5 Must-Have Online HR Analytics Courses

HR Analytics Courses

Executing HR analytics is a significant deal for a lot of organisations and people. Most HR professionals struggle with following questions, especially when companies are now more focused on implementing analytics tools within HR systems.

–    What do I need to know?

–    Where should I start?

–    Which are HR analytics courses worth my effort and time?

Today, HR analytics attracts diverse crowd ranging from data analyst and HR managers to professionals. However, it does not implies that every course is equally impressive for everyone.

Therefore, we bring you 5 HR analytics courses online worth contemplating. Let’s take a look.

HR Analytics Courses

1. An overview to R (Data Science)

Doing HR analytics on excel sheets is not only time consuming but has some significant limitations. “R” is an open source tool for data modelling, statistics, and visualisation. It not only provides the conception capabilities but also empowers HR professionals to use statistical techniques efficiently.

Note – No programming background is needed for this course.

Course Details

The first course is “Try R,” which is available online and is free consisting only seven chapters. “Edx” is one platform offers a little more detailed introduction to R. However, the first lesson at Edx is a free while for subsequent chapters (tutorial) you have to pay a fee.

You can access the course here.

2. People Analytics (University of Pennsylvania)

It is an online course offered by the University of Pennsylvania and delivered by three professors. The course will introduce you to four major elements of People Analytics including – Talent Management, Staffing, Performance evaluation, and collaboration.

Course Details

The course takes total eight hours of study, and it is available for free. There is also access to quizzes and Certificate of Completion by the University.

You can access the course here.

3. Fundamental Principles of Human Resources Management (University of Minnesota)

HR analytics is nearly impossible to understand and implement without some basic knowledge of Human Resource Management (HRM). No matter how expert data analyst you are, if you fail to learn the basics of HRM, then it is hard to make sense of your data and results.

The Carlson School of Management (at the University of Minnesota) offers a course to individuals who require experience in HRM.

Course Details

The course is taught by Professor Budd, which include tests, reading materials and completes with an assignment. Every course takes almost twelve hours to complete.

You can access the course here.

4. Data mining using Weka (University of Waikato)

You do need the programming experience for mining the data. Weka is a clickable and visual interface that let you use the mouse instead of having to write in codes (unlike what we do in R).

Course Details

Weka is a free software and prof. Ian Witten from University of Waikato (New Zealand) explains how it works in a series of practical videos. The first half an hour will deliver a basic introduction to data mining algorithm.

You can register for the course online for free. Although, the course opens within selected months in a year. When you apply for this course, University will also send a certification of participation.

You can access the lectures here.

5. The Analytics Edge (MIT)

MIT offers a course on data analytics termed as “Analytics Edge.” The program is categorized in three different elements of data analysis. The primary focus of the course is R, which will be used throughout the program.

Course Details

The course also entails information about linear optimization, regression analysis, clustering, and decision trees and data visualization. Allison O’Hair and Dimitris Bertsimas along seven other professors and Ph.D. students worked on this program.

If your requirement is to analyze a large set of data, this is the course worth considering.

You can access the course here.

There are several other great courses accessible online on HR analytics. However, these are few of the best worth contemplating by HR professionals.

( 222 visits )

Future Automation Strategy – Top 7 HR Processes Organisations must Automate

Future Automation Strategy

Human Resource department is under ever-increasing pressure to warrant that the service they are delivering is not only cost effective, also efficient. There are many diverse functions sit under one department. Many of such tasks are filled with manual approaches associated with health & safety, performance appraisal, contracts, new employee hiring request, leave requests, offboarding and contracts. Therefore, a smart future automation strategy must be devised improving the efficiency while moving HR processes forward.

The problem

In today’s volatile environment, HR personnel trying to juggle with workloads. Some organisations are looking at temporary contracts, while some are driving recruitment and others are managing a decline in staffing levels.

