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5 stATS for the Dollar Conscious HR Professionals


describe the imageMaking a large purchase for the company – like an ATS for example – isn’t a simple decision. A negative candidate experience can damage your company branding and, likewise, the employer brand. Considering 46% of applicants have a poor candidate experience, make sure you have the right tools. A fitting ATS can ease the hiring and onboarding processes.  Finding talent is already a hard process, so nurturing the right candidates should be an important process. With the right ATS, both attaining and retaining talent won't be a challenge any longer.

Employment related queries account for 30% of all Google searches per month.

That averages to about 300 million searches monthly. 300 million. Without an ATS how could you even begin to compare with the others who took the plunge with a talent acquisition management system? Truth is, you can’t. An ATS can help to optimize your career page and job postings to ensure their keyword accuracy and raise the posting’s organic SEO. Job applicants spend an average of 76 seconds looking at a job description so it’s important to make the best of the time you’ve got to attract the talent you want.

70% of companies with fewer than 1,000 employees don’t use any form of ATS.

Why? Why on earth wouldn’t you use a tool that will ease the stress and workload of the HR department? One thousand employees may statistically equate to a small company, however 1,000 is still a large number… a number large enough to overwork any small business HR department. Large and mid-sized companies plan to purchase new HR software within the next 18 months (100% and 50% respectively) so there is no reason a small company can’t join in. Yes, some talent acquisition management software systems can cost a pretty penny, but there are options. Visibility gives their clients the options of renting or buying Cyber Recruiter.

1 in 3 small companies rated their ATS performance less than effective.

So, roughly 33% of small companies didn’t have the right tools to help them chose the ATS that would work best for them. They form an opinion that talent acquisition systems aren’t worth it or they don’t work. That’s simply not true. There are different choices for a reason. If only there was a company that offered an assessment of some kind to help small companies choose. In addition to the option to rent or buy Cyber Recruiter, Visibility also offers a free comparison tool before implementing the software so you can decide which ATS is right for the company.

54% of small companies take one to two months to hire a new employee.

That is from start to finish; from posting to offer acceptance. Should it take that long? That’s about average. But with an ATS the process can move a little faster. Not to mention, it will reduce your employee stress levels as well as reduce cost.

75% of large companies use an Applicant Tracking System.

Ever wondered why large companies use Applicant Tracking Systems to filter candidates for open positions? Well this is why. Microsoft, for example, sees a flow of 50,000 resumes… weekly. Maybe with 100 or more HR professionals evaluating the resumes, a company of this magnitude could stay on top of the pressing workflow. But wouldn’t it be easier – and less costly – to use an ATS?

Applicant tracking systems can be a puzzle for candidates. Even worse, however, they can be conundrums for the recruiters who use them. And for the companies that purchase them? They can be a financial burden in comparison to the return in reduced hiring costs. This doesn’t have to be the case. An ATS that fits company structure and values is the first step to solving recruiting burdens. Recruiters will appreciate the effort and the effects will reach the candidates, creating a positive candidate experience.

With an ATS like Cyber Recruiter, you can make the most of your talent acquisition process for your recruitersand your candidates. Try the demo today to see how recruiters in your company will benefit.

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Training for Keeps: Retaining the Wandering Millennial


Training MillennialReady or not, here the Millennials come. By 2025 it’s expected that Millennials will comprise a whopping 75% of the global workforce. If you’re not careful, you’re going to lose them fast. Three years is all it takes for the average Millennial to decide they’re done with you. Can you imagine a workforce where three-fourths of its employees are job-hopping every three years?

The time to prepare is now. Employers need to set in place a proactive plan to catch Millennials’ attention and keep it. Otherwise, they’re going to experience high turnover rates and even higher turnover costs. In fact, the cost to replace Millennial employees is more expensive than hiring someone more experienced. To be exact, 87% of hiring managers report that replacing Millennials costs anywhere from $15k to $25k.

So, what can employers do to ensure their organization doesn’t resemble a ghost town in ten years?

