Posts

Talking HR Technology on the JoyPowered Workspace Podcast

Have you jumped on the podcast-listening wave yet? If not, now’s your chance to listen to ExactHire’s own Jessica Stephenson talk with JoDee Curtis and Susan White, co-hosts of the “The JoyPowered™ Workspace Podcast,” about considerations for choosing and implementing HR Technology. Topics include making a business case for new HR technology, what to seek in a software application, and how to determine if a vendor’s customer support is really as exceptional as they say it is. Check out the podcast recording and episode Q&A highlights below.

HR Technology Podcast Episode Q&A Highlights

Tell us about your company, ExactHire, and what services and technology they provide.

We develop software that automates and improves the hiring process. Specifically, that includes HireCentric applicant tracking software and OnboardCentric employee onboarding software. We also have relationships and some integrations with a handful of employee assessments. All of our applications follow the Software-as-a-Service model, commonly known as SaaS.

How do you make a business case for incorporating more or new HR technology in your organization?

Making a business case starts with a discussion on how change can make the company more profitable. One of the primary reasons making a business case to senior management remains a challenging task is because the language and analytics traditionally used by HR professionals may not be as compelling to others in leadership roles. For instance, while turnover percentage and time-to-fill are reliable indicators to many in the human resources arena, these HR metrics don’t necessarily translate well to CFOs, COOs, or presidents.

For example, when adding applicant tracking or employee onboarding software, some HR leaders focus primarily on justifying these new applications by focusing on efficiencies gained and/or staff time saved. While these points certainly have merit, they also fall outside the common terminology of many finance and operations leaders. Because efficiency and staff time saved in HR are difficult to quantify and not as directly attributable to the bottom line, these savings may be discounted or dismissed entirely.

However, focusing on what direct impact those efficiencies can have on the revenue growth or profitability of the organization changes the conversation completely. Identify the KPIs that impact business outcomes and then paint the picture of how those business outcomes can be positively changed as the result of new technology implementation. Don’t forget to record benchmark levels for your KPIs and organize your findings for senior management. Consider a SWOT Analysis in which you are illustrating strengths, weaknesses, opportunities and threats, and then spread the word to gather internal support from those who will be most heavily impacted by the software application.

Should HR technology revolve around an employer’s payroll system? Thoughts on integration vs. same system?

We certainly encounter employers pondering this question frequently, and what’s right for one organization won’t be ideal for another. There are advantages and disadvantages to each approach, so I’d suggest asking these questions to help determine which approach might be best for your employer.

  • First, what are the overall priorities of your organization, and for your HR department? For example, how important is recruiting relative to other HR functions? What about employee onboarding? If hiring is not a high volume activity, then that probably points you in one direction versus another.
  • Second, how much hiring will your organization do over the next year or two? Your projected volume is going to impact your choice, and it might also tie into the next question…
  • Which is…what specific applicant and/or employee data do I want to be pushed into payroll? So, once I’ve hired someone, what exactly from the applicant tracking or recruiting side should push into payroll? And, once those items are pushed, will I still need to key in additional info such as Social Security Number, birth date, etc. because an ATS wouldn’t necessarily house that kind of sensitive information. That’s a bigger question on the ATS side than the onboarding side. That is, if you’re pushing from an onboarding application into a payroll module. Make sure you understand what that is and make sure you understand how important it is and how much of it there is.
  • Looking at features, does your hiring volume necessitate you to consider a more robust system that has the bells and whistles you need with a better user experience; or, is end-to-end integration the most critical need?
  • How will your needs look next year or in a few years compared to today?
  • And finally… price, is there a notable difference between the options? If there is, what is the opportunity cost of choosing one solution over another… in terms of sacrificing a more robust feature set or conversely in time spent importing data in lieu of an integration option.

What should companies look for when choosing an effective technology partner?

  • Support. Be honest with yourself about your organization’s support needs, as well as how much implementation assistance will be required. Will your ongoing support needs be satisfied with a 3-day wait for the support tickets you submit, or do you really need same-day assistance in most cases? Consider the tech-savviness of your internal product champions, as well as your end users.
  • Training. Find out what training includes in the beginning? One session for all admin users? Sessions specific to restricted users too?  What else? What about when your department has turnover later on? Do you have access to recordings of your training sessions? How often is the product’s online knowledge base updated? Are there other resources you can use to get help: newsletters, Q&A sections, videos, animated GIFs in training tip sheets, etc.?

What are some things companies should look for when choosing an HR software application?

You must know your true needs vs. your “icing on the cake” wants when it comes to functionality.  Your priorities will be impacted by factors such as

  • your organization’s size and the industry in which you work,
  • security,
  • your compliance needs (for example, affirmative action plan reporting, E-Verify, work opportunity tax credit),
  • your average number of hires per year,
  • whether or not you have a decentralized or centralized org. structure,
  • the budget allocated to HR tech spending,
  • your need to integrate with any existing applications,
  • organizational growth plans, and
  • your potential need to move data from one system to another…in the case that you are leaving another provider, for example.

In evaluating these factors, remember to consider the needs of stakeholders such as HR administrators, hiring managers, supervisors, employees and payroll / finance partners.

How can I get technology vendors to help me develop a business case to senior management?

With evaluating a provider’s support resources as we talked about earlier, I would ask your tech vendor if they have any case studies, blogs, e-books or other content that help provide tips on how to make a business case, as well as specific ideas on which KPIs might be the most well-received by senior management. For example, talk in the language of profit per employee or revenue per employee rather than turnover. Additionally, if it’s important for your tech vendor to partner with you in discussions with your senior management team, go ahead and ask for that.

At ExactHire, we know that the product itself is not the only key to success for our clients. We strive to provide timely content that will help our users make the most of not just their product usage, but also how to tackle thorny HR topics they encounter on the job that might loosely relate to an aspect of our product. For example, tips on I9 audits, the latest on work opportunity tax credits, which states have adopted ban the box legislation or that now restrict salary history questions.

What do you do when the technology that works best for the HR team is not always what works best for the users?

Considering the user experience…both internal admin and hiring manager-level users, as well as applicants or existing employee end users…is critical to successful technology adoption. So, if you are in a position to select a new software application, there are some questions you can ask to assess whether you’re on the right track. Consider to what extent other specific groups in your organization will use the application. It may be more important to meet some groups’ needs than others.

  • How easy will it be to encourage others to consistently use the application?
  • Will you need to do some due diligence to train people on how to use it; or, does your partner do all that?
  • In either case, which will be the most well-received by your employees?
  • Will it be pulling teeth to get others to use the software? Consider the reasons why it may be.
  • Do you have the wrong software? Or, are employees overloaded with work and/or not as tech-savvy in some areas?
  • Where will others use your software? Will they mostly be on their desktop, or will it be via phone while on the go?
    • This answer will vary widely depending on whether you are looking at technology companies, healthcare and/or manufacturing clients, for example. If it’s while on the go, then make sure the interface is mobile-friendly.
  • And, finally, does the software have an employee self-service orientation that will ensure your data remains accurate into the future? That is, employees can make their own changes as circumstances change.

