit assessments, behavioral interviewing, and online reference checking.
Outmatch

SkillSurvey

ScreeningSourcing
SkillSurvey is a multi-purpose tool designed to assist with referencing checking and sourcing via referrals.
SkillSurvey

Social Intelligence

Screening
Similar to a criminal background check, Social Intelligence uses a combination of technology and trained analysts to screen candidates online records for unlawful or inappropriate behavior.
Social Intelligence

Sterling Talent Solutions

Screening
Founded in 1975, Sterling Talent Solutions is a full service screening and on-boarding solution that offers plans including pre-hire background checks and drug testing and post-hire employee audits.

Weirdly

Screening
Weirdly offers a customisable quiz to rank candidates against your ideal fit. It can act as a stand-alone, light-ATS or be integrated into your current recruitment process.
Weirdly

SOURCING

Broadbean

Sourcing
Broadbean is a straightforward job distribution and sourcing tool that focuses on doing a few tasks really well.

Crystal

Sourcing
Crystal scours the Internet for every piece of information on your candidates and coaches you on how to write emails that are tailored to their communication style. This ensures that the people you find for your client are more likely to respond.
Crystal

Entelo

Sourcing
The Entelo platform uses big data, predictive analytics and social signals to help recruiting organizations find, qualify and engage talent.
Entelo

Headreach

Sourcing
Officially marketed as a LinkedIn-based lead generation tool, Headreach can also be used effectively to find the emails and social profiles of potential candidates.
Headreach

Hello Talent

Sourcing
This sourcing tool allows you to build talent pools collaboratively that can then be sent straight to your ATS. Best of all, it is free for 2 pools.
Hello Talent

HireKeep

Sourcing
Post your job on HireKeep and their algorithm will determine which candidates meet the “affinity threshold” to match with your company. The software will even schedule interviews with those who have matched.
HireKeep

HiringSolved

Sourcing
HiringSolved offers features that are not common in sourcing tools including Diversity Search (a tool to help increase workplace diversity), Scan (automatic updating of outdated records in your ATS and CRM) and Verticals (algorithms designed to find candidates in specific industries).
HiringSolved

Ideal

Sourcing
Typical sourcing tools force recruiters to do tedious, time-consuming tasks such as resume screening and keyword-based searches. Ideal uses artificial intelligence to automate sourcing, resume screening, initial candidate outreach and even interview scheduling.
Ideal

Joblyon

Sourcing | ATS
Joblyon has a strong focus on on creating beautiful job postings that will be readily shared on social media.
Joblyon

Leoforce

Sourcing
Their flagship product, Arya, uses artificial intelligence to identify talent that not only has the right skills but also is aligned with the corporate culture.
Leoforce

Recruit’em

Sourcing
Recruit’em is a powerful free search tool that lets you use Google to search for profiles across various platforms including LinkedIn.
Recruit'em

Simppler

Sourcing
Calling themselves a “data driven employee referral platform”, Simppler helps employees of a company find candidates for open positions within their own networks.
Simppler

Talemetry

Sourcing | CRM
Talemetry integrates with your ATS and allows you to post job ads, source candidates, build talent pipelines and manage candidate relationships in a single platform.
Talemetry

TextRecruit

Sourcing | CRM
TextRecruit lets you manage communications with your candidates over text, increasing interaction rates significantly.
TextRecruit

OTHER

Boomerang

Other
Boomerang allows you to schedule emails to be sent later and reminds you about old emails that you have archived, ensuring that you never forget to respond to a candidate or client.
Boomerang

Data Miner

Other | Sourcing
A data scraping tool like Data Miner can be used in many powerful ways by a recruiter. For example, if you need Javascript developers, you can find a list of conference attendees for a Javascript conference, scrape the data and upload it to your CRM or ATS.
Data Miner

IFTTT

Other
Although not specifically geared towards the recruiting market, IFTTT lets you create “applets” that combine different services together. For example, you can get an e-mail notification when a LinkedIn contact changes jobs.
IFTTT

Populate

Other
Populate keeps headcount data in one place so that managers and stakeholders can review and approve headcount or budget changes and you can review your analytics to help with your comprehensive HR strategy.
Populate

