Enhance Engagement and Retention with People Analytics

Enhance Engagement and Retention with People Analytics

Employee Group

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

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

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

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

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

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

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

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

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

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

01

02

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

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

03

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

Exploring People Analytics

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

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

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

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

04

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

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

Retention Challenge

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

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

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

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

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

About the Authors:

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

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

Tej Mehta — Founder & CEO of OWEN Analytics.

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


If you want to share this article the reference to Soumyasanto SenTej Mehta and The HR Tech Weekly® is obligatory.

Advertisements

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.


If you want to share this article the reference to Simon Bouchez and The HR Tech Weekly® is obligatory.

New Tech Tool Nixes HR Hassle Of Hiring Coders

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

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

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

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

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

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

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

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

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

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

Why and How to Improve Your Candidate Experience with AI

Why and How to Improve Your Candidate Experience with AI

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

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

Avoiding the ATS Black Hole

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

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

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

Guide the Way

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

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

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

Provide a Two-Way Street for Communication

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

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

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

About the Author:

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

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


If you want to share this article the reference to Noel Webb and The HR Tech Weekly® is obligatory.

Friendship Together Bonding Unity Youth Culture Concept

The Rise of the Multi-Interface HR Application

The Rise of the Multi-Interface HR Application

The move to allowing users to interact where they already are, be that chat, calendars or email is especially relevant to HR applications.

Like project management (Trello, Basecamp) and customer service tools (Intercom, Zendesk), HR tech has been part of the next wave of a hyper focus on user experience to create the next generation of applications.

HR applications have two distinct constituents: primary users like hiring and personnel teams, and the rest of the company’s employees who are generally irregular users. Perhaps when they’re booking leave or participating in an interview for a new team member.

This creates both friction and a training challenge for the second group to get the most out of applications. No matter how intuitive a UI is, a user still must switch mental context and understand the language and mechanics.

Mobile apps were the new revolution in enabling users to interact with applications and services. However, creating another dedicated interface for applications didn’t really solve this context switching problem. User’s just don’t download or use apps for services they user sporadically.

This is why we’re starting to see the next generation of UX innovation happen outside of dedicated applications.

Slack is the most high profile crucible for this kind of innovation in the enterprise world. Slack is an app that employees will install on the phone so they can use it wherever they are. They’re already in Slack both on desktop and mobile so there is minimal context switching. And it supports the kinds of ‘chat and click’ interactions that allow relatively complex features to be access with a guided user experience.

Applications like Lever are expanding the collaboration hiring functionality into Slack. Team members who are already in Slack can easily interact, comment and support the hiring process without switching to another application. GoCo provide absence reporting and management from within Slack.

Calendars are now revealing themselves as the next interface to enterprise applications, especially in HR. So much of HR workflow is schedule based that users can’t avoid taking decisions without referring to their own or their colleagues’ schedules. Use of calendar APIs rather than read-only ICS feeds turn calendars into real-time integration points rather than delayed reporting tools.

Anton Roe, CTO of MHR who have been delivering HR software for over 20 years, said: “We’re seeing a dramatic shift in focus away from HR departments and directly on the employees themselves. The consumerisation of enterprise software and the efficiencies gained from empowering employees to perform personal HR operations requires a new approach to building software.”

With recruitment platforms connected to employees calendars, prospective members of interview panels no longer have to maintain availability in an application. They just keep their calendar up to date and this is automatically reflected to the hiring manager or the candidate when an interview time is selected.

Booking holiday becomes as simple as an employee creating an event in their calendar. That’s where they’re making the decision about when they want to take holiday. Creating the required holiday can trigger the authorization flows so the manager can approve wherever they are, be that email or via a Slack interaction.

Performance management meetings can be automatically tracked, changes responded to and follow ups triggered. All by the HR application automatically monitoring users calendars, not relying on users to keep the application updated.

Roe goes on to say “HR systems today need to have the employee front and centre and must require minimal training. Leveraging chat systems and native interfaces like calendars provide people with natural user experiences that just work wherever they are.”

Chat and calendars represent the next vanguard of application interactions. They are native to computing be that mobile, desktop, car, smart home or otherwise and are already core to users’ workflows. The most successful applications of the next few years will leverage their pervasiveness and commonality to take computing where people are.

About the Author:

Adam Bird, CEO and Founder at Cronofy

Adam Bird is Founder and CEO of Cronofy, the unified calendar API. He’s a highly technical and experienced technology entrepreneur with a passion for continuous improvement that pervades every aspect of his life.

Adam can be shortly described as a technical founder and problem solver with track record of success. Expert post rationaliser.

Entrepreneur and developer with previous success as co-founder of Esendex.

Husband, father & wannabe rock guitarist as time allows. A lover of cycling and craft beer but he never really got on with having a beard for that hipster hat-trick.

Twitter | LinkedIn | Medium | GitHub


If you want to share this article the reference to Adam Bird and The HR Tech Weekly® is obligatory.

