Paperless HR solutions

Libby Sartain, Chief People Officer at Yahoo says that “What makes a great employer brand is how it serves to attract and retain and engage talent.” It seems like we are all trying all sorts of ideas to do just that. Ms. Sartain, along with Mark Schumann, has completed a book entitled, Brand for Talent, a sample of which can be read here.  There were a couple of issues that caught my attention. They were how a talent brand must “be the strategic tool for a company to attract and retain people and survive Social Media.” Connect to article here.

In the book, the authors emphasize that there is a new “consumer of work.” This consumer is what we used to call job seekers. While the leaders of this new shift are members of Generation Y, it can just as easily be those well before Generation Y. It is not as much the age factor that is working here as it is a comfort level with and reliance on technology. These are people who see no reason to shift their reliance on technology when looking for a job. 

If these new “consumers” are not totally engaged in the organization, they will continue to look for opportunities even after they have taken a position with your company.  Their overall job performance will likely suffer if technology isn't central to the duties of the job.  Therefore, it becomes even more important to begin that engagement process at the earliest possible moment à from the time they view your application process(including addressing the social media piece) to how you ask your interview questions to how you onboard them.

This means using HR software as a cornerstone to your recruiting and human capital management processes is critical.  Applicant Tracking Software is the first interaction most of these "consumers" will have with your organization.  You want to utilize a solution that  provides the tools you need to be user friendly, technology savvy, and offers a way to express your company brand effectively.  In addition, the solution must provide multiple ways of using  social media to get your brand and job opportunities visibility in the employment marketplace.  Finally, this applicant tracking software should offer a way to ask those critical interview questions right on the application that can help ensure that a person is going to fit within the culture of your organization. This most definitely contributes in a positive way to ensuring the engagement of these "consumers of work" and their long term commitment to your organization.

Visit our website at www.exacthire.com to learn more about how our applicant tracking solutions can help you better acquire the right consumers of work for your organization.

At ExactHire, we believe that picking the right employee for the right job is the most critical part of the hiring process. Making sure there is a fit can make the difference in whether you keep a customer or not. And, keeping the customers you have and gaining more leads to financial success.   While we all agree with this line of thinking, let me share a story as to how this has been statistically proven to be more than just a theory.  

In 1997, Anthony Rucci, then Chief Administrative Officer at Sears, wanted to test a theory. The theory was that the leading indicators that predict financial performance were employee attitudes and whether customers saw their stores as fun places to shop.

They went to Claes Fornell International Group, an organization made up of

econometric statisticians at the University of Michigan and asked them if they could help prove this theory. CFI took years of data that Sears had collected on customer satisfaction and work-place questionnaires and put it into their causal modeling technique. The result was that the CFI modeling told Sears that two key components, employees’ attitudes about the job and attitudes about the company, predicted their behavior in front of the customer. How employees behaved in front of customers predicted the likelihood of customer retention and customers recommending Sears to others.  In turn, this directly predicted financial performance. 

Here is the real key: They built an “empirical model that says unless you have a trained, literate, motivated, competent work force, and give them decision-making authority, you don't get satisfied customers no matter how good the merchandise is. The right work force creates customer satisfaction, and that produces superior financial performance.” (http://www.cfornell.es/resources/articles/sears.pdf)

Your chances of keeping these most valuable human assets begin with selecting the best ones in the first place. That means using the best applicant tracking tools, assessments for job fit and making the onboarding process as seamless and informative as possible. Visit: www.exacthire.com and learn how we can help you produce superior financial performance.

If you work in HR you believe, with all your being, that good human capital management leads to better productivity and better product quality. But, sometimes it’s so hard to prove, especially to a CFO who wants to see short-term financial improvements.   As one top HR professional put it, "A financial person is concerned with taking money out of the organization. HR should be concerned with putting investments in." Well, now there is some research to support the connection between successful applicants and product quality.

One of the leaders in this effort is Betty Lou Smith, the vice president of corporate HR at Hunter Douglas. She began investigating the connection between employee turnover and product quality. Divisions with the highest turnover rates, she found, were also those with damaged-goods rates of 5% or higher. And extraordinarily, 70% of employees were leaving the company within six months of being hired. 

Visit: http://www.fastcompany.com/node/53319/print . This is a fascinating article that also focuses a great deal on why others in many organizations don't care for human resource planning and talent management in general.  While most of us might disagree with some of the points made in the article, it is thought-provoking.  
 

Effective Applicant Tracking Software and assessments can be the first steps in finding those with the right Job Fit. Creating thought-provoking key questions right on the application can save a recruiter time and help focus the search on only those that meet the very highest standards. Using employee assessments can validate those first impressions.

At ExactHire, we love creative HR managers who are ready to use every resource at their disposal--Applicant Tracking, Assessments, Human Resource Management Systems-- to get to that perfect Job Fit. We believe, like you, that putting investment IN an organization will produce the value that makes taking money OUT possible. Check out our new website for more information: www.exacthire.com. 

Human Resource Planning---Talent Acquisition

Keeps You Ahead of the Competition!

There is a higher chance that your competition can replicate your product easier than they can replicate your human capital. So why not invest in the best human resource tools? This does not mean large dollar amounts. What it does mean is investing in highly effective applicant tracking software and career personality tests that can make you the best in human resource planning and management.

The key to staying ahead of the competition is managing your human resource tools to create better employees. If you use effective applicant tracking software that asks applicants for key, job related, information you will increase your ability to create a world class team that can build, market and sell your product far better than your competition. 

You spend money and time to protect your product or service secrets, why not find out what little it takes to create the best human resource tools? Even if you have the same product, you’ll win every time with an applicant tracking system that increases the quality of your talent acquisition.

Don’t risk losing your best human capital to your competition. ExactHire can help you. Go to www.exacthire.com.

The Magic of Applicant Tracking Software

All human resource professionals love it when they see the magic that happens when good candidates are matched with the right job. Everybody wins! The company wins because the new employee makes a successful contribution to the company, both in the bottom line and in the culture of the company. The employees win because they are happy doing the job, they stay longer, build history and success. 

Providing an applicant tracking tool and assessments gives us a way to contribute to that magic. We believe in our products and services, but nothing convinces us or others more than when we hear it directly from our customers.   Just this week, we received this email:

“We are really enjoying ExactHire and are now wondering what we ever did without it!  It has been a wonderful tool to use and is helping us do a much better job of managing applicants as well as our process.”

What a great feeling to know that customers are using our product in assisting them to improve the way they manage applicants and the hiring process. But best of all, it’s making life easier and more enjoyable in the ever changing and challenging field of human resource management. Come and start experiencing the magic for yourself……..www.exacthire.com.  It’s only a click away.