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6 Tips When Selecting An ATS Software

Applicant tracking software (ATS) plays a critical role in any organisation. It helps streamline the human resource processes, especially during talent acquisition. In simple terms, it helps organisations identify and hire the best employees in the job market. Thus, you can consider implementing this technology to manage job applicants in your organisation.

Job interview online service or platform. Idea of employment and hiring procedure. Recruiter searching for a job candidate. ATS. Flat vector illustration

However, not every ATS software in the market can be suitable for your business. And selecting the wrong computer application won’t add value to your business.

Therefore, ensure you install the right ATS software in your business systems by implementing the following tips:

1. Choose An ATS Software That Leverages Social Media Platforms

Over the past few years, social media platforms have become integral to running a business. For instance, business owners and managers use them to find employees for their enterprises.

You also need to note that many job seekers spend most of their time on social media finding employment opportunities. Therefore, posting job vacancies on social media enables you to connect with many job seekers. That increases your chances of hiring top talents on the market.

Therefore, you should consider selecting an ATS application that leverages social media platforms. As a result, you’ll be able to post jobs on social media channels without hassles.

2. Select ATS System That Integrates Well With Your Existing Automation Tools

Consider automating all processes to enhance the growth and success of your enterprise. So, apart from the ATS system, you’ll have other automation tools on your business website. And that’s where integration comes in. It ensures the new ATS system works harmoniously with other computer programs, promoting your company’s overall efficiency.

Besides, ensure any ATS system you select is compatible with your computers and enhances business efficiency.

3. Purchase A Scalable ATS System

Today, you might be running a start-up or a small business. That means you only need a few employees to assist in running the business. For that reason, you might be tempted to select any ATS software you find on the market without asking whether it’s scalable or not.

Acquiring a non-scalable ATS system can cost you less than a scalable one. However, it’ll cost you more money on your business in the future. For instance, such software won’t support the

growth of your company. As a result, you’ll be forced to purchase and install a new system in the future when your recruitment needs increase.

Therefore, ensure you select a scalable ATS system. It will grow with your enterprise. And it’ll help handle the growth of your recruitment now and in the future, which enables you to save a lot of money in the long run.

4. Find A User-Friendly ATS System

You want to install an ATS system in your business to simplify your recruitment process. With that, you should find a user-friendly tool.

One of the reasons you’d want to find user-friendly ATS software is to make work easier for your recruitment personnel. They should take the least time to learn and quickly work with the new system that enhances their experience. As a result, they’ll be more productive.

Apart from the hiring team, the selected ATS system should also promote job seekers’ experience
to increase your chances of finding the best employees on the market.

5. Find ATS software With The Right Features

There are several types of ATS systems on the market. However, they all come with different features. And the selection will majorly rely on what you want to achieve with the software.

Ensure you find an ATS system with the right features, such as social sharing, interview schedulers, sorting applicants, and onboarding tools.

6. Install ATS System With Sufficient Security Features

Cybersecurity attacks are a major concern among business owners. That’s because such attacks can lead to the loss of data. And when you lose data, you might not be able to run your business perfectly. Therefore, you can consider purchasing ATS software with good security features that ensures hackers don’t compromise your company data.

There are several security features you should consider when selecting your ATS system. These include auto clean, automatic update, authentication capability, data encryption, firewall protection, etc.

Takeaway

There are different types of ATS software on the market. As a result, most business owners find it challenging to identify the right one. Therefore, they end up installing tools that don’t adequately serve their companies. For that reason, you can implement the tips above to help find the right ATS system for your business recruitment process.

Top Payroll Software Options In 2022 and Why Should You Choose Them

Payroll software is an on-premises or cloud-based solution that manages, maintains, and automates payments to employees. If you’re a business owner, you know that payroll is one of the most critical aspects of your company. You have to make sure that your employees are paid on time and in full and that you have also made all of the necessary tax payments.

This can be a daunting task, especially if you’re not using the best payroll software.