New Speakers at HR Tech World London Have Been Announced

HR Tech World London 2017

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

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

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

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

Other breakout speakers:

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

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

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

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

Mark Barlow – CEO & Founder @ AppLearn – ADOPTION

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

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

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

Caroline Porteous – Transformation Leader @ Adobe – DIGITAL HR

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

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

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

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

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

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

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

Product demo speakers:

Tom Payne – Head of International Client Success @ Adobe

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

Paul Consterdine – Director EMEA @ Thomson Online Benefits

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

Nick Hutchinson – Solutions Consultant @ Lumesse

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

Fabio Cardilli – European Product Leader @ Talentia Software

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

Mark Williams – Research Director @ MHR

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

About HR Tech World:

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

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

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

Talent Acquisition Process as a Whole Needs to Change Radically

Talent Acquisition Process as a Whole Needs to Change Radically

Written by Çağatay GüneyPeoplise.

Talent Acquisition Process as a Whole Needs to Change Radically

We Went Digital

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

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

Generation Z Is Upon Us

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

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

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

Talent Acquisition Must Change

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

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

Start Now To Get Ahead

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

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

About the Author:

Çağatay Güney, CEO and Co-Founder at Peoplise

Çağatay Güney is Co-Founder and CEO at Peoplise.

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

He is also the author of two fictional novels.


Source: Digital HR – Time To Get Started

Peoplise
Follow Peoplise and other fellow digital Peoplisers…
What Millennials Really Want In 2017 | The HR Tech Weekly®

What Millennials Really Want In 2017

What Millennials Really Want In 2017 | Woobe

Conventional wisdom holds that Millennials are entitled, easily distracted, impatient, self-absorbed, lazy, and unlikely to stay in any job for long. Furthermore, they want free food; they want unlimited vacation; they want to run the company two days after they arrive. But, on the positive side, they’re also looking for purpose, feedback, and personal life balance in their work. Companies of all kinds are obsessed with understanding them better. Let’s talk, for once, about the positive attitudes:

  • Millennials will sacrifice salary for a better work environment: 25- to 35-year-olds said they’d be willing to give up an average of $7,600 in pay for a better situation at the office, such as more career development and a healthier work/life balance.
  • Millennials want to work for the greater good: 73% of Millennials seek meaningful work at an organization with a mission they support. In fact, a remarkable 90% say they want to use their skills for good, suggesting that Millennials seek workplaces with a culture of altruism that enables them to give back. Millennials also care about workplace culture, with 77% noting it is just as or more important than salary and benefits.
  • Millennials want to be entrepreneurial: giving your employees the flexibility and freedom, where possible, to be their own boss with a focus exclusively on results, produces greater employee engagement, loyalty and ultimately better business results.
  • Millennials want to be coached: they crave and respond to a good, positive coach. Overall, Millennials want feedback 50% more often than other employees. Their number one source of development is their manager, but only 46% thinks that their manager delivered on their expectations for feedback.
  • Millennials want to design their own career paths: an essential component of Millennial employee engagement is letting them have a voice in how their careers are structured. The one-size-fits-all approach to building careers simply doesn’t work for Millennials’ ambitions. They desire amazing, personalized experiences and the chance to prove their abilities and quickly rise through the ranks. Unlike the traditional career paths, which tended to be more linear, Millennials are forging nonlinear and unique career paths that are aligned with a personal sense of purpose.

Leaders are increasingly turning their attention to the millennial generation, whose attitudes and preferences may profoundly reshape workplaces and society. Like those in every generation before them, millennials strive for a life well-lived. They want good jobs and they also want to be engaged in those jobs. In addition to finding engaging jobs, millennials want to have high levels of well-being. They also want a purposeful life and active community and social ties. Are millennials getting what they want out of work and life? Not so much. Gallup’s latest report, finds that millennials struggle to find good jobs that engage them. Millennials have the highest rates of unemployment and underemployment and only 29% of employed millennials are engaged at work.

Their overall well-being nearly matches that of Gen Xers and Baby Boomers, meaning millennials have not been able to forge better paths for themselves, and that’s because of the corporate environment that is not ready to deal with this generation. They need to teach them the social skills that they are missing because of the digital and hyperconnected world they live in. Relationships are built on little things and, since trust doesn’t build in one big event, they have to create mechanism where they allow for the little interactions to happen. To achieve this, you can’t rely on the current social tools or add a new one because, as a matter of fact, too much connectivity kills connectivity.

The key it’s to bring back real human contact but, for large organisations, the only available solution is organising big corporate events which unfortunately aren’t effective. That’s because when you put 100 people in the same room, and hope they will talk, they tend instead to stay with people who already know. A better solution would be organising 25 small events of 4 people each:  that’s how you create new links between people. Unfortunately, finding the right person at the right time for these events is a nightmare without the right tool.

Woobe solves this problem with an innovative approach: managing profiles (age, seniority, departments, etc.) instead of individuals and adopting push communication instead of pull communication. In few clicks, and in less than 5 minutes, you can create a campaign of hundred micro-events! Watch how simple it is in this video:


Source: What Millennials really want in 2017 – Woobe

How Managers Can Use Feedback to Become Great Leaders

How Managers Can Use Feedback to Become Great Leaders

Written by Steffen Maier, Co-Founder of Impraise.