Understand What Millennials Crave

This generation isn’t all for fun and games. If you think that having a ping-pong table in the office and taking the team out for happy hour after work is going to keep these young folks around; you need to catch up with the times. It’s not 2006, and your company culture isn’t fresh anymore. Fun perks like these are being offered more and more, and Millennials are beginning to see these as requirements in their job search. Therefore, opt for a different approach:

“Millennials seek jobs that offer fulfillment and growth. If you don’t invest in your relationship with young employees early, they may fall into the arms of the next attractive employer who gives them a call.” - Andrew Fayad, CEO and Managing Partner of eLearning Mind

Pique Millennials’ Interest

Attracting the Millennials isn’t as difficult as retaining them, and the first three years have proven to be crucial. This is where your onboarding and training process comes in to play. Having these processes aligned to Millennials’ wants and needs can be difficult to do at first, especially when change is needed. The first step is to pique their interest. They want to know what you have in store for them within the next 6 months; not the next 5 years. They want to know what they’re about to learn, what projects they’ll be working on, who will be a part of their team and everything in between.

“Right now, this millennial candidate wants to get to work and make a difference. They’re eager to be taught and to learn--all while putting their summer internship to good use.” - Rachelle Falls, @CorporateHRGirl

Nearly 40% of Millennials are interested in a career that provides a sense of accomplishment. Which is why your training process needs to determine the direction Millennials expect their career path to take them. Instead of sitting them down in a lecture-style training session, forcing them to watch a video and slamming an employee handbook on their desk; try a more one-on-one approach.

Open up the dialogue to make them feel valuable by offering a mentoring program. High-performing millennials look to higher ups for advice, feedback and affirmation, and this segment of the onboarding and training process is better off as informal.

Jeanne Meister, author of “The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today”, explains it best:

“A lot of companies’ structured mentoring programs have failed as they have tried to put structure to something that is basically a relationship.”

Get Techy With It

Technology plays the star role in the Millennial's life. Last year, it was estimated that about 4.6 million college students took at least one online course. Online education is gaining popularity, and in five years it’s expected that nearly 50% of all college classes will be conducted online.

Speak to their style of learning and communication by engaging them in an interactive training program that gives them control. 81% of Millennials have a smartphone, so training programs that use technology are more likely to engage this mobile generation. Using a tech-savvy training program grabs their attention and exhibits your organization’s innovative approach to business. 

Millennials have a wandering eye when it comes to innovation. This generation craves the next best thing, so retaining the wandering Millennial is going to be a challenge for the future workforce. The first step in keeping this ever-changing generation interested begins with the training process. Cyber Train allows you to align Millennials’ expectations with your organization’s training needs. Request a demo today to see how Cyber Train can benefit your Millennial training program and encourage those Millennials to stick around for awhile.


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3 Reasons Candidates Reject YOU


Candidates RejectYou’ve been under the impression that your recruiting methods are faultless; but my friend, you’re terribly wrong.

Slowly, you’ve begun to notice a declining number of quality candidates applying for job openings. That fateful day has arrived, and you’ve realized that candidates are actively rejecting you as their choice employer. You can’t help but ask yourself “why?” Well a report by Staffing & Recruiting Pulse Survey showed that 46% of your contemporaries say their most desirable candidates were offered a more desirable position by another company; better than you could give them. Even though less than 10% of candidates reject job offers by 77% of recruiters it’s just as aggravating when you feel you’ve given them the opportunity of a lifetime… and another recruitment program one-ups you. Maybe it’s your ATS, or maybe it’s your antiquated process; any way you look at it, candidates are rejecting YOU and you have to figure out why.

You don’t give them what they’re worth

Candidates have worked long and hard (or studied long and hard for those fresh graduates). They know their worth, and if you can’t give it to them, they will find it elsewhere.

