Recruiting – Ultimate Software's Blog https://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Wed, 10 Jan 2018 18:43:27 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.2 Three Things to Consider When Applying for a Job Online – #12DaysofHCM https://blog.ultimatesoftware.com/three-things-to-consider-applying-job-online/ https://blog.ultimatesoftware.com/three-things-to-consider-applying-job-online/#respond Sat, 16 Dec 2017 11:00:47 +0000 https://blog.ultimatesoftware.com/?p=1185 Job board sites, social media networking, and one-click application services have made it easier than ever to apply for jobs—but they’ve also significantly increased the competition. Each corporate job posting attracts an average of 250 job resumes, and if you’re not careful, your resume may never even be seen by the recruiter. Here are three […]

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things to consider when applying for a job onlineJob board sites, social media networking, and one-click application services have made it easier than ever to apply for jobs—but they’ve also significantly increased the competition. Each corporate job posting attracts an average of 250 job resumes, and if you’re not careful, your resume may never even be seen by the recruiter. Here are three things to consider when applying for a job online:

  1. Tailor each resume. Most employers use some version of Applicant Tracking Systems (ATS) to filter out applicants. If your resume doesn’t feature keywords that match up with the company’s job description, it’s unlikely to reach the recruiter.
  2. Write a cover letter. While CV’s were always standard in the past, many job boards or online applications will list cover letters as “optional.” It shouldn’t be. Take the opportunity to describe exactly how your skills relate to this position and show that you’ve done your research.
  3. Beware of phishing attempts. Unfortunately, employment scams are becoming more common, where fake recruiters solicit confidential information or seek some kind of financial compensation. Recruiters should never ask for your social security number or bank account information; any confidential information will be handled by HR once you’ve officially been hired.   

Ultimate Software’s #12DaysofHCM is back by popular demand! For the next week, we’ll continue recapping some of the most talked about topics from 2017, and previewing what’s ahead for 2018.

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Recharging Your Recruiting Strategy – #12DaysofHCM https://blog.ultimatesoftware.com/recharging-your-recruiting-strategy/ https://blog.ultimatesoftware.com/recharging-your-recruiting-strategy/#respond Tue, 12 Dec 2017 11:00:18 +0000 https://blog.ultimatesoftware.com/?p=1175 Candidates are always looking to make great first impressions on potential employers. Their initial words and actions can be the deciding factors in earning a prized position, or having to go back to the job board. In many ways, it’s the same for employers. Making a positive impact on job candidates from the very first […]

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recruiting strategyCandidates are always looking to make great first impressions on potential employers. Their initial words and actions can be the deciding factors in earning a prized position, or having to go back to the job board.

In many ways, it’s the same for employers. Making a positive impact on job candidates from the very first interaction can set the tone for a productive and rewarding long-term relationship. Look the other way, however, and you can end up facing the costly setbacks of employee turnover.

Offering a more candidate-centric recruiting experience is one of the best ways to ensure you’re attracting top talent and hiring the right people for the right jobs. It’s getting to know applicants—their qualifications, motivations, and professional goals—before they ever meet you in person. It’s showing candidates you care about them as people, and that you’re already paving a path for their ongoing career development in your organization.

It’s recharging your recruiting strategy, with talent acquisition that puts people first.

Ultimate Software’s #12DaysofHCM is back by popular demand! During the next two weeks, we’ll recap some of the most talked about topics from 2017, and preview what’s ahead for 2018.

