Renewed Focus in Canadian Market

Posted by Mary Sue McClintock on Wed, Sep, 14, 2016 @ 16:09 PM

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Over the past several months we have witnessed a substantial increase in the number of partner opportunities coming from the Canadian market. This heightened level of activity has brought about a great deal of excitement and renewed interest, prompting us to intensify our focus and align dedicated resources to help our Canadian Sage partner community continue to grow. This really comes as no surprise, as we have seen a major upswing in the number of recruiting and training management deals across other regions in North America. These opportunities are being uncovered because of an increased need for recruiting (Cyber Recruiter) and training management (Cyber Train) technology solutions that simplify and eliminate the ongoing inefficiencies plaguing talent management processes across organizations of all industries and sizes.

Several of our partners in Canada have recognized and embraced this as a prime opportunity to deliver huge value to existing clients and prospects. They are approaching leaders and knowledge workers in Human Resources to discuss challenges they are facing related to managing the recruiting and training process. Our more proactive partners no longer see these processes as an afterthought or add-on sales opportunity. Due to the significant growth potential that exists, these partners are intensely focused on leading with Cyber Recruiter and Cyber Train as part of their solution portfolio, which are Sage HRMS Endorsed solutions.

Don’t worry if recruiting and training management has not been a primary focus, as there are an abundance of opportunities in the Canadian marketplace to go after! We need more proactive partners asking questions early in their conversations with customers and prospects to identify and uncover these needs. The good thing is you are not alone in this. We have dedicated resources here at Visibility Software and of course through Sage to help.

In fact, Deana Dearry of Sage North America and her team regularly champion Visibility Software, and has been a great asset to have on our side. 

“Knowing I can rely on the Visibility team to swoop in and empower us with their high-level of expertise and  “can do” spirit is such a great asset for our customers and partners – especially since so many of us just aren’t that familiar with all the intricacies of Recruiting/Applicant Tracking and Learning Management! It’s a relief to know when our customers ask the questions, we’ll seem like experts with all the answers thanks to Mary Sue and her colleagues”, said Deana.

Mary Sue McClintock plays a very active role in managing the Canadian territory here at Visibility Software, and prides herself in developing relationships and helping her business partners succeed. As a dedicated resource, Mary Sue helps partners build out an active strategy plan, and is available to help train on how to ask the proper questions that will uncover needs, assist in responding to RFPs, provide product demos, and help you leverage our many marketing resources (whitepapers, email content, product overview collateral, infographics, videos, blog articles).  One partner example, Amanda Scott from The Answer Company, involves Mary Sue on just about every step of a new deal from registering the opportunity and all the stages in-between right through close.

We are excited to about the intensive renewed activity in the Canadian market, and are very excited for the many opportunities to come.  If you need additional information on how Cyber Recruiter and Cyber Train are solving recruiting and training management challenges, don’t hesitate to connect with Mary Sue (click here to send her a message). She is ready to support you and your team with everything you need to provide solutions for your customers, close more deals and generate more revenue. We can’t wait to hear from you!

Tags: cyber recruiter, cyber train, customer solutions, sage partner, canada, sage hrms

Taking Employee Training to the Next Level

Posted by Sean Pomeroy on Thu, Sep, 08, 2016 @ 07:09 AM

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The Real Value of an Employee Development and Training Solution

Many organizations that we speak with tell us that while they understand the value of employee training and development, they aren’t certain they need a formal learning management program to deliver, track and manage that training. Many of these organizations track the training they do provide in spreadsheets or even with paper files. While we can agree that any approach is better than no approach, learning management programs are ideal candidates for automation. There are big benefits to be realized from standardizing processes and automating the workflow surrounding employee training, and here we take a look at just a few of those benefits. 

Aids retention

Studies tell us that 40 percent of employees who receive poor job training leave their positions within the first year, citing the lack of skills training and development as the principal reason for moving on. Employee development and training programs help employees feel invested in their jobs and in their organizations. A well-established program ensures that employees continue to feel motivated to advance their own careers within the company, as well as to advance the company’s mission, rather than turning elsewhere for new opportunities. 

Attracts job seekers

An organization that has a standardized employee development plan reassures job seekers that the company is invested in their long-term success and advancement within the organization. Applicants are less likely to invest themselves in a company that doesn’t show the same commitment in return. A recent Bersin study noted, “Companies with career management programs are better able to attract and retain top talent, leading to higher employee engagement and, in turn, a positive impact on the bottom line.” 

