Renewed Focus in Canadian Market

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


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

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

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

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

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

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

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

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

Top Barriers for On-the-Job Training

Posted by Sean Pomeroy on Wed, Sep, 02, 2015 @ 07:09 AM

I recently came across this chart listing some of the most pervasive problems leaders have in training employees. The chart breaks down both on-the-job and formal learning pain points, but today I’ll focus on addressing how your company can rectify growing pains with the on-the-job training. Many companies assume on-the-job is synonymous with playing the learning process by ear, but this isn’t the case. While it might be less structured than formal training, an organized process is just as important in on-the-job training. Without these few key elements, your training won’t be as effective as it could be.


Lack Feedback and Development

The biggest barrier to effective on the job training is “poor post-learning feedback from [the] manager.” Although the performance reviews you’ve recently conducted might seem good enough, 47% of employees want weekly or quarterly feedback. This makes regular constructive criticism during the training process vital because it’s part of the learning process; you have to track employees during training through your internal learning management system in order to give team members actionable feedback.

Tweet This: Employees can't get enough feedback... in fact, 47% want more. 

Poorly-done feedback can hurt your employees’ ability to grow as well as their desire to stick around. Studies have shown that 55% of employees cite a “lack of growth opportunities” as their greatest frustration with their work. In order for your company’s on the job training to matter, you need to make your employees understand how what they’re learning now will influence their career path. Use milestones and benchmarks to help employees understand that impact and stay on track during their training.

Lack of Application

Employees want to learn how to perform better and expand their role within your company. Without the ability to practice what they’ve learned in training, you’re wasting the valuable time spent in employee education. What’s more, you’re wasting your own time developing these training programs if your employees can’t apply them to their actual role; studies show that up to 30% of corporate training materials companies develop are wasted.

Tweet This: Are you wasting 30% of corporate job training materials? Doesn't hurt to check!

If that sounds like your organization, you may need to restructure post-training to make that new knowledge useful. Whether you choose to use projects as catalysts for employee education, or a new spin on an everyday task, your team needs actionable ways to use their new skills. When you create these training programs, have specific tasks in mind for employees to incorporate their training so their effort - and yours - is not wasted.

Lack of Relevance

Remember when you were in grade school, sitting in math class? That new formula you learned, albeit easy enough to understand, seemed useless; you thought to yourself, “when are we ever going to use this?” Unfortunately, many employees, like the students in math class, find their training irrelevant. According to the chart I mentioned, “low relevance to business challenges” and “low relevance to the job” are the 5th and 6th most-cited barriers to on-the-job training. Making this training applicable to an employee’s current role is crucial to embedding them into the company culture. Yet only 32% of employees think their compliance training last year was engaging, and only 39% thought it was pertinent.

Tweet This: The truth hurts. Only 32% of employees think their compliance training was engaging.

In order to make these kinds of training sessions more relevant to employees, you need to directly integrate it into their individual roles within the organization. Have them talk to other members of the team about their responsibilities. If there’s a workflow for each tasks that runs through multiple team members, guide them through that workflow step by step. This lets employees know how every part of their compliance training fits into what the final product looks like.

Tweet This: Read about this magic trick to make your employee's time worthwhile during job training sessions!

On-the-job training is vital to the success of your employees, and requires a process to track development regularly, provide valuable feedback, teach employees how to apply what they’ve learned and make sure they understand the relevance of their new knowledge. Once you have these processes and workflows in place, it’ll be easier to utilize these employees in more complex and time-consuming projects.

Visibility Software’s learning management system, Cyber Train, is the perfect tool to track, manage, and engage your employees in any kind of a training you need to provide them. Sign up today and receive a free demo!

Cyber Train Demo

Tags: cyber train, training, Hiring

Can You Train Employees for Resilience?

Posted by Mark Jackson on Wed, Jun, 10, 2015 @ 07:06 AM

When first onboarding a new hire, what do you hope to instill in them? A sense of belonging to your company culture? A quick adoption of the skills they need to get the job done? A passion for the field and a commitment to good work? These are all laudable principles, but often they’re more expected from the start than taught.

Organizations need to commit to real teaching and perhaps most importantly, they need to train employees how to learn. If you find someone who can’t seem to get over their mistakes, can you teach them to get back up again?


Learning Through Failure

Most on-the-job training comes in two forms: shadowing someone else while they work and learning by doing. It’s entirely possible to learn a skill simply by performing it over and over, but what many people attempting to pick up something new (or learn the ins and outs of a job) don’t realize is that learning is more about rectifying the mistakes than basking in the glow of your accomplishments. It’s why taking risks is important to growing as a company, but companies are becoming increasingly risk-averse, steering back any attempts towards something new back to the status quo.

