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72% of Employers Expect Talent Acquisition Roles Will be Automated by 2027

March 6th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

While it may be tempting to assume that automation only effects manual labor intensive jobs, that’s not exactly the case. According to a recent CareerBuilder survey, 72 percent of employers believe that within the next 10 years, some roles within talent acquisition and human capital management will have gone completely automated.

Automation is already available within the HR space for a wide variety of essential functions. Yet even of employers who have begun to automate some processes through HR technology, most have only scratched the surface.

The most commonly automated functions are employee messaging and setting up benefits and payroll. That’s a good start, but there are a lot more ways automation could save you time and money, many of which are underutilized. For example, only 37 percent of employers who have embraced automation use it to help with archiving candidates, and just 21 percent use it to promote continuous candidate engagement – just to name a few.

 

What Does This Mean For You?

Talent acquisition and human capital management are essential parts of any organization – and new automating technologies make them easier and more cost-efficient. Employers who have automated parts of their talent acquisition and management processes are overwhelmingly pleased with the results: 93 percent say the switch has saved them time and increased efficiency, and 67 percent say they’ve saved money and resources.

Automation isn’t going to steal your job – it’s going to make it easier. The sooner you begin to implement automating technologies, the more time and money you’ll be able to save.

Want to learn more about how HR technology is making your job easier? Check out the 20 Most Important Types of HR Technology.

How to Ensure Successful HR Technology Adoption

February 22nd, 2017 Comments off
HR technology adoption

The HR technology marketplace is currently experiencing a boom. Valued at over $14 billion, it has reinvented itself to include mobile apps, analytics and video along with cloud-based software and platforms. And while it’s easy to get caught up in all the latest bells and whistles, it’s important to remember that even the most impressive technology is worthless unless employees actually use it.

To that end, here are five strategies to ensure successful HR technology adoption at your company.

  1. Communicate. Employees won’t get on board with a technology change unless they understand both why it is happening and how they will ultimately benefit. Define a timeline for the change and present firm deliverables, such as the amount of time they will now save on a task because of the new technology. And do it early. Let everyone know about the change the moment it becomes a serious consideration.
  2. Get C-suite buy-in. Employees look to their leadership for direction. Having top-level employees vocalize their support for a new technology instills confidence. Make sure your C-suite is ready and willing to discuss the usage and benefits of the system as well. Opening a dialogue helps employees feel more invested in the change.
  3. Choose your provider wisely. While it’s important to choose a provider that offers the technology options you need, you should also consider those who provide “customer success” services to their clients. This service provides you with a point of contact at the technology provider to ensure that your employees are learning and using the technology correctly.
  4. Offer continued training. It’s not enough to offer a single training session or webinar and expect your employees to understand a new technology. After implementation, it is a good idea to have a team of trainers accessible for at least three months to help work out the bugs and ensure that everyone is comfortable and competent with the new system. It’s also a good idea to consider having “office hours” that allow employees to ask questions in a more casual setting.
  5. Set clear goals. Complete proficiency is too lofty of a goal when first launching a new technology. Break the learning process down into steps so that employees feel a sense of accomplishment and avoid the frustration of not mastering a new HR technology immediately.

 

Are you researching different types of HR Technology? Learn How to Choose the Right Recruitment Software.

What Are the 20 Most Important Types of HR Technology?

January 30th, 2017 Comments off
HR Technology

Human resources technology refers to all of the software used to track, manage, pay, understand, find, inform, remember and deliver benefits to the people in an organization. As you might guess, the more people in the operation, the more complicated the HR software. For example, larger organizations have people problems that are unimaginable in small businesses.

There are between 70 and 100 discrete types of HR technology in total. This article will act as a cheat sheet to the 20 most important types of HR software.

Core HR Technology

Core HR includes all of the tools required to do the basics.

  • Payroll. There are often many bits of software combined to make the payroll system. It includes all of the elements and data required to make payday happen. Executive bonuses and sales compensation are the primary complicators of the payroll process.
  • Time and attendance. Time clocks, attendance and time keeping are the foundation of this area, which often includes scheduling.
  • Workforce management (WM). WM includes keeping track of time off, vacation schedules and the allocation of people to shifts. In highly technical environments (e.g., aerospace or nuclear), a specific set of skills may be required to have a shift.
  • Benefits administration (BA). The core challenge is making sure that benefits are effectively and equitably distributed. BA complexity grows when organizations decide to become self-insuring. Pension management falls under this category. When medical information is included, some of the data is governed by the Health Insurance Portability and Accountability Act (HIPAA).
  • Human resources information system (HRIS). The HRIS is the central repository for information about employees. Usually, the data is assembled in profiles that can include a skills inventory and personal contact information. The HRIS is often referred to as the “system of record”. The HRIS can serve as an employee directory.
  • Org charting. The more complex the organization, the more time is spent figuring out how to explain who works for whom. A good org chart helps everyone understand who goes together. Great org charting software is indispensable when the operation is required to adjust due to layoffs or changing business conditions.
  • Data and analytics (D&A). The depth and array of data in the HR department (and the company) make it useful to have tools specifically designed to illuminate the performance of both the HR department and the people in the company. Usually, installing a D&A toolkit requires solving a series of data integration problems. The project is often undertaken because the benefits extend well beyond simple data integration. It takes a clear data strategy to be able to effectively understand how the organization operates.
  • Employee communications (EC). In the old days, EC was as simple as publishing the employee newsletter and getting the benefits brochures right. Today’s EC function includes engagement surveys, email campaigns, feedback loops, recognition software and collaboration systems.

Talent Management Technology (TM)

The contemporary TM function is responsible for employees, from acquisition through disposition. Where Core HR technology focuses on administrative details (like inventory management), the TM function is focused on the match between employees and the actual work. TM identifies staffing requirements and is responsible for the development of employees.

