Mark Jackson

Recent Posts

Renewable Recruiting: Building Sustainable Recruiting Practices in the Nonprofit Sector

Posted by Mark Jackson on Tue, Sep, 11, 2018 @ 13:09 PM

Building Sustainable Recruiting Practices in the Nonprofit Sector 

One of the most common buzzwords of the last decade or so is sustainability. It’s been applied to everything from construction methodologies to laundry detergents, so perhaps it’s not surprising to hear it used in the context of the sustainability of nonprofit organizations. What does it take to be a sustainable nonprofit organization? The answers may surprise you. 

  

Think beyond cash flow

Naturally, what first comes to mind is cash flow. A sustainable nonprofit has to continue bringing in the money required to fulfill their mission, year after year. But sustainability goes beyond that. The analysts at Nonprofit HR laid out what we think is a spot-on description of nonprofit sustainability: “Nonprofit sustainability occurs when a nonprofit attracts and effectively uses enough and the right kinds of money and people necessary to lead and achieve their long-term outcome goals.”  

 

Implement a recruiting strategy

The right kinds of people are a necessary ingredient in the sustainability of nonprofits, yet a full 64% of nonprofits have no formal recruitment strategy. Without such a strategy makes competing for top talent even more difficult today than ever before. Even more alarming, once the right people are in place, most organizations (81%) lack a formal retention strategy for keeping them onboard and engaged.

 

While recruiting strategies will vary from organization to organization, many include elements such as workforce planning, definition of goals, employer branding, social media presence, sourcing and recruiting, a recruiting and applicant tracking technology platform, effective onboarding, and the use of data analytics to measure and monitor the process.  

 

Make a solid first impression

60% of job seekers have had a poor candidate experience. And as a result of a poor candidate experience, employers are missing out on an important talent pool. 83% of job seekers say a negative interview experience can change their mind about a role or company they once liked, while 87% say a positive interview experience can change their mind about a role or company they once doubted. Clearly, it pays to make a good first impression. 

Organizations can improve the experience of candidates in several ways, including streamlining the application process, keeping applicants informed of the status of their application, and recommending additional available positions. Steps like these are easier when you use an Applicant Tracking System (ATS), yet in 2017 only 33% of nonprofits reported that they use an ATS.

 

Promote your brand

Nonprofits have to be masters at self-promotion to meet their fundraising goals, and an organization’s brand carries a similar significance throughout the recruiting process. Does your organization have an employment brand or employment branding process? A majority of nonprofits do not, despite the important role brand plays in attracting top talent.

Think of your employment brand as the market perception of what it's like to work for your organization. It’s the image that your prospective, current, and past employees have about the employment experience, and includes things like your culture, work environment, employee benefits, and advancement opportunities. Your organization’s brand affects recruitment of new employees, retention, and engagement of current employees, and the overall perception of the organization in the market. Essentially your brand should create a sense of urgency and excitement motivating prospect employees to seek you out and current employees to remain engaged. 

Building a sustainable nonprofit organization involves many factors, of which the right talent is perhaps the most critical. To achieve your mission, and successfully grow and maintain it, you must recruit and retain the right high-performing people.

Learn more about how an Applicant Tracking system can improve the sustainability of your recruiting efforts with our guide - 4 Key Steps to Successful Talent Acquisition.   

 

Tags: Applicant tracking software, applicant tracking system, recruiting, recruiting strategy, Sustainable Recruiting, nonprofits, blackbaud, nonprofit, employment branding, nonprofit recruiting, community brands, abila

Visibility Software Exhibiting And Presenting At The AED 2018 Summit

Posted by Mark Jackson on Tue, Jan, 16, 2018 @ 14:01 PM

 

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Visibility Software is a member of the Associated Equipment Distributors (AED) and we are proud to announce that we will be an exhibitor and speaker at the AED Summit at the Mirage in Las Vegas, January 15-19, 2018. We really look forward to sharing industry developments at our booth (# 1332) about the Talent Management space, specifically regarding recruiting and training management. Visibility Software CEO, Sean Pomeroy will also be presenting a session at this year's AED Summit conference titled - Talent Management Bootcamp: It Shouldn't Be So Complex on January 18th at 2:00pm.

Since joining the AED a few months ago we have been very active in providing talent management education and support to members of the association. This includes having two articles posted in the AED's premier publication, the CED Magazine. The Real Value of an Employee Development & Training Strategy was published in the November 2017 issue -Stack the Odds in Your Favor, and 5 Tips to Launching an Effective Learning Management and Employee Development Program was published in the current January 2018 issue.

Visibility also sponsored the AED Financial and HR Symposium earlier this year in Miami, and will be attending this year's Symposium, where our CEO will present another session titled -10 Talent Management Trends for 2018. This years' Financial and HR Symposium will be held from Wednesday, April 25 - Friday, April 27, 2018 in Napa, California. 

