Creating the right learning environment for your employees is imperative. Here's how you can do just that.

How to Create a Better Learning Environment for Your Employees

Encouraging employees to always be developing their skills is good for their mood, career development, and even team bonding.

When you offer employees the chance to learn and grow, it shows that you value them. This makes them more effective in their role – both because they’re expanding their skills and because they don’t feel like just another cog in the machine – and therefore makes your business more successful, too.

From attending conferences online to making classes more interactive, technology makes staff training easier than ever. Here are just some of the ways technology helps you to create a better learning environment for your employees.

Make training part of company culture

Training should be seen as a key part of company culture. It’s only when employees are supported and guided in their growth strategies that they can really excel.

However, it can be difficult to for employees to find the time to work on their skills around their busy schedules. Automating certain tasks, such as speeding up data entry using Excel macros, gives them more time to spend on expanding their skills.

Other repetitive tasks, such as organizing meetings, can also be automated by adopting features such as calendar sync. When a team’s calendars are connected to a booking software, the meeting organizer can select the meeting attendees, then leave the software to work out the rest. It can even work out the most suitable meeting room and schedule the meeting around the availability of that room.

Give employees easy access to the training resources they need

Employees need the right equipment for their training session so that they can get the most out of it. This could involve laptops, projectors, screens, or even parking spaces.

In a large organization the availability of these resources can’t always be guaranteed. Connecting the calendars of these resources to a booking software allows them to be reserved in advance. Training sessions can even be scheduled based on the availability of the necessary resources.

The schedules of guest speakers can also be connected to your booking software, meaning that you can book a training session based around both their schedule and the schedules of everyone that needs to attend. Nobody needs to miss out because they’re on vacation or at another training event.

It’s not always necessary to attend training events in person anymore, though.

Many conferences now offer e-tickets, which allows employees to attend without the extra expenses of travel or hotel stays. This saves your business money while employees still get to develop their skills.

E-tickets often come with the chance to rewatch lectures after the conference is over, which can also be a valuable resource. It also means employees can watch talks at a time that is most convenient for them and don’t have to miss out on anything because of time differences.

Make learning more engaging

We’ve all had to sit in a cold, dank room surrounded by colleagues while someone talks at us all day. Sometimes what can be explained in an hour is dragged out into an all-day event to justify guest speakers or room rental.

This isn’t an effective, fun, or engaging training method.

When employees can use technology, learning instantly becomes more engaging. Training modules can be turned into games; meetings can be simulated or even attended in VR, and employees can get their questions answered instantaneously by a chatbot.

Chatbots can help employees both inside and outside of a training room – should a new hire have any questions, for example, they can ask the chatbot and get an answer straight away. This means they don’t have to disturb their colleagues to get answers, and they don’t have to wait around for their colleagues to be free, either. Your latest hire can get to grips with things and start helping the team faster.

In-house training can also be made more interactive with the use of virtual reality. Virtual reality can be particularly useful for dangerous jobs where on-the-job training isn’t always possible, but where it’s important for employees to develop their skills before completing their tasks for real.

It can also be beneficial for training sales teams or telemarketers in how to deal with difficult customers, or to teach pilots how to fly before they go up in the air.

Virtual reality can also benefit remote-working employees as they can feel just as much of a part of team meetings as those who are there in person. They can also be more immersed in client meetings.

Growth is important for people and businesses

Retaining highly skilled employees is one of the most difficult tasks that a business faces. Finding a way to keep them is important if your business is to grow, though.

One of the ways in which businesses can help to attract and retain the best employees is by offering them the opportunity to constantly learn and expand their knowledge. The most successful people are always learning new things, so it makes sense that these people, in turn, help to build a successful company.

Investing in employees’ skills is a win-win situation, it prevents staff from going to the competition and helps to build a business’s employer brand. The more advanced and interesting the development package, the more attractive it is to employees. One of the ways employers can make this attractive to employees is to invest in the right technology for the job. The better the technology available to employees, the more control they have over their schedule and the faster they can develop their skills.


Source: How to Create a Better Learning Environment for Your Employees | Cronofy Calendar API

About the Author

Kristina is a writer, digital marketer, and social media addict. She spends her days working as a content marketer for Cronofy, and her nights writing novels.

About Cronofy

Cronofy connects HR software to users’ calendars via a unified calendar API.