When purchasing technology, how might I project system needs a year from now, five years, to know if the system is easily customizable and scalable?

Like so many things, the answer for what is right for your organization will boil down to how well you know your organization. Be in tune with senior leaders’ plans for growth, what market conditions or legislative changes may impact your industry’s hiring curve, and whether you’re looking for any other functionality as a result of changing compliance needs. For example, in the next few years will you likely become a federal contractor of a certain threshold and subject to Affirmative Action Plan reporting for the first time?

Questions to bear in mind include:

  • Are the software application’s user logins unlimited? Or do you pay per user, or per job posting in the case of recruiting software?
  • Are there other HR modules you may wish to add in down the road? For example, learning management, performance management, etc.
  • If you’re using a single sign-on application available with a full HRIS, are the individual HR modules robust enough for your needs today and tomorrow?

How will we know if it will be easy to get to the data insights we need?

Think about the types of reports you run today, as well as what you wish would be easier to get insights on. Then, ask your tech partner if the available canned reports are sufficient to meet those needs. Find out if there’s a report building tool available to get insights on demand. If not, then what does it look like (in terms of time and cost), to get reports created by your vendor? Is it super time-consuming and/or expensive for those one-off requests?

Is it ok to ask to talk to other clients who are using the system; and, learn how they are using reports or have customized their own?

Absolutely it is. First, I recommend doing your homework and asking your own HR contacts for their feedback on different systems. Then, when you are late in the process with one or two final potential vendor partners, do ask them for references. Additionally, vendors may have existing content in the form of blogs, white papers, etc. that highlights customer use cases and illustrates how they’ve used products to solve specific customization and/or reporting requests.

Technology vendors always seem to think their customer support is terrific and available. What are some questions we might ask to get more specific answers?

I don’t disagree with that statement, so asking questions to get the actual data is important. Here are some suggestions:

  • How robust are the training materials available to learn the system? Better yet, don’t just ask this question…see how easy it is for you to find the training materials from the corporate website or within the support knowledge base. If it’s pretty easy to find materials when you’re not even a customer yet, it will only get better once you are.
  • How is customer support structured, and what is the average response time? I like this question because some providers will have tiered support services that provide more support for more money. Others will have the same level for every customer. If there is a tiered structure, then find out the difference in response time for each tier, as well as whether certain tiers only provide email support without phone assistance.
  • How long will product implementation take? This is a huge one as I’m sure we’ve all heard horror stories about systems that have taken more than a year to  implement! Know that the answer to this question will depend of course on what type of system you are implementing…an ATS should take less time than a full HRIS, of course. And some systems with multiple modules will not be implemented all at one time. So clarify whether implementation is likely to take only weeks or months and months…and then do your homework to validate whether the expectation set was the reality for other customers who previously implemented.
  • Finally, know that you play a huge role in the length of your own product implementation…many times implementations draft on because the customer isn’t responsive even when the vendor is.

What are the biggest internal obstacles to making a change to your HR technology stack?

In my experience, they fall into these buckets:

  • Budget
  • The staff bandwidth of your HR department
  • Getting employee and/or hiring manager buy-in to change
  • A lack of desired integration options
  • A lack of awareness about new features available in the market
  • Inertia – the pain of making a move from an existing system

Specific to an applicant tracking system, how might we also consider the candidate perspective?  What is most important and what issues have you had engaging applicants or employees in the past?

When considering the applicant experience, it really comes down to interface and time…particularly in the last few years. So you have these considerations:

  • What is the employment application length and is it easy to navigate?
  • Is there a mobile-friendly interface?
  • Can candidates find your job postings where they would expect them? (e.g. integration with external job boards, social media posting)
    • And on the onboarding side…the time it takes employees to complete new hire paperwork; update employee data.
  • Is it a joy for your workforce to interact with your HR software applications?

We are planning to implement a new HR technology that allows users a more self service model. What are some ways I can get employees to embrace the new technology?

I’m a huge advocate of informal videos and animated GIF images to help people pick up on things easily. Additionally, depending on the make-up of your workforce, you might consider in-person workshops or webinar training to help people understand the types of things they can input in the self-service model, as well as how often they can make changes, how they know the change was successfully entered, etc.

 

Check out the complete show notes for this episode of “The JoyPowered™ Workspace Podcast.”

ExactHire Tech-Based Employee Experience E-Book

 

Say ‘No’ to HR Inertia – Make a Case for Change

Making a business case for any kind of human resources process change starts with a discussion on how the change can make the company more profitable–though identifying the improved outcomes that lead to potential profit isn’t always an easy task. Furthermore, change naysayers may be mired in the mindset of “this is how things are done around here.”

In my experience, inertia is the most formidable obstacle to adopting new HR technology. It manifests itself in many ways, and in this blog I’ll share how comments ExactHire recently collected during software research calls substantiate inertia’s insidiousness. Additionally, we’ll discuss potential responses to act on that inertia in such a way that change is possible and more profit is realized for the organization.

Software Cost

Particularly in the case of a full human resources information system (HRIS), the cost of HR technology can quickly increase as modules for many aspects of HR are adopted by employers. While cost is a common objection that derails well-intended HR departments from exploring the latest technology options, in ExactHire’s 2018 Tech-Based Employee Experience Survey, a notable 40% of respondents indicated that their budget for HR technology spending had increased over the past year. Additionally, 48% of respondents had the same budget in 2018 as the previous year. Consequently, at least the majority of respondents aren’t experiencing contracting financial resources in their quest to find affordable HR technology.

88% of respondents maintained or increased their HR technology budget in the past year.

Nevertheless, cost is often the first red flag management throws when the topic of new technology is broached. Here are some of the stumbling blocks we uncovered in our research calls:

Objections

  • “We have been using our existing HRIS for 7 years now. I have shopped other systems, but management won’t agree to move away from our current application because they feel we haven’t gotten our money’s worth yet.” – Director of Human Resources, non-profit industry
  • “Our applicant tracking system was here when I arrived and there’s not a strong desire to move to anything else within our budget. As far as onboarding goes, spreadsheets and email are not ideal, but our lower volume of hiring makes it doable.” – Director of Talent Acquisition, software industry

Approach

Get at the heart of others’ concerns about cost. For example, there should be a difference in approach if others feel you’re already overspending for current software compared to if they are content with an existing software application and not in enough “pain” to make a change that may cost more.

Armed with an understanding of others’ motivations for objecting to change, consider how your organization’s future growth plans should impact any changes you make today. Ideally, the technology you use should be capable of meeting your needs for tomorrow, too. However, the optimal scenario exists when you can scale a platform to meet those needs over time without overpaying for features you don’t need prematurely.