Zapier

Other
Calling themselves “automation for busy people”, Zapier lets you move data between web apps automatically (perhaps a recruitment marketing platform and ATS), saving you time and ensuring data integrity.
Zapier
Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

Source: Tools for Recruiters: The Complete List | Talent Hero Media

HR Technology Tools Evolve to Handle Feedback, Performance and Agility

HR Tech MENA Summit returns for third edition in Dubai

Annual HR Tech MENA Summit 2017 Main Image

Dubai, 13 April, 2017 — HR Technology is fast developing. Year-on-year the trends, and market requirements keep developers busy. Driven by natural workplace changes and inspired by vastly different work ethics amongst new working demographics, HR Technology is continuously evolving from its traditional core of payroll, employee record management and recruitment.

Lorna Daly, Halogen Software
Lorna Daly, Regional Director, EMEA, Halogen Software

“People and their expectations of work are changing all over the world and it is happening quickly,” noted Ms. Lorna Daly, Regional Director, EMEA, Halogen Software who is a Gold Sponsor of the 3rd annual HR Tech Summit organized by QnA International. “We know that if people can give and receive feedback on an ongoing basis, they can feel good about what they do, and would be encouraged to bring their best effort forward, so they can give more to their customers, organizations and communities,” continued Ms. Daly.

Ongoing performance reviews, frequent and timely feedback is a new HR trend sweeping across many organizations across the globe. The need for almost immediate feedback stems from the multigenerational workforce, and the changing nature of work. “It comes down to something very fundamental; people want to feel a connection and a purpose to their organisation, that their contribution is valued and impactful,” stressed Ms. Daly.

To meet this new HR demands, organisations need to employ the new technological trends becoming available in the market place. In addition to traditional services of HR software, and cloud-based services, technological tools built for agility and for specialized purposes such as continuous performance management, frequent feedback, data analysis and learning tools will soon become an absolute must for the continued evolution of an organization.

However, Ms. Daly cautions on the blind application of these new HR technology tools, suggesting that organizations should “First recognise if the organisation is culturally ready to make the shift from traditional to ongoing performance management. Second, company leaders must be ready to act as role models for the rest of the staff. Culturally ready organizations are those which champion flexibility and adaptability to refine processes through the constant collection of feedback on new processes. This feedback loop ensures employees are supported.”

“Keeping up with technology developments affecting HR is becoming a tough task. The managerial processes for human resources across the globe is in a state of fluidity. Especially in the UAE and GCC which will see two new shifts with the onboarding of nationalization and VAT policies in the coming years, the importance of employing and using the appropriate tools for HR functions cannot be stressed more. Knowing the challenging changes ahead, we have planned the 3rd annual HR Tech Summit to provide in-depth discussions and ultimately provide a platform HR and IT Leaders to analyse the HR technology tools available, their uses, and whether or not they should be adapted and when adapted how it will impact the organizations in the region,” commented Sidh N.C., Director, QnA International.

On the trend of nationalization in the UAE and GCC, Ms. Daly said, “There is a great opportunity for business and HR leaders in the GCC to maximise the potential that exists in their respective region. In order to do this, organisations need to understand the existing skill sets of local nationals, continuously support the development of essential skills, and help with the career progression of local nationals into leadership positions. This effort will help organisations become an attractive destination for GCC citizens seeking employment and help shape the economic destiny of the region.”

Halogen Software will be actively taking part in the by-invite only premier summit which attracted over 150 C-level and senior level HR and IT personnel from government, state, public, and private organizations in 2016. “HR Tech MENA provides a terrific opportunity to connect with some of the world’s most thoughtful HR and business leaders. The partnership has opened the door to connect with very successful companies and has given us the opportunity to learn more about the emerging global trends and priorities in HR,” commented Ms. Daly on the importance of sponsoring, participating, and attending the 3rd annual HR Tech Summit.

The Summit will be held from 16-17 May 2017 at The Westin Dubai, Al Habtoor City, Dubai.

About HR Tech MENA

HR Tech Mena

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 Artificial Intelligence, big data, cloud, social workforce, mobility and gamification are key buzzwords and every organization is keen to embrace to help them in tackling the key issues of talent acquisition, talent management, change management, business performance and employee engagement.

