One of the perennial challenges that enterprises face is hiring high-quality employees that will stick around for the long haul. Technology is evolving to enable new ways of solving hiring problems that have long plagued companies across all industries. Take collaboration collaboration software and services, for example, which have allowed employers to widen their talent pool by hiring workers outside of their base location. It’s also easier than ever now to assess a candidate through their online profiles. A software development company can look into the GitHub profiles of an applicant to identify their quality before shortlisting them for an interview.

There are, of course, challenges that come along with these new developments. The first wave of people born after the turn of the millennium are likely to hit the workforce in the next couple of years. This is a population of job seekers who have experienced the internet for their entire lives. As a result, their life details are largely available via Google and accessible by recruiters. Recruiters might find themselves wondering: Should I reject a candidate simply because of something controversial that they posted as an angsty teen? While this article doesn’t aim to answer that question, it does pose possible answers on how one could handle such a challenge from an IT perspective.

Below, I’ll outline three types of tools that recruiters might find helpful in their decision making – from social dashboards to cloud-based payroll.

According to a CareerBuilder survey, nearly 70 percent of employers make use of social media profiles of candidates to screen their candidates before shortlisting them for an interview. Not only this, nearly 3 in 10 employers have someone dedicated to snoop on the social persona of their employees or potential new hires.

Social dashboards capture the social network and other public profiles of an applicant and consolidate them into one dashboard. This helps a recruiter assess a candidate in terms of their EQ and soft skills before they are even shortlisted for an interview. Although using social media as a tool to assess a candidate can be overwhelming – especially for large organizations with hundreds or even thousands of employees, dashboards are making this process more manageable.

The job interview process is often structured into multiple rounds that include steps such as online tests, group discussions, face-to-face interviews and more. Aggregating a candidate’s performance over these multiple rounds of interviews can be chaotic. Talent management applications serve as a centralized reporting software for human resource teams to handle recruitment and employee issues.These tools also handle other aspects of recruitment, including online tests, applicant shortlisting, interview scheduling and new offers management.

These talent management portals go beyond the interviewing process and are also useful in handling employee issues such as tax and leave request management. For the HR teams that need a holistic view of retention/attrition, workforce productivity, compensation and diversity goals, these dashboards are a unique resource. An added advantage of talent management software applications is that they helps organization store employee and applicant data in structured, formatted data – providing the backbone for analytics and insights to further improve the organization.

Executing payroll and tax documentation can be a time consuming process in a traditional setting. A number of small businesses continue to make use of spreadsheet tools to handle payroll. While MS Excel is good for documenting payroll information, it is not ideal for accessing specific employee records –a task which can become time consuming, especially during audits and tax season.

Cloud-based payroll management systems remove the headache from HR by automating salary payouts and tax preparation processes. With cloud-based tools, all payroll details are stored in the server for easy access. More importantly, cloud-based tools are less prone to data loss. Similar to the structured data
organization in talent management software, the data in payroll management systems is organized in a way that lends itself to budget planning, resource management and compliance with local wage and gender-pay disparity laws.

HR and resource management contributes to a significant chunk of any organization’s overhead. Advanced tools on the market today, ranging from payroll services to talent management systems, can significantly reduce the time and budget spent in these areas, and therefore boost the overall productivity of any organization.

Source: http://dataconomy.com/2017/12/hiring-managing-team-3-tools-using/

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