Understanding Human Resource Consultancy Services

The human resource consulting services have grown in leaps and bounds across the globe and today is an established industry in itself. Today, the industry has emerged as a huge management consultancy services and is responsible for addressing human resource management tasks and decisions.

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Individuals involved in the task of human resource consultancy and management services are referred to as HR consultants or managers.

Some of the core fields that HR consultancy services cater to are explained in the subsequent paragraphs.

#1. Talent acquisition

Talent acquisition is the foremost activity that almost every HR Consultancy is involved in. Whether working as a third party recruitment firm or any other way, hiring and recruiting new job candidates in organizations is the first task of an HR consultancy.

#2. Employee engagement

Several HR consultancies are involved in the task of measuring employee engagement through conducting surveys and much interviews. These kind of activities go a long way in engaging employees within an organization for a longer period of time.

#3. Payroll and compensation

The next important aspect of a HR consultancy services would be managing the payroll and compensation services. Most HR managers are involved in designing compensation packages, payroll and other kinds of employee benefits. optimize benefit plan design and administration (inclusive of health-related benefits) by assessing competitiveness and effectiveness of benefit plans (analytics and design), and cost-effectiveness and quality of vendors (brokerage).

For those who enjoy working with individuals, companies and organizations to maximize employee potential and helping to solidify growth, human resources consulting offers a rewarding career path with great job advancement. As legal requirements evolve and companies are required to meet the ever-changing demands of professional ethics, human resources consultants will be valued for their ability to perform high-level support to human resources departments across the country.

In present times, the overall human resource domain has undergone a massive transformation owing to digitization and ushering in of the technology. Several new technologies have forayed into the HR domain and studies are being conducted almost every day.

Techniques like robotics, machine learning, HR analytics, artificial intelligence and other technological advancements have redefined HR functions and the process of recruitment.

Going forward, several other new inventions are expected to happen in the domain. And the process of recruitment would be substantially redefined.

 

 

 

 

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Benefits of Work Automation for Organizations

When you think of business automation, it is easy to think of efficiency and increased productivity. Automation can certainly help companies do more with less by introducing smart workflows and removing redundant tasks. Automation also increases the visibility of what’s happening in the production environment, which frees up even more time to focus on critical business matters.

In some cases, automation technology may take the place of employees. However, automation tools work best when they allow people to focus on big picture projects instead of menial tasks.

Explained below are 3 ways by which work automation can benefit your organization/business:

#1. Better improved organization

Automation tools distribute information seamlessly. For instance, when you automatically create a quote for a new project and can invoice it from the same system, all of the information regarding the project is in the same place. You don’t need to go looking for it across multiple systems.

Automation ensures that the information is automatically sent where you need it, keeping your data current, and preventing your team from spending a lot of time looking for it.

#2. Proper centralized communication

When information is scattered across multiple systems or isn’t up to date, it’s difficult to find the correct information you need. When a client calls and needs information about their project, they may experience poor customer service if they have to wait a long time for a tech to find the answer or if that answer is outdated.

Work automation streamlines the communications between different departments. It provides easy access to past client interactions and project status reports to the whole team. When a client calls, whoever answers the phone will be able to help them and answer their questions quickly.

#3. Well-established processes

The next major benefit of a work automation is the consolidation of well-established process within an organization. Automation is possible because of specific workflows and processes that are set up in advance. Establishing these workflows takes into consideration best practices and how your team actually works. Once they’re implemented, these processes can help establish consistency and efficiency within your operations.

Furthermore, the documented, repeatable processes can help you scale by making it easier to accomplish more in less time. Your team can focus on providing excellent customer service and doing a great job when they don’t need to waste time thinking about the process itself.

Industry experts are of the opinion that, going forward, work automation will end up dominating workplaces. From management’s perspective, reliability, availability, productivity, performance, and cost reduction are powerful arguments for adopting an operations automation solution.

However, achieving these benefits requires discipline to overcome the obstacles. As long as you understand, anticipate, and balance these obstacles against the potential benefits of automation, they should not interrupt your plans.

Source: Harvard Business Review

 

 

4 Simple Ways to Promote a Great Office Culture

Time and again it has been proven that a good office culture goes a long way in ensuring employee engagement and retention and at the same time boost productivity to a considerable extent.

A good office culture ensures happy employees and happy employees mean good, rather substantial productivity. So, why not work towards developing an office culture where every employee enjoys working and turns out to be more productive?

