Two Hiring Secrets You Need to Know NOW!


It is no secret that everyone wants to be hiring the best talent and spend less time and money doing so.

Most companies will agree that their recruitment, hiring and onboarding processes are painful, falling far behind where they should be.

Hiring Secrets You Need to Know NowHas your organization made the decision for superior, smarter hiring in the coming months? Maybe it is time for a recruitment makeover!

First, cast a critical eye to the recruitment process; no holes barred! It just might be just the thing to start saving time and money.

In a world where innovation has made recruitment and hiring easy, many companies are unable (or unwilling) to take advantage of recent innovations in recruitment. A recent study by ACT Bridge found 56 percent of U.S. employers don’t even take enough time to assess their return on investment for locating and developing talent.

Could it be that they don’t care who they hire?

Crunching the numbers, you can quickly see that companies need a better way to cut costs associated with traditional hiring. Another survey, this time by the Society of Human Resource Management (SHRM), shows the cost-per-hire for mid-size companies (those with over 1,000 employees) is $4,285.

Human Resources: Free live ovation demoAn organization that size should expect to hire over 550 people every year. That is around $2.4 million annually on recruiting alone. There’s got to be a better way to find the best talent.

Well, there is! Two secrets to cutting down your search time for the right candidate, saving some money along the way: Continue reading “Two Hiring Secrets You Need to Know NOW!”

Human Resources Seduced by the Cloud?


The ease and cost-effectiveness of cloud-based technology can be extremely seductive for human resources. Why not? SaaS can automate many HR functions, leaving more time to develop and promote top talent.

Although there are many reasons why the cloud will seduce human resources, here are some ways to keep it from becoming HR’s next nightmare!

Human Resources: cloud compliance infographicFor many companies, the choice is crystal clear. Providing the human resources function in today’s marketplace, your business must start looking to the cloud.

However, there could be a massive problem. If done wrong, moving HR to the cloud could be your next human resources nightmare.

The good news; it doesn’t have to be.

Software-as-a-service (SaaS) transforms the way business, especially human resources, handles daily operations. From recruitment and hiring, to onboarding, training, timekeeping and compliance, cloud-based services has made many HR functions quickly, conveniently and almost automatically.

The key to cloud-based SaaS is going with the right provider.

You need to ask the right questions when selecting a cloud-based HR technology vendor. In a recent study by human resources consulting firm Towers Watson, nearly 31 percent of companies plan to increase spending on HR software in 2013.

It is no surprise that many businesses are now looking to the cloud for answers to issues like recruitment, hiring and other human resources functions.

Cloud computing is more efficient, secure and less expensive substitute for conventional software. SaaS has few implementation costs, other than a fixed internet access.

Human Resources: Free live ovation demoOf course, human resources departments are responsible for monitoring the legal exposure for businesses. Due diligence is essential to make sure your cloud-based provider will keep you in compliance, protect employee information, and offer the best system functionality, reliability and security of your data.

Follow this infographic, and avoid a disaster in the cloud.

Infographic after the jump…

Continue reading “Human Resources Seduced by the Cloud?”

Wired: Look Forward to a Post-Subscription Software Sales World


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Image via CrunchBase

The cloud is everywhere, and it is poised to consume virtually every business. But will it be the same “cloud” we know today?

The spread of Software-as-a-Service (SaaS) is only just starting to transform the way we consider enterprise software. Cloud-computing and other subscription-based programs are being embraced by everyone from leading organizations (Salesforce, Oracle and IBM) to human resources departments (Taleo, Kenexa and Ovation Technologies), small business and the average consumer (Adobe Creative Cloud for individual subscriptions of their popular Creative Suite).

As of now, the most common form of SaaS is based almost exclusively on subscriptions, with regularly occurring expenses that can be monitored and budgeted.

According to Michael Ni, CMO/SVP of Marketing and Products at Avangate, that may be changing. In a blog post in Wired magazine online, Ni writes:

Subscriptions as we know them today in technology are a small piece of what the software market will look like in the future, much like CD-ROMS became just one small aspect of the overall software market made up of CD/box delivery, downloads, and SaaS.

Ni recommends that, for the future of business, there are four ways for a company to “go beyond just integrating a billing and subscription engine” to making SaaS an integral part of the business model.

Read the entire article at Wired.com.

