HR

Top 10 benefits of e-recruitment

Top 10 Benefits of E-Recruitment

Top 10 Benefits of E-Recruitment 1200 628 HR-ON

The traditional methods of recruitment require far too much paperwork and time. Consequently, from the job posting to the employment, e-recruitment could be the solution to streamline the entire process. In fact, time and resources can be relocated for prioritizing the development of talent and strengthening your employees’ morale. Having the right tools and implementing an e-recruitment software could save cost, time and attract specialists, who would drive more growth and productivity into the company. Learn why in this top 10 benefits of e-recruitment:

#1 Time-saving

No matter where you are, you can send out job postings anytime with Internet access. In other words, you can forget about the paperwork and the action of entering data manually. As a result, it will not only save time for HR managers, but by retrieving files from LinkedIn, the process of application will speed up.

#2 Dynamic content

Generate dynamic content could build up your employer branding in a successful way to attract top talents and to boost corporate culture. Use your social media account to spread the word and to attract more traffic to both your website and social media accounts.

#3 Minimized hiring cost

Labor costs in recruiting are usually high in terms of advertising, travel expenses, third-party recruiter fees etc. As a result, the hiring process usually takes up too much time and its cost could be minimized by implementing a software which allows you to post free job openings on multiple social platforms just by one click.

#4 Effective

Online recruitment is easily accessible to individuals, making it a more effective method of getting your posts noticed. Online job ads can be posted within few minutes and they can be easily posted on several social media platform with no waste of time.

#5 Shorten hiring process

The hiring process could be shortened by just clicking a few buttons to screen, filter, and sort applicants data and CV. Online recruiting streamlines the process of inviting or rejecting applicants one by one and inserting applicants’ data manually is no longer needed.

#6 Accessible

Job ads and campaigns can be released through various social media platforms reaching the specific target group.

#7 Broader scope for candidates

By using recruitment software, recruiters will be helped in reaching a wider amount of candidates locally and abroad. Moreover, statistical analysis will be essential for recruiters to track where applicants have seen the job advertisements.

#8 Personalized design

Your professional career page is tailored made accordingly to the graphical identity of the company. As a result, this will help your employer branding, underlining the company’s identity and values.

You can read more about employer branding here.

#9 Filtration tools

Recruitment systems have filtration tools to help recruiters to find the ideal candidates with competencies that match the job position. Therefore, the filtration tools provided by e-recruitment systems speed up the process of sorting the candidates according to experience, education, competencies, and many more criteria.

#10 Flexible and easy

There is no hassle in learning how to use an e-recruitment system. So, it is easy to use and provides a platform where all the HR managers could follow the hiring process. Moreover, the cloud-based feature allows the employer to have a CV database with no limits and to be GDPR-compliant.

GDPR is stressing you? Try our risk assessment tool

Did you liked this Top 10 Benefits of E-Recruitment? If so, take a look and learn more about the products we offer to help your company’s HR tasks here.

Trumfer fodbold sex

Does Soccer Trump Sex?

Does Soccer Trump Sex? 1200 628 HR-ON

In the upcoming years, HR and recruitment related work will undergo a major change, where machine learning and AI will increasingly become key tools for the HR employee and the recruiter.

This development creates simultaneously some great opportunities and some worrisome scenarios that will need to be addressed from this moment on.

In this post, I would like to address some of the perspectives one can/should take in relation to data-driven recruitment and HR. I will focus specifically on recruitment.

When collecting large amounts of data, it is natural to use the data to learn. The first step is to create statistics based on the collected data. The statistics tell us something about the past and provide answers only to the questions asked, if that.

The next step is the work on machine-learning, where one trains algorithms to find patterns in data, which one may not be aware of. It could be to identify various trends or to see connections that may not come to mind otherwise.

However, the fact that there is a connection, a correlation between different types of data, does not necessarily mean that there is also causality – that is causal relation.

Machine-learning can provide a basis for making future analyses and is therefore not limited to looking back at the past, like statistics.

Let’s talk a bit about data

When working with data, it is important to be clear that data does not necessarily say anything about reality or contain any truth. Data may be contaminated in many ways, and the way in which we put together the data may prove to be wrong and could ultimately have disastrous consequences.