Tweet This: What are the two best ways to learn a new task? Give up? 

This stressful environment has led to a workforce that can’t stand failure, and it’s making the workplace a bad place to be. A recent survey from Morneau Shepell revealed that 98% of physicians believe that the workplace is generally making employees less healthy. When employees have to be perfect in every aspect of their job, when they can’t afford to make mistakes, they will eventually plateau for fear of trying new things and failing, and eventually lose productivity due to health issues.

Why Resilience is Key

Resilience allows us to recover from our failures, which then allows us to learn from our mistakes. Once we identify why we committed an error or where we’ve faltered, we’re more likely to fix that mistake. If we’re not resilient, we dwell on our failures and dread making more mistakes, inhibiting our growth. Kathleen Barton, a professional speaker and career coach, has talked about how resilience can lead to better decision-making, since resilient people are more aware of what they can and cannot change:

"Resilient people focus their energy on those events that they have influence over, rather than situations beyond their control. They accept circumstances that cannot be changed. Entrepreneur Tim Baumgartner, an independent sales rep who sold electronics to Circuit City, was blind-sided when the company filed for bankruptcy. Within months, however, he launched an online consumer electronics store. 'Whining and complaining about how you find yourself here doesn’t help,' Baumgartner says. 'I’ve refocused my energy on the start-up."

Tweet This: "Resilient people focus their energy on those events that they have influence over." 

Developing Resilience

Companies want to make workers more productive, and training employees to roll with the punches is an important step towards reaching that goal. If employees aren’t taught to be open about their shortcomings, they will begin to hide and misattribute them, and feeling as though they are more inept than they really are, leading to employees feeling like they’re impostors.

There are already tons of initiatives to promote employee resilience, so there is proof that everyone can learn to get better from their mistakes. Resilience starts with culture; let your people know that it’s okay to fail, that new ideas don’t always work out, but are necessary in order for businesses to grow. This will help them make the right mistakes, turn them into successes later on, and learn the value of resilience.

No matter what skill you want to teach employees, Visibility Software’s online training software, Cyber Train, can help you get the job done. Take our software for a spin and see what you’re missing!

Cyber Train Demo

Tags: cyber train, training management

Online Training Programs: The Pros and Cons

Posted by Mark Jackson on Tue, Apr, 21, 2015 @ 10:04 AM

With every aspect of employee life becoming automated or moving to the cloud, it only makes sense that training would end up in the crosshairs of discussion. Currently, only 34% of workers have participated in some sort of computer-based or online training program for work. Like with many of the new changes in work, there are of course strengths and weaknesses. But ultimately, does turning over on-the-job training for candidates over the computer programs benefit the companies, or is it a safer bet to use a more personal touch?


Discussing Potential Disadvantages 

Many of the disadvantages people see in leaving training up to programs don’t actually have to do with the software itself, but the people who use it. For example, many of the disadvantages of online training programs listed by TribeHR here are the result of poor workers, not technology failures. If workers aren’t motivated to use the software, it could be the software doesn’t pass muster, but it could also be the employee who doesn’t want to implement a new process will allow them to work better. Similarly, the fear that the technology could lead to feelings of isolation could be assuaged by combining the technology with a more personal touch from managers.

This isn’t to say there aren’t disadvantages to online training. Technological access inhibits the kinds of people and industries that have access to online training, and this is a difficult problem to overcome. However, these problems, while serious, should not affect that large majority those who can implement online training.

Train Better, Save Money

In 2013, companies spent an average of $1,208 on training per employee, according to a recent report by The Association of Talent Developments. How does that training break down?

  • 63% of this money is spent on internal services, such as learning department staff salaries, travel costs and a host of other minor costs.
  • 27% of it is spent on external services, such as consultants, content development, licenses, workshops and training programs.
  • 10% is spent on tuition reimbursement.

It doesn’t take a math wiz to see how online training programs could cut down on those internal services. When training’s online and automated, there are far fewer people to pay, less travel to account for, and most of the minor costs (such as a non-salary development and delivery costs) are included in the cost of the software. And with providing many of the benefits of regular, face-to-face training in most situations, what’s not to like?

Tweet This: It doesn't take a math wiz to see how online training programs could cut down on internal services.

Creating and Tracking Results

It may be cheaper, but does online training provide any real benefits other than monetary ones? Absolutely. A recent study conducted by MIT found that not only is online learning just as effective as face-to-face training, but that amount people learned in an online college course was greater than in a traditional lecture-lead class.

But how do you know if your training program is working?