The HR Tech Summit is the only initiative that brings together HR as well as IT professionals from across the Middle East and leading solution providers on a singular platform discussing the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

About Halogen Software

Halogen Software

Halogen Software offers a cloud-based talent management suite that reinforces and drives higher employee performance across all talent programmes — whether that is performance management, learning and development, succession planning, recruiting and onboarding, or compensation. With over 2,100 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry. Halogen Software’s powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organisations that want to build a world-class workforce that is aligned, inspired and focused on delivering exceptional results. For more information, visit: http://www.halogensoftware.com/ae Subscribe to Halogen Software’s TalentSpace blog: http://www.halogensoftware.com/blog/ or follow Halogen Software on Twitter: http://twitter.com/HalogenSoftware.

Organiser: About QnA International

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.

Website: www.qnainternational.com

Watch Macro

What Does the Future Hold for Global Payroll?

Written by Jan Van Mol, Head of Global Alliances at SD Worx.

Clock Closeup

Businesses are always looking for new ways to improve and innovate, and the payroll industry is no different. Payroll is arguably the purest form of HR data, providing employers with real-time information that can inform a more intelligence-led approach to business decision-making. Payroll systems that deliver insight as well as a good service for both employers and employees will undoubtedly gain long-term business intuition. Because of this, forward thinking organisations need to embrace a payroll system that can provide an optimum payroll service for employees across all departments and local market. Investing in a global payroll system that encompasses the individual needs of an organisation is the answer, but how can global payroll providers ensure that multinational businesses comply with all in-country legislations?

Retaining talent and providing the best service for employees is paramount for business leaders – something that has been fueled largely by the advent of new HR technologies. Studies show that if employees are not being paid correctly and on time, the knock-on effect on retention is significant. Employers that do not harness the benefits of global payroll will consequently fall behind in the competitive race, with business penalties spanning the short and long term.

With an increasing number of business leaders starting to understand the benefits that can be reaped from investing in global payroll, how can we expect global payroll to progress in the future? Below are three industry predictions:

1. Improved Employee Engagement

With Generation Z about to enter the workforce, businesses need to look ahead and think seriously about how to cater to the needs and requirements of these digital natives – and that includes playing to their payroll preferences. Generation Z grew up with technology, is comfortable using it, and has come to expect it in the workplace. If businesses can’t cater to these needs, they will struggle to retain the best talent within this workforce bracket.

SD Worx expects to see an increasing number of built-in employee engagement functions within global payroll systems over the coming year, which will include functionalities that improve and enhance the employee experience. These functionalities will be tailored to their users – self-service and user-friendly tools for Generation Zs and Millennials, for example. There will also be an increase in measurement and reporting tools that enable close monitoring of workforce experiences in a way that can then be acted upon to boost employee engagement.

2. Deeper HR Integration

Forward thinking organisations will begin to integrate payroll with wider reward and recognition benefits to create a single, comprehensive system. With the line between work and home life becoming increasingly blurred amidst the ‘always-on’ culture, businesses need to ensure that they have the right technologies and systems in place to help combat this and deliver positive workforce experiences. Payroll systems that incorporate add-on rewards and wellbeing benefits will therefore become increasingly commonplace in coming years.

3. More Data-Driven Predictions

As mentioned above, modern payroll systems now provide much more than a monthly back office function – with the right solution, they can deliver on-going business critical insight into an organisation. The desire for global business insight is increasing year-on-year, and if managed in an optimal, systemised way, accurate payroll data will increasingly begin to provide the source of this much sought after visibility. When combined with other data sets such as employee performance and talent management, the collective insight this delivers can enable business leaders to act upon information in a reactive way, but also in a predictive context to support future planning. Key examples include being able to better identify employee attrition and absence patterns in order to correctly forecast recruiting needs and save costs.

Global payroll providers not only ensure that employers are complying with global legislations, they also guarantee that local requirements are met too. Local legislation frequently changes – like Australia adopting Single Touch Payroll this year, for example – and many large organisations have already been the target of fines due to breaking compliance with local payroll requirements. Every country had different regulations, and it is the job of a global payroll provider to tailor their offering with the needs of each organisation.