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Ethics of Social Media Searching During Recruiting https://blog.ultimatesoftware.com/social-media-searching-during-recruiting/ https://blog.ultimatesoftware.com/social-media-searching-during-recruiting/#comments Thu, 02 Nov 2017 10:00:47 +0000 https://blog.ultimatesoftware.com/?p=1133 From time to time, we invite guest contributors to provide their personal perspectives about trending HCM topics. The views, opinions, and comments expressed below are solely those of the author and do not represent Ultimate Software. This post was commissioned by Ultimate Software and the author has or will receive compensation for their work. by […]

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social media searching during recruitingFrom time to time, we invite guest contributors to provide their personal perspectives about trending HCM topics. The views, opinions, and comments expressed below are solely those of the author and do not represent Ultimate Software. This post was commissioned by Ultimate Software and the author has or will receive compensation for their work.

by Kate Bischoff, Employment Attorney & HR Consultant, tHRive Law & Consulting LLC

These days, employers have oodles of information at their fingertips. However, when it comes to hiring, some employers are still reluctant to dive headfirst into the sea of information that includes social media searching during recruiting. I’m here to tell you, the water is calm, deep, and welcoming. In fact, pretty soon, not diving in could become a problem for organizations looking to hire the best talent.

As employers, we know that someone with a violent past should not work with children or vulnerable adults. We know that an accountant candidate should not have a prior grand-larceny conviction. This is why we conduct background checks: to prevent potential harm to our customers or organizations.

For some employers, though — even those who routinely administer background checks — social media searching during recruiting seems rather taboo. But in my opinion, you should gather as much information about potential candidates as you can. It’s publicly available information, and it’s perhaps the easiest way to combat hiring regret.

Consider this hypothetical situation: You are hiring a Customer Experience Manager. You’ve got several great candidates with excellent resumes, but you haven’t conducted any Web searches because you’ve heard looking at social media profiles could get you into legal trouble.

Soon, the hiring manager makes a decision, and you bring on Sebastian.

Sebastian’s first few weeks are great, but by the end of the first month, his work ethic is rapidly deteriorating and he’s spewing negativity everywhere he goes. Suddenly, your Social Media team discovers tweets he’s published that decry the organization and complain about general ineptitude in management and customer care. Backdating his profile, it becomes obvious that he took this same socially aggressive stance at his previous employer, appearing unable to control his negativity after a difficult day at work.

What do you do?

There are many different paths you can take. You may be able to let Sebastian go, but his activity could be protected under the National Labor Relations Act steering you right into an NLRB charge.  You could keep him and ask that he delete his posts, but again, you could run head-first into an NLRB charge.  You could ask him why he feels this way, address his poor work ethic through a performance improvement plan, and counsel him on your social media policy.  But you could have likely prevented this issue in the first place by quickly glancing at his social media activity, which would have revealed his 140-character tirades with a previous employer, before preparing the offer letter.

Using a simple search engine will usually provide all you need for social media searching during recruiting. Only the public versions of those profiles are available, but you can usually learn more about each candidate based on the information they choose to share. If you’re already using Facebook, Twitter, and LinkedIn to source candidates, you can also use these to research candidates. And you can do it while mitigating any legal liabilities.

Here are the steps to do this safely:

  1. Decide what will disqualify candidates in advance. A small typo in the cover letter may not disqualify a potential engineer, but it probably will disqualify a copyeditor applicant. It’s the same with conducting social media-based “background checks,” but it’s important to agree to disqualifying terms ahead of time.
  2. Have HR search. The main concern about reviewing social media is the potential to gather protected-class information. HR is more likely to know and work against bias than a hiring manager who has only heard the phrase but has not been aptly trained. Also, HR probably isn’t a decision maker—they simply report the information. (Quick reminder, if you have a third party do your social media searches, the Fair Credit Reporting Act applies, so tread carefully.)
  3. Wait. Do not search the profiles of every candidate. That’s way too time consuming. Wait until you’re down to your top five, three, or two candidates.
  4. Ask the candidate. I know this one is difficult, but social media is rife with mistaken identity, unknown trolls, and more. Even if you find objectionable content, give the candidate an opportunity to explain it. This provides a sense of fairness to the candidate and gives them an understanding of why you may decide to move in another direction.

Today’s social discourse is full of sensitive and objectionable opinions and activities. Wouldn’t you rather know about these issues beforehand? I certainly would.