Do you need all the bells and whistles now? If not, is it easy to add them later? Making a case for change is easier if you plan to implement functionality over time so you aren’t drinking from the fire hose–or paying through the nose.

And while financial “hard costs” (e.g. software implementation charges, monthly access fees, etc.) are the most apparent expenses associated with technology change, motivate management to consider new technology by focusing on the opportunity cost of not making a change and its potential long-term impact, too.

Scarcity of Time and Staff Bandwidth

In the same way that scarcity of time can be an advantage in an opportunity cost discussion, it can also perpetuate inertia. For many employers, allocating the staff resources necessary to explore and implement a new software platform is usually a bigger obstacle than an increase in access fees. A significant barrier to coaxing employers away from HRIS platforms they don’t like that much is time…the time associated with the implementation process and the training that stakeholders must undergo to use a new system effectively.

And even when an HR application isn’t liked that much, inertia may still be victorious as prospects implement additional native modules (e.g. recruiting, performance management, learning management, etc.) just because they are already part of the existing system–even if the system is poorly suited to the employer’s overall needs.

Objections

  • “I don’t know if we are going to stay with our existing software vendor…the more we tap into its various modules, the harder it is to pull away from it; meanwhile, the service is poor.” – HR Generalist, retail industry
  • “I actually had another vendor come in and give us a sales pitch…but the others in the room were reluctant to consider an alternative to our existing software at this time because the idea of a three- to four-month implementation process is daunting.” – Human Resources, physician group industry
  • “We handle recruiting manually with spreadsheets and do posting to third party job boards ourselves. We have applicant tracking, onboarding and other HR components in our HRIS, but they are too difficult to set up. It’s not worth our time to set them up. We would have to hire another full-time person just to set those modules up.” – HR Manager, portfolio company management industry

Approach

While it’s human nature to avoid situations that are expected to be unpleasant or even painful, to address the “change will take too much time” objection you must focus on the long-term impact of staying with a solution that is a mismatch for your employer’s needs. This approach can be aided by hard data on how many man hours are spent working around a system, redundantly entering data and/or manually completing tasks that could be automated for better efficiency. Then, calculate the cost of those man hours to come up with a quantitative answer for considering the return on investment for a new application.

Data is the key to determining whether a short-term disruption associated with software adoption is less expensive than the financial wake left by your existing software-assisted workflow. Bear in mind this takes a fatalistic approach of HR software vendors’ ability to successfully support clients through implementation in a reasonable time. However, employers’ fear of system change can be minimized by selecting a vendor with a strong track record of timely implementation assistance and ongoing support.

What if being short on time is significantly compounded by a small HR department? While you may be able to get over the hump of increased access fees, and you’re willing to dig in to switch systems, you still only have so much staff bandwidth to get it done along with all the other fires that pop up in the world of HR.

Ask this question: If there were no budget or manpower constraints, what would we be doing differently to support our employees and our organization’s mission? Even though you may think shirking the reality of budgets is like living in a fantasy world, your brainstorm will paint a picture of the ultimate vision for employee experience and clarify which HR-related tasks are most important for organizational success. Remember: retaining the best employees supports profitability.

With true vision in mind, process stakeholders have a starting point to examine the opportunity cost of individuals’ collective time. The true priorities of the department become evident and draw attention to the resource constraint that may be created by doing things the existing way relative to the cost of implementing change.

Buy-in and Support

Lastly, the inertia of static HR processes is often maintained by a difference in perspective between HR, employees and managers. One of the primary reasons making a business case to senior management remains a challenging task is because the language and analytics traditionally used by HR professionals may not be as intriguing to others in leadership roles. For instance, while turnover percentage and time-to-fill are reliable indicators to many in the human resources arena, these HR metrics don’t necessarily translate well to CFOs, COOs, or presidents.

Objections

  • “At the beginning of 2017, my organization needed to fill 70 open positions. We hired way more, but voluntary terminations have increased by dramatically more than the number of hires made–it’s the nature of the difficult work. In fact, we hired almost 400 people. Full time employee turnover is at 48%, and part-time turnover is an embarrassing 201%. Our management thinks we need to fix recruiting, but turnover is more attributable to poor experience. Our stats don’t lie.” – Director of HR, non-profit industry
  • “The three big barriers are: the bandwidth for our HR department to implement something new; getting buy-in from the field (it takes bandwidth to get buy-in); and, the cost to make those changes.” – Director of Human Resources, healthcare industry

Approach

Getting buy-in and support for technology change starts with HR software product owners getting on the same page as employees and senior managers. As the two comments above illustrate, different factors can be at play when it comes to stalled out tech decisions. However, the remedy for both objections starts with telling others what’s in it for them–and with language that is easy to understand.

Organizational decision makers care about the bottom line, and so remember that when attempting to alter their inert opinion on your existing software tools. For example, when adding applicant tracking or employee onboarding software, some HR leaders focus primarily on justifying these new applications by focusing on efficiencies gained and/or staff time saved.

While these metrics have merit, they also fall outside the common terminology of many finance and operations leaders. Because efficiency and staff time saved in HR are difficult to quantify and not as directly attributable to the bottom line, these savings may be discounted or dismissed entirely.

However, focusing on what direct impact those efficiencies can have on the revenue growth or profitability of the organization changes the conversation completely. Identify the key performance indicators (KPIs) that impact business outcomes and then describe how those business outcomes can be positively changed as the result of new technology implementation.

Don’t forget to be prepared; come to management with a solution, not just a problem. Record benchmark levels for your KPIs and organize your findings in a manner consistent with how management prefers to process information and make decisions. Consider a SWOT Analysis supported by cost projections in which you are illustrating strengths, weaknesses, opportunities and threats.

It’s also important to get buy-in from existing employees–particularly those who will be heavy users of new software. And, in the HR technology space, that often includes all employees when you consider the self-service options available with employee onboarding, time and record keeping, payroll and performance management interfaces.

Spread the word to gather internal support by regularly communicating about potential change, conducting research with potential users and assuring others that due diligence now will likely prevent the organization from finding itself with a need to adopt new technology later–when it’s potentially more painful to do so.

Most importantly, create triggers to constantly re-evaluate how technology is aligned with your organizational goals and how it is impacting your employee experience. Take action on lessons learned and communicate the impact of changes made to others so that your HR technology system is considered legitimate and positive to your workforce.

It Takes a Village

Don’t fall victim to the tendency to put off what you could do today until tomorrow. In addition to rallying the support of senior management and employees, look to your technology vendor to help you make a case for change.

Ask your vendor partners if they have case studies, blogs, e-books or other content that provide tips on how to make a business case, as well as specific ideas on which KPIs might be the most effective in demonstrating the financial impact of a potential change. If it’s important for your vendor to partner with you in discussions with your management team, make that request.

Daunting as new technology adoption may seem, know that you and your HR team don’t have to go it alone. Even when your existing system isn’t necessarily broken, fight the inertia of not wanting to bother with change, or not considering the exponential impact that additional efficiency may have on the employee experience.