It is the second biggest reason candidates go with another option when they look for a job. Compensation and benefits don’t always meet candidates’ expectations according to 30% of recruiters. If they have the track record to prove they’re the best fit for the position, then shouldn’t they be compensated accordingly? If compensation resources are limited, it should be at least given room for discussion on the matter.

With the Millennial workforce beginning their professional journey, it is ever-important to be as flexible as possible with potential new hires. They desire a position that allows them time to volunteer, the ability to work from home – or the local coffee shop if they so desire – and a greater balance between their personal and professional lives. In fact, 88% want a better work-life integration than their preceding Gen X-ers.

Your employer brand is just awful

If jobseekers get to your career page and don’t see a single logo or any pre-employment cultural building information, your career page isn’t doing its job.

Everything from the faceless email to the numbing application negates any and all culture your company just might have internally. But your employer brand couldn’t be more dismal. That’s just where it starts. The mass rejection or “you’ve made it to the next step!” emails leave the company faceless to candidates. They want to know whom they are going to work for, and mass correspondence won’t do that. With 43% of email domains sending messages directly to the spam folder strictly based on the “from” name, recruiters will have little success finding credible candidates with a mass email. 

Your application process is worse than “antidisestablishmentarianism”

Your talent has already been searching for a job, spending hours of their time trying to find you in the first place. The last thing they want is to spend hours trying to navigate your career page or the application itself.

If you think that word is complicated, look at your application process; I promise it’s worse. If your career page is as unorganized as your pile of resumes, you’ve clearly purchased (or rented) the wrong Applicant Tracking System. Recruiters aren’t the only ones to experience the trials of your complicated or outdated ATS; candidates know first hand the troubles that accompany a poor system. Even though 76% of candidates prefer to apply for an open position through a career page, 58% of candidates who have a poor experience say it’s due to irregular updates. That can all be changed with the right ATS.

You’re simply not going to attract every candidate that crosses your path, but that’s not to say you certainly can’t try. You can fix the complicated process of applying to your organization. Don’t let your recruitment program fall by the wayside because it’s the only thing standing between your company and that one candidate who can change things for the better.

Visibility Software’s Cyber Recruiter takes the burden off of your recruiters and gives your candidates the ease of application to your company. Want to see how? Take the demo or give us a call to see how we can fix your hiring process.





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I’m Just a Bill, Here on Capitol Hill…


Capital HillAfter strong bipartisan support from Congress, President Obama passed the Workforce Innovation and Opportunity Act to reauthorize the Federal Workforce Development laws. It has been over a decade since they have been revisited, and the American workforce has long needed the federal workforce development system to be updated. The bill helps employees become accustomed to the modern era with the skills they need – be it technological or otherwise – to perform better and get better jobs. It will also aid those with disabilities to remain competitive in today’s workforce.

Chairman of the House of Education and the Workforce Committee, Representative John Kline said, “Today is a good day for the American people. We’ve shown what’s possible when we work together toward a common goal and right now there is no greater goal than putting Americans back to work.” With a House approval of 415 to 6 and a Senate approval of 95 to 3, the overwhelming support of the Workforce Innovation and Opportunity Act bodes well for the currently broken workforce development system.

“Too often job training programs are focused on providing the skills need for yesterday’s jobs, not the jobs of today and tomorrow.” – Obama Administration Official

What can you learn from this new bill?

While, yes, the federal training programs will undergo drastic changes in the near future – as the bill was signed by the President on July 22, 2014 – that doesn’t mean your company has to sit by and watch. The federal government isn’t the only entity that needs to revamp their training program. It may not be to the same extent, but many organizations are stuck in the pre-technology era of training with classroom settings.

Preparedness to enter and remain in the workforce is reliant upon the quality and technological responsiveness of the office training programs to the changes in workforce personality and tech development. It is estimated that by 2022, 11 million workers will be ill equipped to succeed in a professional office. The level of higher education will begin to matter less as within that 11 million, 6.8 million workers will have bachelor’s degrees and 4.3 million will have vocational degrees, some college credits, or associate’s degrees.

