Posted by Heather Lewko on Tue, Jul 06, 2010 @ 08:30 AM
Customer: Hill International
Industry: Consulting Services
# of Employees: 2,600
# of locations: 80
Modules Licensed: HR & Benefits, Employee Self- Service, Manager Self-Service, Candidate Self-Service (CSS), , Training Administration, Performance Management, Succession Management, Compensation Management.
THE CHALLENGE: GLOBAL HR MANAGEMENT
NuView Systems has provided Hill International’s employees, managers and executives with an HRIS platform that has helped the company enhance its infrastructure and to scale in size and effectiveness. With its worldwide employee base, Hill International needed an advanced HRIS platform that not only addressed all aspects of HR -- managing advanced workflow processes, performing performance reviews, coordinating the approval process -- but also support its operations around the world. Prior to using NuViewHR, Hill International found it difficult to implement effective processes for all of their HR needs across its global locations. Hill International needed an HRIS platform that could reduce confusion when employees moved between countries and projects – a key to increasing employee productivity.
NUVIEWHR CONSOLIDATES EMPLOYEE AND MANAGER HR FUNCTIONS INTO AN ALL-IN-ONE PLATFORM
NuViewHR has had a tremendous impact on the strategic relevance of HR at Hill.
One of the key benefits of NuView’s platform is its ability to consolidate global employee data and all HR management functions under a single platform – going beyond core HR & Benefits Administration and including strategic functions like Performance Management and Compensation.
PROVEN RESULTS WITH NUVIEWHR
NuView’s HR System extends beyond the HR Departrment. C-level Managers at Hill note that the system has had a direct impact on the bottom line.
With NuViewHR’s help, Hill International has been able to cut down on-boarding time of new employees from 10 days to between 1 or 2 days, allowing billable resources to become available much earlier than in the past.
MEETING COMPLIANCE REQUIREMENTS
Since implementing NuViewHR, SOX remediation tasks on employee records went from an average of 48 open tasks, to 28 open tasks and then zero open tasks. Hill has saved as much as $25,000 on reduced compliance and audit fees from remediation around employee related processes.
NuViewHR also provides standard compliance reports for EEO, VETS and OSHA to help Hill produce these required government reports, and continually monitor trends and statistics on their workforce regarding diversity, hiring practices and health and safety.
THE FUTURE WITH NUVIEWHR
Hill International continues to grow with an average of 50-100 job openings per month. The company will continue to look to NuView and its HRIS platform to support their HR needs worldwide.
The status of the NuView System is discussed at every board and senior management meeting, demonstrating the far reaching effects that this system has on the entire enterprise. Hill’s employee base has responded positively to the new HR system and the effort to bring additional functionality to employees in the future will be minimal because all modules use the same database and user Interface, reducing or eliminating the learning curve for users.
“NuView Systems has become a meaningful partner to support Hill’s global human capital management needs, producing very positive outcomes,” stated Michael Petrisko, CIO of Hill International. Cathy Emma, Hill SVP/CAO stated, “NuView’s mission is ‘Making HR Strategically Relevant’ for its client/partner companies, and they’re on the way to making this a reality at Hill International.”
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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 Wed, Mar 31, 2010 @ 11:24 AM
By: Michael O'Brien- Human Resource Executive Online
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A new survey of worldwide recruiters and consumers finds some interesting differences in the way online searches of job candidates take place in various countries. In addition to differences by country, there are also gender differences as well as perception differences between the HR professionals and consumers who post online. Regardless, the concerns of potential bias or privacy violations remain an issue.
New research by Microsoft finds that hiring managers around the world are increasingly using the Internet to research candidates' online reputations in order to ensure a good organizational fit, but a lack of clarity on the information hiring managers can legally search for could set them up for future headaches.
The report highlights a growing concern that there is not enough governance in place to keep organizations protected from possible claims of discrimination from applicants who have been turned down for jobs.
Among the more surprising survey findings: 75 percent of U.S. recruiters say their companies have formal policies in place that require hiring personnel to research applicants online. That figure drops to 48 percent for U.K.-based hiring managers and 21 percent for both the German and French counterparts.