Explained below are some of the best ways to promote a good office culture:

#1. Embrace transparency

The first step towards developing a good office culture is to embrace transparency. An organization must always transparency and keep everyone in the loop. If there’s transparency in the working of an organization, then gradually the ‘trust’ factor develops and this factor works in favour of organization as well as employees.

#2. Communicate clearly

A clear communication is the key to promoting a great office culture. An organization’s senior management must always communicate any kind of development clearly to its employees. Be it new changes, any employees promoted or transferred to a new team, or the company has signed a new business deal – everything must be shared. The clear an organization is, in its communication with its employees, the better it is for the company’s work culture.

#3. Recognize and reward valuable contribution

Recognizing employees who have made valuable contribution towards the organization, goes a long way in employee engagement and retention. Always ensure that you are able to recognize and reward employees for the valuable contribution they make towards the organization. Studies have confirmed that workplace recognition goes a long way in boosting employee morale, which in turn adds on to productivity.

#4. Promote strong co-worker relationships

Another important way to boost office culture is to promote a strong co-worker relationship. If there’s a good and respectable bonding between teammates, it will automatically foster a pleasant work environment and thereby ensure a good office culture. Encourage employees to feel more responsible for their jobs and instill a sense of purpose in them. Once they feel responsible and acquire a sense of purpose in their jobs, it will lead to a strong co-worker relationship. Needless to say that a strong co-worker relationship promotes a great office culture.

Understand that a good office culture goes a long way in ensuring a company’s overall productivity. Always ensure that you are able to foster a good office culture that enables employees to give their very best.

 

 

 

Top 4 People Management Skills Every Manager Should Have

Do you think you’re qualified for a particular job, fit to lead a team, or entitled to a promotion because you have extensive experience and highly developed technical skills? Well, it turns out that while those things are crucial to your professional success, it’s imperative that you also have great soft skills–more commonly known as “people skills.”
Whether you are working in a senior management position or at an executive level, having proper people management skills are required in order to succeed in the world of professionalism.

Having good people skills means maximizing effective and productive human interaction to everyone’s benefit.

Wise managers know that they need a team with strong people skills, she adds. “Given the choice between a savvy job candidate or, similarly, an employee seeking promotion – the one with excellent people skills and less technical ability will usually win the prize versus the converse.” Having good people radar is harder to teach than technical skills, but is a requisite for long term, effective leadership.
So, what are the exact people management skills that one requires in order to be successful in the corporate sector.
  1. The ability to related to others
The first and the most important people management skill required is the ability to relate to others at workplace. A leader must be able to relate to others at workplace and understand their requirements. It’s very essential, because if a leader must be able to connect with and understand his or her teammates only, then he will be able to make them work.
People management is not an easy task and needs to be mastered carefully.
  1. Strong communication skills
Next most important asset required to be good at people management is to have great communication skills. A leader must always have great communication skills, because it encompasses your persona and ability to get along with other colleagues, persuade others to listen to your ideas, and much more.
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  1. Dealing patiently with others
Next people management skill that is demanded of leaders is the ability to deal very patiently with others – be it seniors or juniors. If you’re patient with others and can keep a level head in stressful situations, it will definitely be noticed by management and perceived as a very strong asset. However, if you lose you cool in dealing with difficult people or situations, your people management skills will be put to question. So, be wise and patient while dealing people at workplace.
  1. The ability to trust and empathize with others
Among all people management skills, it is very essential to have the power to not only trust but also empathize with others. As a leader you must have courage to place yourself in someone else’s shoes and think from his or her perspective as well.
The position or the post of a manager, may sound great, however, being at the post of a manager is not an easy task and one has to possess certain great qualities.
Source: Forbes

4 Reasons Companies Should Use Recruitment Software

The advent of technology has changed the way recruitment is conducted. Applicant tracking systems and all other different kinds of recruitment software has been introduced that are reshaping the way recruitment is conducted these days.

Needless to say that, recruitment software is a great way to conduct recruitment and hiring. These days’ most companies are leveraging the power of recruitment software and, it has become a necessity over time, no longer an option for the recruitment industry.

 

There are certain benefits of a recruitment software that recruiters can avail. The top benefits of a recruitment software are explained in the paragraphs below. Let’s take a look:

#1. Reduced time to hire

Hiring and recruiting is a time-consuming process. However, with the application of a good recruitment software, the overall process of hiring and recruiting is somewhat reduced. With the use of a proper recruitment software, the recruitment process gets streamlined, thereby helping find the best job candidates.