Is Your HR Software Hurting Your Employee Experience?

Human resources technology is in a unique position to not only provide employers with employee experience data, but to also influence the quality of the employee experience, itself. For years software applications have allowed HR departments to more efficiently manage the administrative tasks associated with people management, but now through next generation interfaces, applications are enabling employee self-service in new and exciting ways, too.

From automatic prompts for new hires to schedule mentoring luncheons to instant access to an interactive, virtual organization chart, modern talent wants information on the go and on demand. But, despite the increasingly innovative ways in which automation can empower both employees and HR to process data, there should still always be a place for “actual human” engagement between applicants, employees, HR and management.

With so many options available in the HR tech space, and numerous factors impacting a successful vendor selection outcome, it’s no surprise that HR software often turns into a love-hate relationship with employers. The key to whether you have the most suitable HR software in place certainly depends on the degree to which it aligns with your people strategy, but also its ability to turn stored HR data into impactful workforce insights.

In this blog, we’ll discuss the following HR technology considerations for evaluating whether an application will have a positive impact on your organization’s overall employee experience.

  • Product implementation
  • Support and training
  • Integration vs. all-in-one
  • Employee self-service
  • Communication
  • Reporting and predictive insights

Product Implementation

You might ask how relevant the initial implementation phase is to the entire employee experience. After all, arguably it may only touch a handful of administrative users in human resources before the product is unveiled to an entire organization for use. However, how many of us have heard about painful software implementations that have taken (gasp!) more than a year!

While hopefully this is the exception more than the rule within your HR tribe, even month-long implementations can adversely impact the employee experience when you consider the hasty stop-gap plans that are used while waiting for a new product.

When selecting a technology vendor, verify whether implementation is likely to take weeks or months. Also, do research to substantiate whether this expectation has been accurate for other customers. If your plan is to implement more than one module of an application at different points in time, have a good understanding of how the vendor partner supports you in the first phase versus subsequent implementation phases (once the new client “honeymoon” may be over).

Support and Training

For many employers, the quality of the employee experience is influenced by the timeliness with which information is made available to employees upon their request. Some requests must be addressed by pulling data from HR software applications. Your organization’s ability to process these requests will depend not only on staff members’ ability to use the software effectively, but also the vendor’s responsiveness when your team needs assistance.

Take a hard look at your organization’s true support needs while thinking about the tech savviness of your own team as well as the quantity and quality of the vendor resources available. Will you be content to wait three days for a support ticket response from your vendor, or do you usually require same-day assistance? Is it easy to search for the training resources you need to learn how to use new software features? The faster you can get the information you need as an internal product champion, the faster you will be able to serve the needs of your own employees.

Integration vs. All-in-One

 

Should my organization adopt an all-in-one human resources information system (HRIS) or a series of stand-alone specialty applications?

This may be the most polarizing question in the HR technology space, and your preferred camp will depend on the needs of your employer. It may also depend on what you inherited from your predecessors when joining your organization. In fact, the chart below shows that many respondents from ExactHire’s 2018 Tech-Based Employee Experience Survey use both an HRIS and other stand-alone specialty applications. In fact, the two camps are not mutually exclusive.

  • HR Technology Product Mix
  • HRIS + stand-alone recruiting
  • HRIS + stand-alone onboarding
  • HRIS + stand-alone payroll
  • HRIS + other HR software
  • % Respondents
  • 38%
  • 8%
  • 13%
  • 22%

The following factors may help you determine which product mix is right for your organization.

Administrative pain points

Which pieces of the talent management process are taking up the most time for HR? When HR is buried in administration, “actual human” engagement suffers. If recruiting is the priority due to adding a new office location, for example, then a robust applicant tracking system may be desirable compared to a payroll company’s HRIS recruiting module. However, if hiring happens relatively infrequently but payroll is complicated, then an employer may prefer an HRIS with basic recruiting capabilities for the occasional job opening.

Data gaps and data redundancy

If end-to-end integration of data is the priority for your organization, then consider whether any sacrifices you make on features outweigh the opportunity cost of time spent on potential data export/import activities.

Or, if you plan on integrating separate solutions, understand how employees move through the virtual employment life cycle and make sure data remains accurate across systems and easily accessible.

Feature wish list

Will the functionality that applicants or existing employees expect from your organization (relative to your competitors) be available in an all-in-one system? Or, is there an application that you can use as your data change “single source of truth” that pushes information to periphery applications via one-way integration?

Growth plans

Do today’s tech needs look similar to your tech needs one to two years from now? If not, consider the scalability of any stand-alone applications and/or the ability to easily incorporate additional HRIS modules later.

Price

When evaluating different types of systems, think about what you need today and whether you are paying only for your needs today…or also for things you might need some day. Finding the balance between paying for scalability vs. paying for unnecessary feature bloat isn’t always easy. Spending more money on ultimately underutilized technology means less money available for other programs that may positively impact the employee experience.

Employee Self-Service

Customer self-service options abound in the information economy. From scanning your own groceries to using Alexa as your modern mix tape, consumers’ ability to help themselves is a killer advantage in the competition for market share. The same dynamic exists in the employment arena–employers that implement the right combination of personal interaction mixed with savvy self-service options are winners in the war for talent.

And not only does giving employees the ability to help themselves engage them, it frees HR to work on other experience initiatives. Additionally, it ensures the accuracy of HR data since it is regularly verified by the true authority on the data–the employee.

Be sure and have a clear understanding of how any software application’s self-service options may empower your own employees to do more. For example, look for applications that provide subsequent prompts for users to take advantage of other features that would be of interest based on their existing system usage or profile. By providing employees prompts to provide more information over time, software improves the user experience and avoids leaving employees feeling like they are “drinking from the fire hose” just to start using an application.

Communication

Think about your employees’ primary means of communication within the organization. Is it predominantly email, or do many conversations live in chat windows or even in Slack? Wherever correspondence lives, it probably does so because that channel is comfortable, well-established and easy-to-use.

The same must be true of your HR technology in order to engage applicants or existing employees to use communication tools to collaborate on the employee lifecycle. Consider the following questions to assess a software application’s communication tools.

  • Is it easy to email someone from the software application? And if that person responds, is his response also documented in the software interface?
  • Can users easily connect with one another and take action on pending items within the application (e.g. assign tasks, make notes, update progress)?
  • Is it possible to schedule events within the software via calendar integration?
  • Do other integrations exist between the software application, social media sites and other related third party sites?

The more your human resources technology aligns with the communication style already preferred by your employees, the better. You want the tools you make available to your workforce to enhance its productivity…not disrupt it.

Reporting and Predictive Insights

One of the most exciting aspects of smart technology is how it enables us to transform stored data into actionable information–allowing employers to spot trends and take action. Emerging HR technology goes a step further and uses artificial intelligence to analyze existing data to predict future outcomes. These predictive insights are the competitive advantage employers need to attract talent that is the best fit for the organization and retain that talent for maximum productivity.