In one of the Forrester report it is indicated, “up to 50 percent of an HR department’s time is spent responding to queries and processing employee information.”

All these options increase HR managers’ workloads as they have to ensure to retain the best talent incessantly.

HR processes require constant attention to ensure to run things as smooth as possible. The HR teams deal with a plethora of documents, most of which are paper-based. A significant fraction of such documents has to be physically filed, archived and stored.

Future Automation Strategy
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The proposed solution

  • Design & implement future automation strategy
  • Install the electronic forms rather than paper forms to reduce the paper usage and store data on cloud dramatically.
  • Provide multiple and immediate access to documents for both employees and HR personnel.
  • Control the secure access to documents.

Future Automation Strategy – Where to begin?

The following is the list of HR process automation solutions to the mentioned above problems.

1. New employee hiring request

Automating the hiring requests deliver a real-time view of the hiring process. Also, it will put an end to miscommunication between managers and HR personnel.

2. Onboarding

It is the second most automated process across HR departments in organisations. Automating the workflow not just bring down the process time from a week to few hours. Also, improves the communication, streamlines the onboarding process and brings in accountability. Such future automation strategy ensures new hires access grants on time and are provisioned with the necessary equipment.

3. Time Sheet Tracking

On an average 15 hours spent by managers in a month to sort employee time sheets. Automating the time sheet approval practices simplifies the collection of data and validation. Further, it saves the HRs trouble of manually cataloguing and updating employee records.

4. Performance Appraisal Process

 When performance appraisal process is a “manual task”, then it is hard to predict the accuracy and efficiency of the process. It further lacks effective metrics and causes infrequent feedback from managers reflects inaccurate data. Performance validation through approval cycles warrants regular updating of records and KPI deliver data- supported workforce performance metrics.

5. Leave Requests

Two of the primary reasons that make impossible to approve leave requests on time include – untraceable emails and time-consuming heaps of leave requests. The inclusion of future automation strategy in such cases empower HRs to update employee leave records instantly. Moreover, they will be able to approve, track and manage employee leaves even on the go.

6. Employee Information System

Organisations can make the best use of available human resource only when they have update systems. Automated workflows restructure the information and reduce the chances of loss of data or manual error.

7. Offboarding

Automated offboarding process ensures terminated employees no longer collect benefits and wages. Moreover, bringing in the automated workflow will help them secure the loopholes in “workforce turnover”. It will offer a reliable platform to collect and process employee termination documents and oversee the return of equipment and access card, etc.

Automated workflows is not a choice anymore, but became the necessity for bigger organisations. The implementation of future automation strategy streamline processes, track down tasks to completion, enhance communication and have the capability to foresee the course of their organisations.

Human Resource professionals globally have profited from process automation – it is time you do too!

Leading benefits of implementing future automation strategy

– Decreases delays

– Reduces the costs associated with printing, stationery and filing

– Shorten the productivity curve

– Reduce clerical tasks

– Increase employee engagement

– Establish consistent and repeatable process

– Reduce duplicate and manual data entry

– Instant access to employee documents

– Eliminate routeing time and manual handling

The best part about automating the HR process is organisations do not look at replacing their HR system. The SaaS solutions in Human Resource Management complement seamlessly, enhancing the way enterprise access information & eliminating the need for physical document storage.

The result is HR personnel’s time is spent on real tasks, instead of looking for documents in old basement archive.

( 105 visits )

Top 8 Talent Acquisition Trends 2017

talent acquisition trends-2017

The year 2017 is looming, and it is time to focus on what the human resources (HR) industry will be like in the coming year. 2016 has been great for HR practices, in particular with the concept of Bold New HR on the rise; but this means the following year should be even more exciting focusing more on talent acquisition trends 2017.

 Technology and new trends will be dominating the industry like anything with organisations taking a step ahead in implementing new concepts in the overall process of talent acquisition. Technology in HR is all set to redefine the real dynamics of the recruitment industry. In a recent report published by Deloitte on HR, some broad trends for the year 2017 are highlighted. These trends are expected to dominate the world of talent acquisition in the coming year.