  • Talent acquisition (TA). TA is the sum total of the technology required to identify, recruit and onboard a new employee.
    • Applicant tracking system (ATS). This is the heart of the recruiting operation. Most recruiting workflow is wrapped around the ATS. A good ATS ends up being a tool for tracking regulatory compliance on hiring issues. It usually contains a searchable resume database and the elements of hiring.
    • Sourcing (recruitment marketing). Sourcing is the discovery of potential employees. This area grows faster than any other aspect of HR technology. It includes over 35 discrete functions that range from job postings to email campaigns to database tools.
    • Pre-hire assessment and screening (A&S). Pre-hire processes range widely depending on industry, region and level of employment. Drug testing, background checks, polygraphs, personality tests and reference checks all have levels of automation and data flows. The data can be kept in either the HRIS or the ATS depending on the software.
    • Onboarding. Onboarding software is used to standardize the completion of regulatory forms, the allocation of software and passwords and, sometimes, to enhance the new employee’s move to productivity.
  • Performance Management (PM). PM technology is used to track goals and assess employee performance. These tools used to be executed on an annual cycle. Today, the PM world is being re-evaluated. Some very large companies have stopped using traditional PM tools.
  • Succession Planning (SP). SP software tracks and manages the decisions associated with the management of replacements. It contains the promotion plan and the executive succession plan. The idea is to understand what will happen in unforeseen circumstances as well as who the most promotable leaders are.
  • Compensation (Comp). Comp software houses market-based compensation studies, job descriptions and (sometimes) competency libraries. Comp management software is used to assure that the company is adhering to its compensation philosophy and offering wages that are competitive.
  • Learning and Development (L&D). The L&D (or training) department is responsible for the acquisition, development, design, delivery and recordkeeping of company training. The software used to do this is called a learning management system (LMS). This is often the largest function in the HR department. Technology changes are making this a dynamic part of HR.
  • Workforce Planning (WP). WP is the long-range strategic look at the company’s need for various kinds of people. It is a reality check on strategic plans. One aspect of WP is trying to understand how to help the workforce develop to meet those future requirements.
Now that you know HR technology basics, check out “Boolean Search Secrets to Make You More Effective

John Sumser is the founder, principal author and editor-in-chief of the HRExaminer Online Magazine. John explores the people, technology, ideas and careers of senior leaders in human resources and human capital. John is also principal of Two Color Hat where he routinely advises human resources, recruiting departments and talent management teams with product analysis, market segmentation, positioning, strategy and branding guidance. 

The HR Tech Trends Everyone is Talking About

October 20th, 2016 Comments off
The HR Tech Trends Everyone is Talking About

We asked some of the leading HR technology influencers and experts who attended the 2016 HR Technology Conference and Expo to share what they see as the biggest topics and trends influencing the constantly evolving HR technology space right now.

Meet Our Experts

Tim Sackett is the president of HRU Technical Resources, a leading IT and engineering staffing firm, with more than 20 years of combined executive HR and talent acquisition experience. He’s also a speaker and writes for Fistful of Talent and The Tim Sackett Project. Jason Lauritsen, a former HR exec, is an employee engagement and workplace culture expert who also led the research team for Quantum Workplace’s Best Places to Work program. Neil Morrison is the director of strategy, culture and innovation at Penguin Random House U.K.

Here’s what you need to know right now, according to these industry leaders:

What are some of the biggest HR technology topics/trends you are seeing and hearing about right now?
Jason Lauritsen

Jason Lauritsen

JL: There is a lot of investment going into technology tools that claim to drive employee engagement. This suggests that organizations are searching for solutions to employee engagement, and they are hoping that the right technology mix will help.

NM: The major hot topic still seems to be data and analytics in any shape or form — how do we best obtain, analyze and use data to inform decision making and interventions? Beyond that, talent acquisition is still a big topic of conversation and a serious focus for the industry, combining smart attraction and selection with good candidate experience.

What are some of the most imminent hurdles those in the HR and talent acquisition space are faced with today? What keeps them up at night?

NM: Everyone I talk to is facing some sort of challenge from the increased digitalization of the workplace — whether it’s through consumer behavior, skills development or talent acquisition. We also have a specific challenge here in the U.K., based on our recent referendum vote which is causing a lot of thought, but without many answers.

Where do you see the industry going in the next six months or year?

NM: I think there has to be more consolidation in the HR technology space. At the moment, the number of providers sometimes feels greater than the number of procurers, which can’t be a sustainable model.

There was a lot of talk in the HR Tech sessions about employee experience. Tell us what that means to you and why it’s important. Also, do you think employers are paying sufficient attention to the candidate experience?

TS: Employee experience is about creating a culture and environment where every employee feels like they are valued and the organization is working to try and develop those things each employee is best at.

It’s not about ping pong tables and free snacks — it’s about providing a work experience where the employee feels what they do adds value to the organization and that value is recognized.

JL: Employee experience is about designing a work experience that feels good to employees while setting them up to succeed. Smart companies have been designing customer experience for years, and this thinking is finally making its way to employees and candidates. Employee experience design is where employee engagement meets performance.

Neil Morrison

Neil Morrison

NM: Candidate experience is an area that I believe is hugely overlooked in the talent acquisition space. I believe this is going to be one of the biggest differentiators of brands in the years to come. We have to start taking a more consumer-based approach and treat people less like fish in a barrel.

What tips do you have to help your peers strike the right balance between leveraging the right technology while also maintaining that human connection?

TS: Here’s my rule of thumb: Any time you’re using technology to do some part of your process and it would be equally as fast to stand up and walk over to another individual or pick up the phone to complete that part of the process, technology is working against you from the human connection side of the business. This happens constantly in organizations, and many times the technology takes longer than just having a simple conversation. Striking a balance between technology and human connection is all about allowing the technology to complete mass touches, while you complete individual touches. Don’t allow your tech to be you — allow it to be 100 and 1,000 of you, but not you individually.

JL: The most important — and often overlooked — step in identifying HR technology is to define exactly what you are trying to accomplish. If you are selecting a technology to increase employee engagement or candidate experience, what exactly does that mean? And how will you know that you’ve been successful?

NM: Ask yourself: ‘Does this make life better for employees? Does it make life simpler for managers? Does it add commercial value to the business?’ If you can’t answer ‘yes’ to at least two of these questions, you’re probably only making life easier for HR, which isn’t the goal.

Robots are not going to take over the world, right? Phew! But in all seriousness, how do you see the role of the talent acquisition and/or HR professional shifting and evolving with the introduction of overwhelming amounts of data and new technologies?
Tim Sackett

Tim Sackett

TS: HR and talent acquisition leaders are confused by artificial intelligence or A.I. They expect some Will Smith iRobots to show up and start doing their jobs and bake amazing pies. The reality of A.I. in a HR and talent acquisition sense is that it is much less sexy. Most A.I. that we’ll use in HR and talent acquisition is centered around ‘bots’ that will take over mass communication-type Q&A. Things like someone applying and having simple questions about a job description, interview directions and times, what they should expect from your process, etc. A.I. can now handle all of these types of communications pretty effectively and it helps to raise your candidate experience.