To discover how calendar sync can save you and your users time and money, and help to hire the best candidates, watch our Real-Time Scheduling video.

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What potential HR struggles can early stage start-ups encounter?

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With every great idea and every platform or app that promises to be the next great disturber, there is normally a common challenge faced by many SME’s and early stage start-ups, and that is hiring.

The hiring process can potentially be a long and drawn out process that is both time-consuming and expensive. Here are just some of the potential HR struggles that today’s start-ups face.

They neither possess the skills, tools or networks

Recruitment can be a fine art. Finding the right person is difficult enough and knowing where to look and having the appropriate networks to search for these people is a big initial challenge in itself. Then there’s assessment, in most early stage-ups, many of its senior officials will have to take on different hats and sometimes may have to go on instinct when looking to hire someone.

They don’t have the budget

In follow up to this point, with some early stage start-ups not possessing the appropriate HR skills, there may be need to call up on the service of others. This could be through posting on a job posting site, or hiring agency help which of course means investment. They may also not be in a position to hire a HR Professional full-time in their embryonic stage so don’t have a great deal of options. With Development as we know requiring huge investment, the cost of finding and hiring someone can be a daunting prospect.

They don’t have the time

A great idea can be just that and never see the light of day. Traction is key for the success of any start-up, and this needs to be almost immediate. Looking for someone to potentially hire can be a long and arduous process. Where you may get hundreds of applicants for one role, trawling through the many CV’s and profiles can be extremely time consuming and most senior figures will want their time and energy invested elsewhere.

They don’t have the control

All of these points lead to one issue, control, and the lack of it. Hiring someone is a big decision and something you feel you want to be a part of. Much like buying a house, hiring someone is something you want close control over from start to finish to ensure you’ve hired the right person and there’s no grey area or doubt left in mind. Leaving it in the hands of others isn’t something most start-ups are fond of but something they comply with due to their circumstances.

About the Author:

Chris Henry

Chris Henry-Reeve has 7 years of experience in online content marketing, social media community management, as well as experience in public relations and creative project management. Chris is a regular commentator on retail and experience led marketing, plus societal changes and their impact on industries such as recruitment. He was responsible for the launch of a new marketing insight magazine entitled HATCH which enjoyed a distribution of 10,000 copies and saw it stocked in premium airport lounges and private members’ clubs such as SOHO House, as well as enjoying a live launch event attended by over 250 industry professionals. Chris also has consummate experience in video development and production, being responsible for the management of several marketing video case studies and previously working with an online video focused start-up.

About iContract:

iContract is an online platform transforming the hiring process of contractors in the field of legal, finance and tech.

Talent seekers can be instantly recommended to relevant contractors based on the specific needs of their company and the contract they are posting.

Ensuring more transparency in the contractor market, iContract matches you to contractors that are tailored to your unique needs. Reducing the need for long and arduous assessment processes such as CV trawling, iContract connects you to the right candidate quickly and effectively.

Learn more here www.icontract.co.uk
AI is all the rage, but is it dangerous?

AI is all the rage, but is it dangerous?

AI on the digital map

Artificial Intelligence continues to be a major trend in HR as companies look to improve hiring decisions and efficiency. As a computer scientist and expert on hiring research, I can attest that there are definitely components of hiring that can be improved with AI. One example is using algorithms to automatically remove identifying information from resumes to make identity-blind resume review more efficient. We can also use AI to help companies write better and more inclusive job descriptions that attract a broader pool of qualified applicants. A company concerned with employee turnover could use AI to identify employees who may be likely to leave based on variables like how many managers they’ve had, pay equity, and length of tenure. These are all exciting applications of AI that could make a real difference to a company’s hiring success.

AI and Recruiting

The main place people seem to be interested in using AI in recruiting is in reducing the number of resumes recruiters have to review to get to the best candidate. This makes perfect sense: given how easy it is to apply to a job with one-click these days, recruiters are understandably overwhelmed with the number of resumes they receive.

Unfortunately, there is a huge risk that using AI in the recruiting process is going to increase bias and not reduce it. Why do I sound so pessimistic? Because AI is completely dependent on the training set that is used to generate its predictive results. We’ve already seen how this can go horribly wrong in trying to identify images and create Twitter posts. When it comes to hiring, a critically important function for companies, AI can perpetuate biased patterns and teams that are very similar to existing ones.