It recently emerged that the data used in legal proceedings for the last 7 years may be faulty . Specifically, this means that people guilty of committing a crime may have gone free, and worse, that innocent people have been convicted by Danish courts. The Danish authorities are now beginning the huge task of reviewing thousands of cases. And the people effected by this scandal must now try and piece together their lives, which were destroyed along the way.

I recently attended an HR conference where a presenter told an immersive story about a football fan who had seen a very exciting match on television. And later the same night, he was with his girlfriend in more intimate conditions.

He was wearing a pulse-watch, and the data from this watch subsequently showed that his pulse had been faster during the soccer match, which was interpreted as him being more engaged in football than in intimate relations. In other words: Football trumps sex.

However, this may have just been a misinterpretation, because had the clock also measured the level of neurotransmitters in the brain, the conclusion might have been quite different. And furthermore, you could ask him yourself and perhaps get a third answer.

One must therefore constantly be critical of one’s data and how to use it.

Practical use in recruitment

When recruiting, you are of course interested in finding the right candidate. And in that process, you collect as much data and knowledge about the candidate as possible. There’s nothing wrong with that.

However, the more data you collect about a candidate, the greater the requirements it puts on the recruiter’s professional as well as ethical, social and empathetic skills.

One must be able to sort data and also to reject data that is interesting enough but not necessarily relevant in the specific context. At the same time, one must be able to take a critical view of the data used and pay attention to deficiencies and sources of error.

The fact remains that nothing can replace a personal meeting between people. In fact, the more data you have access to, the more important the personal meeting becomes.

And if the personal meeting with the candidate experiences a mismatch between what has been seen in his data and what the candidate produces, then first, you have to be critical of your data and method.

It could be said that the most important thing is that the recruiter’s level of competence must match the amount of data. The more data, the higher the level of compatibility required. And having more data it ideal because it will lead to a much more qualitative recruitment and greater likelihood of a good match for the benefit of both employees and companies.

The above, of course, takes its starting point in a humanist perspective and a desire on my part for an increased focus on the human factor during a data-driven time.

Something I personally think is becoming increasingly important as machines take over more and more of our tasks, and a wish I am not alone with, is one of the core areas of GDPR, where a part of automatic profiling has been made.

The only question left to answer is: does soccer really trump sex?

Christian Hansen

CTO, HR-ON.

Billede af Designthinking

Design Thinking in HR

Design Thinking in HR 1200 628 HR-ON

What is Design Thinking?

Design Thinking is a methodology, where a company uses empathy and experimentation to find creative solutions to tackle problems in a solution oriented mindset.

It can be used in any field of work and it is a user-centric way of resolving complex problems.

 

How does Design Thinking apply in the HR department?

The ideology of Design Thinking can be applied in most aspects of a company structure. In recent years HR has become increasingly interested in introducing Design Thinking methodology, instead of a purely analytical process.

Thus more companies turn to Design Thinking when faced with complex problems. Design Thinking can be an optimal approach to simplifying the problem, and finding innovative and creative solutions.

Design Thinking in HR is used to better meet the needs of the customers and employees. In order to achieve an implementable and innovative solution, you must enter the process with an open mind to new ideas. This might change the way things have been working up until this point.

Be receptive, embrace original solutions and don’t punish failure. It’s all part of the process. And in many cases there is more to be learned from failure than success.

While tackling failure, there are many different approaches that can be used. You can take a entrepreneurial approach, where you try to overcome mistakes, in order to reach success in environments of high uncertainty. In this case failure and innovation go hand in hand as an iteration, rather than failure being the end of the road.

Use a focused approach when approaching a big project or problem. Break it into smaller and more achievable projects, while keeping the big picture in mind.

Working with a smaller and more attainable tasks doesn’t end up being overwhelming, and gets results faster.

Practical guide to Design Thinking in HR

  1. Empathy

Here are some examples of questions you might want to ask yourself:

Do the employees:

  • Feel appreciated and seen?
  • Feel heard and taken seriously?
  • Have a memorable employee experience?
  • Feel empowered and are passionate about their work?

Start the process by writing down questions, where you merge your internal weaknesses with the goals and visions you have for the future of the company.