The future is often uncertain at times, but global payroll with local capabilities can improve forecasting and planning, giving the business a strong and more insight-led direction. It is clear that the growing trend for global payroll with local capabilities will remain a key business requirement as businesses expand internationally and the world becomes ever more globalised.


If you want to share this article the reference to Jan Van Mol and The HR Tech Weekly® is obligatory.

Paycor Workforce Insights

Paycor Workforce Insights

Paycor

Paycor Announces Workforce Insights to Provide HR Leaders with Deep Insights and Real-Time Analysis of Employee Data

New Data Visualization Solution Extracts Rich and Actionable Insights from People Data to Bring Valuable, C-Level Insights to Key Business Stakeholders

CINCINNATI – April 11, 2017 – Human Capital Management company Paycor today announced Workforce Insights, a new data visualization solution that extracts rich and actionable insights from people data to bring valuable C-level and operational insights to key business stakeholders. This new tool provides highly interactive dashboards that allow users to explore workforce issues and discover trends, so they can identify and solve business problems more quickly and effectively.

According to Bersin by Deloitte Research, there was a 120 percent growth in companies correlating people data to business performance in 2016. Merely mining HR data is no longer enough. It has become an operational business imperative for today’s organizations to extract actionable insights informed by data. Paycor’s Workforce Insights is a new, modern way for small to mid-sized businesses to meet this need.

Workforce Insights is a highly graphical and aggregated interactive data visualization solution that helps track and successfully manage business issues. This new solution instantly identifies key insights without having to import or export data, and provides actionable, results-driven charts detailing information compiled across HR, time, payroll, benefits, talent acquisition and onboarding data, so users can spend less time searching and more time focused on solving important business issues. Customers can easily tailor dashboards to fit their unique needs for a full view of their business. Users can take actions directly from the dashboards.

Paycor Workforce Insights

Key benefits of Workforce Insights include:

  • Identify actionable insights – Data from HR, time, payroll, benefits, talent acquisition and onboarding allows companies to identify issues, uncover correlating patterns and solve people problems such as performance issues by department or location.

Paycor is headquartered in Cincinnati, OH, but has sales representatives and offices across the country. To learn more about Workforce Insights and how Paycor can help your business, please visit https://resources.paycor.com/workforce-insights.

Availability

Workforce Insights will be generally available in May 2017. For pricing information, contact your Paycor sales representative or visit https://go.paycor.com/Contact-Sales.html.

Supporting Quotes

“We built Workforce Insights based on feedback from CEOs, CFOs and HR directors of small to mid-sized businesses across all industries,” said Zhen Tao, Chief Technology Officer of Paycor. “Workforce Insights provides HR and operational leaders with a holistic view of their people data and delivers valuable, actionable insights to key business stakeholders, further demonstrating the true value HR technology brings to the organization. This solution is a data revolution for companies looking to improve the way they understand their people data and use such insights to drive operational improvements.”

Supporting Resources

About Paycor

Paycor is a trusted partner to more than 31,000 small and medium-sized businesses. Known for delivering modern, intuitive recruiting, HR and payroll solutions, Paycor partners with businesses to optimize the management of their most valuable asset – their people. Paycor’s personalized support and user-friendly technology ensure that key business processes, including recruiting, onboarding, reporting, timekeeping, compliance and payroll, run smoothly. Paycor’s people operations solutions are recommended by today’s most innovative brokers, bankers, and CPAs. Learn how Paycor can transform your business by starting a conversation at http://www.paycor.com.

FOR MORE INFORMATION

Katy Bunn
kbunn@paycor.com
513.307.6392

MEDIA CONTACT

Tanaya Lukaszewski
paycor@kulesafaul.com
916.712.3791

5 Ways Companies are Delinking Performance Management from Pay

Written by Andrea Hak, Content Writer at Impraise.

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Awarding higher pay and bonuses to top performers seems like the straightforward way to incentivize and retain great employees. The most popular format being performance based bonuses, which keep base pay manageable and provide incentives for better performance. However, research shows us that this may not be as simple as it seems.

A study by Willis Towers Watson found that only 20% of employers in North America actually believe merit pay is effective in driving high performance.