#2. Reduced recruitment costs

The next benefit that, recruiters can leverage from a recruitment software is the substantially reduced costs. Since the process of recruitment takes a long time, it also involves a lot of money. However, if a good recruitment software is used, then recruiters can ensure that they end up saving a good amount of money.

#3. Reduced administrative costs

Time and again it has been proven that, the process of recruitment usually takes a lot time to complete as a lot of administrative tasks are involved in the process. However, if the recruiter decides to opt for a good recruitment software, he will be able to ensure somewhat reduced administrative costs. Needless to say that it will help the company save substantial amount of money, that is spent on administration.

#4. Increased quality per hire

Opting for a good recruitment software, will ensure that the company is able to hire some good quality candidates. Finding good job candidates is a huge deal in today’s time. Recruiters have to really search a great deal and then only they are able to make the most of it. But, on the other hand, if an organization chooses to implement a good recruitment software, chances are that, they will end up hiring some great job candidates. And when they do it, the workplace tends to become much better and happier.

With the passage of time, recruitment process has changed and the introduction of recruitment software is further reshaping the process. In present times when automation and robotics are all set to replace human resources functions, the implementation of recruitment software for all corporate organizations are a must.

4 Major Benefits of Recruitment Software Solutions

With the evolution of technology, and intervention of the same in the domain of human resources has transformed the way recruitment is held. These days’ recruiters and employers have started resorting to helps like applicant tracking systems and recruitment software solutions in order to carry out the process of recruitment and hiring with ease.

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Moreover, now with the invention of machine learning and artificial intelligence, recruitment has gone a step higher. Most of the job is being done by machines and tools like predictive analytics and workforce analytics. Needless to say that recruitment software solutions have been a great step for the world of human resources and recruitment.

Some of the major benefits of recruitment software solutions are explained in the paragraphs below:

#1. Reduced time to hire

One of the first things that a recruitment software solution does is to reduce the time to hire. It has been proven time and again that, hiring and recruiting the right job candidate is a grueling task. If an employer opts for a recruitment software solution, then not only the overall process of recruitment will be made easier for the recruiter, but also the time for hiring will be comparatively reduced.

#2. Access at all times

Unlike a professional recruiter, a recruitment system is available 24/7 at no extra cost. No matter where you are or what time it is you can access your account at stay on top of what’s going on.

This applies to anyone with access to the system, meaning that even those who are working remotely can log in and stay up to date on recent applications or developments. When recruiting from abroad, it’s similarly useful for dealing with candidates operating on a different time scale.

#3. Efficient job postings

Opting for a recruitment software solution, makes it easier for job postings for recruiters. In order to attract prospective candidates, recruiters keep looking for sites and job postings and of course other platforms in order to tap the best possible candidates. While a recruiter chooses a recruitment software solution, then things become much easier for them in terms of recruitment.

#4. Better applications

A recruitment software solution ensures that employers and recruiters are able to capture better applications in their process of hiring and recruitment. An opening for each job post requires a specific application process. So, to customize the applications according to your need, recruiting software can be used which will help you complete the application process in a more accurate manner.

 

 

 

 

Top 5 Social Recruiting Tools to Look Forward in 2017

In 2016, we watched more and more recruiters realize that to hire the candidates they wanted, they couldn’t pray for a qualified pool of inbound applicants – they had to actively seek them out.

This is where the hard work begins. To convince top candidates to respond, you have to both differentiate your content and differentiate the places you source. Get creative, and you can engage candidates before and better than other recruiters.

Candidate sourcing strategy has definitely changed over time and social media is at its peak in this case. There are several social channels by which recruiters can choose to source candidates. While the professional networking site of LinkedIn happens to be the most popular candidate sourcing tool, in 2017, one needs to explore some more new tools as well. Let’s take a look at these.

   #1. Lippl

Lippl allows you to quickly discover LinkedIn profiles that are out of your network, identity@facebook.com email addresses, and find out if your prospective candidates have anything in common with your Facebook friends.

 #2.  Facebook Marketplace

You can post a job for free in the Facebook Marketplace. The ad requires basic information such as location, job category, subcategory, title, why you need to fill this position, description and if you want to post your photo with the job posting or another image.