These questions represent the key phase in the Design Thinking process, which is EMPATHY.

Empathize with the employees and their needs. Start the process by looking at things from their perspective. By actively listening to them, you can create value in their work and improve their employee and human experience. Subsequently, the benefits that come from this change in the company will, in time, improve ROI, create a stronger brand (through the employees that become brand ambassadors) and set an environment where people are happy and proud of their jobs.

In order to gather the necessary information whilst remaining objective choose a simple tool. This can be a tool such as an organized brainstorming session with the employees. Or you might choose to do other things such as interviews, a journey map or develop personas. It is up to you and your needs to decide how much time and energy you want to invest in this phase.

In cognitive thinking there are are two thinking processes. Divergent and convergent thinking.

Divergent thinking refers to the creative way. This is where you come up with ideas and explore different possibilities, without being analytical about them.

Convergent thinking is the analytical part. Which is all about analyzing the ideas, improving them and taking decisions about the applications of the idea.

The empathy phase in Design Thinking is to be tackled with a divergent thinking approach, where volume is key.

  1. Define

Since you understand the needs of your employees and have gathered a vast amount of data, you can start simplifying their lives. Think about what one of their core problems are, and start solving it.

This phase can be done by analyzing and synthesizing the data with a convergent thinking approach. This results in a human centered problem statement, that you can use further in this process. Aim for a problem statement that is rooted in human relations, and putting people above process and monetary returns.

What if the results of your analysis culminate in a complex, nearly unsolvable problem?

If this is the case, break it down into smaller pieces. Take one step at a time and remember that this is an agile process. You can always come back to your data, and redefine your problem statement. If you encounter problems or your findings lead you in another direction.

  1. Ideate

You made it this far! You have gathered data and defined your problem, in a human centered form, and now it is time to free your creativity and ideate.

Think in a creative problem solving manner. Allow yourself to be prolific, think outside the box and outside of traditional approaches.

Take a divergent thinking approach and you will end up having several ideas. Which may as well be very different and original. This is a good thing. Do not limit yourself or your imagination.

The process can be kick started with several techniques such as Brainstorming, Braindumping, Worst Possible Idea, SCAMPER or Gamestorming.

When you aim to think outside of the existing parameters, you end up using your rational mind and your imagination. By using one or more of these tools.

One more tool to help is by having a diverse team working on this. Let them be empowered to find solutions and be part of the organization in a proactive way.

Give room to creativity and innovation, and be prepared to design the innovative system of the future. This can be accomplished by allowing creative freedom and not focusing on boundaries. Do not limit yourself with the way you are used to doing things and, most importantly, not punishing failure.

  1. Prototype

You have now developed many ideas that can help you solve your problem. Think of it as divergent approach, when finding ideas, and convergent, when narrowing down through the multitude of choices. Find out which ones are feasible, implementable and offer an answer to your problem definition.

Now it’s time to filter the ideas until there are only a few or even one solution left on the table. When you have gathered the solutions it’s time to take action!

The solution(s) should be implemented/tested at a small scale. This can be done in a small team, a small target group or with a small number of employees.

It works as an iterative process, where the solutions are designed to better suit the defined users needs. Be creative and make this a fast and inexpensive process. It doesn’t have to look or work perfectly. It can be done with the help of rapid prototyping techniques. These include paper prototyping, sketching or story boarding.

  1. Test

In the final stage of Design Thinking, the testing phase, you get to test the prototypes. So, until you reach a satisfactory result, designs are to be tested and refined at this stage. Make sure to not interfere or influence the test persons. Merely observe their natural interaction with your prototype.

The test team validates or disputes the assumptions from the prototyping phase (based on your core problem) and start prioritizing the feasible solutions. The initial prototype is upgraded or perhaps mixed with other prototypes to make a more defined and clear solution.

The new HR solution should be tested on a bigger scale with a more thorough and perfected prototype. Be open to constructive criticism, and receive it with a mindset in which there is always room for improvement. After the feedback, improve and adjust the product to be as close to a perfect solution as possible.

As a result, a good solution will be easy to implement, because it serves as a help for your core problem and it will develop organically.