There are many different payroll software options on the market, and it can be hard to know which one is right for your business. This blog has compiled a list of the top payroll software options for 2022 and what makes each unique.

1. Gusto

Gusto is one of the most popular payroll software options on the market, and it is easy to see why. It’s incredibly user-friendly, offers a wide range of features, and can be customised to fit your specific business needs. Gusto also integrates with several other business applications.

Gusto includes up to 3 free pay runs for your account. There is a small fee per additional pay

run if you need more than that. You can set up automatic or manual payroll runs in Gusto. You can run it as often as possible if you have manual payroll. If you have automated payroll, you can choose to run it weekly, biweekly, or monthly.

2. Rippling

Rippling is a newer payroll software option that has quickly gained popularity due to its unique approach to payroll. Rather than being a standalone software, Rippling integrates with your existing HR system. This makes it much easier to use, as you don’t have to switch between multiple applications. Rippling also offers a wide range of features, including automatic payroll, direct deposit, and online pay stubs.

Rippling has a built-in unified personnel database that makes it quick and easy to add new hires, update employee information, and run payroll. This is particularly helpful if your business grows and data management needs to increase.

3. OnPay

Its features include automatic payroll, direct deposit, online pay stubs, and tax filing. OnPay also integrates with several accounting software options, making it user-friendly.

You’ll enjoy unlimited monthly pay runs, and there are a couple of key benefits from this. First, it ensures that you can always run payroll, even if you have a lot of employees. Most popular payroll software will have this feature. It’s crucial to ensure that your employees are always paid on time. Second, it allows you to run payroll more often if needed. This can be helpful if you have a lot of employees or if you need to make changes to your payroll system.

4. Paychex Flex

This comprehensive payroll and human resources solution helps businesses manage their payroll, benefits, and HR processes. It’s designed to help businesses of all sizes scale their operations, and it offers a wide range of features that is optimisable to suit your business needs.

One of the benefits of using Paychex Flex is that they offer automatic federal, state, and local tax filing for your business. This can save you a lot of time and hassle, as you don’t have to worry about filing your taxes manually. Paychex also offers several other features, including next-day direct deposit, online pay stubs, and time and attendance tracking.

5. Paycor

Small businesses often cannot afford an in-house HR department, and this is where payroll software comes in. Payroll software can help small businesses manage their payroll and HR processes, which can help to streamline operations and improve efficiency. Many payroll software options offer automatic tax filing and direct deposit, saving small businesses time and money.

Paycor can help businesses with several HR processes, including recruitment, onboarding, and performance management. Additionally, it offers a wide range of features that can be customisable to fit your specific needs.

6. ADP

One of the most important things to consider when choosing payroll software is whether or not it offers seamless add-ons and integrations. This is important because it can make your life much easier if you need to use multiple applications to manage your payroll. Additionally, it can save you time and money by reducing the need for data entry.

ADP is one of the leading payroll software providers, and it offers a wide range of features and integrations. ADP integrates with accounting software and HR software options, making it quick and easy to use.

There are several things to consider when choosing payroll software for your business. However, the most important thing is choosing software that offers the features and integrations you need. Additionally, it’s important to select software that is easy to use and will save you time and money.

Non-traditional Psychological Methods of Personnel Selection

Standard methods of personnel selection through exchanges or recruitment agencies do not always yield positive results, and the personnel department of the company is not always able to cope with the task of finding particularly important specialists. Therefore, companies start searching for employees using other, non-traditional psychological methods, which help to achieve the desired result in a short time and at optimal cost. These methods are based on psychological theories.

The stress interview is one of the popular traditional HR methods. The HR managers try to create negative working conditions for a job applicant and test his or her reaction on them. However, participants in such interviews feel insulted and offended.

There are also special recruitment methods. In today’s evolving economy, there are an increasing number of organisations that are trying to employ more effective methods of personnel selection. For this reason, the individual characteristics of an employee of an organisation should not be considered separately from the position he/she holds and the social role in the team. Consequently, in the selection of personnel in the company, modern managers resort not only to traditional methods of selection but also to non-traditional.

