Sean Pomeroy

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5 Tips to a Successful ATS Implementation

Posted by Sean Pomeroy on Tue, Jan, 30, 2018 @ 10:01 AM

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Selecting a  quality applicant tracking system (ATS) that meets your needs is critical for improving your talent acquisition process and results. But if you don’t implement it successfully, even the right ATS technology won’t be much help.  

In this post, we provide five tips that will help you successfully implement a new applicant tracking systems, enabling you to both get the most value and avoid headaches.  

1. Check vendor references BEFORE negotiating and signing a contract. As part of this reference checking, be sure to ask about the implementation experience. A few questions you might consider asking include:

  1. How difficult was implementation?
  2. How well did the ATS integrate with other software? (This is particularly helpful if the reference uses other software you also use.)
  3. How helpful was the provider with implementation?
  4. What suggestions do the references have based on their implementation experience?

2. Carefully prepare for implementation, including deciding which data to bring over from your old ATS. There’s a famous quotation by Benjamin Franklin: “By failing to prepare, you are preparing to fail.” Avoid unnecessary implementation problems by being prepared and organized. An important part of this is determining which data you will bring over from your old ATS, and which you won’t. The amount of data you bring over often impacts the length of your implementation process.

3. Test your new ATS. Ensure that it meets your specifications and expectations. Verify you’re getting what you’re paying for—that your new ATS lives up to what you’ve been promised and seen during demos. As part of this, ensure the ATS integrates properly with other software you use. Lackluster integration is a common source of frustration. Don’t let it happen to you.

4. Get users trained fully and effectively on the ATS. This includes recruiters and hiring managers, but also others who will be using it. Ensure they know how to use features and functionality that are important for getting the most value from your new ATS. Those great reporting capabilities don’t do much good if users don’t know they exist, or don’t know how to access or use them.

5. Keep refining after beginning use. Take advantage of valuable updates the provider makes to your ATS. Especially with best-in-class applicant tracking systems, taking advantage of new capabilities is key to getting more value. Additionally, give existing users training refreshers as necessary, and ensure new users are trained fully.

Follow these tips. They should help your organization implement your Applicant tracking system successfully, and help you get great results from the start. 

Are you considering changing or purchasing a new ATS? Before you make such an important decision, download “5 Questions to Ask When Switching Applicant Tracking Systems (ATS). It will help you make a smart decision and avoid common pitfalls.

 

Tags: ATS, cloud based applicant tracking system, cloud based ATS, applicant tracking system, recruiting, Applicant tracking software, Hiring

First Step for Selecting a New ATS: Understand Why You Dislike Your Current One!

Posted by Sean Pomeroy on Wed, Jan, 11, 2017 @ 09:01 AM

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You’ve decided to replace your applicant tracking system (ATS). 

Now what? 

Here’s the first thing to do. Before rushing out into the marketplace, take the time to understand your dissatisfaction with your current ATS, and what you want a new ATS to achieve. Understanding exactly why you’re dissatisfied will actually help frame and guide your ATS purchasing decision. 

How do you understand your dissatisfaction with your current ATS? Here are two ways:

  • Think about the root issues, frustrations and innovations that are driving you

to consider switching to a new ATS.

  • Take your current processes and chart out the missing pieces, problems and

bottlenecks, and focus on how you would like a new ATS to address those areas, while not taking away from the existing functionality you would like to retain. 

Next, consider the impact the right new ATS would make in the problem areas you identified, and the potential return on investment. Examples of the ROI may include:

  • Improved average time and cost to fill positions
  • Faster, more accurate hiring—avoid losing top-tier candidates to

competition, and lower turnover due to more accurate hires.

  • Bottlenecks that were once a time drain are no more, allowing more time for

higher valued tasks

  • Improved candidate experience

 Going through this process will go a long way to help you determine the best ATS to achieve your goals. So don’t skip it. 

Considering switching your ATS? Make sure to first read “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” Download the article to learn how you can select the right ATS for your needs, and implement it successfully.  

Tags: ATS, cloud based applicant tracking system, cloud based ATS, applicant tracking system

6 Benefits of Using a Quality Learning Management System

Posted by Sean Pomeroy on Tue, Nov, 22, 2016 @ 08:11 AM

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Some tasks require that you have the right tool for the job. Training management is one of them. The right tool for the job: a quality learning management system.  

Below are six benefits of using a quality LMS that combined work to minimize headaches, maximize engagement and maximize results. 

1. The LMS provides a centralized, on-demand location for corporate learning and training. There’s one place to go, whenever you want, no matter your role.

2. The LMS lessens the burden on all involved in the process (HR, training managers, supervisors, employees). Your HR team won’t have to juggle a dozen spreadsheets in an attempt to manage the process. Also, all parties can see the status of training activities that are relevant to them (e.g. HR can see status for all employees, individual employees can only see their own status).

3. Delays and mistakes in the process are severely reduced. Automated approvals and notifications streamline and provide direction in your learning process, and improve communication between all parties.

4. Compliance is improved. For jobs that require certification, automatic notifications of upcoming certification expirations are sent to employees, supervisors and training managers. These notifications include courses due and accreditation requirements.

5. Superior employee learning/training experience. A well-run process helps keep your employees enthusiastic about talent development—supporting a culture of learning—while a poorly run process irritates and frustrates. 

6. Self-service learning empowers employees. As noted in Deloitte’s 2016 Human Capital Trends report, employees increasingly want to take control of their own learning. A quality LMS includes self-service training that lets your employees develop skills that they believe will help them be successful.

A quality LMS is just one key part of successful talent development. For a comprehensive look, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” 

 

Tags: training, Employee Training, talent development, learning & development, LMS, scorm compliant, HR, learning management system, cloud based lms

How Talent Development Stands Apart From Other Retention Strategies

Posted by Sean Pomeroy on Tue, Oct, 04, 2016 @ 09:10 AM

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More than two-thirds of HR professionals are struggling to recruit candidates for full-time positions, SHRM’s 2016 report “The New Talent Landscape” found. One clear takeaway: retaining employees is critical for meeting your talent needs.  

There are many employee retention strategies out there, but most come with significant drawbacks for employers and provide little or no extra rewards. Take increasing salaries. To impact retention rates at a significant level, you’d need to push up salaries significantly too. This would come at a tremendous financial cost, and the higher salaries wouldn’t do anything to help your employees do their jobs better.

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Source: Randstad 2015 Employer Branding Survey

Talent development, however, is an exception. While there are associated costs such as training materials and staff, in addition to to providing a big retention boost (a lack of career opportunities is the No. 1 reason employees say they leave an organization), it gives employers several other rewards. A few include:

  • Improved employee productivity—employees learn skills that help them with their jobs.
  • Improved employee engagement—employees are less likely to feel they are in a rut, or in a dead-end job.
  • Improved succession planning—employees are trained in skills that prepare them to succeed at managerial and executive roles (3.6 million baby boomers are expected to retire this year alone.) 

It’s no wonder that many companies make talent development a high priority: it makes sense for them and their employees crave it. According to the SHRM survey, 69% of HR professionals said that their organizations had training budgets last year, and 89% reported that their training budgets stayed the same (50%) or increased (39%). 

All this said, like most valuable strategies, talent development isn’t easy. Training is a long, complicated process that can be difficult for HR to manage, and it requires significant organizational commitment. 

But many employers make talent development much more difficult than it needs to be. To learn a common-sense method that will help you succeed at talent development—benefiting your organization and your employees—read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”

 

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

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. 

For more in-depth tips on taking employee learning and development to the next level, check out our Best Practices Guide – 3 Steps to Achieve Talent Development that Drives Organizational Success

 

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