Here’s an example where AI does not serve a company well. Let’s say a corporate hiring manager always looks for candidates who went to Ivy League schools. When an algorithm looks for patterns of the employees at the company, it will notice that there are certain schools that are more common among current employees, and it will seek candidates from those schools. However, research has shown that where someone went to school is not predictive of how well they will perform in a job. So, the algorithm has now found a “signal” in the data that is not predictive of how well a potential candidate will actually do the job. In this case, AI is simply feeding recruiters “more of the same,” which may not be what your company needs to achieve future goals.

Using AI in this way won’t be help organizations predict what they need to achieve future goals. AI is essentially “driving in the rearview mirror” – it is based on what has been done in the past. That’s why AI can’t replace recruiters, who have specific knowledge on the best types of people to hire to meet certain skillsets that will move a company forward.

How to spot potential bias in AI

The possibility of bias in AI training sets won’t occur to many algorithms designers, so it is up to the organizations that are deploying these algorithms to ask the right questions about what testing has been done to ensure bias was not trained into the algorithm itself. For example, if you’re considering video software that analyzes nonverbal communication to predict candidate quality or a pre-assessment that claims to predict job performance, ask whether there were observed group differences in the training data. If they can’t tell you, think twice about using it.

You’re still smarter than AI

Use AI to augment your hiring wisely. No amount of AI can replace following best practices in hiring, like identifying key skills and values before sourcing candidates and using structured interviewing. Some AI can help improve these best practices and get you closer to your goals, faster. Just make sure you have your eyes open for potential biases along the way.

Chatbots Are the New Phone Interview

Chatbots Are the New Phone Interview

What is the purpose of a phone screen?

What is the purpose of a phone screen?

We asked Jim Stroud, Global Head of Sourcing and Recruiting Strategy for the Randstad Sourceright Talent Innovation Center. Here’s what he said:

“A phone screen is generally perceived as an effort to gauge the qualifications and interest of a candidate. However, I see it as more than that, especially when representing a client. A phone screen is an opportunity to make an indelible mark on someone we might hire, someone who might refer a candidate, someone who might consume the products or services of our client and someone who may rave about the recruitment experience so much that their testimonial on social media serves as a recruiting vehicle in and of itself.”

Additionally, in a recent blog post titled The Best Phone Screen Interview QuestionsRobert Half similarly highlights the importance of phone screens saying, “a candidate’s answers to key phone screening interview questions can allow you to speedily identify the most promising candidates.” The post goes on to share a list of questions aimed at uncovering a candidate’s work style, soft skills, technical skills and expectations for the position.

When it comes down to it, recruiters use phone screens to achieve three things:

  1. Present information about the job to the candidate
  2. Capture information about the candidate
  3. Be empathetic and engaging for the candidate

These three outputs are vital, allowing recruiters to make informed decisions on whether to move candidates forward or not. Monster and G2V Careers reports that recruiters spend 78,352 minutes on the phone per year or roughly 63% of a 40-hour work week.

By the Numbers
Source: Monster

This got us thinking…

What if we could achieve the outcome of a phone screen without actually having a phone screen?

When we began testing our AI chatbot for recruiters, Wendy, we asked ourselves:

  • Would this save recruiters hours of time each week?
  • Would this be an engaging and empathetic experience for candidates?
  • Would this capture the necessary information to further decision-making capabilities?

Our hypothesis was “yes,” we can replicate the outcome of a phone screen without actually conducting a phone screen. In our early beta stage, Wendy has begun validating this hypothesis. She pre-screens applicants via chat (think: text, Facebook messenger or web) and then delivers the transcript (as well as her recommendations) to recruiters. Here’s what we’re seeing so far:

1. Better Candidate Experience

Recruiters have a lot on their plate, especially when over half their week is spent on phone calls. As a result, many phone screens are rushed and distracted, leaving candidates feeling unheard. Wendy, on the other hand, is patient. She doesn’t have the same time restraints as humans and can chat with candidates whenever and for as long as they wish. For corporate positions, candidates are spending around 31 minutes chatting with Wendy, while candidates for more blue collar positions are engaging for 7 to 11 minutes.

2. Better Notes & More Complete Candidate Profiles

Following a chat with an applicant, Wendy shares the transcript directly with recruiters. As a result, recruiters are learning information about applicants outside their cover letter, resume and LinkedIn profile — without having to take notes or conduct any research.

