Vetting Specialized Talent in Learning & Development: Why It’s Worth Using an Expert

December 18, 2018 | 58 views

Okay, hiring managers, let’s talk about our weaknesses. One of mine is that I think I have good instincts when it comes to hiring. The flaw in my thinking, however, is quickly exposed whenever I’m hiring for a highly technical or highly specialized role (one where I don’t have a background in the skills or the expertise personally). Let’s take programmers and developers as an example. I can ask teamwork and culture questions, but I don’t even know how to begin evaluating the candidate’s actual field of expertise.

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Recruitment World

Recruitment World is a well known Executive Search firm catering to the recruitment needs of Corporate India. Within a short span of time; Recruitment World has managed to carve its niche as a preferred search vendor; due to its consistently superior search practice and the ability to deliver successfully.

OTHER ARTICLES
TALENT MANAGEMENT

HR Compliance: Get Back to Basics During the Great Reset

Article | June 24, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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RECRUITMENT & RETENTION

What Unconventional People Analytics Looks Like?

Article | July 14, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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DIVERSITY AND INCLUSION

Purposeful Employee Well-being: Making Data-based Decisions

Article | July 5, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

Recruitment World

Recruitment World is a well known Executive Search firm catering to the recruitment needs of Corporate India. Within a short span of time; Recruitment World has managed to carve its niche as a preferred search vendor; due to its consistently superior search practice and the ability to deliver successfully.

Related News

HR STRATEGY

HR Tech Leader HiBob Partners with 360Learning to Deliver Cutting-Edge Automation Solution for HR and Company Leaders

HiBob | February 03, 2022

Modern HR platform and people management disruptor HiBob today announces a partnership with collaborative learning SaaS leader 360Learning to help companies gain a competitive edge in recruiting, upskilling their workforces, and creating a thriving company culture for learning and development. Through the integration, HiBob and 360Learning clients can implement a high-impact workflow enhancement tool derived from a direct connection between the two cutting-edge platforms, helping HR and L&D leaders and high-growth companies to better onboard, retain, train, and empower employees. The partnership brings an employee's HR and learning and development journeys closer together, enabling customers of both HiBob and 360Learning to more effectively track and manage employee L&D progress in relation to performance, compensation, and benefits. The closer alignment of L&D and HR insights eliminates administrative headaches, empowering people managers to allocate more time towards driving company culture, facilitating onboarding, and managing higher volumes of new hires, departures, promotions, and reorganizations. With the current labor shortage and Great Resignation, this partnership enables HR and company leaders to allocate more time towards driving an overall positive employee experience bolstered by employee betterment and advancement. "With the current skills gap, talent wars, and broadening of remote and hybrid work, companies are recognizing the importance of maintaining employee engagement by supporting an employee's professional development, A HiBob study saw that 87% of millennials rated 'career development and personal growth' as a key criteria for them in a job, with 'opportunities to learn and grow' as a main factor for retention so, in the battle for talent, companies will lose out if these perks aren't offered. This turnkey integration helps HR and managers further facilitate, recognize, and reward learning progression regardless of if an employee is in office, remote, or hybrid." -Ronni Zehavi, CEO of HiBob. The partnership allows the automatic sharing of employee user data from Bob to 360Learning, connecting HR insights more closely to the employee's learning and development journey within the 360Learning platform. People leaders can track, report, and measure the impact of collaborative learning by seeing who is creating courses for other colleagues, who is participating, who is learning and cultivating new skills, and at what levels or pace. Bringing learning and development insights closer to the employees record (performance reviews, compensation, etc.) provides managers and leaders a more insightful outlook on their people. Additionally, it allows business leaders and managers access to where an employee may be struggling or need improvement, or alternatively, where they are progressing or excelling. "Learning is one of the most defining aspects of the employee journey. How effectively an employee onboards and transitions into new roles affects their growth and performance, At a time when companies are struggling to attract and upskill employees, L&D teams need to be strategic and focus on facilitating collaborative learning, not reconciling systems. Our partnership with HiBob does exactly that, empowering HR and L&D leaders to focus on people and learning." -360Learning CEO Nick Hernandez. Both pioneers in their respective industries, HiBob and 360Learning share commitments to putting people first and empowering employees. The integration is a step forward for two powerhouse companies that are on the rise and well-positioned to continue helping companies educate, maintain, and attract high-performing talent in culture-first workplaces. About HiBob HiBob was founded to modernize HR tech. HiBob's intuitive and data-driven platform, bob, was built for the way people work today: globally, remotely, and collaboratively. Since its launch in late 2015, HiBob has achieved consecutive triple-digit year-over-year revenue growth, and become the HRIS of choice for more than 1,000 modern, midsize and multinational companies who understand that a powerful, agile HR tech suite is mission critical and a key driver of organizational success. Fast-growing companies across the globe such as Monzo, Happy Socks, Gong, Fiverr, and VaynerMedia rely upon bob to help HR and managers connect, engage, develop and retain top talent. About 360Learning: 360Learning empowers Learning and Development teams to drive culture and growth through Collaborative Learning. Our learning platform combines collaborative tools with the power of an LMS, enabling high-growth companies to unlock learning based on collective expertise instead of top-down knowledge. 360Learning is the easiest way to onboard new employees, train customer-facing teams, and develop professional skills–all from one place.