Let’s take a look:

talent acquisition trends-2017
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#1. Accelerating revolution of performance management

The way performance management is conducted at organisations today has undergone a drastic change. Many companies are doing away with the bell curve system of appraisals and coming up with new techniques in its place like a 360-degree feedback, peers’ feedback and so on. Organisations are creating a more agile approach towards performance management that moves around shared goals developed from the bottom up, periodic check-ins, and transparent to the entire team.

#2. An explosion in real-time engagement evaluation

The second significant shift in talent acquisition trends 2017 and people management is the explosive growth in the pulse-based survey and feedback systems. More and more companies will realise the significance of real-time engagement and real-time evaluation of employees that will warrant a better future for the organisation. Companies are expected to conduct surveys quarterly and sometimes even on a monthly basis. Employee engagement would be that significant.

#3. People analytics will grow in leaps and bounds

2017 will see an upsurge in the use of people analytics. Since organisations have already moved to analytics from back-office HR data, various types of HR analytics are being implemented on a regular basis. The notion of creating a predictive model for recruitment and talent acquisition has taken a big leap and recruiters are all set to grab and implement the same. In upcoming talent acquisition trends, 2017 analytics will become more prevalent; companies are moving away from building their solutions to acquiring them from vendors.

#4. An entirely new scene for talent acquisition

It is predicted that 2017 will witness a whole new landscape for talent acquisition. It goes without saying that today’s talent acquisition market is highly strategic for many companies. Several new tools have emerged in the domain and are consistently dominating the sphere of recruitment.

These new tools and disruptive technologies are designed to connect to LinkedIn and other jobs boards directly and can store candidates’ information that can revisit time and again. These systems manage candidates and even alumni. The continued evolution of job boards is yet another disruption that would be prominent in the domain.

#5. Growth in contingent workforce management

The area of contingent workforce management would witness a substantial growth in 2017. This market that comprises software for vendor management as well as time tracking and scheduling systems is a highly fragmented one, with only a few large market leaders. As the percentage of employees working on a part-time basis grows, an upsurge in this market is also expected. Industry experts are looking forward to it.

#6. Merger of team management and HR tools

There exists a wide variety of software that helps people in collaborating, sharing and setting goals, and apparently, work together as a team. While they may not inevitably come under HR technology tools, most are making an entry into the HR tech market. It would reverse a major trend that would be seen in the forthcoming year in the world of talent acquisition.

#7. Continuous evolution and explosion of the learning market

The corporate learning marketplace is ready for a revolution. According to millennials, the ability to learn on the job is their top priority, especially when they are looking for new jobs. The use of on-the-job learning, apprenticeship, virtual learning and collaborative learning has exploded. Keeping that in mind, corporate trainers are investing a lot in tools to integrate, consolidate, measure, and curate various types of content for employees.

#8. Digital HR: self-service, Artificial Intelligence (AI) and Robotics Process Automation (RPA)

The final disruptive trend in the sphere of talent acquisition would be the emergence of artificial intelligence and robotics process automation. This vast gamut of technology that covers several products is coming to HR technology. The main outcome of this will be, complete automation of HR. AI and RPA will become a dominant feature in HR, therefore, making things much simpler.

From the above information, it can be concluded that almost every existing HR Technology market will face disruption in 2017. Growth in mobile computing, video sensors, artificial intelligence and robotics are all set to provide HR with a new dimension to the world of talent acquisition.

( 177 visits )

HR Transformation Roadmap – A Complete Guide Making a Successful Transition

HR Transformation

The structure remodelling of HR provision and to position HR as a business partner defines the transformation in Human Resource. In this two-part series of Human Resource transformation, we will go through the step by step details right from objectives to tools to implementation and troubleshooting.

