The Rise in Online Recruitment

gamification·March 18, 2019March 22, 2019

With the growth of the internet and all the supporting technology around it, we now have a complex and convenient way to access any kind of information with the click of a button. But how does this affect the recruitment industry? According to Capterra, 75% of HR Practitioners now are using recruitment tools or software. In addition to that, over 90% of them had claimed that doing so improved their hiring process. And it gets better. This article will try and give you an insight to the growing industry of online recruitment platforms and how it could help your company.

What Are Online Recruitment Platforms

Although there are, in fact, multiple ways to post jobs online, among them are online platforms that aim to double down on efficiency for such tasks. Most standard hiring sites simply work like an advertising platform where you post the open position in hopes that someone takes it. But recruitment platforms serve to also ease the process and make sure you get the most fitting employees possible. As for the future employees, they benefit from being directed to positions that either reach their rate or is more fitting for their skillset.

How Are They Better than Traditional Recruitment?

Online recruitment platforms are better than traditional recruitment in the way of streamlining its process where you are only left the task of assessing the talent instead of needing to scout as well. Besides that, below are some more specific points into the matter.

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Efficiency

The rise of technology has allowed the creations of algorithms specifically designed to help you get better employees. Many online recruitment platforms out there filter out the applicants and aim to give you only the best. They also further give you tools to help ease assessment and selecting processes with minimal human contact. Not to mention allowing you to fully customize the experience to best suit your company’s needs.

Audience

Another obvious benefit is the reach of using online hiring platforms. Using these platforms grants you access to select from a large network of a more targeted audience than simply putting up job posts. And with the vast width of the internet, it is also much more likely that you find someone with even the most specific skillsets.

Cost

For a lot of businesses, recruitment can be among the most costly investments. Where, you not only have to pay for the recruitment itself but also retention time, onboarding, and other miscellaneous costs. To most companies, these prices are an investment with the hope that the recruit’s work would make up for it. However, sometimes a worker would resign much sooner than their work’s return on the investment. Proper use of online hiring can decrease this risk immensely. This is due to the supporting of less risky potential employees. With the help of algorithms provided by most online hiring platform, you will also be able to see the reputation of the worker with former employers much more easily.

Results of Recruitment Platforms

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Not only that, according to Business Report, 80% of job seekers are now said to be looking for their next jobs online and this method is still growing in popularity. Due to its convenience, a large majority of HR practitioners are agreeing that online recruitments are

Easy to use
Time effective
Cost-effective

More and more next-generation startups and big companies are looking to online platforms for their hiring. A survey found that over 43% of HR practitioners of the 70% that uses online hiring, have had major successes with online hiring platforms.

The Future of Recruitment Platforms

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According to a study by Market Research Reports, the US market for online recruitment is expected to rise at a CAGR of 6.47% by 2020, surpassing US$10 bn by the end of 2020. Backing this up is, how innovations are being made every day at an alarming rate, and this does not exclude HR solutions such as recruitment platforms. With each update to the future, hiring quality employees will only be made easier and faster still.

Trends and Impacts of Digital HR

gamification·March 12, 2019March 22, 2019

Many companies have already switched to a more digital system for various work sectors among their departments, and this includes Human Resources. For a long time, HR has always been thought to be more of a human job, thus requires HR managers to do various tasks manually with as much human contact as possible. But this might not need to be the case. While an HR manager is still welcome, the use of solutions or platforms could help streamline and perhaps improve many of the processes.

The Trend of Digital HR Activities

69% of companies in the US believe that Digital HR is becoming an important aspect of a company. Over 83% of Southeast Asian companies agree. Of course, these would include:

Using crowdsource recognition data to substantially increase performance review accuracy
Using AIs to better improve multiple aspects of HR
Digitalizing or using online recruitment platforms to streamline hiring processes
Doubling down on people analytics efforts to get better employee data

Many more trends, of course, exist such as using onboarding platforms, networking with employees, and using an employee’s digital work signature to monitor their performance. However, among the many digital initiatives one could apply to the office, how will it impact the behavior around it?

The Impact of Work Culture

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A company’s work culture is something very valuable and one might even say that it is what defines the soul of the company. With something corroborated so tightly with HR, it will also be affected should a more digital HR system be implemented. Be it for automation of employee data, recruitment or even onboarding, companies have been known to even go to the length of redesigning their whole organizations. And such lengths are undergone for the sake of adapting to a more digital business model.

The main impact on a good digitalization of your HR processes shouldn’t simply be to streamline processes (although it is part of it), but to also improve retention rates of your employees. After all, the reason you ease HR processes is to ease your HR managers to keep your employees cared for and satisfied with your company.