JL: As we face the reality that humans are really bad at assessing other humans — for performance, abilities or fit — due to inherent biases, there will be a rise of technology to do this more effectively for us. This will create more time to focus on things like experience design and engagement where we can drive performance and retention.

NM: We need to be combining the insight that we get from good data and analytics with the intuition that we get from good hiring managers. We need to listen to both and make informed decisions. For too long we’ve relied just on intuition and, whilst we don’t want to replace it, we do need to complement it.

Recruitment Software Problems and 1 Solution to Fix Them

March 3rd, 2016 Comments off
Recruitment Software Problems and 1 Solution to Fix Them

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? To gain a competitive advantage in the talent acquisition marketplace today, you need a single solution that removes common headaches from your daily life. Your system should also offer seamless integration into your current tools, so you can get the job done without skipping a beat.

Here are five common recruitment problems that Talentstream Recruit, a pre-hire platform, can solve.

1. Your recruitment software and sourcing solutions are disconnected, and it is frustrating to manage all of them.

Using a different tool for every step in the recruiting process adds time and complexity to your day. Keeping up with long, drawn-out processes leaves you feeling overwhelmed.

Talentstream Recruit is a holistic solution to make recruiting simple again with just one platform to handle all of your recruitment needs. Talentstream Recruit includes a candidate-optimized career site, automatic candidate re-engagement engine, resume profile search, job distribution, workforce analytics and real-time reporting — all in one configurable workflow. By eliminating logins to many different systems, your team will save time and streamline their workflow.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

2. You spend too much time posting jobs, and very little time sourcing strategically.

HR and talent acquisition are no longer seen as a primarily administrative functions. You are being asked to place more candidates in a shorter time frame, but this requires that more time is spent on tedious tasks to pull in a higher volume of resumes (like job postings and resume database searches). These tasks eat up valuable time from your day and lead to stress, low performance and turnover.

Talentstream Recruit combines leading job distribution and resume database searching tools right within your requisition and applicant management software. Save time by sending a job posting to multiple job boards and sourcing candidates from your private database within the same tool you use to manage the hiring process.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

3. You tend to overlook candidate information that you have already acquired.

Your organization sources a lot of candidates every year to continue filling positions. Between internal candidates, external resume databases, a talent network and past applicants, it can be difficult to ensure that every relevant candidate is considered — especially those that have been collected in the past. Logging in and out of disparate tools takes time and leads to duplicating efforts to find applicants.

Talentstream Recruit combines all of your talent pools into a single, searchable database and will return search results based on relevant candidates to fit the needs of your open position. When you access past applicants, talent network members and resume database members early on in your workflow, you avoid paying for the same job seeker twice through job postings. It’s like checking your pantry before deciding you need to go grocery shopping.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

4. You can’t make recruitment strategy decisions without real-time data.

Talent acquisition professionals work hard to fill every position. You post open positions to every available job board, search every resume database and check social media. These steps are often taken as a result of habit, training or perceived success of the tools in the past. Sometimes, you just can’t find a qualified candidate, but ask yourself: Did you make tactical recruitment decisions based on proven results or gut feelings?

Want to know how easy or difficult it will be to find candidates for your position based on the number of active job seekers in comparison to the number of job postings in a given market? You can get insight into competition for talent in the area, other locations with a higher concentration of job seekers, suggested job titles to enhance your search, average compensation for a given position and more. Stay five steps ahead of the competition by creating a recruitment strategy based on market data.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

5. Candidates have no way to stay engaged and easily interact with your company when new positions are available.

Building a pipeline of talent for future positions is essential, but most recruiters don’t have enough time in their day to keep candidates engaged. As a result, you are forced to post every open position on job boards to attract new job seekers — causing recruitment budget and time-to-fill numbers to suffer. You’ve already paid good money to build a pipeline of candidates. Without an easy way to keep them informed, you will probably never hear from them again.

Talentstream Recruit includes a candidate-optimized career site and built-in talent network to acquire and engage your pipeline. Whether a job seeker elects to apply to a position or simply join your talent network, they are instantly subscribed to receive email alerts of new opportunities at your company. Using CareerBuilder’s proven recommendation engine, developed from over 20 years as a leading job board, candidates receive relevant opportunities to keep them interested in your organization — leading to an email click-thru rate that is five times the industry average. Your entire talent network is also searchable within Talentstream Recruit’s applicant database. Even if a candidate didn’t apply to a job, you can easily engage the right job seekers with new opportunities.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

ONE Software Environment to Simplify Your Process

Talentstream Recruit was developed to simplify your process by bringing together everything you need to hire — from a career site to applicant management to job distribution — into one software environment. The system will help your company connect, and stay connected, with as many job seekers as possible by eliminating challenges in your current system.

DOWNLOAD THE COMPLETE GUIDE AS A PDF

3 Practical Ways to Become an HR Technology Expert

October 28th, 2015 Comments off
3 practical ways to learn more about HR technology

In a data-driven world, HR professionals are under greater-than-ever pressure to impact bottom-line results and justify their existence. Successful talent advisors have learned to use HR technology to guide applicants through the employee lifecycle and better align HR strategy with overall organizational goals.

The challenge then becomes: How can you teach HR tech to students and adult learners? Where do you start? What’s important? What do most HR students and professionals bring to the table? What can they learn on their own?

Data-Driven Challenges

I have previously identified data-driven challenges talent advisors face as they prepare the next generation of HR leaders. Central to that challenge is the sheer unpreparedness of faculty members to teach HR technology to the masses. A 2013 SHRM study of 372 academics noted that 61 percent of faculty cited HR technology as a perceived deficiency in HR training offered to undergraduate HR students.

The paucity of information about HR technology in HR textbooks further compounds students’ preparedness. In the current HR textbook (with a copyright date of 2016) I use for my introductory human resource management class, HR technology is, at best, a minor topic. “Human resource information systems” garners fewer than 500 words. “Big data” warrants two paragraphs. One sentence refers to “applicant tracking systems (ATS).” Business process integration approaches? Procurement approaches? Product development? System integration? Software as a service? Candidate relationship management? Dealing with vendors? Totally absent.