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TALENT ACQUISITION

Acquisition of Bridge will Expand LTG’s Capabilities to Medium-Enterprise Market

LTG | February 16, 2021

The acquisition of ‘Bridge’ will expand LTG’s competencies in the medium-enterprise market. Learning Technologies Group plc (LTG), a market leader in the fast-growing digital learning and talent management market, has agreed to acquire Bridge from Instructure Inc. Bridge is a Learning Management System (LMS) that helps employees and managers transform their organizations. It specializes in employee-centric experiences, the offerings include performance, engagement, and skill development products – delivered to clients in a single, easy-to-use, and SaaS-based platform. The acquisition significantly extends LTG’s learning and talent offering in the important medium enterprise market. Bridge is highly complementary to PeopleFluent, a talent management and learning solution that helps you guide an organization’s culture, people, and outcomes. Breezy HR serves the small and medium-sized businesses, it is an end-to-end recruiting software to help attract & hire great employees with fewer efforts. This latest addition enables LTG to provide a comprehensive learning and talent development offering to meet the needs of small, mid-sized, and large enterprises – three distinct groups with varying requirements. The combination and integration of Bridge with Learning Technologies Group’s other portfolio offerings will bring in new opportunities for cross-selling and upsell-led growth. Bridge contributes a further 800-clienteles to the group. Jonathan Satchell, Chief Executive of LTG, said: “I am delighted to welcome Bridge to LTG. Bridge adds real strength and depth to our learning and talent offering for the mid-enterprise market, which has attractive structural dynamics. The acquisition extends LTG’s current market coverage, enabling us to meet the needs of customers of all sizes and complexities.” The acquisition, which is anticipated to complete on 26th February 2021, is funded by Learning Technologies Group plc existing cash resources.

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DIVERSITY AND INCLUSION

Hispanic Professional Group Launches Program to Develop High-Performing Leaders

The Hispanic Alliance for Career Enhancement | December 16, 2020

The Hispanic Alliance for Career Enhancement (HACE) has launched a five-month program "for experts of shading" to form into high-performing leaders, the nonprofit declared Dec. 2. The primary cohort is made out of "39% African American, 33% Latinx, and 28% Asian" experts with varying education, experience and geography. The curriculum will include: how to drive awareness for cultural issues at work; how to lead diverse teams; and how to build a support network. Corporate partners Edelman and Barilla combined to sponsor 18 employees for the program. As per HACE, "The majority of participants reside in Chicago with approximately one third residing on the East and West coasts including New Jersey, Washington DC, Florida, and Los Angeles, CA."

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HR STRATEGY

HR Tech Leader HiBob Partners with 360Learning to Deliver Cutting-Edge Automation Solution for HR and Company Leaders