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How the Candidate Experience Impacts the Talent Experience – #PeopleFirstPodcast Episode 5 https://blog.ultimatesoftware.com/candidate-experience-show-notes-talent-experience-hcm-podcast/ https://blog.ultimatesoftware.com/candidate-experience-show-notes-talent-experience-hcm-podcast/#respond Sat, 24 Sep 2016 11:00:57 +0000 https://blog.ultimatesoftware.com/?p=695 Only “13% of workers are engaged in their work,” says Sarah Brennan, former founder and principle analyst at Accelir. “Why?” HR professionals regularly ask. One often-overlooked reason is a bad candidate experience, says Sarah, who believes the candidate experience is just one piece of a larger talent experience. She also notes that, “organizations are spending […]

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Only “13% of workers are engaged in their work,” says Sarah Brennan, former founder and principle analyst at Accelir. “Why?” HR professionals regularly ask. One often-overlooked reason is a bad candidate experience, says Sarah, who believes the candidate experience is just one piece of a larger talent experience. She also notes that, “organizations are spending $1 billion on turnover costs.” That’s why positive candidate experiences and honest employer brands are essential to organizations, and why non-HR senior executives should care about the candidate experience. 

Listen now to the #PeopleFirstPodcast – Episode 5: Improving the Candidate Experience.

With today’s employer market really in the hands of job candidates, it’s important for organizations to realize that “40% of applicants drop out of a process of applying for a job because they dislike a company’s candidacy process,” says Martin Hartshorne, Ultimate Software’s vice president of products. That’s why organizations everywhere work to “always relentlessly improve the candidate experience,” he says. How? Martin’s three tips:

1.      Don’t waste people’s time

2.      Provide a personalized experience

3.      Make it really easy to get all the basics covered

In this episode of the #PeopleFirstPodcast, both Martin and Sarah detail the importance technology and metrics plays in the recruiting processes. They suggest organizations must offer a a recruiting experience to make the recruiting process simple, quick, and accessible to people from all walks of life and from all over the world. Technology can also assist in measuring the candidate experience with more direct metrics like Net Promoter Score, and even more subtle measures such as turnover rates, promotions, quality or customer satisfaction, and employee satisfaction.

Learn more about the candidate experience, why HR and non-HR leaders should care, how the candidate experience impacts the business bottom line, and how recruiting solutions and other technologies can help organizations measure and improve the candidate experience—all in the latest episode.

Remember to share this and previous episodes of the podcast with friends using the hashtag #PeopleFirstPodcast. Tell us what you think by tweeting @UltimateHCM with the hashtag #PeopleFirstPodcast or by emailing us at socialmedia@ultimatesoftware.com.

Want to learn how the candidate experience can play a role in long-term retention? Read this Recruiting Daily article from Ultimate’s Chief Technology Officer, Adam Rogers.

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3 Cutting-Edge Recruiting Trends Every #HR Pro Needs to Know https://blog.ultimatesoftware.com/hr-bartender-3-cutting-edge-recruiting-trends/ https://blog.ultimatesoftware.com/hr-bartender-3-cutting-edge-recruiting-trends/#respond Wed, 27 Apr 2016 19:13:57 +0000 https://blog.ultimatesoftware.com/?p=547 According to a series of articles from the Society for Human Resource Management (SHRM), job openings have broken 5 million, voluntary quits are at an eight year high, and time to fill has increased by ten days over the past decade. The job market has definitely shifted to a candidates’ market. Organizations need to develop […]

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According to a series of articles from the Society for Human Resource Management (SHRM), job openings have broken 5 million, voluntary quits are at an eight year high, and time to fill has increased by ten days over the past decade. The job market has definitely shifted to a candidates’ market. Organizations need to develop focused strategies to break through the tightening market.

During Ultimate Software’s 2016 Connections Conference, Ryan Bergstrom, senior director of products, and Eric Edwards, product manager of talent acquisition solutions, shared three trends they’ve been noticing that recruiting teams need to watch.

#1 – The Mobile Job Seeker

Ultimate Software's HCM solution, UltiPro, allows job candidates to apply for jobs on a mobile platform. Read more cutting edge recruiting trends now.