Insights traditionally originate in the reporting dashboard of your HR software. And, the degree to which you will be able to run customized reports and use existing data to make decisions about new hires or new HR processes will vary across software applications. In fact, in the aforementioned survey, only 42% of respondents indicated they have no issues extracting the information they need from their existing HR software.

  • Reporting Ease
  • Easy to report on desired information
  • Struggle to report on desired information
  • Cannot report on desired information
  • % Respondents
  • 42%
  • 43%
  • 15%

Many HR professionals regularly struggle to pull the reports they need even though the data is stored in their system somewhere. Causes of this struggle are often attributable to

  • siloed data living in different systems that are not integrated,
  • a complex HRIS that doesn’t have an easy-to-use reporting interface,
  • redundant data between system modules that is up-to-date in one module but not the other, or
  • having access only to canned reports without the ability to build custom reports on demand.

Your software shouldn’t be holding your employee data hostage.

Best-in-class HR technology gives administrative users access to a virtual workforce explorer to pull incredibly specific data insights on their employee population. Additionally, look for more functionality to marry data from one aspect of the employee life cycle to another to make better decisions. For example, do insights about your best performing existing employees allow you to better vet applicants with similar attributes? More specifically, does your software application prompt you to easily make those correlations?

Alleviating the Pain to Improve Employee Experience

Employees’ opinions about their own experience constantly evolve, and even the smallest radar blips can cause significant declines in satisfaction and engagement over time. The good news is that human resources technology is your tool for measuring the employee experience and capturing insights on how to improve it.

If you have reservations about your current system, then use the considerations presented in this blog to begin evaluating your next steps for incorporating HR software that is better suited to your organization. In our next blog, we’ll address strategies for making a business case for new technology adoption.

 

5 Ways a Cloud Based Solution Saves Time and Eliminates HR Paper Trail Nightmares

Anybody who has spent anytime filing and shuffling through paperwork knows the nightmare that it entails.  For human resources professionals, this nightmare is compounded by the requirements that employment compliance regulations place on maintaining personnel files and documenting activity and personnel actions.  This leads to extra labor, costs and time-consuming activities for human resources departments.

Today’s human resources functions are trying to break the mold of the traditional administrative arms that are squirreled away in the corners of headquarters buildings around every corporation.  True HR business partners need to be out front where people and managers are. They need to be visible. To truly be effective, today’s HR professionals need to focus on transformational activities and not transactional activities. This requires getting out of the nightmare of paperwork.

1 – Elimination of Filing Paperwork

The primary benefit of any cloud-based human resources technology is not having to print countless sheets of paper which then need to be filed meticulously.  Most HR departments have a very structured filing system comprised of personal information, performance records, benefits enrollments, payroll and tax information, and United States work authorization.  Additionally, some employers may have files for training records, education and other qualification information.  Printing and filing all these documents can be cumbersome.  

Employees spend precious time updating information and signing and completing documents.  A high quality employee onboarding cloud solution will allow you to store standard employment paperwork and forms as well as provide parsing ability for new hire information.  This means, the information entered into one initial form by new employees will auto-populate to various new hire forms and documents.  No more repetitive entering of addresses, phone numbers, birth dates, etc. on multiple forms.  

Paperwork completed via the cloud can also be electronically signed and confirmed as well.  This eliminates the need for faxing, scanning, emailing, mailing and/or requiring an employee to be physically present to turn in paperwork to the corporate office.  Most systems will safeguard and protect the privacy of the information as well–if not don’t partner with them!

2 – Easy Recall of Information

So once all that legacy information is put into a file, what do you do with it?  Some of this paperwork is for compliance and record keeping requirements.  However, employment documents having to do with performance, education, training and other similar information are useful.  Managers may want to reference, an employee may want to reference and HR will definitely want to reference them.

A standard cloud-based solution will allow you to quickly reference this information via a reporting interface or dashboard. You will also be able to report on it to identify trends and data points for the entire organization, an individual department or a group of employees.  If you relied on paper files for this task, you would have to manually go through personnel files, pull the required documents and manually aggregate the data.

What is the ultimate benefit?  The ultimate benefit is that this information will actually be used for what it is intended.  The danger of a paper filing system is that the information goes into files and then never gets referenced or used because it has to be requested, then analyzed, then provided–and probably dusted off in the process.  Cloud-based systems put this information right at the decision maker’s finger tips. 

3 – Bulk Transactions for New Employee Records

In many situations, human resources staff may find themselves needing to make multiple changes to multiple employee records at the same time.  A traditional paper filing system would require access to all files to manually make the changes for all employees, and then all the new paperwork would have to be refiled.  Think about the time involved with that tedious task!  Alternatively, if all employee files are cloud-based, the processor could make one change and have it apply to multiple employees at the same time.

Setting up your new employees in different divisions, groups, etc. within a cloud system will allow fast changes to the groups of new hires you choose.  The changes will be applied across all employees you’ve selected, and once processed, their records updated.  There will be no further need to print and file paperwork as it’s all stored in the cloud.

4 – Connectivity of Systems

Many of today’s HR cloud solutions are integrated or can be integrated.  This means different vendors of different software applications can pass data back and forth.  The advantage of this for HR professionals lies with the ability to push information from one system to another.  This greatly reduces duplicate entry into multiple systems.  Most vendors of HR software do not provide a solution for every HR need, so if they can talk to each other through the cloud it is much, much better. For example, our HireCentric applicant tracking system integrates with our employee onboarding software.

5 – Self-Service

The days of the form library outside the human resources wing are long gone.  Cloud services allow employees to update information from anywhere at anytime.  In many cases, even from their smart phones.  Likewise, HR representatives can review, approve and process these information updates with ease.  The connectivity of systems described above also lets this information reach multiple platforms and vendors with a single update from the employee and/or administrator.

The advantages a cloud based system can provide are limitless in how they can help reduce time, improve efficiency and reduce human resources labor costs.  As an added benefit, new employees are more satisfied with their onboarding experience as they don’t have to make a trip to the HR department during business hours to fill out forms just to submit their basic information.  When selecting a cloud based system, make sure it provides you the analytics and recall of information you need.  And, make sure it is user-friendly with a great user interface; otherwise, your employees won’t use it.

Ready to Make Your Onboarding Nightmares Go Away?

Automate and improve your new hire onboarding process. Contact ExactHire to schedule a live demo of our onboarding software solution today.

Why Uptime Is Important

Uptime is a term used to describe how long a system remains functional and accessible. Uptime is enjoyable–you get what you expect when you want it. Downtime is the opposite–you don’t get what you expect when you want it.

In the first days of PokemonGo, many users were aghast to find their new pastime–at once hip and nerdy–was inaccessible due to its mass popularity. The servers couldn’t handle the traffic. And so for four hours PokemonGo hipnerds suffered through downtime.