In this first part, we will cover the basics on HR transformation including, objectives and tools. Then in the second part, we will move to implementation or restructuring of HR and troubleshooting strategies.

HR transformation meaning

It is a process of first recognising the following elements:

– What HR department does now?

– What it should be doing in the future?

– How should the implementation be done?

Objectives of HR transformation

The wider business change including, acquisition, a merger, change of ownership or rapid growth push organisations to transform their Human Resource process. However, at the early stage in the practice of HR transformation, it is imperative for key people to set the objectives right. It will ensure that transformed HR department will not be only able to perform more efficiently but also focus and deliver other business aligned objectives.

HR Transformation
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The most common reasons for enterprise to go on board on transformation are to:

– Align HR more closely with the firm’s strategy in coordination with people management.

– Meet the business goals, including refocusing on changed priorities or cost reductions.

– Focus on business critical workforce issue including, performance or skills challenge, recruitment, etc.

– Adapt strategic response to cost-reduction pressure instead dealing them in an incremental way.

– Enhance the efficiency and effectiveness of operational processes.

Required tools for transforming HR

Changes to the structure and capabilities of the HR function, changes to the roles of HR team members, outsourcing of all or some HR functions, implementation of technology and changes in the structures and capabilities of the HR function – These factors cohesively delivers the HR transformation.

1. HR Capability and skills

Martin Reddington, Mark Williamson and Mark Withers mentioned in their write-up, “Transforming HR: Creating value through people” – HR teams must include individuals who:

– Demonstrate and articulate the value of their interventions

– Understand the business and valued as business people

– Act as an internal consultant, with the capabilities to create strong client relations

– Comprehend and contribute to the development of the strategy

2. Changing structure and roles

 Improving the function and purpose of the HR team, along with the delivery mechanism and accountability for HR within an organisation. It involves reviewing the roles of:

– In-house HR function

– Line Managers

– Employees

– Any external HR-delivery partner

Most enterprises undergoing the HR transformation realise that developing an HR function that meets the necessities of their business implicates the existence of:

– HR personnel who can act as an effective consultant for their organisation.

– Strategic, strong HR leaders who are not just skilled practitioner but act as business leaders

3. Role of technology

Technology is only one of the many tools in HR transformation that enterprise can use to meet their objectives, but quite significant when used effectively.

The problem

A common concern for the organisation is that they have diverse systems that are not integrated, so if there are separate payroll, recruitment and HR information databases. All data must be inputted again and again. Moreover, there are limitations on data analysis across different systems.

Consulting internally & seeking advice on the company’s current and future HR technology strategy is likely to be a significant element of any HR transformation practice.

Increasing adoption of SaaS (Software as a Service) model

The take-up of SaaS model in Human Resource is growing. Under the SaaS solutions, the applications are run on the SaaS provider’s servers. Therefore, services are delivered over the internet. Organisation adopting SaaS not only reduce cost by purchasing and updating software. Also, managers and employees empowered to use the service remotely over the web. Some other benefits of upgrading technology include:

– Analyse and plan working patterns

– Provide more accurate data to measure

How to develop the HR technology strategy?

Making a transition from information management system to engagement based system can be quite time-consuming and expensive process. Afore HR technology strategy is being considered as part of the HR transformation practice, following questions must be contemplated:

– How can the HR team ensure that line managers and employees can use technology to simplify decision making and processes without suffering from information overload?

– How will the new approach to technology help key decision makers at all levels?

– What expectations do employees have for online workplace communications?

– What changes will technology bring about data privacy, security and ownership?

The extent to which members of the HR team can use disruptive tools to transform the way organisation manages Human Capital will apparently be influenced by wider IT policy and budget considerations of the organisation.

Stay tuned for HR transformation Part 2, where we talk about implementation of HR transformation and troubleshooting strategies.