Traditionally money was seen as the main incentive used to motivate employees. Higher productivity results in higher salaries and bonuses. For companies, it’s been used as the main tool to attract, retain and engage employees. Today we’ve learned that the key to motivation is much more complex than that.

What psychologists and thought leaders have found is that money can actually demotivate employees from working at their peak performance by leading to a prioritization of rewards over learning and innovation. In one of the most widely viewed TEDTalks, career analyst Dan Pink explains that it’s actually intrinsic motivators like autonomy, mastery and purpose that drive real motivation.

To provide their employees with more opportunities to grow and develop, many companies are now moving to continuous, peer based and ratingless systems. The key question that many of them face is how they can continue to make compensation decisions, without inhibiting the feedback process.

In a recent eBook we identified five trends companies are following to delink performance from pay. Here is a summary of what we found:

1.  Keeping one annual review for compensation decisions

The most commonly used method is to introduce more continuous informal feedback and quarterly performance reviews, but continue to keep one annual review specifically for making compensation decisions. Rather than being in the dark until the annual review, employees will know where they are and how they’ve improved at each quarterly check-in. Compensation is still linked to end of the year feedback but the feedback they receive throughout the year is focused on growth and development.

2.  In ratingless systems

With more and more companies switching to ratingless reviews, this question has emerged as the main obstacle: without ratings how do we calculate compensation? Some companies have taken the position that ratings based reviews leave too much potential for bias. For example, a person’s communication skills can often be assessed differently depending on how communicative the rater is or how much they value communication within the team. However, when compensation decisions are based on a qualitative review the potential for rater bias actually increases, giving managers more leeway to decide how they want to award pay. Here are two ways companies are overcoming this:

Performance Calibration

Calibration meetings include a group of managers who discuss the performance of each employee.Together they come up with the best way to allocate pay and bonuses. Including multiple perspectives into the decision process is meant to separate rater bias from reviews and allow for a more accurate allocation of pay

Peer Reviews

Who better to ask about an individual’s performance than their teammates? Instead of depending on managers to make the majority of the decisions, some companies are basing pay solely on peer reviews. To avoid introducing ratings, employees are asked a series of questions about their peers, for example:

  • “How much did this person grow over the past 3 months? Please provide examples.”
  • “This person is your strongest team member. Explain why.”

3.  Objectives and Key Results

Setting Objectives and Key Results (OKRs) is the process made famous by companies like Google, Intel, Adobe and Linkedin. The idea is that allowing employees to set their own goals provides greater clarity in what’s expected and what needs to be done to perform well. On top of this, individual OKRs can more easily be aligned with team and company objectives. How these companies set compensation:

  • Employees regularly set their own OKRs with manager approval.
  • At the end of the performance period, compensation decisions are made by assessing whether and how well employees reached their OKRs.
  • Employees may not always complete their OKRs but assessing how they went about achieving them is taken into account.
  • This is combined with a review process during which information is gathered about their performance from their self-assessment, manager and peers.
  • Compensation is then decided based on OKRs, plus factors such as skill development, collaboration, leadership abilities and their contribution to the team/company.

4.  Getting Employees to give more feedback

Rather than trying to separate pay from feedback, some companies are actually using bonuses based on peer feedback to boost engagement. A joint study by SHRM and Globoforce found: “Peer-to-peer is 35.7% more likely to have a positive impact on financial results than manager-only recognition.” And dramatically, “When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement.”

  • To implement this, some companies are allocating budgets to each employee. They can then use this to award cash bonuses to peers along with positive feedback. Rather than leaving pay solely up to managers, this system includes everyone in the decision process.
  • One of our clients came up with an innovative way to gamify peer feedback. Employees are given the opportunity to award gold, silver and bronze ratings to each piece of feedback they receive. Those who have shared the top most helpful feedback with their peers receive a bonus.

5.  Complete transparency

Some companies are rejecting individual performance based bonuses altogether in favor of complete transparency. For example, Buffer has come up with their own salary formula based on the person’s role, experience level and loyalty (years with the company). This essentially eliminates the compensation question altogether. In this type of system, everyone knows exactly where they stand and feedback can truly be focused solely on growth and development.