"[Assessments] can be administered between modules or after the entire course, and can be intelligently designed to test against the learning objectives of that course. The scores on these assessments can be used to highlight whether the trainee is grasping the concepts/skills and whether they require any extra help. LMS’s support in-built assessment features that can report on employee performance and can further provide certification for the completed courses.” — Nikita Anand (@learnzippy), Marketing Associate for LearnZippy

Online training isn’t perfect, but many of its problems can be solved by fixing issues with the people using it. This is a small price to pay for cheaper, better training that can be more easily monitored, leading to more accurate data and better decision-making for your company.

Looking for company training programs that are cheaper, better and will get employees up to speed in no time? Visibility Software’s Cyber Train has everything you need to take your new hire to the next level. Sign up today and receive a free demo!

Cyber Train Demo

Tags: cyber train, training, Employee Training

6 WAYS to Develop a Mentorship-Style Training Program

Posted by Mary Sue McClintock on Wed, Mar, 11, 2015 @ 09:03 AM

Our recent article, “6 Reasons to Develop a Mentorship-Style Training Program” examines the various benefits for employers and employees to create an effective training program designed for mentors and mentees. Employers benefit greatly by implementing this style of learning and development, especially when it comes to building an employer brand that fosters loyalty. More than 70% of Fortune 500 companies have official mentor programs, and with results like increased retention rates, meeting diversity initiatives and increased employee engagement; it just makes sense.


The benefits don’t just stop at the employers, but they stem throughout the entire organization and positively affect employees too. Not only do mentor programs build lasting relationships with leadership, but they provide opportunities for professional advancement, as well. The rewards of this type of training program are evident, but earning those rewards requires a little work. Or maybe, it requires no work at all. Here’s a great point: 

“A lot of companies’ structured mentoring programs have failed as they have tried to put structure to something that is basically a relationship.” - Jeanne Meister (@jcmeister), Author of The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today 

Unlike any other organizational program, the mentorship program is more likely to fail if it’s structured. You simply can’t spoon feed a mentor-mentee working relationship. However, you can put in place these 6 organizational initiatives:

1. Job Shadow

“Spending a day in the life of someone in a different department can change the way you approach every aspect of your job.” - Lisa Evans, (@WriteLisaEvans)

For new hires, spending time in a different department may be getting ahead of yourself, but spending time with someone in their department should become a major part of the onboarding process.

Work4, a social recruiting platform, founded an inter-department employee exchange program called “Live My Life” which allows employees to spend a day in the life (at work) as one of their coworkers. See how this program has been a success with approximately 75% of interns (which are generally new hires) have participated.

2. Get Out and Network Together

As a mentor, it’s one thing to provide contacts to your mentee. Introing them to a sales rep that you’ve worked with in the past, or giving them the contact info for the IT department are great first steps. However, networking needs to happen externally as well. Invite your mentee to attend a conference with you, a business lunch meeting or any professional networking event. 

3. Discuss Interpersonal Skills

This one is often overlooked, yet extremely important. Every person works differently depending on their environment and the people they are working with. Sit down with your mentee and find out what makes them tick. What are their strengths and weaknesses when it comes to working with others? Obviously, after finding out this pertinent information you aren’t going to advise them to avoid so and so. However, you can direct them towards other coworkers that you think will be valuable to their training.  

4. Volunteer Together

Does your organization have any charities they partner with? Is there a charity that is related to your organization’s mission or industry related? This is a great opportunity to break away from the structured mentorship program and do something a little different. Volunteering is a great way to build a bond and an opportunity to get to know each other better.

5. Cross-Lead

KMPG, a global professional services company, started a mentorship program called “Leaders Engaging Leaders” to diversify and grow its group of managers. This cross-mentorship program is definitely something that other organizations need to consider including in their current programs. The results of this program have been successful in that more leaders are taking on higher-level leadership roles. A study found that mentors in an employee mentoring program were promoted 6 times more often than those not in the program. Mentees in the program were found to be promoted 5 times more often than those not in the program. What does this mean for a cross-mentoring program? Everyone is getting promoted! 

Tweet This: Mentors in a mentorship program are 6 times more likely to be promoted.

6. Consider a Reverse-Mentorship Program

As baby boomers are set to retire and leave the workforce, Millennials are taking over with a nationwide attrition rate of 15%. The changing workforce highlights the need for a reverse-mentoring program in many organizations. Step out of the typical top-down mentor program and switch up the roles. Higher ups can learn from new employees too, and in turn it may teach the new hires a little more about themselves.

80% of learning is informal

Therefore, this fact should be used as a basis for your employee mentorship training program. Mentoring empowers employees and new hires to learn and develop in ways that complement your already established training program.

Cyber Train Demo

Tags: cyber train, training, Employee Training