Brainteaser Interview

So, sometimes, secretaries are offered to take off their shoes to test cleanliness. Another method of recruitment with unusual techniques is the Brainteaser interview. In translation, it means an interview that tickles the brain. The basis of the method is the posing of an intricate question or logical problem to the candidate, the answer to which must be given during the interview. In this way, the analytical thinking of the applicant and his or her creative abilities are tested.

One of the well-known companies adhering to this method is Microsoft. Personnel specialists constantly use this method in their work and even create several questions that are already widely known to the public. For example, such questions can test analytical skills or the ability to solve mathematical tasks.

Physiognomics

This science determines a person’s character by his or her appearance. The use of physiognomics is justified only if there is much practical experience in its use, but even in this case recommendations should be given with great caution. Physiognomics should not be the only method of selecting candidates, it is rather an auxiliary method, allowing to support the conclusions of traditional interviewing techniques.

Socionics

This theory studies the way of processing information by the human psyche. According to the Socionic concept, people’s psyche can be represented in the form of 16 possible variants of perception and processing the information, which corresponds to a certain type of information metabolism (abbreviated – TIM), or socionics type. In socionics, all human sociotypes have names based on which some famous persons most resembled in their behaviour.

So, they are for example types of Maximilian Robespierre and Honore de Balzac. People belonging to the same socionics type show quite typical behaviour in certain conditions and are guided by the same motives in making decisions when implementing certain tasks. The methods of socionics, which emerged at the junction of psychology and computer science, make it possible to get predictions about the behaviour of this or that person and his interaction with certain representatives of other types. The main selection procedure based on socionics is Socionic typing, or, in other words, determination of an employee’s Socionic type. There are several ways to type people including testing and interviewing.

Graphology

This theory is about a relation between handwriting and individual personality traits. To speak of graphology as a non-traditional method of personnel selection is probably not quite fair, since in France, for example, graphology is quite an official tool for selecting candidates. However, the effectiveness of the conclusions based on graphology is still questionable.

Conclusion

Among the reviewed methods, there is not a single one that guarantees a one hundred per cent “hit” in the selection of a candidate. However, conventional recruitment techniques do not have such accuracy either. Perhaps this explains the growing popularity of the considered unconventional methods, and if there is no one correct way, then maybe it is worth trying all of them… What if it works?

5 Modern Breakthroughs in HR Industry 2021-2022

Our world is constantly changing, and the HR industry is facing many challenges. The pandemic has brought businesses to take urgent measures and many people have lost their jobs. As the number of people working from home has grown, many modern companies have ventured into digital space.

And the competition in the HR industry became extremely high. Let’s take a look at these 5 modern trends in the HR industry.

HR Software

Today, most companies have many “accounting systems,” and they are interconnected through a corporate authentication system that is often augmented with historical data storage capabilities. A modern software, self-service HR portal for creating an employee career path is becoming the perfect business solution for companies and entrepreneurs

And since most of the innovative tools you now need are developed by small teams, it’s more convenient and efficient to implement an “application ecosystem” rather than just a basic HR product.

Artificial Intelligence as a Recruitment Tool

Recruiting is now one of the largest markets using artificial intelligence. Artificial intelligence is helping to improve areas such as recruiting sources, employee evaluations, experience management and interviewing.

This technology is getting used in many spheres: in manufacturing, IT, education and even entertainment. Recruiting teams, as well as the rest of the HR department, act as system integrators, but that’s exactly what no other platform is yet capable of doing.

Many recruitment product providers are also turning their interest to career management and other related areas.

The Recruiting Methods Become more and More Creative

When an open position requires certain skills from a candidate, you can quickly get tired of sifting through numerous resumes from unprepared applicants. That’s why modern companies try to look for new job candidates in a very unusual and creative way.

For example, many companies offer some tasks to the candidates. And every task requires special skills needed for some open position. The results show how qualified the applicant is and whether he or she is worthy of further consideration.