#3. Facebook Pages

Facebook company pages are possibly one of the best places for candidate sourcing. A lot of times, many of your followers can be up on Facebook and might follow you randomly. Needless to say that this will help you get a glimpse of the job candidates you are probably looking for. You never know, that you end up bumping into the right job candidate for the vacant position in your company.

#4. BranchOut

BranchOut is yet another great platform sourcing candidate via social media. If you haven’t leveraged it till now, it’s time that you do it. Branch out allows you to turn Facebook into LinkedIn. It overlaps company information on top of users’ Facebook interface, which allows employers to search by job title, company, or by an individual’s name! BranchOut then shows relevant candidates based on your search criteria and your connections to those candidates. Because of its use of Facebook’s API, BranchOut claims it allows access to 800 million searchable profiles.

#5. Instagram

It might come as a surprise, but this photo-sharing app can actually do wonders in terms of sourcing job candidates. You can use the platform to give a potential idea to users as to how your brand looks like and how does it feel to work for the company. You can do that by sharing photographs of your team working or celebrating an event at the organization and other such things.

From the above information it can be concluded that there are several options in social recruiting tools that can enable proper candidate sourcing. If you are an employer, and are looking for a sourcing job candidates, then you must start leveraging the power of these social platforms.

 

 

 

 

4 Ways to Write a Catchy Job Advertisement

Writing a job advertisement is not an easy task. Whether you are opting for an online job posting or choosing to opt for any other media, writing a killer job posting has to be carried out very carefully. There are certain aspects that one needs to take into consideration and keep in mind before taking the plunge with a proper job advertisement.

There’s nothing worse than writing an ad for a position you are hoping to fill, posting it online or even running it in a local paper (yes … believe it or not this does still happen!) and then either not receiving any responses at all, or perhaps worse still, being inundated with applications from people who are completely not suitable for the role.

Improving the quality (as opposed to quantity) of your response starts by having a well-written advertisement (often the first impression a candidate has of your organisation) that is really going to target the appropriate audience. So, what are the things that one needs to keep in mind before considering writing a job advertisement? Take a look at the following paragraphs:

#1. A Catchy Job Title

The first thing to creating good job advertisement is writing a catchy job title. When a job advertisement has a catchy job title, it becomes much easier for the employer. This is because, a catchy job title attracts the attention of the attention of the jobseeker faster and motivates them to take action faster.

#2. Be Specific about the Job Title

Another thing about job advertisement is, being very specific and particular about the job title. The more specific you are, the better it is for the job candidates to understand your requirement. You can use bullet points, it will make the job ad look more appealing to the candidates. Also, try and mention the salary range of the job. This will make it all the more interesting to job candidates.

#3. Avoid Exaggeration

Avoid exaggeration at any cost. When a job sounds too good to be true, it might eventually lose out on its appeal. Not only that, it can lead to attracting candidates who are gullible and probably non-performers. So, stick to reality and focus on what the job offers. When you offer realistic views, it actually becomes much easier to relate to them, and therefore attract responsible job candidates.

#4. Tell them about your company

Whether opting for online job posting or approaching any other media, do remember to explain about your company to the job candidates. Highlight some of the focus areas of your company and share them in your job advertisements. Point out some aspects like employee benefits that your company offers. This is how, you will be able to tap more candidates than before.

#5. Nail the short description

And finally, when it comes to online job ads in particular, you should be aware that on average four times as many people read the short description than actually click through to the ad itself. So put some effort into what you write … even if you only have 140 characters in which to say it.

After all you don’t just want people reading the snapshot. You actually want people to read your entire advertisement … and of course you then want the best candidates to press “Apply Now”.

 

 

 

 

 

Temporary Staffing: 4 Ways by Which Employers Can Benefit from It

Over a period of time, the rules of the workplace have undergone several changes. Gone are the days when an employee would continue to work for years and years in an organization and eventually retire from it. With the ride of millennials and individuals developing varied mindset, employees are not only quitting jobs every two years, but even employers are resorting to temporary staffing solutions.

Yes, these days most employers are turning to temporary staffing solutions in order to make the best possible hires. Of late, a new trend has come up where employers are opting to hire temporary employees in order to get their work done.

However, how does this help? How do opting for a temporary staffing solutions add on the benefit of the employer? Needless to say, an employer does benefit from temporary staffing.

The following paragraphs take a look. Let’s observe:

#1. Flexibility

One of the foremost benefits that employers can leverage is the power of flexibility. Hiring temporary workers can ensure a lot of flexibility to the employers. For example, short term coverage when you need it – need coverage for vacation relief or sick leave? Temporary staffing provides a viable solution for short term coverage for when you require it.