Automates manual processes

If your training requirements are modest, it may be tempting to continue to use the collection of spreadsheets to track course offerings, registrations and certification renewals, but by deploying a smart learning management solution, you can dramatically reduce the overhead involved, saving money and driving efficiency. From automatic reminders to employees and their supervisors, to enrollment tracking and training reimbursement request handling, through an automated approval workflow, a dedicated learning management solution can generate a rapid and significant return on investment.   

Promotes consistency

With formalized training, you can be certain that vital functions and tasks are taught in a consistent, precise manner, ensuring that all employees receive the same information. You can of course develop your own training in house, but most organizations rely at least in part, on professionally-produced training courses. Depending upon the specific training provided, the value of such consistency may vary from improved productivity to reduced liability for the company. 

Streamlines compliance

From sexual harassment awareness training, OSHA-mandated safety training, through business ethics – it’s not just that proper training is the right thing to do, training protects your company from potentially devastating law suits and fines. A learning management solution helps ensure employees (and you as the employer) are in compliance with job requirements and the law. The software can track certification expirations, courses due, and notifications and accreditation requirements, helping maintain strict compliance and protecting both you and your employees. 

It makes financial sense

Increased revenue is a common goal across many organizations, and investing in employee training to support that goal makes financial sense. For example: 

  • The Cheesecake Factory invests an average of $2000 annually per employee on training. The chain enjoys sales of $1000 per square foot, almost double the restaurant industry average. 
  • Payroll provider ADP coaches some sales associates on managing virtual teams and time management. Those that participate had an average of seven percent growth in sales. 
  • Motorola has found that every dollar invested on training can yield as much as a 30 percent gain in productivity within three years, which has helped them cut costs by $3 billion and increase profits by 47 percent. 

A learning management solution can be a smart choice for organizations of all sizes, delivering clear and measurable benefits to employer and employee alike.

 

Tags: LMS, learning management system, Employee Training, employee development, learning management solution, career management, talent development

Rethinking the Role of Recruiters

Posted by Mark Jackson on Thu, Aug, 04, 2016 @ 07:08 AM

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Recruiters as brand ambassadors – as opposed to salespeople - for your organization

Let’s face it. It’s a candidate-driven marketplace out there. It is more difficult than ever to attract and retain qualified employees. As a recruiter, you’re charged with filling open positions with the most qualified candidates. But there’s more to it than attracting top talent; you need to find the right match for your organization so every hire becomes a productive, engaged, long-term employee. Competing for talent in a buyers’ market requires the recruiter’s role to evolve from a transactional salesperson to a brand ambassador – responsible for establishing the organization’s reputation as a desirable place to work, and keeping the attention of both today’s and tomorrow’s job seekers. Just what makes a brand ambassador and how can you get there?

Convey Your Brand

As an ambassador, your job is not to sell applicants on your company. Instead, you want to serve as a matchmaker, accurately communicating the organization’s brand and identifying applicants’ individual brands to find an ideal match.

What do we mean when we speak of a brand? In this context, it’s not a marketing term. Your brand is your organization’s essence – it’s core values. It helps to think of the organization as a person and assign personality traits to it. Is your organization resourceful, adaptable, creative, independent, serious, spontaneous, responsible? And you’ll need to think beyond the organization’s brand to consider both the department and hiring manager’s brands as well.

You, as a recruiter, are the initial human point of contact for your company’s brand and are in the unique position of using both your experience and your discretion to make vital hiring decisions. You’re searching for a brand match – the perfect relationship where both parties share parallel goals and approach professional life in similar way. 

Salesperson Versus Ambassador

What is ambassador-style recruiting? Essentially, it boils down to respect for the candidate. A respect for their time, their goals, their skills and their potential contribution to your organization. Here’s a look at some of the pronounced differences between salesperson- and ambassador-style recruiting. 