With neither academicians nor textbooks providing the background to assist the HR professional in developing expertise around HR technology, vendors have asymmetric information in discussing the virtues and flaws of the technology the HR professional is buying. This asymmetry can create an overreliance on the vendor to provide what the HR professional hopes will be an honest assessment of the organization’s technological needs.

What’s the Solution?

If professors, books and vendors are unwilling to provide the assistance required to become an HR technology expert, the burden falls upon you, the HR professional How should you go about accomplishing this?

Here are three practical things you can do right now:

1. Attend the HR Technology Conference & Expo.

If you are going to learn about HR technology, you may as well start with the conference devoted to the subject. Held every October, the HR Technology Conference & Expo provides the HR professional with an opportunity to network with others well-versed in the field. There is an expo hall with the most up-to-date products, as well as educational sessions that will deepen your understanding of the field.

2. Attend a user conference such as CareerBuilder Empower.

Many technology vendors have a conference for users of their product (CareerBuilder is one of them). It provides an opportunity for the vendor to demonstrate new software iterations, as well as highlight companies who have used the company’s products in a meaningful fashion.

3. Read and learn from thought leaders in the space.

A number of individuals are writing and talking about HR technology. Tim Sackett’s blog is a good place to start. Each Tuesday, he devotes his energies to a particular technology issue or company. John Sumser and William Tincup are engaging in cutting-edge HR technology research at Key Interval. Also, be sure to check out the HR technology musings of Jeremy Ames, Naomi Bloom, and Steve Boese. You might also join the HR Technology Conference LinkedIn group, too. By following these noted thought leaders, you will come away richer and wiser about the topic.

My advice is simple. By following these steps, a savvy and sophisticated talent advisor can gain the knowledge necessary to restore a more balanced relationship between the HR buyer and the seasoned seller.

Throughout the month of October, our resident talent advisors are focused on all things HR technology. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions and learn about the latest trends in HR tech.

7 Highlights From HR Tech 2015

October 23rd, 2015 Comments off
7 Highlights From HR Tech 2015

What happens in Vegas…doesn’t always stay there. We were excited to be back for the annual HR Tech conference this week, and not even scary airplane seatmates or hour-long cab lines could curb our enthusiasm. From great keynotes to fun Expo Hall activities, HR Tech delivered and we wanted to share some of our top HR Tech moments with you.

Here, in random order, are seven highlights from HR Tech 2015:

  1. The funniest guys in HR tech. Forget about aspirin — Tim Sackett and Kris Dunn were at CareerBuilder’s booth to cure people’s biggest HR headaches and add some much-needed humor to the mix, and the A-list HR Tech crowd showed up for it.

2. We need more leaders, not more managers. Leadership was a big theme at this year’s conference and one of my new favorite speakers is keynoter Jim Whitehurst, president and CEO at Red Hat. Unlike traditional management philosophy dictates, today’s employees are not merely cogs in a machine, and their needs go beyond just a paycheck, he said. As a leader, you need to be able to get people to buy into what your company is doing on an emotional level. Managers should strive to be good leaders. He added: It is the manager’s job to see how their people’s work fits into the overall goal of the company, and they should be motivating people to go above and beyond by showing how their work contributes to the overall success of the company.

 

3. Teamwork takes effort — and managers need to get on board. Marcus Buckingham, founder of The Marcus Buckingham Company and New York Times best-selling author, kicked off HR Tech with a keynote on team leaders. His philosophy: If you want to build a great organization, you need to start by building the best teams. Managers should ask these three questions about their team members: 1) What are they doing? 2) What are their strengths? 3) How are they feeling? He also suggested that we need to build tools that serve the team leader because that’s the way the future of work is going.

4. A novel way to interact with attendees. Video responses via Twitter. You know, just in case you thought regular tweet copy was boring or anything, we decided to spice things up. Rosemary Haefner, CareerBuilder’s chief human resources officer, PERSONALLY hand-crafted video responses to conference attendees. And people took notice! Check out these tweets:

5. Focus on employment branding. I attended a great session on how to tap employees as social ambassadors to grow the workforce. The speakers advocated for employers to use social media as a way for employees to engage with them as well as showcase their company culture for future potential candidates. Not that it doesn’t come with its own set of challenges, but engaged employees talking about your company on social media is great from a recruiting and employment brand perspective. One important thing to keep in mind though:

Don’t force employees to be your ambassadors on social — find people who WANT to do it and empower those who don’t know how.

6. Contest and prizes! Forget about the tchotchkes — we took our swag up a notch by handing out CareerBuilder-branded hoodies at our booth this year (which, if you were in the freezing-cold convention center, was not only fashionable but also invaluable). We also handed out fancy prizes — think Beats headphones and Ray-Ban Aviators — to our #HRheadaches Twitter contest winners.

7. Um, hello? Great HR technology. The need for revolutionary recruitment software is greater than ever, as conference attendees made their way around the expo hall to check out demos and determine which recruitment technology is right for them. Mary Delaney, president of recruitment software at CareerBuilder, was at our booth answering the tough questions and offering up expert advice on what to consider when purchasing recruitment software.

Whether you were at HR Tech or not, Mary has some simple and practical tips on what to look for in a technology partner and a talent acquisition solution. Check it out here.

True HR Leaders Care About HR Technology

October 21st, 2015 Comments off
Why True HR Leaders Care About HR Technology

When I speak to HR and talent advisors all over the world, they consistently tell me one thing:

I wish I had more time to do this “added value” stuff that they all talk about, but you know what? I’ve got too much paperwork to think about it.”

You know, it’s true. I get it, I really do.

When I started working in HR, we had a typing pool that you took handwritten memos to, and they would type them out. Then we sent them in the internal mail for someone else to take action on. If you wanted to make a change in the HR information system — and we’re talking black screen with scarily aggressive white text — you’d complete a form. Then you’d send it to the HRIS assistant, who’d make the change… and sometime in the next 24 hours it would show up. But of course, it wasn’t connected to payroll. It was the ’90s, after all. And that’s before I even get into recruitment and resumes being sent in the post and photocopied.

At home, if I wanted to know what was on TV, I had to look in the paper. If I wanted to buy something, I had to go to a shop. And if I wanted to find someone for a date, I had to go to a bar or club and hope that my luck was in. Not to mention having to go to the doctor’s office if I thought I was going to die, rather than Googling it and convincing myself that my sore throat was indeed the Avian Flu.