You can change the cycle by developing new training programs beyond the paper and classroom settings. Your training program has a direct impact on your retention. Companies that have inadequate training programs can expect to see 41% of their employees planning to leave within the first year. On the other hand, employees who partake in excellent training programs are much less likely to leave the company within the first year, at only 12%. Employees who don’t feel adequately trained in their positions won’t have much motivation and certainly won’t be engaged at work. It’s hard to be motivated to do something you just don’t know how to do well. 

The question remains, then: How do you make your training program better? A training program is only as good as the success and engagement of the trainees. A technology-friendly and advanced system will engage the newly hired Millennials, and help the Baby Boomers use their resources more wisely. The perfect training program caters to different learning types, as well as the growing learning gap between workforce generations. With Millennials comprising an estimated 46% of the workforce by 2020, you cannot afford to adjust your training program through the changes in technology.

Technology developments in the workplace are always changing, and it can be difficult to keep up with the latest trends. However, there is no reason to let your training program fall through the cracks; you can keep track of legal requirements and corporate expectations with the right tools.  Luckily for you, Visibility Software has a program that fits your training needs. Cyber Train allows HR managers to track requirements easily, streamlines approval communication, and ensures compliance with federal guidelines. 

Download the comparison tool to see why we have the edge on the competition. If you still are unsure, try the demo to see how Cyber Train can change your program for the better. Take a moment to give us a call and let us know what you think!

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Visibility is Ready to Roll at #SageSummit


SageSummitWe’re here, and we’re ready to roll. It’s Sage Summit season, and I am ready to learn and talk with other HR thought leaders in the recruiting and training space. Sage Summit 2014 is an exciting conference for, that’s right, HR. Human Resources isn’t always thought of as the most exciting field, but when you have celebrity companies and people involved, recruiting and workplace training doesn't seem so dull. I have the privilege of presenting amongst featured keynote speakers like Magic Johnson, Jessica Alba and Robert Gibbs. Sage Summit brings great entrepreneurs and thought leaders together to learn and share ideas.

There are a number of talented and influential thought leaders speaking this year, and many more have booths at the conference. You can go to the Sage Summit website to see who will be speaking and learn a bit about their entrepreneurial background. Authors, CEOs, Democratic advisors, the co-founder of Twitter, and the big wigs at Sage will impart their experiences and knowledge.

We are no strangers to recruiting and technology tools for HR. Since Sage is a Visibility Partner, I will be speaking about Cyber Recruiter, Visibility Software’s Applicant Tracking System. Cyber Recruiter saves HR personnel time and money in finding the ideal candidate to bring on board.

Visibility Software is at booth #1908

So stop by and say hi! As a Sage Summit sponsor this year, I’m very excited to talk about recruiting and Visibility Software’s Cyber Recruiter on July 29th at 4:30pm. Don’t miss it!

Have comments? Send me a Tweet! @Sean_Pomeroy using #SageSummit!

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Employee Training: Teaching New Tricks


Employee-TrainingBaby Boomers are still working. Even though they’re beginning to retire from their career-centered jobs, 47% of them say they will work after they retire.  So, you can’t assume that your training program geared towards the entering workforce will be effective for your late Boomers. They did not grow up with the same technology used in most training programs, but that doesn’t mean they can’t learn. In fact, they are the generation that spends the most of the latest and greatest pieces of technology. 

The learning curve isn’t as steep as you think

In fact, the field with the highest Boomer growth is teaching. It is one of the best second careers for the aging generation. Many trade schools look for those who have real life experience, and if you can’t learn you can’t really teach. Teachers have to be adept in new and emerging technologies to appeal to their students and provide the best learning experience. And you can do the same for your mature new hires.

“The misconception that boomers do not appreciate tech crosses all generations. I’ve heard it from fellow baby boomers who say, ‘Wow, you’re so into technology,’ and on down to 20-year-olds who are also surprised.” –Marilynn Mobley, Strategic Counselor for Edelman, Boomer Insights Generation Group.