With the Wendy chat transcript, recruiters have a robust profile on every applicant before they ever reach out. The information is detailed and presented uniformly, so if hiring for a position is put on hold and resumed months later, there’s no knowledge gap or need to re-assess the applicant for fit. With Wendy, candidate fit is no longer determined by the note-taking skills of the recruiter. Regardless of how detailed their notes are, at some point, a recruiter will be under the weather and forget to capture an important point or their computer will crash, capturing nothing at all. Wendy removes the subjectivity of recruiters’ notes and the effect they have on a candidate’s standing.

3. More Intelligent & Knowledgeable Conversations

Wendy allows recruiters to pre-qualify ahead of scheduling a phone interview. This means two things: (1) recruiters are taking less phone calls and (2) the phone calls they do take are more informed. With more information about an applicant available to them, the initial conversation flows better and is more relevant.

In some cases, recruiters have moved candidates straight to the in-person interview after reviewing the Wendy chat transcript. We expect this to happen more and more as Wendy’s knowledge base and understanding of various roles and domains grows.

Looking Forward

When you think back to the best interviews you’ve had (whether as an interviewee or interviewer), it usually has something to do with the quality of conversation. People remember really great conversations. Our goal with Wendy is to allow better flowing and informed conversations to occur. By automating the outcome of the pre-screen process, recruiters can focus on listening and candidates can focus on sharing their story.

About the Author:

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedInTwitter or Medium.

P.S. If you went down on SourceCon, give Bailey a shout at bailey@wadeandwendy.ai

 

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5 Ways Outsourcing Your Payroll Can Improve Work-Life Balance

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

Outsourcing Payroll

There are plenty of reasons why outsourcing payroll strategies can be hugely beneficial to your company. Typically, it is the financial arguments that are used, not the emotional ones. However, there are many ways in which outsourcing your payroll can improve the wellbeing of your employees and can restore their work-life balance.

It’s well known that happier employees are much more likely to commit themselves fully whilst at work, bringing increased employee retention rates. Yet, many employers don’t realise that changing your payroll strategy can have an incredibly positive effect on the happiness of your employees. Here’s five reasons why:

1. Reduced workload

If your team is overworked and understaffed, an outsourced payroll strategy is the perfect way to get things back on track. An outsourced payroll strategy takes away the need to recruit and train an additional team member, and can dramatically reduce the workload of your staff much more quickly than getting a new member of staff.

Reducing this workload will make your employees instantly happier as the amount of potential overtime required will fall. Working fewer extra hours will allow employees to improve their work-life balance and will free up time for them to do the things they really love outside of work.

2. Reassuring the workforce

Payroll duties are sometimes given to members of staff who already have packed schedules with their own duties and responsibilities, which can lead to an anxious workforce.

Some employees may also feel concerned about other staff members having full access to their salary details. Moreover, relying on an over-tasked employee to process payroll can create tension for employees who expect to be paid accurately and on time each month.

By outsourcing payroll, an impartial person has access to salary details, which will eliminate any personal tensions surrounding payroll. Knowing that an outside specialist has sole responsibility will also reassure employees that their payroll matters are being taken care of, leading to a more relaxed workforce, a better work-life balance, and a better company culture.

3. No delays

Internal payroll managers are subject to the same demands on their time as everyone else in your company. If a company is going through a busy period where everybody’s help is required to solve an urgent issue or meet an external deadline, those members of your team responsible for payroll are no exception to this.

By outsourcing your payroll to specialist company, you hand over a big responsibility that would require lots of time, money and pressure on payroll employees. The payroll process becomes the outsourcing company’s top priority, so the internal team can focus on other tasks. There are few things which disgruntle an employee more than delayed pay, so offer your employees guaranteed on time payment by using an outsourcing partner to handle your payroll.

4. Lifting the pressure

Managing payroll is a huge responsibility, since you are personally responsible for the livelihoods of everyone in the company, many of which will be close personal friends and colleagues. This can put a lot of moral burden on an employee.

Outsourcing your payroll removes the personal element, as the person making sure that everybody is paid each month won’t individually know the people whom they are paying. Taking this emotional burden away from one of the members of your staff will relieve them of a huge weight, meaning that they are less likely to have to put in long hours to get the payroll sorted in time and will be able to regain a much better work-life balance.