Sum up

Iteration is the key word in Design Thinking.

Make sure to include the Empathy phase, which is the core of the process. Everything else is relative and depending on your needs.

Keep the process as easy as possible, and remember to be proactive and make quick decisions. Move away from the more traditional approaches, where all the stages take a long time and effort. In the Design Thinking methodology is important that you first define your problem. When you have a good idea, get creative in a fast and inexpensive way of testing your solutions.

For further reading and inspirations the following articles might be useful: See recruitment through the eyes of an applicant and Streamline the recruitment process and focus on what’s important.

Kasper Urban Kajgaard

Meet the team: Kasper Urban Kajgaard

Meet the team: Kasper Urban Kajgaard 1200 628 HR-ON

Meet the talented and passionate Kasper Kajgaard who kick started his career with us at HR-ON in june 2017. In this interview he shares his thoughts on HR-ON’s culture and a little more about his interests.

What is your name?

Kasper Urban Kajgaard

What is your current position?

Consultant and Account manager

When did you join the company?

1.st of june 2017

What do you enjoy most about your job?

Being surrounded with humorous, bright and nice people, and feeling like you matter to them.

Of course It’s nice to be part of a company that values its employees and where you feel like what you do matters both for the company and the clients, but in my opinion the most enjoyable aspect about working at HR-ON is the companionship between the colleagues.

The open and inclusive work culture is also a big plus because at HR-ON you get to develop your own job function and explore your skills and interests.

How would you describe your job to a child?

I help people understand how they can or sometimes should build with their Lego bricks.

If given a chance, who would you like to be for a day?

With no intention to sound complacent, I dare say I am pleased with my life and with the person that I am, but if I had to choose whom to be for a day, I would choose to be my dad.

I am about to become a father myself and I would like the chance to see how it is to be a dad for two grown up sons. Furthermore, recently he has been diagnosed with Alzheimer’s disease and I would like to get a first point of view of his struggles, how he is experiencing the world, and exactly how much this affects him.

What are the top 5 most-used apps on your phone?

Chrome, Messenger, YouTube, Instagram, Camera.

What do you do for fun in your free time?

I like playing and exploring games with other people, both digital and board games. I enjoy reading comics too. Else, anything creative is right down my alley.

What is your favorite food?

Spicy and preferably vegetarian like pakistani food. I have to admit though that I have a HUGE heart for burgers 😀

What does success mean to you?

Succeeding in unity with others. For me, I think the most important thing about success is that it can be shared.

What is on your bucket list?

Bring children into the world and see them enjoy it while caring for it.

This might sound a bit cheesy but for a long time my dream has been to start a family and have children. I want to pass along a lot of lessons I learned through the years and my joy for life.

At the same time I want to bring children in this world that are raised well so they can contribute to making the world a better place.

If you could learn to do anything, what would that be?

I would like to learn cabinetmaking and other wood workery.

If you could be any fictional character, who would you be?

Superman – I enjoy helping people.

Værdien af diversitet

The business value of diversity and integration

The business value of diversity and integration 1200 628 HR-ON

What is all the hype around diversity and inclusion? Is there an increase in focus on fewer opportunities for some, or equal opportunities for everyone?

What exactly is the meaning of diversity in the workplace?

Does it pay off from a business perspective to focus on diversity and integration?

These are some questions that might be on your mind when talking about diversity. Let’s break it down into smaller pieces.

 

Diversity

The employees have their own set of skills which are attained through studies and experience, as well as through their personal and professional background, all of which will affect their work perspective in certain ways.

On a personal level we are talking amongst others about ethnicity, country of origin, gender, age, sexual orientation, religious beliefs or disabilities. The second level is the professional diversity that includes amongst others academic background, career path, industry background, personality type and thinking style.

All of these traits and experiences are accumulated over time and give candidates unique perspectives and skills that come in handy when the company wishes to increase creativity and develop innovative solutions. That being said, employers are not defined by their background, but rather enriched by it.

 

Integration

Integration can be designed as an ongoing process in which all the qualified bidders are taken in consideration and where the focus lies on giving everyone a fair, unbiased chance and not concentrating on excluding some or stop hiring and promoting the typical profile.