Electric Light

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

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

Upward feedback & where to go with it

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

Keep your team!

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

Engagement & team spirit

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

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

Summary:

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

About the Author:

Steffen Maier

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


If you want to share this article the reference to Steffen Maier and The HR Tech Weekly® is obligatory.

 

How HR Tech Companies Should Build Their Sales Funnels To Create More Customers

How HR Tech Companies Should Build Their Sales Funnels To Create More Customers

How HR Tech Companies Should Build Their Sales Funnels To Create More Customers

When it comes to growing your HR Tech company, there are a million things that will come up as ideas and plans and “must-dos” in order to get more customers.

But it really comes down to this…

Building a systematic process that you can rely on that will turn strangers into happy, loyal, paying customers.

This is not easy, but as long as you know your customers and your product, it doesn’t have to be complicated. And the more “noise” that gets added to the conversation, the further you are going to get from creating your path to success.

Your company might be able to gain some initial traction from your existing networks and connections, and leveraging some sporadic word-of-mouth, or maybe the novelty of being new to the market, but that will only get you so far.

That’s where your system comes into play.

3 Stages Of Focus To Get You Customers

The 3 main questions to focus on for the highest impact are simple:

  1. How are we getting the attention of our target audience?
  2. How are we turning that audience into permission-based leads? (meaning they have signed up and self-qualified as an ideal customer and given you permission to build a relationship with them)
  3. How are we educating and motivating people to be excited to buy from us?

After those 3 things are accomplished, then you can build on top of them to grow at scale. But until you have these steps down and working profitably, you’ll be suffering from the dreadful sickness of Random Acts of Marketing. This leads to wasted time and money.

Not to fear! There is a simple cure…

A cure that will send out your dollars and efforts to bring back more of their friends. This cure is a systematic approach to launch, test, and improve your customer acquisition.

1. Getting Attention & Awareness

In this “top of the funnel” stage, you want to put yourself where your customers are hanging out and consuming information so that they start to find you and pay attention to what you have to say.

Online, this commonly takes place by publishing articles on your blog and then sharing them on social media using hashtags that are common for your industry. Then going out and connecting with your ideal customers on their preferred social media channels and striking up conversations with them with the main focus being to open a relationship and provide them value upfront.

As a byproduct, when you integrate SEO (Search Engine Optimization) into those blog posts, they’ll also help you start ranking on Google when people are searching common terms related to your products and services.

And with social media being the plumbing of today’s word of mouth, your blog content will help to fuel the sharing of people talking about you.

Get active in the online communities where your target customers are hanging out. Join in on the conversations and start adding value by listening and helping address the problems that they are having.

This activity will lead to visibility which will lead to opportunity.

2. Generating Permission-Based Leads

Now that you have their attention and your ideal customers are on your website (reading your blog posts), it’s time to move them along their customer journey and convert them from a visitor into a Lead.

This doesn’t necessarily mean that they are going to buy your brilliant product today, but it means they are a qualified candidate for becoming a great customer and successfully using your product.

Did you know that only 3% of a market is active buyers at any given time?

That means you need to focus on building those relationships with the other 97% so that when they become part of the 3% active buyers, you are there and ready and have already earned their trust and demonstrate your credibility.

This is how marketing is meant to be and how to make the sales process seamless.

3. Converting Leads Into Sales

You have driven awareness of your brand in your target market.

You’ve earned their attention.

You’ve gotten their permission to continuously provide them value before they become an active buyer.

Here is where you butter your bread.

With your follow up.

Once you have someone on your email list, it’s time to educate and motivate them, patiently and systematically, to meet with you when they are ready.

Send them messages regularly (at least once a week) that will add value to their life. Maybe that’s a quick email with a link to an article they’d find interesting, maybe it’s a new utility that will make their lives more convenient practically.

By sending out these emails, you are building a relationship with them so they Know, Like, and Trust you. The keys to making sales easy.

You’re also being persistent in a friendly way, so that when the time comes for them to move to their active buying stage, you are there with an easy way for them to get started.

Do You Have A System For Creating Customers?

By now, you should see the value in implementing a system for creating customers. Another byproduct that we didn’t touch on, but is very valuable, is that when you have a system, you can TEST what’s working and what’s not.

The elements in your system may not always be home runs. Most likely, very few will be. And it’s important to know this is not a one and done attempt. The system is reliable. The elements are what you need to test and improve.

Most social media ads fail on their first run, but that collects data for you to make the next campaign work. Maybe the original kind of blog posts you’re writing aren’t getting the attention of your audience. The offer you are making on your website might not convert a visitor into a Lead because it’s not intriguing or valuable enough from their perspective. Your email offers might not be irrefutable enough to motivate active buyers.

But when you have a system in place, you can see where there is a drop off and make improvements.

The system is the track to get your car on the road. Once you start driving, it’s easy to course correct.

But you can’t steer a parked car.

So take the time to focus on your 3 simple questions and put a system in place so that you can start testing and improving your customer acquisition and growing your HR Tech company more reliably and more profitably.


If you want to share this article the reference to Todd Giannattasio and The HR Tech Weekly® is obligatory.