Now this is excusable for a new release that encounters unexpected popularity. In fact, the downtime probably helped PokemonGo…

Brah 1: “Brah, PokemonGo is sooo populah that it broke the servers, brah.”
Brah 2: “Whahh, brah? What’s PokemahGah? I’m gahna download it, brah.”
Brah 1: “Dooo it, brah!”

That’s all fine and good for an app meant to distract and entertain the masses, but you and your HR brahs don’t want downtime when working with hiring software. You want your software to meet your expectations when you need it. Downtime is not acceptable.

Uptime For HR Software

HR Software vendors aren’t dealing with millions of round-the-clock users obsessed with the fun and competition of hiring talent. Recruiters don’t have to “catch ‘em all”, they just need to catch the right ones for the right positions. So maintaining uptime for users shouldn’t be such a huge challenge. But curiously enough, for some, it is.

When HR professionals contact ExactHire about our applicant tracking system or employee onboarding software, they ask a lot of questions. And right they should, as an informed buyer more often than not results in a happy customer. However, one question that is rarely asked is something like, “So what can I expect in terms of this solution’s uptime and downtime?”

You see, even a buyer who asks all the right feature and benefit related questions–and gets all the right answers–will find herself beyond disappointed if that well-vetted solution is constantly crashing or inaccessible. Frequent downtime means HR cannot access information on applicants, cannot communicate, and is essentially dead in the water. This is the risk of going with HR technology that looks pretty and works well, but frequently fails to work at all.

This is not to say that a solution should not have any downtime. In fact, it’s often necessary to schedule downtime in order to perform system maintenance and updates–that’s the beauty of SaaS solutions, you are constantly receiving the best that the vendor can offer in features and functionality. The problem, however, is that many vendors do not always schedule their downtime.

The HR Software Vendor’s Role

Unscheduled downtime is likely the result of one or two things:

  • A lazy/careless/ungrateful vendor
  • Inadequacies in vendor hardware or software

Oh, and maybe an earthquake or another Act of God, but that’s understandable. God has his own rules.

It’s probably safe to say that most organizations don’t want to do business with a lazy/careless/ungrateful vendor. And they certainly don’t want to invest in inadequate software that runs on questionable hardware. So why do HR professionals fail to ask about uptime and downtime when it comes to making a buying decision?

I think it goes back to expectation. We expect that 100% uptime is a given. Even though we all have gone through the annoyance (rage?) of losing a cell phone signal or dropping the stream from the season finale of Game of Thrones right when Cersei Lannister is prepared to exact her revenge on the High Sparrow and the House of Tyrell!

Ah the rage! And yet, we still expect 100% uptime.

100% HR Software Uptime

Fortunately, striving for 100% uptime is not a fool’s errand. By employing competent software developers and using stable hardware, vendors can go a long way toward ensuring 100% uptime. And when maintenance or updates are required, a proactive support team that notifies users of upcoming downtime is a must. Lastly, when those competent software developers are also committed to user satisfaction, updates and maintenance can often be planned for weekends or evenings in order to avoid downtime that negatively impacts users.

At ExactHire, our goal is to continually fulfill the expectations of our clients. Maximizing the uptime of our solutions is vital to this. In addition to our professional, committed staff in software development and client support, we utilize multiple servers and real-time data replication to provide system redundancy, limiting downtime. And when downtime is required, we’ll schedule it and you’ll know about it–but you probably won’t notice it.

So if you are currently researching HR solutions, check us out. And as you look at other vendors ask them about uptime and look for signs that backup their claims. You’ll be a better informed buyer and, ultimately, a happier customer.

Now excuse me. I’ve got some Pokemon to catch.


Feature Image Credit: pokemon-go-crash-189560 by Nintendo (contact)

4 Plays For Payroll Service Bureaus To Close Prospects

Independent payroll service bureaus, it’s time to put on your game face. Your competition isn’t getting any weaker these days, and technology innovation and adoption is moving at a breakneck pace. So, what do you do…sit down and relentlessly review game tapes to study your competitors’ every play? Well, not exactly, but it is critical to understand your competitors’ potential appeal to your existing clients and potential prospects.

In this blog, we’ll take a quick look at how large national payroll providers might try to remedy your clients’ payroll–and general human resources–pain. Then, we’ll examine how each pain point can be turned into an opportunity for your business to compete on a level playing field with the big providers when it comes to serving the needs of your small- and medium-sized prospects and customers.

Don’t Let Prospect Pain Lead to Competitor Gain

Take a closer look at what large national payroll software providers will typically bring to the table in order to win over the organizations in your market.

 

Gain Promised by National Payroll Provider

A fully loaded software platform with a variety of HR service-related add-ons beyond basic payroll.

  • Administrative burden is alleviated.
  • Single sign-on is provided.
  • “Free” applicant tracking module is available to streamline the process of posting new jobs.
  • “Baked-in” new hire paperwork automation exists to make employment paperwork paperless.

Your Pain as an Independent Payroll Provider

  • You’re outmatched when it comes to ancillary HR service software features.
  • Your potential clients are seduced by flashy bells and whistles touted by the national providers.
  • Your prospects are led to believe that only a big provider is going to meet their needs.
  • The national providers aggressively push technology, though you want to keep service as the emphasis for your conversation with prospects.

 

Opportunities for a Good Offense

In this section, we’ll examine each of your pain points as they relate to your prospects being recruited to use national provider solutions instead of your services. In doing so, opportunities for you to score more points in your market space will be presented, as well.

1 – You’re Outmatched Technologically

When faced with the prospect of playing basketball against a squad of seven footers, and you’re only 5’8”, it’s time to run some innovative plays–or, find some sturdy stilts. The challenge is no different when you’re competing against mega payroll software providers that have a one-stop shop software platform to meet every human resource need of your small- and medium-sized business clients.

Your Play: You can make your product offering look “big” as well by partnering with an HR software provider that specializes in systems that fall outside of your core product or service. Not only will your payroll function remain strong as you continue to make it your primary focus, you’ll give yourself additional reach with clients by incorporating options for recruiting, employee onboarding, reference checking, background checking and/or other HR-related tools.

2 – Their Flashy Bells and Whistles are Seductive

The big providers’ long list of customers, features and their share of the market can be impressive accomplishments in the eyes of your prospects. However, upon closer inspection sometimes the sizzle is just a smokescreen for a lack of substance. Specifically, while the big providers give users access to a suite of HR tools in addition to payroll processing, when individually examined these tools may be regarded as afterthought ancillary systems that get added onto the provider’s original payroll code.

Your Play: By forming a strong relationship with a best-in-class HR software provider, your business can match the feature offerings of national providers to get a foot in the door and generate initial interest. However, the especially important benefit of a strong partnership is that your business will have a better track record of customer retention, as it will be providing robust systems with a proven record of continuous development and innovation.