Our goal is to offer solutions to help member of the AED address obstacles in recruiting, training and retaining skilled workers. This is an area of concern for most businesses within the AED association based on a recent scientific study commissioned by AED. Obstacles to recruit and retain technically skilled workers cost the heavy equipment distribution industry in the United States around $2.4 billion per year.

Jon Cruthers, VP OF AED recently commented - "AED is pleased to have Visibility Software join our association as a Specialized Service member and we look forward to the support and services they can provide companies in the construction equipment distribution industry. The solutions offered by Visibility Software in the areas of applicant tracking and learning management continue to be a growing area of focus in the construction equipment market as distributors are in high demand for talented individuals to join their organizations to address the current skills gap."

Look forward to seeing you in Vegas!

Tags: training management, recruiting, recruiting strategy, aed, AED Summit

Join Visibility Software at GPUG Summit Nashville! A Dynamic Opportunity for the Dynamics GP Community

Posted by Mark Jackson on Tue, Aug, 22, 2017 @ 08:08 AM

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Hey y’all!

What are your plans October 10-13, 2017? We are a proud sponsor of GPUG Summit Nashville, one of the most engaging conferences in the industry. And as a sponsor, Visibility Software is excited to share this experience with you this October in Nashville, TN as we squeeze every last bit of functionality out of the products and get you the ROI you want—and deserve.

Why YOU should attend

GPUG Summit is THE go-to conference bringing together industry experts, software development vendors, and everyday users to discuss important issues, trends, product updates, customer pain points, and genuine solutions. The value of GPUG Summit is endless! Here are a few more reasons why you should attend: 

  • Meet & network with your user group buddies: Nowhere else will you find the collective Microsoft Dynamics® GP brainpower than at GPUG Summit.
  • Geek out over great content: There’s no better instructor than an actual Dynamics GP user. Receive deep level technical training in a focused environment on Dynamics GP functions that you can utilize 365 days a year.
  • Serve as a voice: Speak with vendors and Microsoft representatives so they understand your product pain points and can grow your industry with their products and future development.
  • Evaluate and test solutions: Understand third party solutions and learn what they can do for your industry or organization.

How to engage with us at GPUG Summit

We invite you to stop on by our booth (#363) to learn about our recruiting and training management solutions that integrate with Microsoft Dynamics® GP and other HR systems to automate and streamline the entire recruiting, hiring, onboarding and training management process.

Artwork commissioned for you

To celebrate the inspiring Nashville location, along with the inspirational Dynamics community, Dynamic Communities commissioned a remarkable piece of custom art. Over the next few months, they will be revealing parts of this unique artwork until it’s fully unveiled at GPUG Summit. Learn more and don’t miss out on the reveal. 

So giddy-up, grab your boots, and join Visibility Software in Nashville!

 

Tags: training management, recruiting, recruiting strategy, gpug, microsoft dynamics gp, gpug summit, nashville, tn

5 Tips to Launching an Effective Learning Management & Employee Development Program

Posted by Mark Jackson on Mon, Jul, 31, 2017 @ 15:07 PM

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Are you considering implementing a formalized employee development program? It is an investment that’s likely to pay off. Organizations with a career development program in place enjoy up to 250 percent higher productivity. And the benefits don’t stop there. Reduced turnover, higher employee engagement levels, increased innovation and improved risk management are some of the additional benefits companies realize when they implement a formal training and career development program. Training also serves as a recruiting tool – you’re more likely to attract and keep good employees if you offer them development opportunities. 

If your company doesn’t have a training and development program in place, it may seem daunting to get started. But it doesn’t have to be. Here are five basics to keep in mind as you work to implement an effective and efficient employee training and development solution in your organization. 

1. Consider it an investment

There is a tendency among business owners and executives to view employee training as an optional expense — and that mindset can prove very costly to your organization in the long run. The moment you think of employee development and training as just another expenditure, you’ll neglect it. Instead, think of it as an investment that can prove extremely valuable for the long-term success and growth of your organization.  

2. Remember you’re planning a program, not an event

A training program is more than just a series of unrelated courses or workshops. It should reflect your organization’s goals, as well as the needs of your staff. What's important is that your staff training program has some reason behind its structure. An unrelated series of presentations or activities might have some value, but it will benefit neither the staff nor the organization as much as a training program that forms a coherent whole. Spend the time to outline and flesh-out your course offering, aligning it with your business needs and goals. Document the desired outcomes of each course and determine how you will measure and track those outcomes. 

3. Involve your staff

Make a point to involve staff members in the planning and implementation of your training program. The people who actually do the work are usually in the best position to figure out what their needs are. Ask questions, gather input, and structure training opportunities that meet employees where they are and take them where they want or need to go. Training breeds commitment, and committed employees are happier and more productive. 