This unconventional recruitment strategy has already proved effective. In addition to attracting the right audience, such tasks on special tech blogs are effective filters in creating a pool of valuable candidates for the future.

New Technologies are Improving the Atmosphere at Work

This direction is relatively new, only a few years ago nothing was heard about it at all. Today, it is an established segment in the technology marketplace, as the very topic of inclusion and diversity has become critical to the employer brand.

There are even software products that are used to diagnose harassment at work.

And tools for mental and emotional health, stress reduction, diet development, and financial well-being are widely available on the market. Health care providers are investing in developing new automated AI-based tools. Such platforms can make a real difference in how people behave and feel at work.

Analytical Tools, Chatbots and Natural Language Processing are very Popular Now

AI plays a huge role in all of this. And that means analytics, chatbots and natural language processing are now part of the HR industry.

As new and confusing as the technology is, all of these tools are getting attention as companies begin to realise that they can buy into some of the technology as needed.

Conclusion

The modern HR industry has to overcome many challenges. And each company always looks for the perfect candidates which will be qualified for the open positions. Modern HR software, AI and new up-to-date creative recruitment strategies help companies to find and retain talents.

And digitalisation has become an inevitable part of modern HR strategies.

Holiday Allowance & Employees: The Importance of Taking Time Off

Taking time off from work is important! A lot of managers have the mindset that staff holidays are an annoyance. This is because it means extra work for them in trying to make sure that they have covered that person’s tasks to make sure that the business is not affected by the absence.

However, the truth is that holidays and time off, in general, is incredibly important for your employee’s mental and physical health. Read on to learn more.

The Benefits of Holidays

Holidays have a few important benefits for your staff. First and foremost, it can help to keep the stress levels of your staff lower. This is because your staff are getting the opportunity to rest and recover from the demands of the job. A well-rested workforce is able to operate more effectively and often is more productive too.

Staff holidays are often viewed as a perk, something to entice potential employees, but they are also a legal requirement that can significantly affect the health and safety of your staff. The truth is that if your staff are overworked, they are far more likely to make a mistake that proves hazardous or downright dangerous to their health. Encouraging your staff to utilise their holidays can help to minimise workplace accidents and reduce absenteeism within the workforce; this is because overworked employees are more likely to experience health issues that require time off.

Sometimes company culture can contribute to this idea that taking time off is a sign of a poor work ethic. Employees are praised for never taking time off because it is seen as a demonstration of their loyalty and dedication to the job. However, fostering this type of environment, whether deliberately or not, can affect staff retention. Employees don’t want to be made to feel bad for prioritising themselves, and they are more likely to leave for a job that actively encourages staff to use their full allocation of holidays.

Lastly, due to the legal requirements surrounding paid leave, if you, as a business, are not encouraging your staff to take their holidays throughout the year, then you might find it harder to cover the holidays when your staff wants to take them all at once. You need to encourage your staff to spread out their holidays to avoid leaving the business understaffed.

Managerial Tips

As a manager, there are several things that you can do to encourage your staff to use their holidays. Firstly, you need to address any issues within the company culture. Next, you need to think about your policy around holidays in general. For example, does it outline your expectations and their entitlements? Finally, it is also worth considering your holiday booking and tracking processes to ensure that it is as streamlined as possible. In fact, it may be worth investing in a piece of software like FactorialHR to make the HR requirements of your business easier.

An HRIS such as Factorial will provide you with a clear overview of your team’s time off, so you can better plan your upcoming projects. Extremely useful in international teams, Factorial also allows you to set different holiday and time off policies depending on the office location so you can customise your policy in accordance with local regulations.

In Conclusion

Paid leave or a holiday entitlement is more than just a perk; it can be incredibly beneficial for your business as a whole, not just your employees. As a result, it becomes a more productive and efficient workplace.

Therefore, you need to do your best to ensure that your business is accommodating of holiday requests and actively encourages your staff to take advantage of their holiday entitlement too.