3 – They Throw Their Weight Around

Flashback to fifth grade P.E. class, and I bet your memories include witnessing the biggest, strongest kid always being picked first to be captain of the dodgeball team. The choice was natural as the kid was obviously athletic and a seasoned competitor. Your prospects and clients are thinking the same thing…they want the biggest- and strongest-looking payroll provider to take care of their needs. They want to be in capable hands.

Your Play: When everyone wants to be on the big kid’s team, it’s going to be hard for the captain to customize his coaching to each individual teammate. So, in the interest of efficiency he may adopt a one-size fits all approach. Your prospects may face the same cookie-cutter mentality once they partner with a large payroll provider.

Therefore, consider reinforcing your own coaching excellence with a partner that rounds out your perceived weaknesses as they compare to your larger competitors. In doing so, give your clients a scalable system that can be customized to their payroll needs and current size, and that also includes integrations to the additional recruiting, onboarding and reference checking tools they desire for improved HR efficiency. Better yet, assure them that these additional modules are provided by a partner that is constantly improving its own core offerings while you focus on your bread and butter – payroll. Everyone wins.

4 – They Lead With Tech; You Focus on Service

Think of your competitors as the flashy, private school team with the latest style of uniform and top-of-the-line sporting equipment. They step on the field and you instantly fight off hearing “We will, we will, rock you” in your head. If your business doesn’t pick up a teammate with the right equipment to compete, then your new internal soundtrack will be “I’m a loser baby” as your customers walk out the door…before they even get a chance to be raving fans of your service. They won’t even know what they missed, because you won’t even get an at bat.

Your Play: Add some dazzle to your own pre-game warm-up routine by bringing a solid recruiting and onboarding software partner to the table to assure your prospects that you can fill the same kinds of HR service technology gaps as your competitors. Only then, will you get the opportunity to elevate the conversation to focus on service comparisons where you can further differentiate your firm.

The level of service your competitors offer doesn’t even rival the stellar support that you extend to your customers, right? By allowing your trusted partner to focus on tech development outside of your payroll offerings, you still have time to make servicing your clients a priority. Additionally, with the right teammate, you determine which is your better play: being first tier support on your partner’s products or introducing your clients to your partner’s close-knit team of U.S.-based support specialists that are used to working with small- and medium-sized (SMB) clients.

Game Time Decision

Your customers don’t want to experience employee turnover as a result of missing out on the latest, most engaging HR technology. And you don’t want turnover in your client base, either. Find a trusted partner that helps you provide best-in-class HR service add-on software to delight your customers. Check out ExactHire’s guide to choosing a partner below.

HR Software Provider Partnership Guide

Image Credit: 4 by Rosmarie Voegtli (contact)

ExactHire Named a Nominee for 2016 TechPoint Mira Awards

It was a big year for the ExactHire team in 2015, full of many exciting developments including the addition of brand new positions and a steady stream of product enhancements. The positive momentum is continuing as we’re thrilled to announce that the Indiana technology growth initiative, TechPoint, has named ExactHire a nominee in the Innovation of the Year category for the 2016 Mira Awards.

In its 17th year, the Mira Awards annual program honors “The Best of Tech in Indiana” each year. This season, 98 nominees in 14 award categories were selected from 168 applications by an independent judging panel comprised of 40 subject matter experts who evaluated and ranked the applications.

It’s an exciting time to be a part of the tech community in Indiana, and we’re honored to be included in the following list of ground-breaking Indiana organizations:

Innovation of the Year

To learn more about the TechPoint Mira Awards and the organizations represented in each category, click here.

Want to bring more efficiency to your recruiting, onboarding & hiring processes? Schedule a demo today.

 

How Can Payroll Service Providers Protect Market Share?

If you’re a small- or mid-sized payroll service bureau, then you are under siege. It’s not a surprise assault, but rather a slow, stealthy adversary that creeps into your market, much like an ominous freighter on the sea’s horizon. You can see it coming, but have no control over its course and the subsequent impact on your own existence. In fact, your only hope is to proactively launch a counter attack and build up your own clients’ and prospects’ resistance to the wares it is peddling.

So who is your antagonist in this nefarious, naval metaphor?  If you don’t already know, then you will soon, as it’s inevitable that the larger national payroll providers (e.g. ADP, Paychex, Ceridian, Paycom and Paylocity) will begin to make waves in your pond. But they aren’t your only potential foe, as recent newbie market disruptors such as Zenefits, Namely and Gusto (formerly ZenPayroll) carry a new kind of threat as well.

In this blog, we’ll take a closer look at how your competition is leveraging its strengths to recede your market share. Then, later on in this blog series we’ll examine your opportunities for positioning your business as an attractive alternative to the creeping payroll software providers.

National Payroll Provider Creeper AlertBeware of the Creepers

Of course your competitors aren’t as dangerous as the “creepers” in the video game of Minecraft; however, you don’t want to launch an offensive while unarmed, lest they explode any hopes you have of saving and then gaining new clients. Here’s how you start to sense their presence…perhaps you are a well-respected, service-oriented regional provider that makes sure its customers are more than just one number among many. In fact, your payroll software solution is quite robust and can outperform the payroll functionality of your publicly-traded competitors. Everything is working out well in your market until you start to get creeper-inspired emails like the one below.

Hi Toby,
I hope this message finds you well! I wanted to let you know that in the next month or so, our organization will begin transitioning to a new payroll software platform. Your firm has served us very well to date, but as we look ahead with more aggressive HR department goals, we’re looking for ways to optimize our internal resources, including implementing a system that is designed to bring additional features outside of basic payroll services.

If you are interested in learning more about the specifics of our decision to transition to a new system, I am happy to share more. Again, it’s been a pleasure working with your team over the last few years and we wish you all continued success.

Thanks for your help.
Mimi

That’s what the email actually said, but perhaps all you glean in your moment of frustration is something like this.

Hi Toby,
Your services aren’t keeping up with the “holistic HR” times, so we need to move to a modern solution that will. You’re great to work with, but not so great that we’ll skip out on the chance to run our HR department more efficiently. Sorry ‘bout ya!

Ta-ta,
Mimi
President of the Creeper Fan Club

If you’re still not convinced that your customers are susceptible to the subtle onslaught of new opportunities presented by enterprise-level platforms, then consider the comments noted in the transcripts for Q2 2016 earning calls for both ADP and Paychex.

“In the second quarter, we continued to see very strong demand for our solutions, which is evidenced by our new business bookings growth of 15%. Sales of additional human capital management modules that assist with the Affordable Care Act or ACA compliance continue to contribute meaningfully to this performance, which has exceeded our expectations on a year-to-date basis. As a result, we are now forecasting new business bookings growth of at least 12% for FY16.” Carlos Rodriguez, President and CEO of ADP

“We made good progress across all major product lines during the second quarter. Compared to second quarter of last year, payroll revenue advanced 4% as a result of growth in client base and revenue per check. HRS revenue grew at double-digit rates in the second quarter once again led by our success in selling HR outsourcing solutions to our clients, and total service revenue grew 7%.” Martin Mucci, President and CEO of Paychex

While the above comments encapsulate just one recent quarter’s performance, at a minimum they should spike your adrenaline a bit if it isn’t already pumping. If the major payroll players are seeing notable success in endeavors outside of their original core payroll services, then it’s a certainty that they will continue to pursue them aggressively.