5. Lead by example

Making a positive action such as changing the way you run your payroll will have a trickle-down effect throughout the business. Firstly, it will show employees that their payroll is an essential part of the business, and will lead the way for other changes in different areas and departments.

Many workplaces suffer by not adapting their strategies as the business grows and develops. Outsourcing your payroll strategy is a great example to show your teams of how to be proactive about making changes for the better that will set the business up well for its next phase. You’ll be amazed at how influential such a decision can be, and how large an impact it can have on the mindset of your workers.


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

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Three ways a Mobile App will Improve Staff Engagement and Your Business’ Bottom Line

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The Employee: Lost in the On-Demand Economy

Why is staff turnover so high?
What can I do to improve worker retention?
How can I keep track of staff that work off-site?
Can I even do anything to improve the worker experience for hourly, on demand and/or off-site staff?

After hearing these concerns from many business owners who schedule and manage remote and hourly workers, I put together a list of core concepts and even unpack a few specific features that will improve worker engagement for event driven businesses that rely on hourly workers.

The growth of on-demand workers dramatically altered the classic employer/employee relationship. In the past, workplace relationships were built nourished by employers and employees sharing time and space. Loyalty and accountability were natural extensions of the relationship. It was not uncommon for people to hold the same job for ten years or more. In the new worker paradigm, hourly workers are assigned event based shifts by catering, hospitality, security, promotions, fashion, and staffing agencies. Event duration can be a couple of hours and event frequency can be irregular. Loyalty, communication, and accountability often suffer as collateral damage of this new worker paradigm where the employer and the employee have minimal interaction, irregular schedules and few points of contact.

Tech to the Rescue

Technology solutions can benefit business owners and workers. Software will save your business (large or small) time and money, by automating processes and providing business insights to make more informed staffing decisions. Empowering workers by providing them with a mobile technology platform will lower absenteeism, reduce churn and improve productivity.

1. Mobile Automated Scheduling Solution

Manual scheduling can be a hassle. Workers have to sift through emails, text messages, calls, and/or excel sheet and then keep track of their personal schedules for their shifts for multiple non-recurring events at different sites.

To address this pain, employers should find a mobile solution that automates much of the scheduling process. Here’s why:

  • Mobile Today’s workforce is mobile first, you have to meet workers where they are: on-the-go and on their phones.
  • Retention If a comparable alternate employer offers an easier process for scheduling, onboarding, and keeping track of events – it will be more difficult to retain good talent.
  • Control Offering on-demand workers the option to accept and decline shifts to comply with their scheduling needs, offers hourly workers more control over their upcoming schedules.
  • Convenience Providing a platform and dashboard where the booking requests and confirmed gigs can be easily accessed removes much of the burden of scheduling from hourly workers.
  • Reminders Being able to easily schedule events to a mobile calendar and set reminders can reduce absenteeism.

2. Improved Communication

Workers that work hourly shifts can find it hard to keep track of their employer, manager and/or team. Working one-off events with different teams makes it difficult to feel connected.

Even in a scenario where it is hard to feel connected, if you choose the right platform, a mobile app will improve communication between workers and management and benefit all parties. Here’s how:

  • Familarity Managers that have access to staff profiles + photos can help develop familiarity enjoyed by people who have worked together for longer periods and improves managers’ ability to create a more pleasant team environment.
  • Teams Having an easy way to connect with fellow workers and managers helps teams build emotional connections, trust, and respect. Stronger teams do better work.
  • Complaints Creating a method to report issues or concern to management via a mobile app normalizes the reporting process, providing a comfortable and convenient way for workers express concerns which increase worker appreciation and loyalty.

3. Accountability

It’s easy for hourly workers that work off-site to feel removed from the business.
Giving contingent workers access to a system provides workers with a sense of accountability so they will be more likely to achieve their goals.

  • Brand Providing workers access to a dashboard, allows businesses to remind workers of their brand.
  • Accuracy Tracking time is a burden for workers and managers alike. Providing workers with a mobile solution with GPS check-in/check-out will track hours with greater accuracy.
  • Feedback Having a mobile app is a great way for businesses to ask workers for feedback allowing businesses to harness the collective ideas and feedback of staff that are on the front lines of the business. Feedback is also a great opportunity for businesses to demonstrate to workers that they value worker input and insights. When workers feel like their voice is heard, their investment in their work increases.
  • Rating Another option to increase accountability is to utilize a rating system, built into mobile a workforce management solution. Knowing managers will evaluate worker performance, gives workers incentive to improve and excel.