( 92 visits )

FICCI HR Summit: Making Organizations Meaningful and Future Ready- Session 2: A Report


The Federation of Indian Chambers of Commerce and Industry (FICCI) along with its principal partner, CareerBuilder India, organized a conference on Human Resources titled “HR Best Practices” in New Delhi on 7th and 8th November 2016.

The event was attended by nearly 500 delegates from across the industry and needless to say that it was an absolute lively one. The second day of the event was as exciting and interactive, just like the first one.

The future of recruitment is right here, and it is technology that has been driving the dynamics of the same considerably. With the advent of technology in the domain, the overall concept of talent acquisition has undergone a drastic change. Gone are those days when recruiting and hiring candidates used to be a manual process and employers often relied on their gut feelings while making a hire. The advent of technology, an increased use of Applicant Tracking Systems (ATSs) have completely revamped the way recruitment is conducted these days.

A brief introduction to Human Resources (HR) and technology, in general, was followed by the day’s first session. The panel discussion focused on the concept “How Technology is Changing the Landscape of Talent Acquisition.”

Moderated by Mr. Sreekanth Arimanithaya, MD, Workforce Management, CSC, the discussion saw panelists like Mr. Premelesh Machama, MD, CareerBuilder India, Mr. Prashant Bhatnagar, Senior Director, People and Culture, Hike Messenger; Ms Rinku Kaul, MD, Talent Supply Chain, Accenture, and Mr MVS Murthy, Chief People Office, Future Company, presiding the chair.


These leaders came up with their opinions regarding the current scenario in the talent acquisition. HR has undergone a tremendous change since the evolution of organisations. Sreekanth Arimanithaya focused on the challenges faced by organisations about talent acquisition in the present times. He mentioned that even top organisations like Toyota and Amazon had faced challenges in talent acquisition and even retention. However, these organisations have been smart enough to renovate their entire recruitment process with the help of analytics and predictability. By focusing on an algorithm based model, these organisations have successfully tapped talent and engaged them.

FICCI HR Summit – Key Insights

Arimanithaya’s speech on HR was followed by Rinku Kaul’s discourse on how robotics and artificial intelligence has turned the tables for talent acquisition. She went on to focus on the changing dynamics of the present day talent acquisition in current times and how technology has revamped the whole system. The introduction of artificial intelligence and robotics has been highly instrumental in transforming the domain of HR to what is it today. Organisations have embraced complete automation of the recruitment process which has been able to smoothen the tough task of hiring and recruiting. Digital disruption in HR has been able to transform candidate experience in a positive way and also the time to hire has been reduced considerably.

Kaul’s session was followed by the audience being addressed by Mr Premelesh Machama and Mr Prashant Bhatnagar – where, Mr Machama focused on the idea of technology empowering people and processes. He emphasised the importance of technology in recruitment and how candidate experience is essential in nowadays. He also spoke about the significance of implementation of big data analytics in HR; that would eventually ease out the process of the recruitment industry.

Next speakers of the session, Prashant and MVS Murthy, addressed the concerns surrounding present days’ recruitment processes. Both of them focused on the importance of implementing analytics in HR and candidate experience. The significance of onboarding practices was also touched upon by them to a great extent.

The second session of the day comprised a few presentations on topics such as Employee Engagement by Mr Rajesh Kumar, Head, Sporting Solutions, Sportzconsult, Mr Unmesh Pawar of Accenture and Ms Karuna Ahuja of Chrom Consulting.

The presentations were followed by the next panel discussion of the day that focused on empowering thorough HR apprenticeship. Speakers of the session, Ms Anu Gupta, Head Skills Development, DFID India; Mr Rajeev Khurana, GM, Vocational School and Training Academy, Maruti Suzuki India Ltd. And Mr Pawan Yadav, Plant HR Head, Subros Ltd.

This session of FICCI HR Summit focused on the ways of empowering HR through apprenticeship. The speakers stressed on leveraging the power of learning in an organization and how can benefit from the same. They also emphasized on the fact that industries should be encouraged for apprenticeship adoption and in a way empower the HR as well.