Ultimate Software’s HCM solution, UltiPro, allows job candidates to apply for jobs on a mobile platform. Read more cutting edge recruiting trends now.

In today’s business world, mobile means modern and it’s modern employment brands that attract candidates. Fifty percent (50%) of job seeker expect to search and apply for jobs via a mobile optimized website. This is different than being a mobile friendly website, which means the website is displayed on mobile devices the exact same way it is on a PC. The term mobile optimized means that the site is responsive and changes to the technology it’s being viewed on. Mobile optimized sites provide the complete mobile experience candidates are looking for.

In addition, candidates want the ability to search for job openings and complete a simple application on their mobile devices. Job seekers want to spend minutes applying for jobs (versus hours.) And, they prefer to use the professional sites they’ve spent time already cultivating – like LinkedIn (more on that later.)

#2 – Job Marketing Aggregation

Technology solutions recognize that human resources professionals have very little spare time. To be valuable, solutions need to be cost-effective and scalable. Aggregators are designed to do both: save time and cast a wide net by simplifying the employment advertising process. There are two different types of aggregators to consider:

Job listing aggregators such as Indeed and Simply Hired simplify a job seeker’s access to employers and opportunities. Making it easier for a candidate to find your company’s job opening.

Job post distribution aggregators such as eQuest and Broadbean simplify the company’s efforts to advertise through your most effective channels. The company goes to one place to distribute their message (versus multiple sites.)

#3 – The Popularity of LinkedIn

Organizations can increase their candidate conversion rates when they use a combination of social media and mobile optimization. LinkedIn continues to rise in popularity. It operates the world’s largest professional network with more than 400 million members in over 200 countries and territories.

A recent study titled “The Ultimate List of Hiring Statistics” indicated that LinkedIn is the #1 source of quality hires. The same report indicated that new hires sourced through LinkedIn are 40 percent less likely to leave the company within the first six months.

This directly aligns with what recruiting teams are trying to accomplish: hire the best talent, within the fastest time frame, using the fewest resources possible.

One other comment that Ryan and Eric made during their session was that recruiting teams need to get comfortable accepting social profiles rather than resumes. I’m not sure it’s as much a trend but an outcome of using these three trends to attract the best candidates. Organizations that want talent will need to change their recruiting experience to include social, mobile and job distribution sites. It means making the process easier for candidates. Long resumes and lengthy applications aren’t easy.

Have you notice a change in the job market? What trends are you noticing to attract the best talent?

 

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HR Tips for the Road Ahead in 2016 https://blog.ultimatesoftware.com/hr-trends-2016/ https://blog.ultimatesoftware.com/hr-trends-2016/#comments Fri, 22 Jan 2016 16:27:04 +0000 https://blog.ultimatesoftware.com/?p=459 With 2015 now in our rear-view mirrors, it’s time to focus on the road ahead in 2016. This year is sure to present more challenges, such as ever-changing healthcare reform legislation, but also a lot of exciting opportunities—and ways to shift your thinking. As you buckle up for the ride and prepare to hit the […]

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With 2015 now in our rear-view mirrors, it’s time to focus on the road ahead in 2016. This year is sure to present more challenges, such as ever-changing healthcare reform legislation, but also a lot of exciting opportunities—and ways to shift your thinking. As you buckle up for the ride and prepare to hit the wide-open road, here are a few tips to help you navigate your scheduled route, avoid oncoming speed bumps, and accelerate your HCM in 2016.

Tips for HR in 2016 - Recruiting, Talent Management, ACA, and Global HCM

Sit in the driver’s seat to tune-up recruiting and talent management practices, keep your eyes on the ACA, and think globally about HCM in 2016.

Put Yourself in the Driver’s Seat

This year, don’t just work on being a better manager—focus on becoming a leader. Your team members have developed their goals and have mapped out where they hope to arrive by year’s end. You can help ensure they reach that destination.

We’re excited about the release of UltiPro’s “My Leadership Actions” tool. Using the power of predictive analytics and an assortment of data points, UltiPro empowers you with suggested directions and actions for proactively engaging your direct reports. Think of it as your GPS on the road to leadership.