Adapting a mobile solution will improve team communication, satisfaction, and efficiency.

About the Author:

Omri Dekalo, Co-Founder and CEO of Ubeya

Omri Dekalo is the Co-Founder and CEO of Ubeya.

With web software for business owners and a mobile app for workers, Ubeya nails scheduling, communication and workforce management, empowering business owners and workers alike. Ubeya accommodates custom shifts for 1000s of workers in catering, staffing agencies, and other event driven businesses.

Website: https://www.ubeya.com

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

HR Specialists Talk About Their Stances On Time Tracking | Featured Image

HR Specialists Talk About Their Stances On Time Tracking

HR Specialists Talk About Their Stances On Time Tracking | Main Image

The exponentially growing digitalization of business and life itself is disrupting almost any industry in every country, and it didn’t bypass their HR departments either. Until recently, HR has operated relatively separately from the other parts of the organization, but the evolution of HRMS and SaaS solutions made the HR embedded in everyday business just as much as Marketing or R&D. On the other hand, just like new technologies have created new forms of organizing work (think about digital nomads and virtual organizations), so must the way of managing those employees differ from the conventional ones.

In my attempts to understand the challenges of managing people in large enterprises, as well as the shift in the approach that technology brings in this area, I spoke to a couple of experts in this area – a director of HR department in a large corporation, and a CEO of HR software developing company, about their views on employee time tracking as a business practice. Their rich experience in “both sides” of human resource management allowed them to discuss the benefits of this concept, but also to elaborate their objections.

It’s not for everyone

The first professional I talked to is Sonja Jovanović, head of HR in Serbian branch of accounting and advisory company Ernst&Young. Besides using manually filled timesheets for tracking revenue streams, and punching cards system for checking in and out of the building (although this serves primarily as a security measure), the company does not use any other forms of time tracking, nor do they intend to in the future. Working hours are flexible, remote work is allowed in some circumstances, and their company culture simply doesn’t leave much room for implementing this type of business practice.

The very nature of the industry of providing high-quality services to business clients requires a substantial level of professionalism and severity of their personnel. It takes a tremendous amount of confidence, followed by the strong and thorough selection, to entrust a client to a group of employees. “ […] Therefore, I do not see a situation in which a time tracking tool could bring any value to our organization,” says Sonja.

In EY, performance reviews and feedbacks are being conducted through the complex network of department managers and counselors, and though the employees do use computers, their performance simply cannot be seen nor measured by the amount of time spent on particular computer activities. “Our HRM is digitized in many ways, but tracking time does not fall into that. It simply isn’t applicable, because you cannot gauge the scope and quality of intellectual work by time,” she explains. “The more you try to frame people and their creative process, the greater the set-down will be, and the poorer results you can expect. This simple principle is something that many discipline-obsessed managers fail to understand.”

It’s about culture and priorities

In order to find which companies do find time tracking useful, or even a must have solution for their business, I spoke to Ivan Petrović, CEO of WorkPuls, a company providing time tracking solutions for businesses around the world.

“When it comes to implementation of time tracking solutions in medium and big companies, there are two basic factors that affect this. The first is the company culture, and the way productivity is understood in the company. The second factor are the individual views of managers, especially the HR Directors and their priorities”, says Ivan. WorkPuls works with various companies, from BPO companies, software and video gaming companies to construction companies and e-commerce businesses. While they think that there are certain patterns that one might observe among use cases of different customers, they say that there are also differences among specific goals different managers want to achieve.

“If you are in charge of HR in a company that has more than 500 employees like one of our clients, and your top level management has an initiative to increase productivity, or just wants to gain better insights into current ongoings, you might sometimes feel that it is impossible to know what everyone is working on currently, how happy or productive they are, and whether some teams or employees might be too loaded with work. So you want to find a way to get your insights efficiently, and this is what a good time tracking solution should provide. Such software gives you an easy overview of what your employees are doing at any given time, if this is what you want to know, but also whether they are getting more or less productive over a specific period of time; if they have too much work to do, whether they are “morning birds” or “night owls” and so on. With these insights, it is easier to work together with your employees to optimize workflow, provide a better working atmosphere, and consequently bring up the productivity of the whole company. Of course, all under the condition that your employees’ work is dominantly computer-bound,” explains Ivan.

