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

How the Right Applicant Tracking System Improves Candidate Experience

Posted by Mark Jackson on Thu, May, 11, 2017 @ 13:05 PM

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According to a recent report from Software Advice, nearly 26% of recruiters said using an applicant tracking system is one of the top contributing factors for applicants having a good candidate experience. A good applicant tracking system allows your company to guide every candidate through your hiring process from beginning to end with ease. Unfortunately, not every company can take advantage of this streamlining, and it costs them money and candidates. And of course, some systems are better than others. So as always, it’s important to ask the right questions about your applicant tracking system to see if it’s your process or your software that’s making your organization’s candidate experience terrible.

 Is your ATS simple?

A good ATS is simple and to the point. It helps guide applicants through the process, and makes it as easy as possible. At its best, an applicant tracking system is invisible. The last thing you want your ATS to do is to be overcomplicated, confusing and an extremely long process for the candidate, making applicants focus on the how of application process rather than the why. A recent study showed that almost 49% of candidates think extremely long applications were a major deterrent to applying for the position. If your applicant tracking system makes applying more complicated than it should be, drop it. A great ATS should be as easy to navigate as a consumer website, why isn’t yours?

Tweet This: 49% of candidates think extremely long applications were a major deterrent.

Is it Effective?

In order to have the best candidate experience, your ATS needs to do what it sets out to. For your applicant tracking system to be effective, here’s what it needs to have: requisition management, automated workflow, applicant-facing tools, pre-screening, scoring and compliance. Analyzing your current situation, your job posts, and how your ATS feeds into the rest of your hiring process can allow you to improve every part of hiring, but only if your ATS can deliver on its part of the bargain. If you feel like you have to work around your applicant tracking system instead of with it, it’s not effective. Once every element of your hiring (including your ATS) works in harmony, every part of your hiring will end up benefiting. Ask your new hires how they feel about your applicant tracking system and be ready to process their honest answers.

Tweet This: For your applicant tracking system to be effective, here’s what it needs to have:

Is it convenient?

Have you ever been to the hospital, reached the front desk to tell someone your emergency, then, once you finally reach the emergency room, the nurse asks you what’s wrong? And then, once the doctor finally comes to check on you, they also ask you what’s wrong? It’s frustrating to have to repeat yourself, especially when you’re in need of dire care. When something like this happens, all you can think to yourself is, “are these people even talking to each other?” It’s incredibly frustrating annoying, and while hospitals may have their reasons for the lack of communication, the amount of time they waste in treating a patient is all the same. 

Why treat your candidates the same way? After being questioned so many times about who they are and what they do and having to fill in the same information over and over, it shouldn’t come as a surprise that your candidates are dropping out. A recent study showed that companies saw a drop out rate as high as 48% because of a complicated applicant process. Don’t do this to your candidates. It will decrease your talent pool and give you bad reputation as an employer. You need every advantage you can get as an employer looking for talent, and anything keeping you from top talent needs to go.

Tweet This: Companies saw drop out rates as high as 48% because of complicated ATS processes. 

If your current ATS isn’t your company’s standards for hiring and it doesn’t make anything easier for the candidate it may be time to look into a new solution. Your ATS is a key part of your hiring process, so don’t let your current one cost you candidates and your company money. Instead, a good applicant tracking system should expand your talent pool by giving your candidates the most optimal experience. Not sure where to look? Visibility Software’s applicant tracking system is a great place to start.

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Tags: candidate experience, applicant tracking system, ATS, cloud based ATS, recruiting software

The Real Value of an Employee Development and Training Strategy

Posted by Mark Jackson on Fri, Apr, 28, 2017 @ 12:04 PM

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The Real Value of an Employee Development and Training Strategy

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, learning management system, Employee Training, employee development, learning management solution, talent development

Two Essential Components of a Positive Candidate Experience

Posted by Kimber Crumlish on Thu, Apr, 06, 2017 @ 10:04 AM

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What is the candidate experience, and why does it really matter?