Best of all, My Leadership Actions doesn’t just benefit managers. According to BI Worldwide, engaged employees are 87% less likely to leave an organization than non-engaged employees. In a true win-win for everyone, you develop your management skills, hone your ability to lead, and grow your own career, all while helping your employees grow theirs.

Tune-Up Your Recruiting Practices

Aren’t road trips always more fun with a great group of passengers? Before you ride too far down the HR highway, however, make time for a pit stop to reevaluate your recruiting processes.

Are you attracting—and, perhaps more importantly, retaining—the right talent for your organization? Think about what you can do differently or improve upon to bring the ideal fit onboard, a person who not only has the necessary skills for the position, but who also gels with your established workplace culture.

Don’t forget that, in 2015, millennials officially became the largest generation in the workforce. While some may think Gen Y brings too much baggage, millennials can certainly provide us with crucial insight into the evolving expectations of all employees—especially with regard to recruiting practices.

Keep Your Eyes on the ACA

With so many people and processes requiring our attention, it’s easy to get distracted and veer off in different directions. But as HR professionals, it’s especially important we keep our eyes on compliance. As in previous years, in 2016, we have to pay particular attention to the Affordable Care Act (ACA)—or else we can end up paying costly citations.

The ACA has many moving parts. Proposed legislative changes continue to rotate around Congress, and there are likely to be more twists and turns ahead. But, don’t worry. Ultimate can help steer you clear of the stress and the confusion. Start by checking out our extensive ACA Resource Center, featuring helpful ACA guides, whitepapers, answers to FAQs, and much more.

You can also take an online test drive of UltiPro’s ACA Toolkit. See firsthand how Ultimate’s helping organizations across the United States navigate the ACA, from a dashboard for monitoring compliance requirements to functionality for rapid and accurate reporting. As a certified and IRS-approved transmitter, Ultimate can also assist with generating and filing all required 1094-C and 1095-C forms for the ACA.

Think Globally About HCM

Even if you’ve already charted your course and calculated your budget for the trip, always keep your map open and don’t be afraid to go beyond borders. Maybe your organization doesn’t currently operate on a global scale. The exciting news is it’s becoming easier than ever to expand into new markets.

As you continue on your HR travels this year, consider the realistic possibilities—and advantages—of exploring new territory. You have the potential to reach new people, build your network, remain connected no matter where you’re headquartered, and, ultimately, drive more business for your organization.

The best part? You don’t have to traverse these locations alone. Implement the global HCM strategy that works for your organization, and your employees can continue to collaborate and innovate together, from wherever they work.

We’ll cover each of these topics at greater length with additional blog posts throughout the year. For now, be sure to register for Ultimate’s free live webcast, “Break the Mold: What HR Should Be Doing Differently in 2016,” on Wednesday, January 27, at 2:00 P.M. EST. I’m pleased to join Claire Schooley, principal analyst on the Applications Development & Delivery team at Forrester Research, for an insightful discussion on transforming your overall approach to HCM. Our goal is to help you #RethinkHR—in 2016, and in the years ahead.

 

Suggested Article:

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Fresh Perspective: Consumer Experience Applied to Recruiting Strategy https://blog.ultimatesoftware.com/consumer-experience-applied-to-recruiting-strategy/ https://blog.ultimatesoftware.com/consumer-experience-applied-to-recruiting-strategy/#respond Tue, 19 May 2015 09:29:41 +0000 https://blog.ultimatesoftware.com/?p=284 Wherever you are right now reading this, I’d like you to take a minute and put on your consumer cap. Forget about your current role—manager, employee, parent, partner, friend—for a few moments and picture yourself in customer mode. Imagine you’re at your favorite coffee shop (you may actually be there right now). You just parted […]

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Wherever you are right now reading this, I’d like you to take a minute and put on your consumer cap. Forget about your current role—manager, employee, parent, partner, friend—for a few moments and picture yourself in customer mode.