Although they only constitute 25% of the population, they consume nearly double that in technology spend. So, they aren’t as technology inept as most people think. They have a deeper wallet to spend their money on the – as Millennials put it – pricey electronic devices. The Baby Boomers’ financial stability plays a part in their growing technology trend.

It’s not retirement; it’s reengagement

They grew up in a generation focused on hard work and just because they’ve reached legal retirement age and now fully qualify for Social Security, that doesn’t mean they are ready to settle down yet. “Reengagement,” as it’s called, refers to the restlessness many newly retired people experience after some down time at home or vacationing. On average, this phase is 9 years of contingent work or self-employment.

“I often think about dogs when I think about work and retirement. There are many breeds of dog that just need to be working, and useful, or have a job of some kind, in order to be happy. Otherwise they are neurotically barking, scratching, or tearing up the sofa. A working dog needs to work. And I am a working dog.”—Martha Sherrill, Author of Dog Man

Baby Boomers, even though they may be retired, are not ready to stop working... or stop learning for that matter. Boomers are ready and willing to learn, they just learn differently. They just won’t get the most out of your Millennial-focused training program. Why? Millennials are optimistic team- oriented learners and they function best in active learning situations. Boomers, on the other hand, love learning for the sake of learning and require interaction and discussion time. Adjust your training program to tend to both generations’ strengths.

Then it’s leisure

This “leisure” time isn’t necessarily leisurely. Most retirees expect some type of health problems in their later years that will prevent them from working. So, it’s not that they don’t want to work after a certain age, 77% just believe they won’t be able to due to impending health issues. The entirety of retirement isn’t just someone’s life on the decline. A job in the first phase of retirement is a second career for most people; the last phase, on the other hand is the leisure the word "retirement" suggests. That leisure stage isn’t necessarily by choice, it’s often forced by health reasons.

“Musicians don’t retire; they stop when there’s no more music in them.” –Louis Armstrong

Just because Baby Boomers are retiring from their first careers doesn’t mean they won’t or can’t have a second. Boomers are just as likely to be technologically savvy as their Millennial coworkers; however, simply because they did not grow up during the technology age, it is expected they don’t know the devices. This just isn’t true. They can afford the expensive devices and are ready to learn new things in an interactive environment. That’s why it is important to keep them in mind when developing or adjusting your training programs. Yes, Millennials are entering the workforce and a fast pace, but their parents and grandparents are back in the office ready and willing to keep up. 

With Cyber Train, your company has the ability to train employee performance and ensure compliance with federal regulations. Get ride of the spreadsheets, overflowing filing cabinet, and endless reams of paper. Try the demo of the solution your training program needs and give us a call!

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Tools to Get You Started on Your ATS Quest


ATSMaking the decision to buy or rent an ATS (or change your ATS provider) is a big one. Of course, your company has certain needs, some of which are more important than others. However, one size doesn’t fit all. We’ve provided a Comparison Tool to guide you towards the ATS that is the perfect fit for your company. It’s a $4 billion industry and is expected to grow at least 20% in 2014. So the question becomes: how is your ATS keeping you competitive in recruiting when the ball is in the candidates’ court.

Some Things to Keep in Mind

You will want a product that you can scale and customize for your company size and structure. One size does not fit all; pay attention to your employer brand and what it requires from an automated system. While many ATS providers offer a variety of basic needs, companies need configurable features that are convenient and provide reporting features in order to stay compliant with federal employment regulations. So what does your company need? That is something to think about before you start your quest for an effective ATS.

So What Should It Have?

Support, configuration, experience, the standards: must have’s in any ATS. Unless you have a highly proficient IT team, a company or SaaS (software as a service) that offers a support system for technical difficulties or trouble shooting if needed is necessary.

“My HR department is pretty smart, so I don’t think they’d really need tech support.” 