Recruiting.com defines the candidate experience as the series of interactions that a job seeker has with your company throughout the recruiting process. These interactions include any communication that a candidate receives from your brand messaging, software systems and/or employees.

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 a 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 cracksin 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. 

For more tips on improving your candidate experiece and overall recruiting success, check out our webinar recording: 

Game Changing Strategies to Elevate Your Recruiting Success 

View Recording 

 

Tags: candidates, candidate experience, applicant experience, Hiring, recruiting

Succession Planning: The Core Issue of Leadership Failings

Posted by Mark Jackson on Wed, Mar, 22, 2017 @ 10:03 AM

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An organizational succession plan should always have a plan B. It is one of the biggest problems for any business and a core issue for leadership. Succession planning is like an insurance plan for the survival of your business. So it stands to reason then, that if you don’t have a succession plan, you can’t ensure that your business will survive after your resignation. The good news is, it’s never too late to start the development of a succession plan. All you and your team have to do is answer a few questions and write the plan to set it in motion once it’s needed.

Succession planning was recently identified as one of the top three immediate HR issues that needed to be dealt with (Bersin and Associates). It’s no easy task however, and as it becomes a higher priority as Baby Boomers enter retirement (3.6 million baby boomers were expected to retire this year) it’s of growing importance to be able to answer these questions. 

  1. How many people will be leaving the organization - both voluntarily and involuntarily - over the next 5-7 years?
    The youngest Baby Boomers turn 50 this year and are preparing to retire. Your organization has to be ready for the retirement or removal of key players to the team. The maturing age group makes up 13% of the American population, and that could mean a large percentage of employees retiring from your organization.

  1. What skill sets will those employees who are leaving take with them?
    In preparation for several key members to leave the organization, understand what their positions are. Detail job descriptions accordingly so the team can adjust functionally and culturally for the impending change.

  1. Will we recruit externally or promote from within to fill those gaps?
    A vast majority of organizations - 77% of them - realize the significance of internally recruiting candidates for promotion. However, even though so many understand this key fact, 54% do less than one-third of their recruitment from within the organization. Take into account the financial responsibility of committing to an external recruitment plan and if that’s a risk your organization is willing to take. While internal recruitment strategies may save the budget, external recruitment can bring life and fresh ideas into the office.

  1. What’s going on outside the organization that could affect my ability to recruit the employees we need?
    Pay attention to economic and employment trends. Mass layoffs and the size of college graduating classes are just two examples that can have an impact on how your team formulates a recruitment strategy.

  1. Where is the supply of candidates going to come from?
    Your career page, job boards, and social job advertisement all have a part in recruitment strategies. What do they have in common? They are all on the internet. Online recruiting can save companies as much as 50% in cost-per-hire.

  1. Where will our company be in 3-5 years, and what does that mean for the type of people we will need to recruit?
    Projecting your organizational needs as well as employee needs can help decide the future of your team. This can help your recruitment team determine which niche job boards it will be best to post job openings to. 

  2. What type of training opportunities do we need to provide to ensure our current employees develop the skills we need?
    As the Baby Boomers enter retirement, the Millennials are entering professional employment. That means, your organization will need to prepare the training programs set in place appropriately. Because 40% of Millennials are interested in careers that allow for growth and accomplishment, training programs need to determine a career path.

Now that you’ve asked all of these questions, do you have a backup plan? Your succession plan is dependent upon how thorough the questions are answered so your organization can be prepared from A to Z when a key team player leaves the company. Give your team the tools they need to keep the organization thriving as Baby Boomers retire. They have big shoes to fill and with a succession plan, it will be much simpler for your team to compensate for any gaps in the team.

To learn more about developing an effective succession and career pathing process check out our Best Practices Guide-

"3 Steps To Achieve Talent Development That Drives Organizational Success"

 

Tags: Leadership, Succession Planning, training management, talent development, recruiting strategy, career pathing