#2. Cost-effective

Opting for temporary staffing solutions can lead to substantial cost cutting on the part of the employer. This is because, the staffing agency is responsible for undertaking the responsibility of recruiting, screening, skills testing, hiring workers, payroll, taxes, unemployment, workers’ compensation insurance and benefits.

In general, employees are paid only for hours worked, so companies do not have to pay a salary for full-time employment. It may also be cost-effective to hire temporary workers while a permanent employee is out for long-term disability, vacation or maternity leave.

In addition, instead of hiring someone and laying them off when you no longer have that same work load, you can help the employee have a smooth transition out of the company.

#3. Sourcing talent

Some employers find it more beneficial recruit highly-skilled temporary recruits to determine whether they are suitable for a particular job or not. Also, temporary positions offer a way to attract talent when an organization is waiting on funding, such as a nonprofit waiting for federal grant funds to be received.

#4. Substantially reduced training costs

Another biggest advantage that employers reap by opting for temporary staffing is, the substantially reduced training costs.  Employers can save on training costs with temporary employees knowing that they are getting a resource that is already experienced and qualified for the given position. The time it takes to train a “new” employee can be eliminated with the use of temporary staffing. Whether the temporary employee is with you for a week or six months, the amount of training required is often less than anticipated.

While, it is a fact that the above-mentioned benefits are reaped by employers without fail, there are certain ways by which employers have to make the most out of their temporary staff. For that, employers have to ensure that they invest equally in onboarding activities for temporary hires.

An experienced temp is used to popping in and out of workplaces. Yet you can make their stay with you more enjoyable – and hopefully more productive – by showing that you appreciate them.

 

 

 

 

 

 

Top 5 Ways to Source Candidates via Facebook

With nearly 2 billion active users every month, Facebook has become the central hub for social exchange today. Needless to say that recruiters and employers are also not far behind, leveraging the power of this mammoth social media channel. However, recruiters often end up making some or the other mistakes while choosing to hire via Facebook.

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There are certain ways by which recruiters can leverage the power of Facebook for recruitment. Come what may, it is a proven fact that, these days, social media does pose as a great candidate sourcing technology for recruiters and therefore allow them to hire the best possible job candidates. However, how does one do it? How does one go about making the most of Facebook as a candidate sourcing technology?

The following paragraphs take a look at the best ways to source talent via Facebook. Take a look:

#1. Test and develop the graph search strategy

Facebook’s feed, the graph search strategy is one of the best things that recruiters must leverage in order to make good candidate sourcing. Released not so long ago, the graph search strategy lets employers and recruiters find candidates inside and outside their contact list. The tool covers basic search fields like location, current employer, work and education, but can also include more advanced filters such as searching based on liked pages, groups joined, and even places checked-in.

#2. Leverage the strength of your closest connections

The easiest thing a recruiter or an employer can do is leveraging the power of the closest connections that they have on Facebook. This kind of a prioritization really works wonders for employers as it helps map the reach of your existing and extended network, showing that if a candidate is just a one friend degree away. Recruiters must then rely on sound judgment on whether to send a direct friend request, reach out to the closest mutual friend for an introduction.

#3. Connect/Reconnect with your most connected friends

Candidate sourcing technology via Facebook can be done in a better fashion if one excels connecting or reconnecting with the maximum number of connected friends. You may begin to notice that same popular friend or that particular mutual friend is connected to the candidate whom you really want to hire. Needless to say that this will make it much easier for you to tap a potential candidate.

#4. Create a compelling company page on Facebook

Another important way to reach out to potential candidates via Facebook is by creating a good and compelling FB page for your company. It is a fact that of you are looking for candidates, bet, even they are looking for good employers. Therefore, design a company page that is optimized for search and this will eventually garner a lot of ‘views’ and ‘Likes’ from people, among whom you will also find your dream candidate.

#5. Create engaging and compelling content

Content also goes a long way in the form of candidate sourcing technology. Especially if you are looking towards recruiting via a social channel like Facebook, you need to focus on the content that you create. Make sure that you end up creating compelling and shareable content that has the power to engage audiences for a longer period of time.

Understand that opting for a good candidate sourcing technology, that will help you reach out to good candidates, is not an easy task. One has to know how to go about it, implement the correct strategies and therefore tap the best possible job candidate.