Inclusion is shifting attention towards bringing people in as a substitute for keeping people out.

A workplace that focuses on a culture that is accepting of diverse profiles and that includes everyone is on their way of designing the job environment for the future workforce.

This is done by designing a workplace where employers can all have lunch together, make company activities so people interact with each other beyond work tasks and be aware of the employers work-life balance.

Look beyond culture fit when hiring for new positions. By looking for someone who will compliment your work culture you end up having a fresh mindset that will improve and bring new insights to your team. Teams created by like minded employers with a similar cultural heritage and educational background tend to become homogeneous thus making growth and development a slow process.

 

It all starts with the leadership

Include training in cultural awareness, diversity and inclusion. Set guidelines that will ensure the implementation of processes that support and embrace diversity in the workplace.

Measure the progress of the inclusion efforts with the help of analytics. There are relatively easy options to help eliminate bias from inclusion and diversity processes. Analytics help identify and minimise unconscious prejudice throughout the HR departments.

The first step in combating bias is to be aware of it. Once recruiters become aware of this, they will be more likely to screen for a broader candidate base.

Optimize the hiring process so it is based solely on merit and not cultural heritage, race or simply a name that sounds foreign, and continue with the career advancement processes in promotions and leadership development. Focus on these issues and give a fair chance to all candidates and therefore enhance employee involvement and give them a memorable employee experience.

 

Business value in diversity

There is revenue to be gained by D&I. The benefits are numerous, starting with increased creativity and innovation. A recent BCG study shows that companies with a diverse leadership have 19% higher revenue. This is the result of a diverse team that will inspire each other and come up with more diverse solutions to the company’s problems.

Creativity is broken loose, more innovative solutions come on the table, you get a competitive advantage and the employees are engaged and motivated to do their job knowing that their actions are acknowledged and they have a fair chance of advancement. As a result you get a positive reputation which enhances your talent pool.

–for those curious minds a talent pool is a database where hr managers keep all their top job candidates.–

The only offset is that it takes time and engagement to change the way things have been working out so far, and naturally the beginning might be rocky, so keep at it if you want to see results.

 

Future predictions

We are facing a accelerating globalisation and advancement in technology and access to education. Therefore the future of the talent pool is expected to grow in the future, in fact, according to The Organisation for Economic Co-operation and Development (OECD)

“the number of young people aged 25-34 with a tertiary qualification increased by nearly 45% between 2005 and 2013 in OECD and G20 countries and is expected to keep increasing in the coming decade”.

Though migration may make a difference in where the future workforce will come from, the OECD predicts that the individuals with a higher education in the working age population from the EU countries is likely to increase from 26% in 2015 to 34% .”

By 2030 more than 60% of science, technology, engineering and mathematics(STEM) educated young people will come from non OECD countries mainly India and China.

L'entreprise sociale - Le concept reprend son élan

The Social Enterprise

The Social Enterprise 1200 628 HR-ON

The social enterprise concept has regained momentum. In 2018, Deloitte published their Global Human Capital Trends stressing the importance of corporate citizenship. It is time we take a closer look at this concept.

 

What does ‘social enterprise’ mean?

The core of a social enterprise is defined by the term ‘citizenship’. Citizenship in its original sense grants an individual the rights of a person that is “born in a particular country” whilst fulfilling moral obligations that result from being a member of a society. So, in a business context, enterprises – as a member of society – are expected to behave in a responsible manner. Increasing stakeholder expectations, regarding the support of critical societal problems, demonstrate this trend quite clearly.

A social enterprise uses its influence on society in a positive way. For example by addressing issues, such as global warming, diversity or gender equal pay. Topics that are usually tackled in the political domain, are transferred to a business context as well.

 

And how does it work?

According to Josh Bersin, who is part of the team that researched and published the Deloitte Human Capital Trends 2018, there are two main characteristics of a social enterprise. First, being a ‘networked organisation’ internally. And secondly, having a high focus on the impact each member of the company has on its external environment.

 

This sounds all very well, but what are the benefits of a social enterprise, especially when a CSR program is already in place?

The difference between those two terms can already be found in their wording. A social enterprise incorporates responsible behaviour in all its actions throughout the entire organisation – from interns to C-suite. A CSR program, is a plan that is put into place and does not necessarily impact the behaviour throughout the entire organisation.