Salesperson-Style Recruiting

Ambassador-Style Recruiting

Match based exclusively on resume to job comparison

Match based on meeting the brand vision and goals

Focus on easily-defined “hard” skills

Consideration of “soft” skills like leadership, oral and written communication

Success based on filled vacancies and speed

Success based on engagement

On-boarding is company-focused (internal tasks and paperwork)

On-boarding is part of the employment experience and geared to promoting early success

Applicant Experience and Onboarding

An ambassador-style recruiter should understand what’s it like to be an applicant, and hone the recruiting and onboarding process to be an overall positive experience. The Society for Human Resource Management (SHRM) reports that new employees decide within the first 30 days whether they feel welcome in the organization, and that one in 25 leave their jobs because of a poor (or nonexistent) onboarding program. There are areas in the applicant experience to focus on: 

  1. First impressions: Are your job listings up-to-date and does the language accurately reflect the position and the ideal applicant? Do the listings help convey your brand? Do applicants receive confirmation of the submittal of their resume or application?
  2. Process: Does the process move smoothly with organized, timely interviews? Do you process resumes efficiently? Are non-selected applicants politely notified?
  3. Finalization: Is the onboarding process geared to the applicant? Do they have the tools they need to succeed? Are early expectations communicated?

As part of the applicant experience, we can’t stress enough the importance of treating each applicant with the respect they deserve. You should be looking to attract not just today’s applicants, but tomorrow’s as well. Today’s runner up may be tomorrow’s perfect candidate.

The ambassador-style recruiter is focused on building relationships, not closing deals. By putting the applicants’ first, respecting their time and individuality, and meshing their brand with yours, your organization has the best chance to win top talent - today and beyond.

For more on ambassador-style recruiting, check out our on-demand webinar

What Every Company Ought to Know about Ambassador Style Recruiting

Tags: candidate experience, recruiter, applicant experience, Hiring

Why Smart Companies Are Making Onboarding a Top Priority

Posted by Sean Pomeroy on Thu, Jul, 07, 2016 @ 13:07 PM

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After spending a great deal of time and resources to bring in quality new hires, many employers are making a major mistake by not prioritizing onboarding. 

Despite the fact that effective onboarding improves employee performance and increases employee engagement and retention, according to a report by the Partnership for Public Service and Booz Allen Hamilton, a study of 500 U.S. companies of varying sizes shows that the average amount spent on onboarding per new hire is just $67—and a third of these companies spend no money at all. 

Effective onboarding doesn’t have to be expensive, but the figures above are still alarming. 

No matter what the final tally is on your own company’s onboarding efforts, there are certain things you want to get right to make the process effective. Of course, all necessary paperwork must be completed quickly and efficiently. But you also want to get new hires established in their jobs and connected with your culture, so that you can get them up to speed as quickly as possible. After all, it typically takes about eight months to get new employees fully productive, but getting them comfortable as quickly as possible helps minimize that time period. On the other hand, failing to provide a reasonable orientation can leave new employees “confused and disoriented,” which is far from conducive for high performance and engagement. 

Smart companies are recognizing the importance of onboarding, with the most successful companies connecting it with employee performance. And more and more are recognizing that it’s a good idea to begin the onboarding process even before a new hire’s first day. According to Aberdeen’s “An Employee-Centric Digital Workplace” report, best-in-class companies are 53% more likely than others to begin the onboarding process before day one (this is also known as pre-boarding). Additionally, best-in-class companies are 39% more likely than others to measure employee engagement with onboarding to ensure new hires understand what’s expected of them. 

So if you’re looking to get better performance from your new hires, consider seeing if you can improve the onboarding you provide. 

How Modern Talent Acquisition Software Can Help

Software allows you to automate crucial aspects of the onboarding process. For example, you ensure that all necessary documents have been filled out correctly, saving time and preventing problems. You also can manage and track the other tasks that need to be completed after someone is hired (email setup, ID photo, parking pass, etc.) As a result, you can put your focus on higher-value onboarding priorities—such as making sure the new employees you just hired have the proper attention to get off on the right foot, which improves performance, engagement and retention levels.

To learn other important steps for improving your hiring results, read our new article -  “4 Key Steps to Successful Talent Acquisition.”

 

Tags: talent acquisition, employee onboarding

Two Essential Components of a Positive Candidate Experience

Posted by Mark Jackson on Thu, Jun, 23, 2016 @ 08:06 AM

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More than three of four candidates would be willing to “accept a salary that is 5 percent lower than their expected offer if the employer created a great impression through the hiring process,” according to CareerBuilder’s 2015 Candidate Behavior Study

Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.

Quality Communication

Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.  

So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher. 

More evidence that communication from employers is often lacking comes from the CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.  

The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?  

Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start. 

How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracks in your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time. 

Effective Management of the Candidate Process

If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them. 

In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process. 

It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.  

How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes. 

Improve your hiring results! Read our new article - 

  4 Key Steps to Successful  Talent Acquisition

Tags: candidates, applicant experience, Hiring