( 71 visits )

Google Making Moves into Recruiting Technology with CareerBuilder

Google Cloud Jobs API

CareerBuilder has always been innovation-driven in the human capital space by collaborating with others and creating erudite technology from the square one. Yesterday, CareerBuilder announced its plans to use Google Cloud Jobs API to support job seekers connect with the right employers faster.

Google Cloud Jobs API

The current scenario

Presently, CareerBuilder is running experiments with Google Cloud Jobs API to power searches on CareerBuilder U.S job site. The entire collaboration is taking place in a test environment with the intent of bringing it into production in the future.

Equipped with in-depth knowledge in human capital management and profound insight in recruitment, CareerBuilder is leveraging the extent of Google’s proficiency in machine learning to provide more relevant, swifter results for individuals looking for jobs.

Also, earlier tests exhibit positive results in helping job seekers discover opportunities and find the most relevant jobs they would not have substantially surfaced.

Google says that CareerBuilder created “a prototype in just 48 hours, found improved, more accurate results when compared to its existing search algorithm.”

What is Google Cloud Jobs API?

It is a newest cloud-based machine learning API (Application Program Interface) presented by Google Cloud Platform. Cloud Jobs API offers exceedingly automatic job search that forestall what job seekers are searching for and turn up targeted recommendations support them to realise new opportunities.

How does it work?

The API exercises machine learning to recognise how skills and job titles relate to one another. Moreover, what location, job content and seniority are the closest matches for a job seeker’s preference – it is how Google Cloud Jobs API offer most relevant search results and recommendations.

Why CareerBuilder collaborated with Google?

“CareerBuilder will be able to layer our rich domain expertise over Google’s extensive search capabilities, opening the door to new efficiency and opportunities for our business, clients and users,” said Matt Ferguson, CEO of CareerBuilder.

“Collaborating with Google is part of our innovation strategy,” Ferguson added.

CareerBuilder has built an exceedingly intuitive and transparent job search experience – Focused on accuracy, speed, freshness and comprehensiveness of results.

Key enhancements include

– Personalised homepage for users based on their job apply and browsing history.

–  Registered users can fine-tune their communications as they can see which search terms employers are using to discover them and which companies are looking at their resume.

– Registered users can see aggregated data on other candidate’s education and experience who have already applied for the same position. It helps them identify how likely an employer will be to respond them.

– New Semantic Library launched by CareerBuilder is designed to recommend similar search queries enabling Job seekers to get in front of jobs they might not have otherwise seen.

Let’s talk about the features of Google Cloud Jobs API

1. Job Enrichment. It spontaneously improves the job content with relevant supplementary information like employment type, street address, etc.

2. Synonym and Acronym Expansion. The search results also elaborate the company or industry specific jargon that job seeker might not be familiar with.

3. Seniority Alignment. The jobs API returns relevant results based on seniority positions as well.

4. Advanced Location Mapping. It is empowered to interpret several forms of location to precise Geo-coordinates.

5. Dynamic Recommendation Engine. The cloud jobs API also allow job seekers to mark which job they like, and they don’t like. Based on job seeker preference more relevant recommendations will be provided.

6. Real Time Query Broadening. The search can also be expanded to seniority, location and roles in a similar occupational category.

Collaborating with Google is an active step that CareerBuilder taken in the series of investments to enhance its site. Using Cloud Jobs API will enable CareerBuilder to accelerate developments in the area of job search delivering better user experience for both job seekers and employers.

( 228 visits )

FICCI Conference on HR Best Practices: Making Organizations Meaningful and Future Ready: A Report


NEW DELHI: November 7, Monday: The Federation of Indian Chambers of Commerce and Industry (FICCI) along with its principal partner, CareerBuilderIndia, organized a conference on human resources titled “HR Best Practices” in New Delhi on 7th and 8th November 2016.