Imagine you’re at your favorite coffee shop (you may actually be there right now). You just parted with some time and money in exchange for a refreshing beverage. Think about the preceding experience: Did you have to wait in line? Was your order fulfilled promptly, and to your liking? Did the service exceed your expectations?

We have many expectations as customers, and with whom we do business depends a whole lot on how well those expectations are met. A satisfying experience means you’re likely to return, and maybe even build a long-term relationship with the company or become an advocate of that brand. A less-than-stellar experience, however, can mark the end of your relationship as fast as it begins.

By the way, you can keep your consumer cap on. Though our little thought exercise has ended, the fact is, we’re almost always in customer mode. That’s especially true today in the workplace. And it’s imperative for companies to realize this, and to start better meeting the needs and expectations of their employees like they do their customers.

When companies think about employees like they do customers, it opens up countless opportunities for improving the employee experience. Just as that first customer experience can define the relationship, the same holds true for the employee-employer relationship. We’ve all heard adages about the power of first impressions. Companies invest a lot of thought and money into creating and delivering effective advertising. Much like pleasing or offensive ads can steer us toward or away from a company, so too can an application process for job candidates.

Do your job descriptions rival War and Peace? About 40% of Millennials say they won’t spend more than a minute reading a description online. And lest you rush to judge a generation as too impatient, don’t we all believe our time is valuable? Would you wait five minutes for your coffee if it only takes two to brew?

Let’s say your job descriptions are abridged. Good. How about the application process? Do candidates have to enter the same information multiple times, or can they import it from their LinkedIn profiles? Moreover, are those details stored for future access and use?

Consumers love one-click shopping online. It’s fast and convenient. It works for customers and stores alike. Have you ever canceled an order because of a lengthy or frustrating checkout process? It happens in the job market, too. Think of how many potential top performers you may have lost because they gave up long before reaching the “submit” button.

Retailers love providing recommendations, lists generated by clever algorithms. It’s a great way for customers to discover new products. Do you offer recommendations to your candidates? Maybe they applied for one job, but their skill set best fits a job they never even knew existed. Don’t miss out on acquiring a future star just because they were browsing a different department.

Note that this is all before candidates ever walk into your office for their first interview. But these customer-employee parallels extend to every stage of the employee lifecycle, and each is as important as the next. An enjoyable onboarding experience, for instance, can determine whether a new hire sticks around long enough for a review. Almost two-thirds of Millennials say they decide to stay or go after one month. How many bad lattes does it take before you try a new coffee shop?

The answer for providing these great user experiences is comprehensive HR technology that’s designed to meet employee needs and expectations, much like that of a consumer-based solution. Some important features to consider include:

  • Integration with popular social media platforms (you can import information from LinkedIn)
  • Intuitive user interface (applying for a job is as easy as online ordering)
  • Access anytime and anywhere via mobile devices, with responsive design (optimized for use on smartphones, tablets, etc.)
  • Collaboration through built-in messaging tools (similar to live chats with customer-service reps)
  • Single-click signing for required documents (fast and convenient, like one-click shopping)
  • Insight into the status of an application/the hiring process (don’t you just love tracking orders?)
  • Personalized experienced based on user information (if you like this job, you may also like…)

When companies think about employees like they do customers, it opens up countless opportunities for improving the employee experience. It creates a positive, productive environment where your people—and your business—thrive. It results in better products for your customers.

So, feel free to keep your consumer cap on for a little while longer.

For additional ideas on this topic check out Russ Banham’s article, “Why Treating Employees Like Customers Is the Right Thing to Do.”

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HR Technology Season! https://blog.ultimatesoftware.com/hr-technology-season/ https://blog.ultimatesoftware.com/hr-technology-season/#respond Tue, 30 Sep 2014 13:27:45 +0000 https://blog.ultimatesoftware.com/?p=178 For those of us who live at least part of our lives in the world of HR technology, October conjures up images of pumpkins, apple cider, autumn leaves changing… and of course the HR Technology Conference & Expo. It’s always a highlight of the year and a great place to connect and reconnect with friends […]

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For those of us who live at least part of our lives in the world of HR technology, October conjures up images of pumpkins, apple cider, autumn leaves changing… and of course the HR Technology Conference & Expo. It’s always a highlight of the year and a great place to connect and reconnect with friends and colleagues across the vendor, partner, and customer communities!