 

Well, what are the benefits?

In the beginning a number of issues has been mentioned that are expected to be tackled by social enterprises, e.g. gender equal pay. The fact that these problems have become a matter of public discussion shows a trend towards transparency. A company acting with integrity can only benefit from being transparent.

Closely related to the trend towards transparency is the growing economic importance of the Generation Y. Millennials are informed and aware consumers, who show a strong tendency to define corporate citizenship as a decisive factor in their decision-making process before purchasing a product. Millennials represent 35% of the workforce until 2020 and a spending power of nearly $15tn by 2020. This is a competitive advantage, which shows great potential for future growth. A social enterprise serves customer and employer branding at the same time. Amongst others, this is a reason why an increased financial performance appears to be linked to corporate citizenship.

 

How can all this be put into practice?

A social enterprise focuses internally on supporting the well-being of its employees. For example a reward systems can be put in place. A pool of unstopped talent can be created by allowing employees to further develop their skills, and reinvents in themselves. To serve the external world, company goals and projects targeting social problems do not exclude each other. All in all remembering that we are living in a connected world, in which all technological advances cannot replace a human touch.

Illustration af AI

Can artificial intelligence elevate the world of HR?

Can artificial intelligence elevate the world of HR? 560 420 HR-ON

How new technological advances can help HR

Another year has come and gone and with it, a slew of new technological advances hit the market. A lot bold promises to change our lives for the better. Unfortunately, not all of them lived up to those promises. Exploding Galaxy Note 7’s, rouge robotic suitcases, and less than spectacular snapchat spectacles were a few of the years not so fantastic moments. Which, we can bury in the time capsule that was 2018. However, and thankfully for the sake of humanity and the HR profession, there were also innovations that turned heads for the right reasons. One of those being the advances in Artificial Intelligence (AI).

Although the connection between AI and HR might not immediately ring bells for some. However, the truth is that there are many ways AI has the ability improve the HR function. Imagine a day where you are not chasing a never-ending paper trail, but rather your systems are operating more efficiently. This allows you to make better decisions, and thereby, you have increased productivity and increased profits. Who doesn’t like the sound of that?!

With these benefits in mind, many organizations are already taking steps to embrace the new technological advances on their HR teams. For example, Flexport, a supply chain management company, is using AI to help streamline the sourcing of hard to find engineering talent. Consulting firm rloop is using AI to improve the experience and effectiveness of new hire onboarding. And these applications are only the tip of the iceberg of what AI can help achieve. Here are some additional areas where AI can help your HR team:

1. Automating business processes and administrative tasks

AI enabled application tracking systems have the ability to help in automating business processes and repetitive recruiting tasks. These include sourcing and reviewing resumes, scheduling interviews and providing feedback, and identifying commonalities between the profiles of existing employees and incoming applicants. In automating these tasks, HR leaders gain the opportunity to spend more time with their business partners and employees. This being one of the biggest challenges in today’s HR landscape. Additionally, recruiters and HR managers also acquire more time to focus on the strategic work. Which AI will most likely never replace and place more emphasis on the quality of the recruiting process.

2. Sourcing better candidates

We are all looking for the candidates that wow us. Skills and experience to match the job qualifications, perfect fit for company culture, and just an all around good person. But the reality is, identifying these individuals can sometimes feel like finding a needle in a haystack. Fortunately, sourcing candidates is one of AI’s most useful applications. AI enabled systems can help ensure that the language you use in your postings is bias-free, which aids in attracting a diversified pool of candidates. It can also help narrow the talent pipeline by pinpointing the best resumes and providing suggestions on potentially well-matched candidates. This significantly speeding up the top of the recruiting funnel process and help HR professionals make smarter decisions. Like who to bring through the door, which ultimately increases the quality of hires.