10 Helpful Ways Predictive Analytics Can Grow Your Staffing Agency

Predictive analytics is a particular category of the broader data analytics field that aims to predict future outcomes based on data and analytics trends and techniques. These techniques include machine learning, statistical modelling, and more. In the staffing agency environment, predictive analytics can generate accurate future insights that promote business growth and aid in the development of sustainable long-term staffing strategies.

Businesses can use past and current data and HR predictive analytics models as tools to forecast behaviours and trends days, weeks, years, and even decades into the future. A vast range of businesses and organisations now use predictive analytics to benefit their operations. According to a Zion Market Research Report from 2017, experts expect the global market to reach over $10.95 billion in value by 2022, growing at a compound annual growth rate of roughly 21% between 2016 and 2022.

The recruiting industry has gone through significant changes over the past few years, especially in light of the impact of the COVID-19 pandemic. The face of business operations and staffing requirements have changed for good.

New technologies and technologically informed hiring strategies have certainly played their part in these changes too. Here is how social expertise, innovation, and predictive analytics will shape the growth of staffing agencies in the future.

The Benefits of Predictive Analytics for Staffing

Are you looking to learn why and how to use predictive analytics in HR? Predictive analytics has a wide range of immediate and long-term benefits for the staffing industry, including the creation of:

1. More Accurate and Reliable Forecasting Processes

Predictive analytics makes forecasting into the future more reliable, accurate, and cost-effective than past tools. It can assist staffing agencies in identifying key ways to reduce operational costs, earn more money, and improve their staffing processes using real-world data.

2. More Effective Recruitment Campaigns

Staffing agencies need to optimise their recruitment and advertising campaigns with HR predictive analytics. In doing so, they can generate more applicant responses, attract more talent, and nurture and retain their most valuable employees.

Effective recruitment campaigns also ensure that staffing agencies can identify the best recruits to fill positions in their clients’ organisations, ensuring more sustainable sources of income and steadier client bases over time.

3. Processes that Accurately Detect and Halt Criminal Activities

Staffing agencies can use predictive analytics to detect and halt fraudulent and criminal activities before severe damage occurs. They can use these tools to study user actions and behaviours and identify potentially suspicious activities, including cyber-attacks and corporate spying.

4. Accurate Forecasts of Employee Satisfaction and Turnover

Predictive tools can assist staffing agencies to stay ahead of changing job markets and hiring trends and gauge satisfaction levels within their teams. Furthermore, they can predict how their processes, policies, and guidelines may impact employee satisfaction, productivity, and turnover rates in the future using machine learning-based systems.

5. Strategies to Minimise Employee Turnover

Employee turnover is a huge, expensive, and constant challenge for businesses of all shapes and sizes. Predictive analytics can help prevent this issue by analysing pay range, inclusion and diversity, promotions, and individual growth to identify workers who are most likely to leave their places of employment.

Businesses can use this data to identify strategies to retain these employees and effectively minimise employee turnover.

10 Ways that Predictive Analytics Can Grow Your Staffing Agency

Predictive analytics can handle many of the time-consuming manual aspects of the staffing process. It frees up staffing professionals to pursue higher-level tasks, like in-person interviews, essential decision-making responsibilities, and more.

We’ve unpacked ten ways in which HR predictive analytics can help a staffing agency to grow.

1. Locating Talent for Clients

You can instruct predictive analytics tools to be programmed with data on employee life cycles, behaviour, attrition, productivity, and engagement, allowing you to search automatically for ideal employee models. The tools scan all available sources, discovering talent that may have been overlooked in the past.

The more you use these tools, the better they work. They learn from their data histories of hired candidates that display the best productivity and retention to optimise the future hiring process.

2. Improving Job Postings

Predictive analytics uses industry, location, occupation, and organisation requirements to create concise job postings targeting your ideal talent pools. It leads to improved responses from suitable candidates and fewer responses from under-qualified professionals.