And you tell me you don’t have time!

So here’s the thing: Our social and private lives are so intrinsically linked to technology these days that we forget what we used to have to do and where we used to be. We’ve hardly moved on at the office. Our employee experience is closer to the world of memos and forms than it is to Amazon, Tinder, and Facebook.

The real shame is that there is a genuine win-win here. HR technology has moved on and is closer to the consumer-based technology that we experience in our private lives — and the price points are better too. Employees are more technologically savvy and willing to engage with nicely designed systems with a good user experience than ever before. And good technology implementation takes the process, bureaucracy and paperwork out of the HR ecosystem and systematizes it.

So the next time you’re thinking you don’t have enough time, rather than do nothing, do something. Go and look up 10 HR tech vendors and get them in to talk about what they could do to help you. Have a look at what is out there and how you can use it. Embrace technology at work as you do at home. Innovate, experiment and play. The future of HR has technology embedded completely within it.

And the future talent advisor completely understands this and is doing something about it already.

Throughout the month of October, our resident talent advisors are focused on all things HR technology. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions and learn about the latest trends in HR tech.

How Small Businesses Can Use HR Tech

October 5th, 2015 Comments off
How Small Businesses Can Use HR Tech

I am a big believer that small business HR teams can do nearly everything that large business HR teams can do. The trick to emulating their larger counterparts rests in doing a few different things differently.

First, a small business must be able to scale. There are plenty of examples of what big businesses are doing with large recruiting budgets to attract talent. Smaller businesses can use many of the same strategies, but they will have to scale them down as far as size and budget.

Second, small businesses must be able to hire HR people who can react and adapt very quickly. Smaller HR teams often have individuals doing multiple roles, and this can slow their ability to react and adapt to changes that occur while their focus is on a million different things. Recruiting and hiring talent with a natural ability and desire to react and adapt quickly to the changing needs of a growing business is crucial for HR roles in smaller businesses.

Third, small businesses must embrace, leverage and fully utilize the amazing amount of HR tech that is available to them. Fortunately, new technology and innovations enter the marketplace on a seemingly daily basis. Unfortunately, it is also the one area that small businesses assume they can not afford or simply do not want to embrace.

And that is killing their ability to do those first two things well.

While businesses can use HR tech in many ways, these three are the most important to highlight:

Automate

It is mind boggling how many HR teams are still using an abundance of spreadsheets and manual processes to manage daily HR functions such as payroll, time-off tracking and more. There is a new world out there. Apps, “freemium” tech applications (which usually do just enough for small businesses) and a move to monthly subscription services for software has made HR tech much more affordable. HR teams that can automate regularly scheduled daily or weekly tasks will open their time up to focus on more business growth-oriented work.

Align with Business Objectives

Large businesses with large budgets have the ability to purchase tech that does everything for them. They can automate nearly every function and don’t have to pick and choose which tech makes the most sense. Scaling for a smaller budget, however, means that smaller businesses do have a choice to make. That choice should be based on business objectives. Let’s say a company has the budget to invest in only one type of HR tech. If the main business objective includes a plan for explosive growth in the employee population over the next year, a quality applicant tracking system may be at the top of the tech wish list.

Fully Use or Expand Current Tech Applications

One surprising fact about many businesses is that even if they have invested in HR tech, they are not fully using all the features they are paying for. Often this happens if there is a change in HR staff after the initial implementation. HR teams in small businesses should be fully aware of everything offered with their investment and be prepared to utilize it to the fullest. Any areas not utilized should either be used or reallocated to the technology that makes sense for the business.

They also do not realize that for just a few dollars more, their current tech could be expanded to meet an even bigger need. More and more HR technology companies are offering starter packages in the hopes that they can grow with a small business. A few bucks can get you a feature that can greatly reduce the amount of manual work an HR team is doing.

Consider the above three methods a starting point, and then scale from there.

The Future of HR Tech

HR technology is only going to get bigger and better. Companies are going to continue to automate many of the traditional HR tasks that bog down smaller HR teams. Businesses that assume they cannot afford tech — or that refuse to get on board with doing things a new and different way — are going to struggle to grow and innovate.

Your budget may not allow for a robust HRIS system, but it may allow for basic payroll automation that tracks several manual processes and costs one low monthly fee. The key is to assess your need, research options and invest in the area that makes the most sense for the business.

The alternative is ugly. You will continue to drown in spreadsheets and manual processes, the cost of which is greater than technology could ever be.

 

Throughout the month of October, our resident talent advisors are focused on all things HR technology. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions and learn about the latest trends in HR tech.

3 Ways Technology Is Making HR Better

September 18th, 2015 Comments off
3 ways HR tech will make HR better and easier

Whenever someone talks to me about HR technology, I always black out from boredom. While it’s important to talk tech as a talent advisor, sometimes I just want to talk about Kim Kardashian.

As I dig deeper and expand my knowledge of HR, I realize HR technology is not as boring as it seems. (Okay, that might not be true. All the Silicon Valley jargon is monotonous.) I do believe there are three specific ways in which technology is helping HR play a bigger role in the changing nature of the workforce.

3 ways I see tech making HR easier and better:

1. Compliance and Payroll Continue to Get Better.

In my first HR job, payroll checks were cut on a typewriter by a woman who looked like Maxine on the old Hallmark greeting cards. She always wore a cardigan sweater, even in July, because her office was always too cold. When I think about those old days, with cranky Maxine and the illegal space heater she kept under her desk, I praise all the nerds who enjoyed math and science classes and excelled in computer programming. Compliance and payroll used to be a nightmare. Now it’s an outsourced process, informed by cloud-based databases that are linked to the most up-to-date tax codes, which rarely let anybody down.

2. Finance and HR talk to one another with greater ease.

No HR technology vendor can deliver a seamless and foolproof link between financial data and HR data; however, they are getting close. Cloud software as a service, or SaaS, HR vendors are moving their customers to a future where managers and supervisors can make better recruiting, performance, and learning decisions for their employees. Until SaaS vendors can create a unified system with predictive capabilities that pull from reliable and timely financial and workforce information, finance and HR will have to talk to one another. But it gets easier to have a holistic conversation about money and employees as these technology systems evolve and issue new releases.