Lisa Harpe, a senior consultant and industrial psychologist at Raleigh, N.C.-based Peopleclick Authoria Research Institute, calls the study "fascinating." She says one reason the online-search policy figure is so low across the pond may be because of the large number of European privacy protections that are already in place.
"In Europe, there are so many more data-privacy issues, it makes employers want to say, 'We're not even going to touch that,' " she says.
Harpe was also surprised to see that, when 1,345 consumers from those same countries were asked, only 7 percent of the U.S. consumers surveyed said they believe information about them online could affect their job prospects, compared to 14 percent of all the consumers surveyed.
The study finds that 86 percent of U.S. hiring managers have informed candidates they have been rejected due to what's been found online about them.
Candidates around the world are starting to get that message, as eight in 10 of the 1,106 worldwide consumers surveyed say they take at least some steps to keep their professional and personal profiles separate, including keeping profiles anonymous, restricting access to personal sites and refraining from publicly sharing which sites they use. But the question of who is responsible for protecting their online reputation shows that there is still a gray area between hiring managers and candidates: While 62 percent of hiring managers say it is the responsibility of the user to protect his or her own reputation and not rely on the Web site to do it, only 48 percent of U.S. consumers feel the same way.
Its just a matter of time before job applicants begin to file lawsuits claiming they were unfairly discriminated against because of what a prospective employer saw online.
Read full article here
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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 Tue, Feb 23, 2010 @ 09:50 AM
More and more employees and management people are using social networking sites in their personal lives. And they're also starting to use social networking sites in work-connected ways...including in their job searches and their hiring process.
So, the question arises: When you and your company are ready to begin hiring again, should you use social networking sites to attract job applicants and to check out job applicants?
Shafiq Lokhandwala, CEO of HR technology firm NuView Systems, cautions against using the purely social networking sites in the hiring process. Among the most popular social networking sites are Facebook, MySpace, and Twitter. People use these sites to connect with each other and to inform others about what they are doing, to generate discussions, and to follow each other. They're mostly for posting and exchanging personal information.
Lokhandwala distinguishes the LinkedIn site as a professional network rather than a social networking site.
"If the job you're looking to fill is a low level job that anyone can do," says Lokhandwala, "then social networking sites can work." But there aren't that many of those types of jobs anymore. If the job or position requires levels of essential knowledge, experience, and skill... then going to social networking sites to learn about people has risks.
1. Social sites are not places where people share information, photos, and videos about their professional lives. They're sharing about their social lives, their hobbies, their opinions, tastes and personal preferences. "In society we have a work face and a social face," Lokhandwala explains. "In work you may not have any alcohol but in your personal life you can. So the fact that a social site is more about what you do in a social setting causes people who look at it from a professional perspective to come to wrong conclusions." "So you may be depending on inaccurate information if you depend on what you learn from a social networking site," he says.
2. You may generate too many applications and too much information. Says Lokhandwala: "If you're trying to recruit in social networking sites you may be recruiting where your best candidates may not be. If you get your recruiting out into these general spaces you may get people who are aspiring for a job but who are not actually qualified. You'll get a huge amount of applicants without the accurate information you need."
3. Inaccurate information is a risk. "When you look at information on Facebook or Twitter without the applicant's permission, and you draw conclusions on that information, you are potentially relying on inaccurate, speculative information," Lokhandwala continues. "You're relying on social situations that may have occurred that have no bearing on the individual's ability to do the job. It may lead you to infer this person is not qualified for the position you're looking to fill.
Posted by Heather Lewko on Tue, Jan 19, 2010 @ 09:33 AM
According to a recent client poll, most NuView clients experienced only minor staffing changes in this recession, held down to 10% staff reductions or less.
What does 2010 look like for you? Will hiring increase? decrease? remain flat?
When do you think business will pick up in your industry? How has the recession effected the HR department?
Share your views
Posted by Heather Lewko on Thu, Dec 10, 2009 @ 02:14 PM
Don't miss seeing NuView Systems up close and personal! Take a look at our trade show schedule, then stop by our booth to say "hello" and learn more about our award-winning Human Resources Management System.
check them out here.
http://www.nuviewinc.com/tradeshows.html