 

3. Improved communication = Better candidate experience

Wish you could send every applicant timely and personalized responses all throughout the recruiting process? Regardless of the volume of applicants and include feedback and updates on their candidate status. Or have someone answer all of the repetitive frequently asked question you get in your inbox and suck up so much of your time? That future is not far off with the help of AI enabled applicant tracking systems and chatbots. Combined, these new technological advances have the ability to help alleviate the dozens of emails and calls recruiters get from candidates inquiring about everything from the recruiting process to their status and give back hours and hours of wasted time. Additionally, these improvements in communication can go a long way in creating a favorable image of your company. Secondly, this creates a favorable candidate experience by ensuring applicants’ CV didn’t just fall into a black hole.

 

4. Staying compliant

Ever since the introduction of the General Data Protection Regulations (GDPR) in May 2018, the word compliance has taken on a whole new meaning for many companies. There has been a race to upgrade systems, improve processes, and add on extra layers of security. While these are valid solutions, the organizations that are truly winning in the compliance arena are those who are looking to AI. With AI applications, you not only get the assurance that your data stays safe and secure. But more importantly, organizations have the ability to recognize patterns and inconsistencies and be alert to potential security breaches well ahead of time. These advances help to save precious time and resources, help avoid potential PR disasters, and most importantly, protect the data of your employees and customers – a win-win for everyone.

Want to learn more about AI and other technological advances in HR? Follow our channels below for fresh releases of HR knowledge weekly.

Dealing with stress

7 easy tips for dealing with stress in the HR department

7 easy tips for dealing with stress in the HR department 1200 628 HR-ON

It is hard to give the HR department the reward they deserve. Just because they are not in the position of creating revenue to the company, does not mean that their work is less important than the other departments in the company. Actually, it is probably one of the most important and therefore, they might be stressed and exhausted. Think about it, they are always in contact with many people and, if they make the wrong choice, they will be the first ones to be blamed. There are many stressful factors in their working routine, and we will go through some of them, in order to find a proper solution. Here are 7 tips to help your HR department deal with stress:

 

Stress factors in HR:

  1. The HR department has to deal with a fast changing environment. Tasks vary a lot, from recruiting to reorganizing the company structure.
  2. They need to be always objective and to be the link between the management and the employees: problem solving is essential.
  3. For them, it is really important to be informed and updated about changing policies, laws and technologies.
  4. Time is money, and for them it is just another reason to stress.
  5. Their tasks and roles are most often overlapping. For example they may be mediator between management and employees, as well as recruiter, reorganization ambassador, policies connoisseur and so on.
  6. They need to deal with people, who might have completely different backgrounds, cultures, dispositions, and attitudes. When the employees are in conflict with the management, they might be irritated and HR personnel need to mitigate the situation.

 

So, do you still think they have an easy job?

We don’t.

 

The following 7 tips will help your HR department deal with stress and avoid dissatisfaction from their point of view:

  1. Time management is essential and there are many courses that the HR personnel can attend to improve this. This can already solve most of their sources of stress.
  2. Independence must be encouraged by setting boundaries and delegate some tasks. They are not superheros, remember this.
  3. Working close to the IT department and be informed and helped in case of changes in the technologies used.
  4. Specialists and consultants can be essential to help in re-organizational change. The employees might have to deal with anxiety and many other issues that should not be underestimated.
  5. Stay human: objectivity is important but losing the human touch is not productive.
  6. Do not be afraid to organize another team meeting. It is simply the best way to delegate, to be updated, and to solve problems.
  7. BREATHE AND RELAX.

 

To learn more about how HR-ON can help your company please visit our website to and other articles, for example: HR-On’s complete HR system gets an upgrade

Banner image

Why rewards are the key to your employee’s happiness and loyalty

Why rewards are the key to your employee’s happiness and loyalty 1200 628 HR-ON

Money doesn’t buy happiness, they say. Even if it may sound strange, this is also the case for employee happiness. We know that happiness has an essential role in shaping the company’s productivity, performance, and job market outcome. Likewise, employee loyalty is necessary as well, and it is easy to lose. Therefore, underestimating the power of both could be counterproductive for your company. This article will explore how rewards are the key to employee happiness and loyalty.

Why are rewards so important?

First, we need to consider how much the fact of being employed (or self-employed) is important for everybody. In fact, employment has a huge impact on our entire lives. Even if we tend to divide work and private life, being employed (and thus, not unemployed) affects our social status, our interpersonal relationships, our life-goals and our daily structure. The type of employment does not matter, in this case.