3. Identification of Ideal Job Posting Platforms

This software can pinpoint the best media to reach your agency’s ideal target audience and eliminate the platforms with substandard ROIs.

For example, an agency may focus its recruiting budget on online job boards, social media, or professional networks, based on its hiring position and which platforms produced the most successful candidates in the past.

4. Increasing Diversity in Hires

Automated tools are fuelled purely by data. As such, they create a hiring process that is completely impartial and unbiased. They enable your agency to seek candidates in places you hadn’t considered in the past, drawing from a wider talent pool and selecting candidates based on their suitability for the roles for which they apply.

5. Effectively Screening and Ranking Resumes

In the past, HR teams spent hour after hour manually screening and ranking resumes. Predictive analytics can perform the same task in minutes—presenting staffing professionals with a list of high-quality candidates that have been accurately pre-screened for suitability.

6. Ensuring More Rapid Hires

According to research from Glassdoor, it takes an average of 23 days — almost an entire calendar month — to acquire a single new hire when completing the hiring process manually. Adding HR predictive analytics to your agency’s arsenal streamlines the candidate selection process and enables you to hire your clients more quickly and efficiently.

Reducing the length of the average hiring process will reduce your clients’ advertising costs and increase the likelihood of you retaining those clients as a result.

7. Minimising Hiring-Related Risks

Staffing agencies and HR teams can use predictive analytics tools in forecasting which employees require additional training, the attention of management, and more. By predicting potentially harmful situations and managing them correctly, agencies can reduce risks, the potential of legal issues, and unnecessary expenses for their clients.

8. Developing the Efficacy of Line Managers

A significant percentage of employees who leave their jobs do so because of issues with their managers. Logically, then, the efficacy of line managers is a crucial predictor of employee attrition. Predictive analytics can assess the attributes of line managers that prompt employees to leave and past workers’ performance ratings, feedback, habits, levels, and tenure.

You can measure these factors against managers’ profiles to provide data on which actions of past managers caused employees to leave. Agencies can then design interventions to ensure that employees and leaders are appropriately matched and that you train managers to reduce the likelihood of high staff turnover.

9. Improving Performance Review Quality

Performance reviews are notoriously stressful for managers and employees alike. Analytics tools and sentiment analysis can provide real-time feedback that informs employees of what they can do to improve their performance at any given time.

These tools can give staffing agencies actionable insights into employee performances, minimise inefficiencies, and predict which future employee productivity challenges can be resolved here and now.

10. Predicting Development and Learning Requirements

Predictive analytics can play a significant role in employee performance when used in the correct settings. It can act as an agency’s ‘conscience’ by supplying data that helps to assess all the skills needed for an organisation to thrive and grow in the future.

Every hiring organisation needs to understand the skill sets of its current employees to design effective development strategies that will meet its future needs. The needs of businesses in 2022 will likely look vastly different from the needs of the same organisations in 2030.

HR predictive analytics tools assess workforce inefficiencies and employee skillset gaps to identify the skills and development tools that individual hires will need to meet their new employers’ needs. Additionally, the technology enables agencies to extract real-time data to see how hires are progressing towards the skilled state they need to reach to perform optimally in their positions.

Agencies can use employee data alongside their clients’ industry and financial data to predict the likely position an organisation will find itself in if it continues on its current trajectory with the skill set it has at present. Agencies can then make more informed decisions on employee training and development suggestions to ensure that their clients know how to upskill their hires in a way that best serves their long-term organisational goals.

The Bottom Line

Predictive analytics can be a hugely effective tool for growing staffing agencies, improving the quality of their hiring processes, and assisting them in retaining big-ticket clients in the long run. It’s essential to bear in mind that the quality, privacy, and security of the data used to program analytical tools need to be kept safe at all times.

We recommend that agencies phase in new analytics tools, using restricted first steps to use only the data that they know is accurate. Over time, they can expand their usable data sets and benefit from a more efficient recruiting process that helps their businesses and their clients alike.