False. Recruiters and hiring managers are required to attract and bring in the best of the best from the talent pool. However, that can’t happen if your team doesn’t use the ATS properly. Everyone falls into a groove of doing things in their own way. This doesn’t become an issue until their methodologies fall short of the software’s capability, so the ATS ultimately doesn’t perform optimally.

“I can’t change it to company needs, but that’s okay. I’m sure it’ll be just fine.” 

False. Especially for small businesses, a configurable and easily integrated ATS is a must. Only 70% of small businesses (companies with fewer than 1,000 employees) have talent acquisition software; only 13% of them rate their talent acquisition process as more than moderately effective.

“The candidate experience doesn’t start until the interviewthe ATS won’t affect my employer brand.” 

False. Applicants begin forming opinions of your company and company culture from the moment they begin filling out the forms and answering the questions… before they even hit the online “submit” button. Your employer brand is vital to acquiring quality talent. So, correspondence thereafter is critical as well. Don’t add to the 77% of candidates that never hear back from the employer; use the ATS automation capabilities.

The Bare Bones

ATS often fall short when it comes to internal searches on received resumes and applications. You will want to find a system that optimally functions with search capabilities to reduce wasted time. These systems aren’t going to do you any good if you can’t search the data. Data that can’t be measured is useless. A system that can provide metric reports is ideal so you can see (with numbers) what portions of your job need improvement. Make sure your ATS has:

Individual Candidate Tracking

ATS are complicated software programs that make the job of a hiring manager and a recruiter more streamlined and simpler. They should be easy to use and offer industry standards like metrics and simple integration. In the last 5 years, there has been an explosion in the number of ATS and e-recruitment providers all offering different solutions for different business needs. So, take a moment to look at some companies that peak your interest. We have compiled an Applicant Tracking System Comparison Tool, and for your convenience we have already filled out the features and benefits of Cyber Recruiter. With a plethora of options available to you, Cyber Recruiter is the ideal solution to ensure vital recruiting details are not missed during the hiring and onboarding processes.

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Why Hire Slow, Fire Fast May Not Be the Best Advice



“The startup community loves to latch onto a corny catchphrase, but this latest gem to guide hiring isn’t just dumb, it’s counterproductive.” –Danny Boice, Co-Founder and CTO of Speek.

Boice says it perfectly, “Hire slow, fire fast,” isn’t always the best option simply because it is counterproductive. Budding companies don’t have the luxury that their larger counterparts have to leisurely find their dream catch or candidate. They are pressed for time as they grow under pressure of their clients. Slow is simply not an option in the grand scheme of things. But even larger companies who have the resources to take their time in finding that perfect new hire, strain their current employees with a higher workload.

Time and Money

You’re on your way to work, and suddenly your car blows a head gasket. Now, the problem is you have to find another way to get to work and drive the kids to soccer practice. So do you rent a car until you can get it fixed or do you wait until you can buy a new car outright? You’re probably going to want to fill the gap with a rental.

Losing an employee is hard for any company, startups and corporations alike. But when you fire fast, it takes more time to look for and hire their replacement. So considering it takes at least half of a previous employee’s salary to replace them, why on earth would you take more time than you need to do so?

It takes 6-9 months for companies to hire a new person in place of a previous employee on average. Hiring for skills and culture, should not by any means, take that long.

Pressure and Volume

You just built a tree house for your kids. You decided that you didn’t need the fourth piece of 4x4, so you just skipped it, hoping the other three 4x4s could handle the weight. Well, your kids have friends over and you see the 4x4s wiggle as they climb up the ladder…

When an employee decides they are either unhappy in their job, or they find a new and bigger opportunity, there is an undoubted amount of pressure to hire their replacement. Realistically, however, that pressure doesn’t come from their departure, but rather the workload they leave behind. Hiring fast saves other employees from working past their limit and taking work home in order to compensate for the missing man-hours. Don’t leave your other employees responsible to hold up the work on their own; don’t let them buckle under the pressure. Find the new employee, and find them fast. 