Smaller companies, however, seem to have a different motive. “Speaking of smaller to medium size businesses, many times owners or managers look for an easier way to monitor whether everyone is working as promised, or they want to use insights to reduce the waste of time,” explains Petrović. “But there have also been cases where business owners used time tracking to see whether their employees needed any additional training with the tools they use. If some of your employees are spending way more time on those Excel sheets or Google Translate then the rest of the team, that might suggest that it’s time for additional training in that specific area.”

Since large companies already have their own payroll accounting solutions and punch in/punch out systems, the analytics side of time tracking software here becomes much more significant. Ivan mentions security related questions, along with the need to integrate time tracking data with other data in the company.

“There is an increasing need in this field to provide ever more flexible solutions, balancing the transparency for the employees with solid protection of security and privacy, within the company, but also towards the outside. Integration with other systems is also important.”

Control or motivation?

The overall impression was that for companies like these time tracking would not be yet another control mechanism, but a tool for improving the insight of HR professionals in everyday work and interactions of their people as well. It seems that if you are willing to dig deeper into the metrics, you might discover some remarkable ongoings which would hardly be detected in traditional ways of performance management. For many managers, this feels like a big step forward.

Although the digitalization of HR activities has opened great opportunities in terms of increasing the speed and quality of analytical processes and providing greater insights into organizational affairs, while at the same time reducing costs, there are still some downsides to be looked after. Downsizing the HR departments or burdening HR professionals with technical details are the first threats to successful adoption and modernization of people management. The serious threat to privacy that technology presents is the main reason why the initiative for using such tools should and must come from the HR. Bearing all this in mind, we can conclude that the basic challenge of the profession will be to recognize, develop and exploit the positive potentials of digitalization, while at the same time avoid, or at least minimize the concomitant risks.


If you want to share this article the reference to Gina Ora, WorkPuls and The HR Tech Weekly® is obligatory.

Crelate’s Opportunity Management Tool Is Coming

Recruiters Are Searching for an All-in-One Solution

Have you ever dreamed of being able to manage ongoing candidate searches alongside your clients and sales pipeline? Ever wish your sales and recruiting efforts were always on the same page? That’s the value of a unified Recruiting Opportunity Management and Applicant Tracking Solution and this is what Crelate Talent has been building for the past several months.

Recruiting is very difficult and can be quite stormy. It’s ideal if you can gain access to a technology solution that helps calms the waters and helps you be more productive. Technology shouldn’t get in the way of you doing what you do best: connect with others and build relationships.

Recruiting can be Difficult – Technology should help Calm the Waters

Crelate Talent has been building an applicant tracking/talent management system since 2012. During this time as we have developed software solution for recruiters and talked to hundreds and hundreds of ATS users. One request we’ve heard over and over is: Can we get an applicant tracking system (ATS) and a customer relationship management (CRM) solution in one system? The hassle of working with multiple systems can be time consuming, require doing tasks twice, and pose the risk that the systems won’t play nice with each other. There is a better way.

One of our key principles is that recruiters should “Spend Time Recruiting Not Entering Data”. Therefore, having an all-in-one solution for ATS + CRM has always been on our road map. Further, we were founded on the notion that recruiting is about ‘Creating Relationships’. We see recruiting as the process of aligning the right talent to the right opportunity at the right time. Recruiters are constantly meeting new candidates and meeting potential clients and, therefore, need a way to track these vital connections.

Technology can edify this process and lead to helping good recruiters be great. Just like you need to connect with candidates recruiters also need to build long-term relationships with customers and clients. And wouldn’t it be awesome to have both of these processes in one system? We are excited to bring our Recruiting CRM/Opportunity Management solution to your business.

Crelate’s Opportunity Management Solution

ABC :: Alway Be Closing

Crelate is excited to announce that coming in the fall our recruiting solution will be updated to include a full-featured Opportunity Management system that will live along-side our ATS system. CRM solutions are talked about often in recruiting. The reason we’ve chosen to name ours “Opportunity Management” is we see it as a way to manage your sales pipelines and potential clients in a similar way to how you manage your candidate pipelines.

In a similar way to managing a candidate pipeline you can also view the sales process as “managing the sales pipeline.”

Our opportunity management system allows recruiting agencies ways to better engage customers, mange their sales process, and forecast potential revenue. Pairing this functionality with a fast, modern ATS is a powerful combination.