The people and atmosphere make it a particularly exciting forum for exploring innovations across the industry! This year, Ultimate Software will be showcasing not only new products and partnerships, but we will be sharing our technology innovations and a completely new way to engage new hires in any organization!

HR Technology Season

We hope that you’ll join us for a few of the exciting activities planned for the conference. Ultimate was selected to be among only six “Awesome New Technologies for Established Vendors” that will be recognized in a general session on Thursday, October 9th, 1:30 pm. During the session, we’ll demonstrate how we’ve put the candidate and new hire at the center of the new UltiPro Recruiting and UltiPro Onboarding solutions. These solutions take a fresh, bold approach to hiring and onboarding with a highly engaging user experience, empowering your employees to unlock their potential from first interaction to productivity. These solutions are also completely mobile-ready with responsive design that can be accessed from anywhere, anytime.

We’ll present a customer success story from Bloomin’ Brands – operator of well-known restaurants including Carrabba’s and Outback Steakhouse. Then we’ll give you a more extensive preview at the all-new UltiPro Onboarding solution including an interactive timeline, instant networking with social media, accelerated ways to create incentive, learning opportunities any more. Space is limited for these presentations, so please register at www.ultimatesoftware.com/OnboardingLook. Adam Rogers will also be on hand for a panel session discussing the current trends and future of HR Technology alongside other industry leaders.

To register for the HR Technology Conference, visit to www.hrtechconference.com/register and please follow #hrtechconf and @UltimateHCM for real-time updates.

 

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Kickstart Engagement for Your New Hires https://blog.ultimatesoftware.com/kickstart-engagement-for-your-new-hires/ https://blog.ultimatesoftware.com/kickstart-engagement-for-your-new-hires/#respond Thu, 26 Jun 2014 16:31:26 +0000 https://blog.ultimatesoftware.com/?p=169 Engagement, or lack thereof, is increasingly cited as one of the most common reasons that talented people leave their jobs. In fact, less than one-third of employees in the workforce describe themselves as “engaged” in their work (not positions). So why not change the equation by making employees feel valued by helping them unlock their true […]

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Engagement, or lack thereof, is increasingly cited as one of the most common reasons that talented people leave their jobs. In fact, less than one-third of employees in the workforce describe themselves as “engaged” in their work (not positions). So why not change the equation by making employees feel valued by helping them unlock their true potential at work?! With all the logistical challenges of onboarding, many organizations forget that the engagement process begins on or even before a new hire’s first day of work.

The companies with the highest levels of employee engagement all recognize that creating a strong, positive first impression is critical toward forging a lasting collaborative relationship in which employees can discover, unlock and fulfill their potential over and over in the work place.  And because close to 35% of new employees quit within 6 months of their start date, you need to keep onboarding simple and straightforward, eliminating the day-one clichés that bore new employees. The result is that you’ll have passionate, productive team members from day one!

Here are some things you can do to make sure you’re letting your new hires know how valuable they are:

  • Let them know why they were chosen for the job! It’s so simple and profoundly impactful in setting the stage for success!
  • Encourage socialization and connections. As we mentioned, first impressions count. Small things that help new employees feel connected and part of the team can have a huge impact. This can be as simple as helping new employees find co-workers they are already connected to via their social networks. Or it can be something as significant as setting them up with a coach or mentor and leveraging onboarding technology to help them connect.
  • Simplify the overall experience. Required tasks like verifying employment eligibility status are crucial, but time-consuming if done manually. Best-in-class onboarding solutions can automate the completion of forms and other important tasks quickly and securely.
  • Start onboarding before day one. Above all… make sure required documentation, software, assets or accounts should be ready for your new hire as soon as they start. Tracking down everything that’s missing can easily fill up a day that should be spent meeting the team and learning the ropes. Providing new hires with a clear understanding of the tasks they need to complete — and enabling them to complete these tasks before starting, even on their mobile devices — will help them feel confident from the very beginning.