Even still, when you fire an employee, someone has to pick up the extra work. Letting someone go slowly gives other employees a chance to acclimate to the extra work over a longer period of time.  It takes an average of 54 days, almost 2 months to hire a new employee. Shave some days off your company average time-to-hire to save your current employees from an unnecessarily heavy workload.

Productivity and Quality

You come home from a long day at work and you can sense something is amiss. The living room sofa is destroyed, stuffing everywhere. You walk around the house, and you can’t find your dog, the obvious culprit. Well that’s because he’s hiding; he knows he has done something wrong. So, he runs into the yard before you can discipline him, leaving you franticly trying to find him again. Bad news: he escaped the yard!

In the absence of someone filling the role that recently became vacant, your employees are expected to be more productive. However, the quality will most likely suffer with a heavier workload. When the company is a major player in a quality-centric industry, there is little room for a slip in quality.  So firing slow is a good option, keeping an employee on board until you have another ready to… well, onboard.  However, employees can often see their demise coming, so prepare for a potential premature quit. Jacqueline Smith, contributor to Forbes, says:

Companies aren’t (generally) in the business of wasting money; this includes the avoidance of redundancy. So if you see that someone has been brought in with your same skill set, and is being trained for duties much similar to yours, unless there is a very clear reason for such an expansion, you should worry about the future of your job.

Hiring fast saves the company precious time and money, allowing employees to feel at ease when a coworker is let go. Don’t let your projects suffer in timeliness and quality while you wait for the “perfect” new hire.  Your clients won’t be happy, neither will your employees. Hiring fast, firing slow is a better alternative to hiring slow and firing fast because your company can prepare for the departure of employees. 

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4 Easy Equations to Better Understand Millennials' Training Needs



Millennials are often considered entitled, lazy, and everything in between. Not a very good stereotype to try and enter the workforce with. People ask if they are ready for the workforce because they are generally assumed to be lackadaisical when it involves responsibility. The real question, however, is whether the workforce is ready for the Millennials. The twenty-somethings entering (or already in) the office are more apt to quit a job if it’s not everything they hoped for or everything the recruiter said it would be. However, training Millennials properly can save your company the heartache of seeing them go.

1. Understanding the meaning of “success” in the eyes of a Millennial

They are unlike generations that precede them. Millennials appreciate the value of a good day’s work, and they don’t necessarily expect the value to be reciprocated monetarily. They are the most civic-minded generation since their great grandparents, or the Greatest Generation, with a total of 1 billion hours accrued by Millennials alone in 2008. So keeping that in mind, how does an organization reward an employee who doesn’t want the typical prize? Although recent graduates are often strapped for cash, they value the “can-do” attitude and a positive self-image over tangible awards.

Intrinsic rewards > Extrinsic rewards 

2. These are not the training programs they’re looking for…

Textbooks, manuals, words… Millennials simply aren’t attuned to this kind of training. They are a highly technology-savvy generation, with a preference to work in teams. So, training them might seem a bit more involved and complicated. Gamification takes the guesswork out of the equation for those managing the twenty-somethings entering the workforce. If a well-trained employee isn’t enough to transition your training program to something a bit more interactive, maybe a turnover reduction of 36% is.

Take advantage of their tech literacy since they innately know how to use everything with a screen. In fact, 81% of Millennials have a smartphone. Training programs that incorporate tablets, smartphones, or up-and-coming technology are more apt to maintain the engagement of an increasingly mobile generation.

Technology + Training + Millennials = Targeted Training Program

3. Two Millennials are better than one

There is no “I” in teamwork… cliché as it may be, it’s true for the working Millennials. They prefer to work in teams, and bounce ideas off of each other. Besides the fact they enjoy working together better than alone, 62% of Millennials honestly believe it makes a great deal of difference in the quality of their work. Teamwork is the key to creating an effective training program for Millennials in the workplace. 

