Posted by Heather Lewko on Tue, Jul 20, 2010 @ 01:10 PM
According to new research findings by Aberdeen Group, a Harte-Hanks Company, top performing companies are 26% more likely than all other organizations to use mobile tools to facilitate Human capital management processes and workflows.
Mollie Lombardi, senior research analyst with Aberdeen's Human Capital Management practice said the study also revealed these findings:
- “By streamlining workflows and approval processes, organizations using mobility tools in HCM saw a 13% year-over-year increase in manager productivity versus a 6% improvement for organizations not using mobile technology.
- “In addition, 65% of employees at companies using mobility tools for HCM rated themselves as "highly engaged" -- versus 57% at organizations without mobile HCM.”
- "Mobile devices are seen as not just an extension of existing tools, but as a new medium through which to attract, retain, develop and manage people within the organization."
Download the full Aberdeen Study
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Mobile HR capabilities include any form that can be authorized in the system, such as:
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SOURCE: Aberdeen Group
“Mobile Technology Takes Off in Human Capital Management”
BOSTON, MA, Jul 08, 2010
Posted by Heather Lewko on Tue, Apr 20, 2010 @ 12:22 PM
NuView's Human Resource Software can generate significant ROI for clients.
ROI Figures learned in a recent client Discussion:
- On boarding has been cut down from 10 days to between 1 and 2 days
- Manager Self-Service has significantly reduced the number of calls into the HR Department.
- SOX remediation tasks on employee records went from an average of 48 open tasks, to 28 open tasks, to zeroopen tasks because of NuViewHR. This Company has saved as much as 25K on reduced compliance and audit fees from remediation around employee related processes.
- Performance Management has created a much greater visibility into Performance Reviews across the organization and most importantly enables every employee (both US and abroad) to know his/her immediate supervisor. This has reduced confusion when employees move between countries and projects and produced huge savings in employee productivity.
- The Roll out of the Compensation module has created ability for supervisors to better manage compensation of employees being managed across the world.
- Ability to manage multi-national currencies has set NuViewHR apart from its competition.
- NuViewHR has allowed all employees to rely on a stable HRIS platform thereby enhancing its infrastructure. This has provided the following benefits A) A lesser number of vendors to manage (bills, upgrades, support), B) No need for back-end integration, sign on management, security, C)No additional training requirements and D) Perhaps the most important, a reduced time and cost for change management internally.
-NuView has become a meaningful partner to support the global human capital management needs of this customer. NuView is on its way to making its mission a reality "Making HR Strategically Relevant" for its client/partner companies.
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Posted by Heather Lewko on Wed, Apr 07, 2010 @ 12:25 PM
Recruiting new employees to work in an organization may sound like an easy task, especially with so many people out of work, but it isn't! Finding a candidate who has the right skill set and fits the mold of your organization, both dynamically and intellectually, can be a challenge and every company knows how important it is to have the right fit. Compounding that search is the mountain of resumes, a virtual "resume tsunami", of qualified (and unqualified) applicants.
The recession has impacted us all - but the economy is getting better. In fact, many businesses - both large and small - have resumed hiring again. Non-farm payrolls rose by 114,000 and the U.S. economy added 162,000 jobs in March 2010 according to the Bureau of Labor Statistics.
Now that the economy is improving and more jobs are becoming available, businesses need to prepare themselves in order to handle the resume tsunami looming on the horizon.
If a business doesn't have tools to filter the incoming applicants, they are going to find themselves shortchanged, drowning in an endless volume of resumes. Quality candidates will get overlooked in the resume tide, or get snatched up by competitors equipped with tools to quickly find, interview and hire the people they need. Businesses need a plan of action for how they are going to tackle this process, quickly and effectively.
There are many different Human Resource Software Tools on the market that can help businesses optimize their human resources departments and the recruiting process.
Using Technology to Turn Back the Tsunami...and Create OpportunitiesRecruitment management solutions can prevent businesses from becoming overwhelmed by the influx of resumes by transforming an applicant's resume sent via email, or submitted via the web site, into applicant data.
These recruitment management tools can also play an important role in turning the challenges of the resume tsunami into an opportunity. Organizations that manage the process appropriately - acknowledging all inquiries, communicating clearly with potential candidates - can create positive impressions of a company's brand.
Adding to the Resume Tsunami
There are other factors that add to the challenges of the resume tsunami. Any firm doing business with the U.S. Federal Government (as a U.S. federal contractor) must meet new Office of Federal Contract Compliance Programs (OFCCP) compliance rules for applicant tracking. The new rules establish applicant categories, classifying seekers as an applicant, a qualified individual, a job seeker or an unqualified individual. Staying in compliance with these new regulations is far easier with a recruiting technology solution. For more information on OFCCP rules, see http://www.dol.gov/ofccp/index.htm
It's important that organizations don't lose sight of internal candidates while all the external resumes rush in. Searching through candidates internally, prior to an external search, offers many benefits. Not only does it save money during the recruitment process, but it establishes company culture, enables retention and career growth and defines the employer's brand. If a company has an HRIS/HRMS solution in place, internal candidate performance, job history, training, skills and levels attained, competencies and salary history are readily at hand. Hiring internally can lower turnover rates, be used as a retention tool and raise employee satisfaction rates - By hiring internally, businesses are also able to lower recruiting costs and fill positions faster since the process of recruiting externally - filtering incoming resumes and interviewing potential candidates - is completely removed.