What’s more, we’ve built our Recruiting CRM solution to function in a similar way to our ATS–meaning keeping the same ‘drag and drop’ style that is user-friendly and is easy for your team members to learn.

Value of an Opportunity Management Solution for Recruiting

There are many ways that an effective opportunity management system can help your business. Here are 3 to start with:

  • Better Engage Clients – We live in a fast-paced world where we are constantly making connections and meeting new people. As recruiters meet potential clients they must be able to capture the important information and get those folks in their database. Once they are in the system, and the relationship continues to blossom, it’s critical that recruiters be able to quickly recall personal information.
  • Manage the Sales Process – Every agency has their unique sales process workflows and so it’s critical to have a CRM that fits exactly what you do. Your opportunity management solution should be fully customizable and work how you do.
  • Forecast Potential Revenue – Every business clamors for more data and information on how their business is doing and where it’s going in the future. If you can have a system that can provide you with a quick snapshot of the business in real-time that is a difference-maker. This also allows you to see where you need to focus your efforts and the potential value (ROI) of opportunities in your funnel.

If having an integrated ATS + Opportunity Management sounds intriguing contact our Customer Success Team today for more information on our Opportunity Management Solution.

Drag and Drop Feature for your Sales Pipeline

Source: Crelate’s Opportunity Management Tool is Coming – Crelate

An AI Intern For Your Recruiting Team

An AI Intern For Your Recruiting Team

Building a Chatbot, a GIF by Wanda Arca on Dribbble
Source: Wanda Arca via Dribbble

As a recruiter, have you ever had an intern?

It’s awesome. They take on many of the tedious administrative tasks that typically take up so much of your time. They assist with everything from processing applications to coordinating interviews and compiling applicant profiles for hiring managers.

Ah, the luxury.

Then they leave for the Summer. Suddenly all those tasks are put back on your plate. You now have to cut back on one-on-one time with candidates. You’re back to scheduling interviews and filtering through application after application. Gone are the days of complete, uninhibited focus on building relationships with candidates. Gone are the days of getting ahead of your hiring managers’ needs.

But with AI interns, you get the best of both worlds.

Artificially Intelligent (AI) interns share many of the qualities of their human counterparts, except they’re in it for the long haul. AI is impressionable, sponge-like and eager to learn. With AI interns, you get all the benefits of having human interns and none of the downsides. AI doesn’t take lunch breaks or Summer Fridays.

This is what inspired our beta testing program, aptly titled the Wendy Internship ProgramWendy is our conversational AI chatbot for recruiters. Wendy is young and eager, like an intern. She melds seamlessly into your existing workflow, easing burdens and lightening your workload along the way.

As a first round interviewer, Wendy helps recruiters engage and qualify candidates by chatting with them after they apply. This chat occurs via SMS/Facebook Messenger or our web app, and is similar to an initial phone screen. Here’s an example of Wendy initiating a conversation with Katie, a Software Developer who applied to a role at ACME:

An example of how Wendy starts a chat with an applicant
This an example of how Wendy starts a chat with an applicant.

Like previously mentioned, Wendy is young and impressionable, so this is your opportunity to shape her to your needs as a recruiter. Wendy…

  • Allows for more data-driven decision making — Wendy is able to gather information not found in applicants’ resumes. With these enriched applicant profiles, you can make more informed decisions about who to interview.
  • Increases your bandwidth — Rather than going through countless email exchanges and phone screens, you can allocate that time to other areas, like sourcing and building candidate relationships. Wendy also handles many administrative tasks, like scheduling and updating applicants.
  • Improves applicant engagement — Because Wendy can engage every single applicant, applicants no longer experience the “ATS black hole.” Unlike humans, Wendy never sleeps — meaning she can screen applicants at any time of the day and even on holidays.

We are currently filling out our Wendy Internship Program and looking for the next class of companies who are excited to help us train Wendy. If you’re interested in adding Wendy to your team, sign up here.

About the Author:

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedInTwitter or Medium.


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Greenhouse + Interact

Interact by Xobin, an AI based assessment platform, announces integration with Greenhouse

Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.

Greenhouse + Interact

Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.

Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.

  • Uncertainty about the quality of hire
  • Uncertainty about the team fit
  • Uncertainty about time and money spent.

Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.

“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.

He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”

Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”

About Interact

Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.

About Greenhouse

Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.