Alternatively, some companies have decided to slash the idea of individual rewards altogether, instead basing pay on team performance. Keep in mind that a study by PWC found that the ideal team size in this type of system is under five employees, with 60% of people becoming demotivated over five and 90% becoming demotivated in a team of over ten. Familiarity with team members was also an important factor.

Conclusion

It’s important that you find the best system for your culture and company objectives. Whether you place emphasis on teamwork or want to give individuals more autonomy over their personal development, it’s essential to research and understand which method will work best for you. No matter what you choose, the most important thing is that you clearly communicate to your managers and employees how this new system will work and how it will impact them.

About the Author:

Andrea Hak

Andrea Hak works as a content writer at Impraise, a web based and mobile solution for actionable, real-time feedback at work. Impraise turns performance reviews into an easy process by enabling users to give and receive valuable feedback in real-time and when it’s most helpful. With Impraise, employees can better analyze their strengths and learning opportunities, track their progress and pursue their personal and professional goals all year long. Managers can easily set up 360 degree feedback for their team or themselves, resulting in more meaningful 1-on-1s and more engaged people.

Contact Details: andrea@impraise.com


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Why HR Pros Need to Embrace Automation

Why HR Pros Need to Embrace Automation

Written by Gaurav Mirchandani, CEO and Founder at One Paper Lane.

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Everyone wants to get more done in less time, but too often employees rely on manual processes that limit efficiency and diminish engagement.

While productivity tips such as those based around nutrition or resting are helpful, HR professionals can really create value for their organizations by implementing automation tools in both their own department as well as advocating for employees in other departments to have the tools they need to do their jobs more efficiently. No amount of brain food can change the fact that filling out paperwork by hand, for example, takes more time than using a digital platform fill in the repetitive parts automatically. And adopting automation technology helps in several ways.

For example, the time-saving aspects of automation enable HR pros to then spend their time more valuably such as meeting one-on-one with employees to discuss career development goals, or simply freeing up other employees’ time on HR-related tasks so that they can then spend more time on their core job responsibilities. Yet as it stands, the lack of automation of repetitive tasks like office supply requests or contract approvals is costing U.S. companies an average of over $13,000 per employee per year, according to a study by Samanage.

Additionally, automation can also directly improve employee experience through the elimination of boring, repetitive tasks, thereby helping HR pros achieve their goals such as boosting employee retention.

So in order to help employees across an organization, HR professionals need to embrace automation technology that already exists and prepare for the advent of more developments in this area.

To get on board with automation, follow these three tips:

1) Question Roadblocks

Question Roadblocks

If your organization isn’t already embracing automation, question why that’s the case by talking with employees at all levels. Roadblocks could take the shape of managers fearing the cost or junior employees fearing that automation would replace their jobs. Whatever the roadblock may be, ask questions to discover the truth and know what needs a solution.

For example, if employees think they don’t need automated accounting software, ask why that’s the case. If they think they can do as good a job manually as any automation tool, question whether they’ve made mistakes that have caused them to have to spend more time fixing the errors. This does not need to be done in a belittling way, but rather in a way that helps employees understand how they can work alongside automation tools to more efficiently complete their work and focus on the value that they bring.

In fact, an MIT study found that manufacturing workers actually preferred to have a robot decide how to allocate work rather than the other way around. So once employees start working with automation tools, they might start to get over prior roadblocks and become more efficient and satisfied. 

2) Dive Into Detail

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Develop a list of tasks that drain time, ideally using data that shows how much time goes into various outcomes. If you don’t know where your organization’s inefficiencies lie, then you won’t know what to improve.

And if you don’t yet have the data needed to take a deep dive, there are digital and even automated time trackers that can help employees see where their time goes so that they can work together with managers to develop a plan that focuses more on high-value activities.

3) Research Technology

Research Technology

With detail on time inefficiencies, your organization can start to find actual solutions to these problems. Many of the most common issues already have some sort of automated tool that can remedy the problem, so it’s important to do some research to find the technologies that can help.

For example, if employees spend too much time on paperwork, whether it’s filling out HR forms or scrambling to find and organize contracts and invoices, businesses can use automated document management tools. Or if they’re spending too much time on scheduling, they can turn to artificial intelligence (AI)-enabled virtual assistants.