 

BEING REWARDED IS THE KEY TO HAPPINESS AND LOYALTY IN THE WORKPLACE

Since employment is so essential in our lives, we cannot deny that it has an important impact on our happiness, as well. And the best way to be happy about the job and about the company itself is to be rewarded.

The reward that an employer can give to the employees can usually be assigned to four different areas: benefits, compensation, recognition, and appreciation. The first two are the most common and “easy”, because they are based on a material reward, such as a promotion, a commission or a raise.

But recognition and appreciation are much more relevant for the happiness and loyalty factors.

They are, in fact, low-cost but they can give an high-return in the long-term performance of both the employee and the company.

 

RECOGNITION AND APPRECIATION MATTER

Recognition consists in the acknowledgment of the accomplishments achieved by the person. So, for example, when the employee reaches the sales-target and they get their commission, it is essential to recognize their effort and dedication. This can be done in a million ways, depending on your company. If you have a newsletter, you can use it to underline the success of the employee. Or you can reward them with a day off to spend with their families or to relax. The reward can be something specific to the person, according to their interests and hobbies.
Appreciation, instead, means simply the expression of gratitude.

Words matter so much, and a “thank you” is much more effective than anything else.

It is important to make the employee feel appreciated for believing in the company and for dedicating their talent. In this way, they will be loyal to the company and to its culture.

 

CULTURE, NOT MONEY

Several studies report that with higher salaries employees tend to place more importance on company culture and values. Priorities change together with the salary, and this must be considered.

When the corporate culture is clear to every employee, and when every business decision takes into consideration the company values, it is easier to gain the trust and loyalty of employees.

Culture simply makes people feel like they are part of a family, of a real and bigger project.

It can be the motivation to coordinate their efforts and behavior towards a proper vision, which will be beneficial for your company. Having a strong, unifying corporate culture can make the difference for employees’ happiness and productivity.

At every stage, nurturing the company culture and values is always profitable. The happier the employees feel the more loyal to the company they are. Consider this huge advantage and make your employees happy, you won’t regret it!

 

To read more about HR-ON please visit out website as well as other main articles, for example: HR-ON: 2018 Was Our Year !

successful employer branding

The building blocks of successful employer branding

The building blocks of successful employer branding 1200 628 HR-ON

Successful employer branding comes from letting your employees take ownership of the brand. Making them feel happy to go to work and to find pride in the work they do. This is how you build the foundation for furthering your brand through your employees’ ambition. By giving them the freedom and means to showcase their pride in the brand. Thereby making your workplace desirable for future employees and even consumers.

This optimal scenario can be reached in many different ways. The most important thing is to find out what drives your employees. What makes them wake up every morning and look forward to going to work. And of course to realize that different employees and departments within your organization can have very different reasons to work for the brand.

Expanding the brand from within

One of the big factors in creating the environment for that kind of passion is of course to have a clear definition of the company brand and to communicate that message to the employees. To not only have a clear picture of what we do and how the brand achieves its goals, but why we’re in the business that we’re in.

Giving your employees structure and a certain freedom to work within that structure is also important. Once your employees have shown that they can work well within that framework, the next step is to show them that they’ve earned your trust. Then you can expand your boundaries and give them more freedom to further the brand even more.

The employee effect

The platforms you can make available for your employees to showcase the brand come in all shapes and sizes. The one closest to home is your website. It gives you lots of possibilities to showcase the company culture and the talents that work for the company. Whether it’s your about, job or blog page, make sure that they have an easy access and a well-designed home to brag about.

Once you have these things in place you can start to “spread the love” and share your content. LinkedIn, Facebook, Twitter, Instagram or Snapchat are all good social media platforms and will help you to reach a lot of people. When that is said, it doesn’t mean that your brand has to be present on all of them. The trick is to know your target audience and where to find them. To know what makes them tick and communicate accordingly.

Start building

When you have created the right foundation for your brand and taken the needs of your employees in consideration the passion takes over. Work will be just fun & play and you can start to build whatever your heart desires, and now you have successful employer branding.

Perhaps you would like to learn more about harnessing the power of social recruiting.