The Lure of Having Features Beyond Plain Ol’ Payroll Software

The economies of scale available to large national software providers have given them the ability to expand their offerings into other verticals complementary to payroll. And while you don’t care if they sell their top of the line platform to Fortune 1000 companies, you do need to be aware of how small business-focused sales teams are luring your local clients away. Here are two tactics involved.

Insurance, PEO and ASO Services

Think about the huge customer lists of the “big boy” providers, coupled with the vast internal resources available. They can train and certify employees to offer additional services, as well as to develop add-on HR systems that complement their payroll application. With staff available to offer insurance benefits and a built-in warm lead flow of clients, it’s no surprise that companies like ADP and Paychex are succeeding in up-selling insurance to existing clients to then fund their efforts to convert new customers by poaching from your pool.

They take it a step further to make a ripple in the small- and medium-sized business (SMB) space, as well, by offering PEO (Professional Employer Organization) and ASO (Administrative Services Organization) services to alleviate the stress felt by companies that are strapped when it comes to internal HR resources. In fact, ADP’s PEO business, ADP TotalSource, is the largest PEO in the United States according to its Q2 2016 earnings call transcript.

You may not want to go near the PEO business with a ten-foot pole; however, you do want to keep your SMB clients from switching their payroll business to a large competitor. However, if that competitor makes the rest of your client’s HR duties easy and all you are bringing to the table is payroll, then you are fighting an uphill battle. Your competitors have the money and resources to make their entire HR services platform top of mind for your clients.

Free HR Software

If I told your clients that I had human resources management software that they could have for free, what would they say? Some might be reluctant because there’s no such thing as a free lunch. However in the case of how Zenefits and Gusto are disrupting the insurance and benefits space, the client would learn that these organizations get paid by becoming the broker of record when they sell insurance to the client. The commission on these transactions more than makes up for the cost associated with giving their clients “lite” HR software for free. It’s no surprise they’ve captured a lion’s share of new customers in the few years since their entrance.

And while Zenefits, in particular, has been momentarily tarnished by the major compliance faux pas of eluding some states’ regulatory requirements for insurance sales, it will likely bounce back as it continues to be supported by major VC money and a new CEO. Plus, rival Gusto has gallivanted into the market without skipping a beat on a similar go-to-market model.

Go With Your Flow, Don’t Fight Against the Tide

It’s not very productive to battle the current that is bringing major competitors into your space, as you can’t control their approach. However, you do have options for bringing additional HR efficiency to your clients and their organizations.

Stay tuned for more details on those opportunities in the next blog in this series. Or, if you can’t wait, contact ExactHire to learn how your payroll service provider organization can partner with us to bring enhanced hiring and onboarding software functionality to your customer base.

HR Software Provider Partnership Guide

Image credits:

North Shore Trip – August 2015 – MV American Integrity at Sunrise by pmarkham (contact)

Tiny Creeper Statue by post-apocalyptic research institute (contact)

 

3 Ways to Hang With ExactHire at the 2015 HR Indiana Conference

My favorite HR-related time of year is coming up soon. It’s a time to reconnect with human resources colleagues from across Indiana, get in line with the latest employment law updates, scope out emerging talent management trends and let your HaiR down. This will be my seventh HR Indiana Conference in a row and I’m sure it won’t disappoint with around 1,500 registered attendees and a sold out exhibition hall.

Of course ExactHire will be in on the local HR festivities, as well. Here are three different ways you may personally connect with our team during this year’s three-day conference in Indianapolis.

Hear Us Speak

We’ll definitely be informative, but we’re aiming to be funny, too! And let’s face it…with so many concurrent sessions from which to choose and not always enough time to sneak to the J.W. Marriott’s Starbucks in between to prevent those droopy eyelids, you’re going to need some entertainment value. Our Co-Founder, Jeff Hallam (@JeffHallam), and I (@JessLStephenson) will be presenting “Employee Onboarding: Define, Manage, Measure & Excel” during the concurrent session block on Tuesday, August 25th from 10:15 – 11:30am. See? It’s official.

ExactHire 2015 HR Indiana Presentation
In case you can’t read the tiny description text in that picture, here’s the official program description for our presentation:

To reduce turnover and enable new hire productivity sooner, more organizations are reengineering their employee onboarding processes. Virtually any key performance indicator in business can be tied to people, so an effective onboarding program plays a critical role in improving business performance. We’ll explore the expanding definition of onboarding, discuss how to conduct a needs assessment, identify trends in onboarding automation and look at best practices for process management and stakeholder engagement.

Practical, helpful, current. But wait…funny too! Here’s one of our presentation slides to give you a taste. BTW – if you don’t recognize the reference in this picture you’re simply not allowed to come to our presentation! (Just kidding…or am I?)

ExactHire HR Indiana Onboarding Presentation
ExactHire Onboarding Ebook Conference BlogI’m not saying that there will be prizes for enthusiastic audience members who participate during the presentation. But, I’m not saying there won’t be prizes either. Hint.

Plus, if you’re intrigued by the presentation content, then you should check out our very latest ebook: All Hands on Deck: A Guide to Employee Onboarding Process Improvement

Chat Us Up At Our Exhibitor Booth

Come visit us in the Exhibitor Hall at booth #119. As you enter the hall, we’re in the middle section of the first aisle on your left.

2015 HR Indiana Floorplan

We promise to have pleasant folks on hand to answer all of your questions AND stamp your exhibitor BINGO cards. We’ll even have a chance for you to enter our prize giveaway if you fill out our quick form to enter. “Drats” you say…all the other exhibitors let you just drop your business card in a fishbowl. True, but consider your probability of winning our prize if you take an extra 30 seconds to fill out our super short entry form on your smartphone?

Visit us and you might even end up in future installments of our HR Indiana Conference photo gallery!

Chill With Our Own Certification Credit-Starved Attendees

Randi Jess at Conference | ExactHire

Randi & Jess at last year’s HR Indiana Conference

Like many of you, a couple of us are tasked with keeping our own HR-related certifications current every three years. This conference is a fantastic way to get a boatload of credits at a very reasonable price! So naturally, Randi Renee Shuck, SPHR and I (PHR, SHRM-CP) will both be attendees and eager to learn all the latest HR tidbits to help us continue to grow professionally and be even better equipped to serve our clients.

If you see one of us in a session, please consider saying hello. We’d love to connect and extroversion is simply not a challenge for either of us.

The ExactHire team looks forward to seeing you at this year’s HR Indiana Conference from August 24th to August 26th! If you can’t wait that long and want to talk to us right away, by all means contact us today!