3. Learning is Fun Again.

At one point in my mediocre HR career, I achieved Master Trainer Certification with DDI. Every blue moon, someone would ask me to run a session on how to hold better meetings. All of that rote, entry-level stuff is now on the Internet — good riddance. You want to learn behavioral interviewing or how to accelerate “new hire productivity levels” in the first 90 days? There is a YouTube video for that. And training geeks can focus on the fun stuff: strategic and advisory services that help leaders do great things.

While HR technology doesn’t solve world hunger or encourage the rains to fall in Africa, it can make your job a little easier. Whether it’s transforming the candidate experience or helping your small business find big talent, technology can help you work effectively and efficiently as a talent advisor.

Are you ready to embrace new HR technologies and change the very nature of HR? How has tech made your job easier? Leave me a comment below! 

Throughout the month of September, our resident talent advisors are focused on offering tactical advice to human capital management professionals do their jobs smarter. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions to help take your professional game to the next level.

What Is a Pre-Hire Platform — And Why Do You Need One?

April 7th, 2015 Comments off
What Is a Pre-Hire Platform — And Why Do You Need One?

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? You can start by figuring out how you can streamline your recruitment activities. A pre-hire platform can get the job done — quickly and effectively.

Here are five reasons why you need a pre-hire platform to solve your most pressing recruitment needs.

1. You need to align your candidate experience with the way job seekers are looking today.

Did you know that as many as 65 percent of job seekers said they would rarely return to a job on their desktop after trying to apply via mobile? And 29 percent said they only sometimes do, which means a mere 5 percent of all potential candidates always consider it worthwhile to re-visit a job on their desktop.

Meanwhile, only 38 percent of employers say their company offers the ability for candidates to apply using a mobile device.

Interestingly, employers don’t seem to be aware of just how many potential applicants they may be missing out on by failing to offer a mobile experience. When employers were asked if they believe they are losing out on potential applicants because they don’t have a mobile process, only 10 percent said “yes” while 90 percent said “no”.

Today’s job seekers are searching via their mobile devices, and assume they can apply to your open position at any time and from any device — phone, tablet, laptop or desktop — so you need to be where the candidates are.

2. You must think long-term and create a strong talent pipeline that you can tap into down the road.

Not every job seeker is looking to apply right away; some want the power to apply on their own time. In fact, nearly 2 in 5 job seekers say it’s important to be able to come back at a later time to apply to a job. But unfortunately, not many organizations offer the ability to do so.

Today fewer than 1 in 4 (23 percent of) employers use a shortened lead form or application that enable job seekers to do this.

Consider the fact that as many as 85 percent of candidates would be willing to join a talent network even if they weren’t ready to apply. That’s huge! Think of all the potential A-players you might be missing out on without this capability. You need automated candidate remarketing to keep candidates engaged and informed so that when the right roles pop up in the future, you can easily re-engage them.

3. You will to be able to source and manage your entire candidate pool from ONE database.

Nearly a third of employers say they do not re-engage candidates who have not been offered a job — because they don’t have the time to do so, plus they have already moved on to the most current applicants.

But imagine if you could manage all of your candidates from a single dashboard. That’s what many of your peers are looking for. Most (69 percent of) employers say they need to able to quickly find and rearrange current applicants in their system.

Now, candidate management has never been easier. With intuitive search, you can quickly and easily search the databases you already have, and leverage all of your existing candidate pools to make your next great hire.

4. You will have the power to post to all of your recruitment advertising channels in a few clicks.

Nearly 4 in 5 (78 percent of) employers say they prefer to have one overall platform solution from one HR software systems vendor because it’s more convenient.

Save time and keep your workflow simple by posting to more than 6,000 job boards around the world in just a few clicks. Now you can finally have everything you need in one place — so you can post, source, manage and onboard from ONE platform.

5. You can build a requisition strategy in seconds and measure the ROI of your recruiting efforts.

Only a quarter of employers say they use external labor market data to inform their recruitment decisions, while 18 percent admit they don’t use any data to inform their recruitment strategy. As many as 21 percent of employers don’t even know what their average cost per hire is, and only three-fourths currently track the source of hire.

Still, nearly 2 in 3 (64 percent of) employers agreed that they need to have accurate source of hire data to do their job most effectively.

You need one dashboard to see how all of your sources are performing. Get access to a robust suite of real-time data and analytics so you can evaluate the effectiveness of your talent strategy and sources as well as the efficiency of your recruiters.

From Acquire to Hire — All in ONE Platform

CareerBuilder is making recruitment easier and more efficient to enable you to hire more candidates faster … with CareerBuilder1.

CareerBuilder1 is an HR software solution that brings advertising, data and technology into one pre-hire platform.

It delivers candidate experience, recruiter efficiency, and intuitive data and analytics in a single platform. Now you can maximize your sourcing investment with a premier mobile, career site and reengagement tool that retains more talent than any other in the industry.

LEARN MORE ABOUT CAREERBUILDER1

5 Steps to Better Employer Branding in 2015

January 23rd, 2015 Comments off
How to infuse technology into your employer branding this year for better results.

There’s no shortage of predictions for what 2015 will bring, but the difference is that this year, employer branding and talent acquisition are nearly right in step with technology use. In a short time, we have moved from Employer Branding 1.0 to Employer Branding 3.0.

Regardless of the technology — disruptive, enabling, look-alike or whatever else you call it — there are some fundamentals to keep in mind if you want to nail a cohesive and effective employer branding strategy this year.

Follow these five steps to better employer branding in 2015:

1. Develop a clear and consistent message.

It’s important for talent advisors to develop a brand, message and voice that is independent of the corporate message. Talent advisors should retain control of how, where and when messages are delivered. Do your research, both internally and externally, and develop a tone that makes sense to your audience. Deliver it with the type of content they’ll respond to — video, blog, or even a podcast. (Yes, we said a podcast! You yourself may have gotten sucked into the recent “Serial” podcast.) Remember that people don’t talk in marketing messages or corporate-speak, and neither should you.

2. Fish where the fish are.

Social networking sites such as Pinterest and Instagram are gaining traction as a way to showcase an employer’s culture. Candidates want to hear directly from the employees themselves about what’s it’s like to work for a company. Talent advisors can tap into the momentum of the social Web and answer the call, but before you go crazy, you need to be thoughtful. The best companies don’t just jump on Twitter, but instead create a sophisticated approach that applies the right tools and technologies and taps into the right venues. You don’t reach software developers in the same way you reach cooks.