By following these three steps, HR pros can start to automate tasks that do not add value, and the human side of HR can be utilized even more by building relationships with employees, rather than spending so much time checking off tasks.

Plus, by adding pieces of automation now, your organization will be more prepared as the future of work shifts more towards these types of tools. Working with AI solutions will become more natural for your company, so you won’t have to play catch up, and instead you can attract and retain talent with a company that has its eyes on the future.

About the Author:

Gaurav Mirchandani, CEO and Founder at One Paper Lane

Gaurav Mirchandani, Chief Executive Officer and Founder at One Paper Lane.

Gaurav is a forward thinking tech entrepreneur with experience in investing and building start ups in US and Asia.

One Paper Lane is a SaaS enabled digital platform helping companies of all sizes to automate business processes, providing the freedom of a digital paperless office.

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Emerging Talent: The Trends, Challenges and Opportunities at TLCon

Emerging Talent. Our Speakers

Emerging Talent is not void of the many changes taken place over the past year. Plugging the skill gaps with EU workers is under threat from Brexit however does the apprenticeships levy pose to fix that issue? Are graduate schemes at risk? As young people look for more than just a good salary from work, is retention becoming more difficult? Can we do anything about it?

On the 27th April, talentleadersconnect. will be hosting for the second time, TLCon: Emerging Talent that will give 70 Head of early careers, HRD’s, graduate recruitment, apprenticeships and talent acquisition professionals the opportunity to learn, share and network around a theme that is getting more and more important each year. The agenda will have case studies, research and thought leadership from the likes of L’Oreal, Cognizant, Centrica, LaunchPad, The Chemistry Group plus more.

We’ll be starting off the day with research from the Graduate Recruitment team from L’Oreal on the graduate talent population and their expectations and career priorities. Within this same event, Bright Network have carried out research of their own on this topic which should provide a good comparison of the results. Furthermore they’ve been implementing some really great initiatives to gamify how they attract and retain candidates. They’ve told us a little bit on this and we were stoked at the ideas. We’re sure you will be too once you hear it!

We then dive deep into AI and Machine Learning. Don’t worry, there won’t be a whole bunch of code put on slides however we will be looking at an overview of the trends and how this affects your work in recruitment and HR. Will Hamilton from LaunchPad will guide us through the latest innovations in what will be a very futuristic presentation.

We continue to trailblaze into the future by looking at Apprenticeships in the New World. It’s no doubt, there’s a lot of division between viewing the apprenticeship levy as a tax or investment and Erica Farmer, Apprenticeships and L&D programme lead for Centrica is best placed to fill us in on the benefits; she represents Centrica at the National Apprenticeships Service’s lead employer Apprenticeship Ambassador Network.

After our time travel into the future, we go back to student recruitment 101. You may be excited about all the new tools and changes that will affect how you go about graduate recruitment but “You can’t harvest fruit from the trees you haven’t planted yet.” Brian Sinclair, Head of Student Recruitment for Cognizant will give you practical advice on everything, from requirements gathering to pipeline reporting with some useful templates and tools to help explain and position best practice with key internal stakeholders.

There’ll be a buffet lunch and plenty of time to network with your peers around all these topics so join us on the 27th April with your complimentary ticket at TLCon: Emerging Talent.

Useful Information:

Date: 27th April 2017, 8:15am to 1:30pm

Venue: Foyles Bookstore, 107 Charing Cross Road, WC2H 0DT

Theme: Emerging Talent

Contacts: Edie Kalman, Events Manager, edie@talentleadersconnect.com

Twitter: @TLCon_

Hashtag: #TLCon

talentleadersconnect. is the largest Talent Acquisition & HR event series in the UK & Europe. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities.

London Future

5 Things I Learned At HR Tech World

Written by Peter Cummings, Founder and CEO, DevScore.

Peter Cummings, Founder and CEO, DevScore
Peter Cummings is a highly sought after IT Specialist with expert knowledge in three distinct fields; IT Security, Cloud Computing and Development.