After the Storm
Once you've made your decision to hire, it's important to have an effective training and succession program implemented. Just because the tsunami of resumes subsides doesn't mean the job is done. A training administration solution can track the developmental needs of the workforce and ensure that the company's workforce obtains the necessary skills for success. Succession planning tools help managers identify, prepare and develop future leaders and managers, while defining backup candidates for key positions within the organization.
The Keys to Success
The key to surviving - and capitalizing on - the resume tsunami is effective recruitment management. HR Departments need to implement solutions that help them effectively and efficiently sort through the flood of resumes, find and hire the best candidates for the job, train them and provide a path for long term success for the candidate and company - and maintain clear, professional communications with candidates throughout the process
.
A recruiting management solution can support HR organizations by:
- Facilitating the posting of jobs to the company website and or job/boards
- Enabling targeted pre-screening and interview questions in the initial recruitment phase
- Automatically create a "Best Match" ranking of candidates
- Helping with interview scheduling
- Providing the convenience of "one-click-hire," so the information doesn't need to be entered again
- Supporting EEO report requirements for U.S. businesses that must stay in compliance and review their diversity programs
- Ensuring OFCCP compliance by helping businesses with categorizing applicants correctly
- Managing the communication with all candidates, making certain the organization's reputation is maintained, whether applications are selected or not.
It is clear that the resume tsunami will soon be upon us, but HR organizations can weather the storm, and ride the tide to greater opportunities - by using these proven tools and techniques.
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Posted by Heather Lewko on Mon, Mar 22, 2010 @ 09:12 AM
Posted by Ann All
Talent recruiting seems like an inherently social activity, so it makes perfect sense to take recruiting efforts to social channels like Facebook and Twitter, right? The recruiters I interviewed for a recent story agree these channels are packed with potential, although not all of them think the channels' benefits outweigh the potential risks.
Shafiq Lokhandwala, CEO of NuView Systems, for instance, thinks such channels simply contain too much "noise," much of it a distraction or possibly even information that could adversely influence a recruiter. He told me: There's a mix of social and professional information that can be counterproductive to recruiting. The traditional channels still yield a better fit.
Despite these concerns, a number of companies are already recruiting employees via social channels. I interviewed four of them, who generously shared their experiences with social recruitment.
Among the strengths they mentioned: Channels like Facebook and Twitter are a great way to connect with folks who may not be actively searching for work, a largely untapped market widely coveted by recruiters. They allow companies to use their employees' connections to find potential hires, a concept that makes sense since employee referrals have long been a prized commodity. Such channels are a good place to promote your company culture, which yields more qualified candidates than those attracted through job boards or other more traditional means.
Great tips for using Twitter and other Social Networking Sites as a recruitment tool:
1. Create a branded company profile and assign a dedicated person to monitor it. Consider automating tweets so job posts appear on Twitter as they become available. Not dedicating personnel to social channels is a gaffe mentioned in a Deloitte research study on online communities.
2. Don't just push out job postings. Engage in conversations with your followers.
3. Create a protocol for your job Tweets. Consider searchability by using hash marks (#) around key words. Include a trackable URL to your job posting so you can monitor the number of click-throughs generated through Twitter.
4. Take advantage of third-party applications like TweetBeep, which alerts you to tweets relevant to your search.
5. Encourage your staff to retweet job openings by providing incentives such as a referral bonus for candidates sourced through tweeting.
6. Share industry expertise and other relevant information in addition to job postings. It's OK to include some personal tweets. (Although the business-oriented messages should outnumber those, I'd add.)
7. Figure out which sites your target applicants frequent and focus on those. Lots of community college students, for instance, can be found on MySpace, said James Durbin of Durbin Media, one of my sources. Although folks in the construction industry typically haven't spent much time online, Durbin said that's changing, thanks to Twitter. "A lot of those folks have smartphones now, so Twitter can be a good way to reach them."
8. As you would in any social setting, employ good manners and good common sense.
9. Experiment with different sites to find the ones you like. Ask folks questions about the methods that have worked best for them. Such sharing is a staple of social sites.
10. Consider your company's level of exposure. You want to seem savvy but not overpowering.
11.Make sure you monitor sites to see what people are saying about you and to provide quick responses when merited.
NuViewHR's Recruiting Management offers advanced tools to assist recruiters and hiring managers with the entire hiring process, from requisitions, sourcing, applicant tracking and management, to interviewing and job offer. Visit Recruiting Management to learn more!
Posted by Heather Lewko on Mon, Mar 15, 2010 @ 01:55 PM
Shafiq Lokhandwala, CEO of NuView Systems recently interviewed with HRMarketer.com for a podcast regarding HR Software.
During this podcast Shafiq discusses the Origins of NuViewHR, Security settings for an HRIS, Trends in Talent Management, Recommendations for companies seeking an HR System, Mobile Functionality within HR Software and Social media Tools.
Listen to podcast now!
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