Pro-tip: Read about the Zachman “Who, What, Where” Framework and think about how you can frame a message for your audience using his very successful matrix.

3. Let your employees do the talking.

Nothing you say can match the power of your employees’ voices. And it keeps getting easier to let your workers do the talking with HD video on every phone. Employee advocacy posts are credible and resonate with applicants. It doesn’t have to be slick or heavily produced, either. With technology being so accessible, there’s no excuse not to activate employees as talent ambassadors.

4. Use content as a lever.

Ultimately, you just want to hire talented people. Content can be a great way to get people to talk to you and start the recruitment life cycle. Don’t share content just for the sake of it. Use articles or videos as an opportunity to start a conversation. Call it whatever you like — social engagement, interaction or whatever — but just don’t call it spam. Think about how to use content to convert your audience members into awesome candidates.

5. Take stock and recalibrate.

Technology is embedded in our everyday lives, but many of us don’t even notice it. It’s altered our expectations and given us immediate access to many types of information. The delivery platforms themselves can change from right under our feet. What worked six months ago plausibly won’t be what works best today or tomorrow.

As talent advisors, you must stay on the cutting edge of technology to participate in the Employer Brand 3.0 economy. If you don’t at least try to keep abreast of what’s happening in the marketplace, it’s going to become awfully hard to attract, let alone hire, the caliber of employee you need.

 

Throughout the month of January, the Talent Advisor Portal is featuring HR leaders who will help you win the war for talent by interpreting technology trends, breaking stereotypes and rethinking your approach to technology. New to Talent Advisor? Sign up here to get new articles delivered to your email inbox.

Up Your Onboarding Game with Technology

January 16th, 2015 Comments off
Keep new employees happy using technology in new ways in your onboarding

The happiest people at your company are the people who start tomorrow.” TWEET THIS

I just saw a friend on Facebook post the following about her new job:

Giddy with excitement for tomorrow. Feels like the excitement you have for the first day of school.”

Onboarding matters.

As a talent advisor, your primary goal should be to maintain that level of happiness after their first day of work. It costs anywhere from $3,000 to $18,000 to replace someone who quits a job during the first 90 days. In my experience, the dollar cost is minimal compared to the emotional drain on morale. Good technology for your onboarding program can help ease the transition for new hires and reduce the amount of time it takes to get them to full productivity.

Here are five ways to use technology to up your onboarding game this year:

1. Create a purpose for your onboarding program.

As a VP of human resources for Hirevue, I know that strong social ties and effective training are what people want when they start a new job. At my company, we help our new hires form those ties and offer self-paced training as part of our overall strategy.

(Oh, and we and make sure they get a computer and a paycheck, too!)

2. Video IS YOUR SECRET WEAPON.

Video can teach as well as expose employees to all aspects of your company. Create a new hire playbook and pack it full of videos from various leaders and experts who talk about your company, products and market. Make the playbook interactive with relevant and interesting content. Give homework and assessments too.

At HireVue, all new hires are sent a welcome message via video from our CEO. He then invites each new hire to create their welcome video message. Once they complete it, they have access to everyone’s welcome video. We call it an IntroVue and it aids in developing social ties. Simple and easy to use. You can do this fairly easily at your company, too, using webcams and YouTube.

3. Get social.

Another good way to interact with people is to show people that you, as a talent advisor, are social. It’s part of my mission as a VP of human resources to connect with people at all aspects of the employment lifecycle. I use Twitter and hashtags to promote my personal brand and my organization’s employer brand.

4. don’t forget about books.

Use technology to make books easier to read. A product like getabstract will summarize almost any book into a no-fluff 5-page book summary. The summaries are available via audio and mobile-friendly. You can get the key ideas of the book in about 10 minutes.

Speed. Wins.

5. evaluate Technology and Culture!

When people think of technology and onboarding, they always go to things like I-9s, direct deposit, or electronic signatures. That’s good, but the real reason behind technology is so that you can spend more quality time with people and develop cultural values.

Each person you hire comes with their set of values and they are yearning to belong to a place that reinforces their values. They want to find people who work like them. Several technology products exist to evaluate behaviors. Those products will assess someone’s values and show them how they match with others or the overall company itself before they even start on the job.

One last word

The combination of technology and onboarding is powerful. If you are thoughtful and operate strategically, you can open up the technology channels for people to use as they join your organization. Remember, it’s always about them. Relentlessly focus on reducing the amount of time it takes employees to reach full productivity. You will make a difference!

 

Don't make your new employee's first day their only happy day.

Want to learn more about using technology to move your HR initiatives forward this year? Don’t miss Tim Sackett’s webinar on Jan. 22 at 12 Noon Central, “Recruiting Silver Bullets for 2015.” Register now — and find out more about it here.

10 Ways Technology Can Make You a Better Talent Advisor

January 14th, 2015 Comments off
10 ways to use tech to be a better talent advisor in 2015

Let me start by telling you that technology by itself won’t make you a better HR or talent advisor. Technology will make you faster; however, if you are a bad HR leader, technology just makes you a bad HR pro faster. The trick is to add technology to your already awesome HR skills. Then you can become unstoppable.

Here are some ways you can use technology to enhance your HR and talent advisor skills:

1. Use applicant tracking. 

Spreadsheets are not your friends, and they make you look like an ancient HR professional. There are so many inexpensive systems of record and applicant tracking systems out there today. There is no reason not to use them.

2. Invest in the technology behind employee referral programs.

The only time I’ve ever seen an employee referral program work is when technology is involved in running it on an ongoing basis.

3. It’s time to upgrade.

Ten years ago, we didn’t change because the pain of having to change was too great. In 2015, technology companies know how to upgrade our systems in ways that are almost painless and extremely fast. Stop using primitive technology.

4. Use the technology you have.

Most talent advisors never fully utilize the technology they have. Make it your mission to wholly understand the capabilities of your technology and use it entirely.

5. Embrace online open enrollment.

This isn’t 2001; it’s 2015. Whether you have ten employees or 10,000 employees, your annual open enrollment should be online. If your broker says they can’t do that, you need to change brokers.

6. One or two clicks.

How many clicks does it take someone to apply to a job on your careers site? We are no longer in a recession. You don’t need a hundred filters to screen candidates. If a candidate can’t apply to your job after one or two clicks, you are losing great talent.