The theme of the conference centred around the changing dynamics of the recruitment industry and how the human resources (HR) domain can implement the best practices in order to nail the very best of talent pool.

The two-day event witnessed a gathering of nearly 500 delegates from across industries including HR professionals, corporate leaders, recruiters, academicians, thought leaders and speakers specifically from the HR industry.

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Welcome address for the conference was presided over by chief human resources officers (CHROs) and managing directors. Speakers included Madhavi Lall, Head HR, Deutsche Bank, Prithvi Shergill, CHRO, HCL Technologies, and Mr. Saugata Mitra, Group Head, HR, Mother Dairy Pvt Ltd. The speakers mostly focused on the rapidly changing dynamics of recruitment and the HR world.

The future is right here for recruitment. The overall job and recruitment industry has undergone a rapid change with technology foraying in. Gone are the days when a recruiter would sit and sift through a stack of resumes and individually approach jobseekers. Applicant tracking systems (ATSs) have made their way and it is technology that has started dominating the recruitment sphere at a large scale.

The introduction was followed by the first panel discussion of the day titled, “A Journey from Classroom to Boardroom”. Speakers and moderators of the session included Ms Madhavi Lall of Deutsche Bank, Ms Neeti Sharma, Co-Founder Team Lease, Prof. Amit Mookerjee, Dean and Head, IIM Lucknow, Noida Campus, Dr. Jitendra Das, Director, Fore School of Management and Mr Rajeev Kumar, Global Head, Campus Hiring, Wipro Limited.

This session’s focus was essentially on the growing gap between professional degrees vis-à-vis skills required for getting a job. Experts opined that the higher education system needs to augment and align itself with the industry so that students graduating from management and engineering colleges are job-ready. They laid emphasis on the aligning academics and industry and increasing industry interaction of students more, so that once they enter the professional world, things become easier for both – the employer and the new employees.

“Transforming HR for Strategic Talent Management” was the focus area of the second session. The session was presided over by leaders like Dr. Sandhya Chintala, VP NASSCOM and S Radha Chauhan, President and CEO, Department of Electronics and Information Technology. The main focus of this session was revamping talent management with the help SaaS technology. They opined that business has changed drastically over the years, so even HR has to keep pace with it and embrace technology as fast as it can. Genomics, automation, machine learning as well as robotics will make their appearance in HR in the near future, redefining HR in the long run. This is where SaaS will come into effect and decisions on talent acquisition will be based on SaaS, analytics and hackathon.

Third session of the day, focused on the concept of “Onboarding and Engaging Talent in the Digital Age”. Speakers and moderators of the session comprised Mr Prithvi Shergill of HCL, Ms Pooja Malik, VP, HR, Anand Automotives Ltd, Ms Kiran Singh, GM, Corporate HR, Mother Dairy, Mr. Unmesh Pawar, Global HR MD, Accenture and Mr.Wallace Shah, Director and Country Head, Lausanne Hospitality Consulting. They discussed significance of onboarding practices and how organizations need to reshape them in the age of digital disruption.

The HR team of an organization will have to be very careful pertaining to the recruitment process of the future and must be digitally empowered to be able to tackle ‘digital disruption’ in HR. It is not only about picking up desirable profiles from the ATSs, conducting interviews and selecting the right candidate. It is also about conducting proper onboarding processes that will eventually help the new hires to be able to gel with the organization faster.

Making them feel comfortable thereby, enmeshing them into the new environment. Onboarding processes also need to change drastically and should be made more interactive in manner. Rather than the event being a dramatic monologue, the organization should ideally engage in proper dialogue with the new hires. Existing employees should also be welcoming towards them.

The more welcoming the organization is towards new employees, the better they will be able to engage their employees, who mainly comprise millennials. Engaging millennials is a daunting task for organizations these days, as the maximum duration spent by millennials in an organization is roughly 2 years. So, within this short span, organizations need to ensure that employees (especially millennials) are so engaged, that they are able to give their 200% to the organization.