4. Incorporate the basics - but don’t stop there

Companies often decide to implement a training program to address compliance matters (think OSHA or Department of Labor), manage risk ((think sexual harassment and diversity training), and/or professional certification or credential tracking (think nurses, teachers or commercial truck drivers) – and these are certainly areas that benefit from a formalized approach to training. Job function training is another common (and worthy) goal of an employee training program.  

As you plan your training program, consider broadening it into a full-fledged employee development program. Think of training as a retention tool, helping to instill loyalty and commitment from employees. One idea would be to offer career development courses, enabling employees to prepare themselves for promotion. Staff will be more likely to stay if you offer them ways to learn and grow while at your company. Don't give them a reason to move on by letting them stagnate once they've mastered initial tasks.  

5. Leverage technology

A training and development initiative won’t succeed if it isn’t easy to maintain. Companies often rely on spreadsheets, Word documents and calendar reminders to track employee training. Usually these programs were initiated when the company was much smaller, or was training fewer individuals. A disjointed system like this requires administrators to enter data in multiple locations, making reporting, analytics and data sharing virtually impossible. While this may work when your training needs are minimal, as you grow this system becomes overly labor intensive. 

Employee training, with the myriad of details to be tracked, is an ideal candidate for automation. Not long ago, learning management software was only within financial reach of the largest companies. But now, there are affordable learning management solutions accessible to small and mid-sized companies. Give your initiative the best chance of succeeding by establishing an easy to manage infrastructure that’s both scalable and accessible. 

Interested in more? Check out our Best Practices Guide - 

3 Steps to Achieve Talent Development that Drives Organizational Success 

 

Tags: training, employee engagement, learning management system, training management, learning & development, employee development

4 Reasons Why You Need to Invest in Employee Development

Posted by Mark Jackson on Thu, Jun, 29, 2017 @ 11:06 AM

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According to Training Mag, the average amount a midsize company dedicated to the training budget was $1.5 million.

Companies of every size are shelling out the big bucks to train their new employees. Why? Because new employees are an investment and the future and they need to be molded into the common practices and company culture of the workforce in which they are placed. Communication is key in order to keep those new nuggets of talent and in case you hadn’t heard the cost of replacing an employee is through the roof these days. It costs 50-60% of an employee’s annual salary. 

So why should you revamp your employee development program?

 

1. Engaging with your employees leads to SUCCESS

This one’s a no-brainer, but is often seriously overlooked. Engage with your employees, especially your new ones. The more your employees participate in company culture and are associated with the company’s goals and interests the more they can support all those pieces.

 “Employee development is a way that you can keep your employees engaged at work to prevent that kind of boredom from setting in. Interesting training programs, and future development events that are fun or challenging to look forward to — this removes the plodding daily feel to a job that leads to that dreaded boredom.”

-Chad Halvorson, When I Work

 

Unsurprisingly, 70% of employees who don’t have confidence in the abilities of senior leadership are not fully engaged. Engagement is easy when tackled from a conscious standpoint.

Tweet This: See what happens when employees don't believe in the abilities of senior leadership:

 

2. The fiscal and emotional costs of replacing an employee

The stresses that come with replacing an employee can sometimes outweigh the fiscal costs of replacing said employee. Our advice? Avoid it all together with a streamlined, simple, informative and productive employee development process. For example, companies are re-engineering their talent development and learning management systems. 

In need of some help in this department? Check out Visibility’s learning management resources to help aid in the assistance of employee development.

 

3. HR Professionals are constantly looking for ways to improve their processes

Keep up on your employee development processes. Setting up a good platform in which an employee can learn paves the way for successful training and continual development in the future. 80% of companies believe HR skills are an issue and 39% rate this as an outright issue. 

 “Highly-structured, one-size-fits-all learning programs don’t work anymore. Individuals must own, self-direct, and control their learning futures. Yet they can’t do it alone, nor do you want them to. The development and growth of your talent is vital to your ongoing success, ability to innovate, and overall productivity.”

- Keith Ferrazzi, Entrepreneur

 

4. Informal learning, while great, should not be your main vessel of training

Who doesn’t love inadvertent learning? That special kind of learning sharp witted new employees simply pick up from observing and inferring from other employees? While this type of “off the cuff” training is great, it should NOT be a company’s only means for knowledge sharing. An astounding 87% of companies rate "retention, engagement, and culture" as an important imperative and 50% rate it "urgent."

Leaving too much for an employee to infer can lead to major communication problems in the long run. Misinterpretation is the essence of all workplace issues! Be nothing if not overly clear about what you expect from your employees.

Now you have your reasons, but here comes the real work. Check out the many solutions Visibility Software has to offer to enhance employee development if you don’t know where to start. You might be surprised at just how easy employee development can really be and the postive impact it will have!

For more check out our best practices guide - 

Best Practices Guide - 3 Steps To Achieve Talent Development That Drives Organizational Success

 

Tags: learning management system, training management, learning & development, employee development, talent development