Why Digital HR is Helpful to the Company Culture

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During a survey, it was found out that only 72% of the respondents do not understand their company culture that well. Although this seemingly feeble, it may eventually lead to a breakdown on a psychological level. Many employees undergo the provided work culture without knowing any better. In the meantime, they might not know that they’re subjected to something bad at all and thus stay silent while their stress builds up. This could result in an eventuality of employees resigning or relocating.

Digital HR Use for Welfare Management

With the shift in how welfare management is being approached, a Digital HR could help in this regard. The current shift in trend, that HR practitioners are starting to look into and prioritizing the employee’s mental health as well as physical. This could benefit highly from a proper two-way communication.

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A Digital HR not only helps with creating a more efficient environment but communication as well. An instantaneous feedback or survey system can easily help HR managers and the employees reach a better understanding of how the company culture should be molded. By doing so, it is expected that it would help to create a true two-way communication and, in turn, create a more stable environment and culture to maintain the mental well-being of the employees.

Benefits of a Digital HR System

A digitally-enabled HR system would create a much more improved work environment for your employees and managers alike. Such improvements would include:

Innovating and Streamlining Processes would help transform time-consuming administrative tasks.
Providing Data and Analytics to process more accurate and detailed employee information within all HR activities would help improve decision making.
Improving the Workplace by digitally-enabling the work environment would help employees become more flexible and efficient.
Providing Instantaneous Feedback and Service to your employees would help them and HR managers collaborate to create the ideal culture to increase their retention rates.

Toughest HR Challenges for 2019

gamification·March 4, 2019March 22, 2019

With the drastic changes over the recent years, it is undoubtedly true that we cannot simply take a look and approach HR as we did at, for example, 2015. While in the previous article we mentioned a bit of welfare management through solutions, this article will aim to address more overall toughest HR challenges in 2019. Among others, matters such as the big shift to caring for employee mental health, compliance, and workforce planning will be addressed.

Matters of Compliance

Since HR first became a department, the compliance and retention of employees had always been a struggle that must be kept in mind. And 2019 is no different. Albeit throughout the years, more and more common solutions and initiatives are provided such as flexible working and unlimited holiday, it still would not be enough. This is especially so, considering the rise of the millennial workforce and after the events of the #MeToo movement. While companies in the United States must now dance around laws regarding marijuana use, below are two more universal challenges.

Development of Employee Handbooks

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It shouldn’t be a surprise that in a matter of compliance, a handbook is essential to help your employees understand what is right and wrong. However, in this shifting disruptive era, it is becoming a challenge for companies to provide said information through a handbook. While that in itself is a momentous task, to create a handbook that is efficient and easy to digest, it is still an essential task nonetheless. And the vital things to update within your handbook frequently would include:

Equal Employee Opportunity
Fair Accommodations
Leaves and Absences
Equal Pay and regarding Pay Discrimination
Weapons Within the Office
Smoking and Health Regulations

Employee Leave Management

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Leave laws that frequently change have always made it hard for employers to determine a comfortable protocol to determine the paid leaves of the employees. Dealing with this, employers and managers alike should study and determine which laws and regulations their company falls under and how to properly document leaves. 2018 made great strides for paid leaves with family-friendly leaves such as the ever-rising in popularity, paternity leaves.

Matters of Retention

Problems mainly caused by the disruptive era and an increasingly competitive labor market, retention problems are always a titan to handle within HR and will continue to be so in 2019.

Benefits and Wellness Management

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Offering the right benefits are a puzzle and there can never be a true silver bullet of benefits as, while some benefits work for a certain company, it is not ensured that it works for another. And that dilemma is why it is vital to periodically check on the beneficial use by the employees. Consider redesigning or changing the least popular benefits until you make sure your investments within them are worth it. Below is the list of benefits rising in popularity besides the obvious (such as annual paid leave and health care insurance):

Paternity leaves
Paid leave to volunteer in charities
Exercise incentives (such as gym memberships or paid leave to enjoy outdoor activities)
Student loan/debt reimbursement
Telecommuting
Remote work
Stress management programs
Casual dress code

Dealing with Impostor Syndrome

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Impostor Syndrome is something that you get when you combine the workplace with anxiety, to have high anxiousness and feeling of failure despite evident success. With nearly 40% of the cause being self-doubt, this is a seemingly trivial problem that might cause damages within the workforce. It is something that is thought by many such as Fast Company, TIME, and Forbes to be quite the big deal.

It is debatable whether this syndrome is beneficial or not to the office, but it is most definitely not beneficial to the employee. However, if some way, the office is able to help deal with this mental affliction, to help encourage and reward the good work of good employees, it might just lead to a happier worker. And with the employee being happier in general, it will lead to better loyalty and higher retention. Especially with the younger generations that are more prone to mental health disorders.