To discover even more ways to engage employees from their first impression, check out our exclusive whitepaper, 10 Ways to Wow Your New Hire.

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Letting the User Experience Drive the Decision Making Process https://blog.ultimatesoftware.com/letting-the-user-experience-drive-the-decision-making-process/ https://blog.ultimatesoftware.com/letting-the-user-experience-drive-the-decision-making-process/#respond Tue, 03 Jun 2014 13:26:29 +0000 https://blog.ultimatesoftware.com/?p=166 As a business, we focus on the customer. Even if you’re in government or the non-profit world, you have someone that fills the role of “customer”. We want those individuals to be happy with our product or service. We want them to have a good experience when they interact with or organization. The same philosophy […]

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As a business, we focus on the customer. Even if you’re in government or the non-profit world, you have someone that fills the role of “customer”. We want those individuals to be happy with our product or service. We want them to have a good experience when they interact with or organization.

The same philosophy holds true when we talk about software. The customer is a user and we want them to have a good user experience. Often the user experience is mistaken for how visually appealing an application looks. But the user experience is about much more than aesthetics. A great user experience enables people to perform a task efficiently and successfully, while at the same time being enjoyable.

Letting the User Experience Drive the Decision Making Process

Creating a positive user experience isn’t easy. Especially when you have a unique corporate culture. However, one company that’s allowed the user experience to drive the decision making process with excellent results is LivingSocial.

For those of you who don’t get their daily deals, LivingSocial is a marketplace to buy the “best things to do” in cities around the world. Based in Washington, D.C., LivingSocial currently operates in 11 countries worldwide and has 40 million users around the world.

As a company, LivingSocial is very aware of the importance of the user experience. Their members’ user experience drives sales. So when it comes to a human capital solution, the employees drove the process. LivingSocial included employees in the selection process for their HCM solution. Colleen Wood, vice president of human resources at LivingSocial, said they asked for employee feedback in a couple of key areas:

How would employees use the system? You can implement the fanciest solution in the whole world but, if no one uses it, it’s not really a success. An employee’s first interaction with LivingSocial is through UltiPro. Once an employee is onboarded, here are some of the things they can do:

  • Receive company information and news
  • Collaborate with managers on their career development plans and performance
  • Access paychecks and direct deposit notices
  • Request time off

What devices would employees use to access the system? When a majority of users will access the system using their mobile devices, then the system needs to be responsive. UltiPro Mobile is compatible with any HTML5-friendly smartphone or tablet browser so there’s no need to download anything. Employees are able to get company, human resources and payroll information instantly.

Now, just because LivingSocial allowed the user experience to drive their decision making, it doesn’t mean the business didn’t get the results they wanted. According to Wood, they’ve seen big results in two areas:

  • Onboarding – At LivingSocial, the employee’s first day is their most important day with the company. It needs to be perfect. UltiPro helps new employees feel connected, engaged, and productive from day one. New hires at LivingSocial are able to quickly complete and sign any required documents electronically. They can also connect with other team members through social media networks, choose a mentor, and select training opportunities.
  • Data and Reporting – The LivingSocial HR team was able to use the reporting feature to provide accurate, real-time metrics to the senior management team needed for strategic planning, compliance reporting and daily employee management. No more manual headcounts, report reconciliations, or data entry delays.

At Ultimate Software’s Connections conference, LivingSocial was recognized for their hard work in aligning their employee-centric culture with technology innovation. In announcing the award, Chief Technology Officer Adam Rogers said they demonstrated excellence in multiple categories. “With core values that include live hungry, makes strong moves, and champion good ideas, LivingSocial was a clear winner for our 2014 Innovation Award.”

Check out this video from the LivingSocial HR team about what the UltiPro solution has done for their company:

I love this video. Don’t you want to have a unicorn in your office?!

 

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