I’m still reeling from last week’s HR Tech World event in London. It was a big one for us — we finally launched DevScore and were delighted with the response we had. Admittedly, it’s been some time since I’ve worked in the HR sector (as a developer) but I’ve done the rounds on the technology scene for a good ten years or more. However, I was more than taken aback at how tech-savvy HR has become. To keep pace, companies of all shapes and sizes are really upping their game on the recruitment front: which is good news for companies like mine that focus on helping businesses meet oncoming challenges.

Here are some of the key things I learnt, from talking to prospective customers and other exhibitors, about what’s happening at the crossroads of HR and technology:

Smart devices mean demand for developers will increase exponentially

The emergence of the Internet of Things will add millions of new developer jobs to the market, and demand for coders will scale to previously unseen levels. As more and more devices and appliances incorporate embedded software, companies who’ve never employed software developers will quickly need to upskill their workforces.

We’re talking about big manufacturing companies here: the kind who make everything from vacuum cleaners to electrical screwdrivers. In order for these businesses to compete and stay relevant in the digital age, ultimately they now need people with a different set of smarts — those who know software as well as those who understand hardware.

We need to overcome bias in developer recruitment

Finding developers is one challenge. Finding the right developers with the skills needed to tackle the mission-critical tasks you have is quite another(!). The battle to recruit and retain developer talent is about to get harder. But there’s a lot of untapped potential out there: a wealth of coders who haven’t been able to break into IT development. We need ways to find great people and bring them into the fold.

Development is a field where anyone can play — there are no education, gender, racial, or religious boundaries. We need to be able to find those with the right skills, whoever they are, wherever they are. To do this, businesses need to objectively analyse developers’ skills, and make hiring decisions based on ability. Nothing else.

New sourcing tactics are needed to satisfy demand for developers

Encouraging more coders to participate professionally relies on HR (and IT) professionals changing their perceptions on ‘how a developer is supposed to act’ and instead focusing on ‘what a developer can do.’

For example, there are several initiatives in both the US and UK — like The Last Mile in the US and Code4000 here in the UK — that are teaching prison inmates to code. By giving them work experience (while incarcerated) the idea is that they’ll have the skills to take a junior developer position when they get out.

I personally got into web development with the help of a good friend after working as a chef, and I hope to pass that mentoring experience on to new developers. In fact we’re building a platform, DevForge, to do just that.

Retaining developers means helping them evolve

In an industry where the fight for talent is on, employers need to find more ways to retain their developers. But money and work-life balance aside, most developers see their careers as a work in progress, and a good proportion of them value learning and development opportunities.

A crucial part of this is giving them ‘hack-time’, allowing them 10-20% of their working week to work on their own projects or learn new skills. This could be hugely beneficial for employers; ensuring faster adoption of new technologies, satisfying the developers’ need to evolve, and ultimately could be key to retaining developer talent. That’s the endgame we’re striving towards at DevScore — we’re creating a symbiotic platform where employers can build a roadmap to help their business move forward, while growing developers’ skills.

IT departments need more HR input

There can be little doubt that developers are one of the trickiest resources to manage. Few companies have specific developer talent management capabilities, which means it’s easy overlook an individual’s contribution to a project. That’s why IT departments need to play a more active role when recruiting and retaining developers.

By effectively mapping the skills and capabilities of their teams — including outsourced development teams — IT managers can help make better informed strategic decisions; like who should be promoted, who’s no longer needed, and who would be best suited to managing a project using a new technology.

It’s not just about satisfying demand; a developer’s skillset and aptitude have direct impact on a business’ HR reputation. Getting the balance wrong could lead to high developer turnover, missed opportunities, and big financial and talent losses.

About the Author:

Peter Cummings started working life as a chef and restaurant professional, before teaching himself coding and making the leap into software development. He’s now an internationally renowned IT consultant, thought leader, and founder of DevScore; a SaaS platform that helps recruiters and HR managers source the right developers for their businesses. He’s lived and worked everywhere from Greenland to Nigeria and speaks five languages.

About DevScore:

DevScore Logo

DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.

DevScore is a tool for recruiters and HR staff, offering both an intuitive user interface and also an API, so that it can be integrated into your existing tools and applications, providing you the information you need, when you need it.


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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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