Continue reading “Wired: Look Forward to a Post-Subscription Software Sales World”

The quick business guide to software as a service


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SaaS (Software as a Service) now offers businesses cost-effective applications, but which ones should you choose for your company?

With ease of implementation and no expensive infrastructure or software to purchase, Software-as-a-Service (SaaS) is proving to be one of the best ways for a company to increase flexibility while managing costs.

SaaS allows business to move away from desktops and onto the cloud, where they gain the ability to conduct business from anywhere.

The most exciting feature of SaaS is that cloud-computing can be implemented to improve nearly every part of an organization.

Everything from customer service and sales to human resources and recruitment can be made more efficient through access to SaaS.

This also proves to be a new challenge for small businesses. The meteoric growth in the number of SaaS providers means a wealth of choices from small, untested startups.

With so many new players in the cloud-computing game, the decision on a provider is even more important, especially for small businesses wrestling with limited budgets and with little room to make a bad choice.

The following piece from TechRadar.com outlines some of the most important factors to keep in mind when choosing a cloud-computing provider

See on www.techradar.com

Continue reading “The quick business guide to software as a service”

For the Holidays, Retailers See More In The Cloud


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Everyone knows this is the best time of year retailers.

For retailers using the cloud for e-commerce, this holiday could be one of the best.

Analysts say e-commerce platforms have now become mandatory, essential software for any retailer, from a business-to-business or business-to-consumer company.

Everyone is beginning to see the power, efficiency and affordability of cloud-based  computing — in retailing, recruiting, hiring and talent management.

This could be the year to make or break companies based on the level they have adopted these new sales and marketing tools. for those organizations that have embraced cloud technology, it could be a turning point–for those that lagged behind, some heads may certainly roll.

That is what makes the 2012 holiday season so exciting; each day that passes, the tension builds even more.

See the entire article on www.techworld.com.au

Social Capabilities Builds in Recruiting Software Builds


Over the past several months, software vendors across the industry have announced social-recruiting releases and acquisitions.

By Sarah Fister Gale for Workforce.com:

WorkforceRecruiters aren’t the only ones who see the business benefit of social media.

Human resources software vendors are rapidly building or buying social-recruiting tools to take advantage of this burgeoning talent trend.

Over the past several months, software vendors across the industry have announced social recruiting releases and acquisitions. Among the software giants, Oracle Corp. announced plans to acquire SelectMinds, a cloud-based social recruiting system that finds talent by tapping into employee and alumni social connections; and IBM Corp. acquired Kenexa Corp., an HR software and services company that has a “candidate relationship management” tool that focuses on social recruiting.

Recruiters across industries know that referrals generally deliver the best candidates, and now thanks to social media sites, they are cheaper and easier to find.

At the same time, Cornerstone OnDemand Inc., SumTotal Systems Inc. and startup Ovation Technologies added new social-recruiting tools and features to their own offerings to help companies scan internal and external social networks for candidates, target specific candidate types in different networks, and make it easier for employees to refer candidates in their networks.

Read the original article here

Continue reading “Social Capabilities Builds in Recruiting Software Builds”

Herding Cats: Social Media and SMB [Infographic]


Social Media and SMBYou may not be supernatural, but some business trends can be seen without the help of a crystal ball.

For small to medium companies, the next big thing has always been hard to predict. Rarely is the way SMBs do business affected by one sweeping development.

There are many reasons to justify the vague SMB crystal ball. One is in the numbers—there are millions of startups and enterprises, with each one is a different approach to their particular field.

Saying for sure which way they go (as a group) would be like herding cats—next to impossible. SMBs are simply too unwieldy as an “industry sector.”

Another explanation is available resources. Unlike large corporations, SMBs often do not have the means, systems or support to do the things that could change their business the most.

There is one tool all SMBs can apply to level the playing field with larger competitors. That is social media.

From marketing and advertising to hiring and human resources, those SMBs that ‘get’ online social media make an excellent job of leveraging the platforms for business success.

Again, like with any “hot new trend” not all SMBs have jumped on the bandwagon.

One common theme is in the types of social media that SMBs are most comfortable with.

This infographic from VerticalResponse shows the types of social media where SMBs spend the most time. For now, Twitter and Facebook are the leaders; Google+ and LinkedIn are bringing up the rear.

One thing is clear—as a tool for SMBs, social media is here to stay!

Full infographic after the jump…

Continue reading “Herding Cats: Social Media and SMB [Infographic]”