7. Demand accountability.

Technology gives you data. You need data to make strategic decisions. You also need data to hold people accountable to do what they supposed to be doing. Leverage the technology you have to increase accountability across your organization.

8. Own employment branding.

I am not asking you to become a marketing department. I’m asking you to have an eye of the consumer. Look at five of your competitor’s career sites. Are they better than yours? What needs to better about your site? Work with IT and your local marketing department to make that happen.

9. Tackle the candidate experience.

You don’t need to go crazy over candidate experience, but you do need to treat candidates with respect. Use technology to ensure every candidate receives a response that is appropriate for your company and the level of position. If you wonder what you should be doing, ask yourself what you would expect from an organization.

10. Don’t allow technology to be a wall between HR and employees.

You are still dealing with people. People like to see you face-to-face and get hugs. (Well, some won’t like hugs, but some will!) That email you sent with the smiley face and the winky face isn’t a hug. Use technology to eliminate most of your administrative work, and then use that extra time to connect in person with your employees.

One Last Word

I love HR technology. The options we have at our disposal are endless. The key is choosing technology that fits your organization and links with what you are trying to accomplish. Sit through as many product demonstrations as you can. They will give you such great insight to what is available and what you need and can afford.

Like what Tim Sackett has to say about technology trends and HR? Don’t miss his webinar on Jan. 22 at 12 Noon Central, “Recruiting Silver Bullets for 2015.” Register now — and find out more about it here.

Why Talent Advisors Must Be Curious Observers of HR Technology

January 9th, 2015 Comments off
Why talent advisors must be curious about HR tech

In the constant flurry of information that one faces on a daily basis as a talent advisor, it seems HR technology is the area making the most noise.

HR technology is important, and it’s a reality. When it comes to HR tech, what knowledge is truly needed in a talent advisor role?

In my current position, the needs of my role don’t always fit the software platforms out there. My role covers multiple locations and I work with a variable, part-time workforce. We don’t quite have the scale to take on larger HR technology platforms — plus, we really need to have things that are more customized than what is normally available on the market.

It doesn’t mean I shy away from HR technology, even though there are challenges with my current workforce structure: In fact, far from it. HR professionals tend to avoid what they don’t understand if things don’t fit easily. As a talent advisor, I have an obligation to see how the various systems can, or can’t, fit what I do. If there is a technology that can make our company better, I need to see how it can work versus throwing up my arms and saying, “Well, that won’t work!”

Being a talent advisor isn’t a passive role. As we head into 2015, I’d like to encourage you to be a curious observer of HR technology. Curiosity is a characteristic that is necessary for talent advisors. To be able to peek, poke, and experiment gives you more context around what HR tech has to offer because you are taking the time to understand what various systems bring to the table.

It is up to you as an integrated business professional to make a recommendation to your company as to whether HR technology is a good investment or not. The key thing to remember is that you are making a business decision when you add HR technology to your company. You shouldn’t just be purchasing the next set of bells and whistles because the marketing pitch was attractive.

I would also encourage you to think about technology outside of your personal role. If you consider and review the technology your employees use to make their jobs better, you are even more integrated.

Remember, we have a chance to develop talented employees in our organizations, rather than simply making sure they have a great hiring and onboarding experience. Technology that develops an employee’s strengths only makes them a more valued asset of your organization.

So, I am keeping my eyes open as to what HR technology will continue to offer our profession and our broader organizations. I am sure that I will find some vendors who will be interesting, and I’ll make sure to meet with them to see how they can make our company more successful.

Curiosity leads to intrigue, and intrigue leads to decisions. This year, be curious!

 

Throughout the month of January, the Talent Advisor Portal will feature HR leaders who will help you win the war for talent by interpreting technology trends, breaking stereotypes and rethinking your approach to technology. Check out our first posts of the month, “Win the War for Talent With Technology” and “Job Seekers Are From Mars, Recruiters From Venus.”

Win the War for Talent With Technology

January 2nd, 2015 Comments off
How to Win the War for Talent

The War of 1812 was a serious war. America fought the British on land and at sea, and had a secondary war at the Canadian border and with Native Americans. The Europeans were fighting among themselves, too, and Napoleon was wreaking havoc at home and abroad.

That was a war.

What about when your HR department can’t find someone to fill an opening in procurement? Or when you can’t fill a VP of manufacturing job in Ohio? That’s not a war. That’s a failure of your recruitment and employer brand strategy — but don’t tell that to your CEO. According to everybody who knows anything about talent, we’re back in a war for talent.

Some say you win this war with a solid compensation philosophy. Others believe that you win by offering a great place to work with strong benefits. I think you win this war by implementing a comprehensive recruiting strategy based on technology that removes clutter and makes you faster and more efficient.

Here’s how to use technology to win the war for talent:

ADOPT A ONE-CLICK PHILOSOPHY.

You can buy books and movies online with one click of a button. So why can’t you post a job to multiple career sites with one click? You shouldn’t have to recreate the wheel — and break the plane of your browser by going into a new window — every time you want to post a job outside of your company’s website. Demand simplicity. Stop bouncing back and forth between an ATS and external social websites. Harmonize your ATS and job posting processes and gain an advantage over your competition.

GO MOBILE OR GO HOME.

All the best things in life come from my smartphone. I learned about the birth of my nephew via my mobile phone. I witnessed the election of the first African-American president of the United States while in London. And my husband sends me pictures of our cute cats via text message when I travel. So why do companies make it so difficult for applicants to express an interest in open requisitions with a smartphone or tablet? If you can both buy a television and watch television on your phone, you should be able to apply for a job the same way. Update your career website with a mobile-friendly infrastructure and your candidates will thank you.

MEASURE EVERYTHING.

Recruitment technology can do more than help you attract talent. The infrastructure exists to help talent advisors understand what they are doing right, what they are doing wrong, and how to avoid repeating the same hiring mistakes. If you take a stats class and learn to read the data right, you can win the war for talent with math. Marry your broader HRIS platforms with a shrewd strategy that knits global talent trends together with your historic HR data. Learn how to decipher the trends that drive behavior in your existing talent pools. Read more about national and international compensation trends and broader economic issues. And don’t talk about winning the war for talent without having numbers to back it up.

Throughout the month of January, the Talent Advisor Portal will feature HR leaders who will help you win the war for talent by interpreting technology trends, breaking stereotypes and rethinking your approach to technology. We look forward helping you improve your skills as a talent advisor in 2015 and beyond.

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