Finally, the event was concluded with a closing keynote address by Unmesh Pawar of Accenture where he emphasized on the importance of digitization and ensuring happiness for one and for all in the corporate world with the help of digitization.

( 117 visits )

Recruitment Automation Making Hiring a Cakewalk

Recruitment automation strategy

Automation has become an evident part in human resource sector. It has significantly minimized the efforts, time and resources put on achieving any challenging task. In fact, many of the HR activities which people never expected to be automated have majorly been influenced by technology and automation. Recruiting used to be a completely human operated business activity. However, in the contemporary world, automation has taken over a major section of recruiting actions.

Organisations which are using HR automation are significantly ready with their future automation strategy, and those who are not using any have already prepared to integrate automation to make HR activities swifter, especially recruiting.

Automation has provided us plenty of essential recruitment tools, used across multiple processes by the most revolutionary employers. Automated screening was sometimes regarded as emotionless and generic. Today, it is seen as an invaluable tool by a large number of recruiters dealing with ever growing figures of candidates. It enables them to focus their efforts and time on other more crucial parts of their business.

The bottom line is that integrating the right level of automation into recruitment practice delivers substantial advantages!

Subsequent points would highlight the value of future automation strategy in recruiting through the benefits it provides to the users:

future automation strategy
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1. Keeps candidate experience Positive

These days, candidates have become more demanding. They always look for positive candidate experience wherever they apply for jobs. Neglecting positive candidate experience would create a huge loss to organizations. The consequences of a poor candidate experience would impact the future recruitment. Jobseekers/candidates have a moving characteristic, they won’t wait if the recruitment process is slow or obsolete or manual. Automation can support great candidate experience in many ways. Be it applying for a specific position, getting responses timely & speedily, screening the candidates faster or scheduling interviews, every process becomes quicker. These aspects of automation increase positive candidate experience.

2. Keeps Candidates Approachable

Recruitment automation facilitates organizations to get in continuous touch with possible hires, without needless human interaction. It adds value through various reminders and tools, empowering recruiters to concentrate on their other important business tasks. Automation prompts them to approach candidates at key stages whenever required.

3. Keeps Screening Paced up

Screening becomes smoother and clever. Various parameters can be integrated which help recruiters engage directly and find out the matching profiles. Once data is retrieved from the pool of applications and online interviews, automated recruitment tool search, sort and filter the best candidates in different layers. Then, recruiters can easily approach the most suited candidates. Line managers and recruiters are no longer searching through the piles of resumes. They can immediately start the recruitment process.

4. Keeps the process Human

Automation transforms best recruitment practice into common practice. It structures the process, and keep it consistent. It provides objectivity to the activities associated to recruitment, rather diminishing the human factor, as its critics believe.

5. Keeps the Response Speedy

A great communication is a key to professional recruitment process! A large volume of applications makes recruiters restricted to update candidates as quickly as they would like. In a busy organization, response must be immediate. If response is not timely, candidates would simply feel ignored and go elsewhere. Automated tools enable organizations send replies quickly and reliably. Future automation strategy also help to shoot a personalized and well written email to the candidates. It improves candidate engagement via instant confirmation emails.

6. Keeps Process Handy

Automated e-recruitment tools or systems save money and time spent on scheduling interviews and assessments. The system schedules interviews and conducts assessment automatically. Candidates can easily book their own interviews as per the time slots available and their own convenience.

Organizations which have been too languid to adopt recruitment automation into their businesses are in danger of losing the best candidates. Automation facilitates organizations locate the right candidates for the right positions in the fastest way possible. It removes human errors. Implementation of future automation strategy encourages human interaction when it’s really important. It reduces cost and increases efficiency and consistency. It generates real-time reports. Video interviewing and self-scheduling are some of the features of automated recruitment process making hiring a cakewalk!

( 85 visits )