Johnson & Johnson promotes teamwork in a different way. They encourage supervisors and managers to take 12-minute breaks instead of their typical lunch hour. What they do with these 12-minute breaks throughout the day is unique. The company asks managers to take this time and talk with new employees. In this time, they can give Millennials insights and Millennials can do the same. 

Millennial x (Millennial + Mentor) = Higher Quality Work 

4. If they work hard, let them play harder… at work.

Recruiters aren’t too excited about hiring Millennials as 68% of them find it hard to manage the twenty-somethings. The reason it is so difficult: they simply don’t know how to manage them, much less train them. Millennials don’t want to see a paycheck that has 60 hours of work they didn’t work for. They need a challenge; they crave a challenge. Millennials need change, challenge, and chance in the workplace in order to perform at their best. Foster their quest for curiosity in the office by initiating a training program that caters the generation’s inquisitiveness.

Traditional Training Material ÷ (Curiosity + Challenge) = Engaged Trainees

Understanding that Millennials require a different system of rewards is the first step in transitioning your training program to their needs. A higher score and little bit of friendly competition in the office lasts longer than the cash padding their wallets. They know the value of teamwork and opinions other than their own. So, they greatly benefit from mentor programs. Millennials aren’t hard to train, they just need a different training program than their parents and grandparents. Cyber Train allows you to align company goals with Millennial performance. Give us a call and request a demo today to see how Cyber Train can benefit your Millennial training program.

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Training Tracking System: Buy or Rent?


TrainingDo I rent or buy? It’s a good question for those moving from an apartment to a house, but an even better question for those looking for a training tracking system. Should I buy a house so I can paint the walls and make it my own? Or should I rent it so I don’t have to mow the yard? You could ask yourself similar questions to buying or renting a training tracking system. Should I buy a system so I can control and manipulate the data? Or should I rent a system so I don’t have to worry about the technology required? This post won’t tell you if you should buy or rent a system, that’s for you and your HR leaders to decide. It will however, give you the tools you need to decide which is a better fit for your company.  

Do I Buy It?

The capability to change and manipulate data is a big seller to buying the software. When you buy the software, it is fully yours. You can convert information because it is on your system. Now, considering the price tag of many training systems, it may make sense for your team to buy the system if you have the money upfront. These are key benefits to buying your own system:

·      Flexibility: It’s just like buying a house. Once you own it you can change and adapt it to your liking. Basically it’s your software, your database, your rules.

·      All Yours: Companies keep any given training software system for about 2 years, then they search for the latest and greatest. Assuming you’ve done your research and made the wise decision, there is no reason to change training software programs more often than that.

      Bang for Your Buck: Normally the price tag of buying a system is about the same as renting it for two years. Typically a company will keep their training system for two years; however, you can keep it longer. It is forever yours when you buy it. Find the training system that provides the biggest bang for your buck.

Do I Rent It?

Sometimes it’s just easier to know the software is in someone else’s hands. They have the technology and resources to handle it. And quite frankly, it’s nice to have smaller payments. Here is why some companies prefer to rent a training system:

·      They don’t have the tech resources: Renting a system means that someone else is responsible for the technological resources it requires to house an entire training system. Since someone else is in charge it means your IT team doesn’t have to deal with it when things go wrong.

·      They don’t have financial wiggle room: If your company doesn’t have the biggest financial cushion, renting might be a better option… at least at first. It gives you the solutions you’ve been looking for and the solutions you’ve needed without the added financial burden of purchasing a system.

·     They’re looking for an easier buy-in: Renting normally equates to a lower monthly statement. The price tag and the minimal contracts that usually accompany a system rental are easier to sell to higher management.

So then there’s the question: how do you determine which is best for your company? That’s for you to decide. Company growth and culture has an impact on the decision to buy or rent training software. You have to weigh the pros and cons to make an educated decision on which method and which company will fit your needs best. Still need help deciding? Have a chat with the experts. Here at Visibility, we will match you with a current client that is knowledgeable of your industry and the size of your organization.

Take a demo of Cyber Train, or give us a call. We can get started on matching you with your training software mentor.

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