HiBob | February 03, 2022

Modern HR platform and people management disruptor HiBob today announces a partnership with collaborative learning SaaS leader 360Learning to help companies gain a competitive edge in recruiting, upskilling their workforces, and creating a thriving company culture for learning and development. Through the integration, HiBob and 360Learning clients can implement a high-impact workflow enhancement tool derived from a direct connection between the two cutting-edge platforms, helping HR and L&D leaders and high-growth companies to better onboard, retain, train, and empower employees. The partnership brings an employee's HR and learning and development journeys closer together, enabling customers of both HiBob and 360Learning to more effectively track and manage employee L&D progress in relation to performance, compensation, and benefits. The closer alignment of L&D and HR insights eliminates administrative headaches, empowering people managers to allocate more time towards driving company culture, facilitating onboarding, and managing higher volumes of new hires, departures, promotions, and reorganizations. With the current labor shortage and Great Resignation, this partnership enables HR and company leaders to allocate more time towards driving an overall positive employee experience bolstered by employee betterment and advancement. "With the current skills gap, talent wars, and broadening of remote and hybrid work, companies are recognizing the importance of maintaining employee engagement by supporting an employee's professional development, A HiBob study saw that 87% of millennials rated 'career development and personal growth' as a key criteria for them in a job, with 'opportunities to learn and grow' as a main factor for retention so, in the battle for talent, companies will lose out if these perks aren't offered. This turnkey integration helps HR and managers further facilitate, recognize, and reward learning progression regardless of if an employee is in office, remote, or hybrid." -Ronni Zehavi, CEO of HiBob. The partnership allows the automatic sharing of employee user data from Bob to 360Learning, connecting HR insights more closely to the employee's learning and development journey within the 360Learning platform. People leaders can track, report, and measure the impact of collaborative learning by seeing who is creating courses for other colleagues, who is participating, who is learning and cultivating new skills, and at what levels or pace. Bringing learning and development insights closer to the employees record (performance reviews, compensation, etc.) provides managers and leaders a more insightful outlook on their people. Additionally, it allows business leaders and managers access to where an employee may be struggling or need improvement, or alternatively, where they are progressing or excelling. "Learning is one of the most defining aspects of the employee journey. How effectively an employee onboards and transitions into new roles affects their growth and performance, At a time when companies are struggling to attract and upskill employees, L&D teams need to be strategic and focus on facilitating collaborative learning, not reconciling systems. Our partnership with HiBob does exactly that, empowering HR and L&D leaders to focus on people and learning." -360Learning CEO Nick Hernandez. Both pioneers in their respective industries, HiBob and 360Learning share commitments to putting people first and empowering employees. The integration is a step forward for two powerhouse companies that are on the rise and well-positioned to continue helping companies educate, maintain, and attract high-performing talent in culture-first workplaces. About HiBob HiBob was founded to modernize HR tech. HiBob's intuitive and data-driven platform, bob, was built for the way people work today: globally, remotely, and collaboratively. Since its launch in late 2015, HiBob has achieved consecutive triple-digit year-over-year revenue growth, and become the HRIS of choice for more than 1,000 modern, midsize and multinational companies who understand that a powerful, agile HR tech suite is mission critical and a key driver of organizational success. Fast-growing companies across the globe such as Monzo, Happy Socks, Gong, Fiverr, and VaynerMedia rely upon bob to help HR and managers connect, engage, develop and retain top talent. About 360Learning: 360Learning empowers Learning and Development teams to drive culture and growth through Collaborative Learning. Our learning platform combines collaborative tools with the power of an LMS, enabling high-growth companies to unlock learning based on collective expertise instead of top-down knowledge. 360Learning is the easiest way to onboard new employees, train customer-facing teams, and develop professional skills–all from one place.

Read More

TALENT ACQUISITION

Acquisition of Bridge will Expand LTG’s Capabilities to Medium-Enterprise Market

LTG | February 16, 2021

The acquisition of ‘Bridge’ will expand LTG’s competencies in the medium-enterprise market. Learning Technologies Group plc (LTG), a market leader in the fast-growing digital learning and talent management market, has agreed to acquire Bridge from Instructure Inc. Bridge is a Learning Management System (LMS) that helps employees and managers transform their organizations. It specializes in employee-centric experiences, the offerings include performance, engagement, and skill development products – delivered to clients in a single, easy-to-use, and SaaS-based platform. The acquisition significantly extends LTG’s learning and talent offering in the important medium enterprise market. Bridge is highly complementary to PeopleFluent, a talent management and learning solution that helps you guide an organization’s culture, people, and outcomes. Breezy HR serves the small and medium-sized businesses, it is an end-to-end recruiting software to help attract & hire great employees with fewer efforts. This latest addition enables LTG to provide a comprehensive learning and talent development offering to meet the needs of small, mid-sized, and large enterprises – three distinct groups with varying requirements. The combination and integration of Bridge with Learning Technologies Group’s other portfolio offerings will bring in new opportunities for cross-selling and upsell-led growth. Bridge contributes a further 800-clienteles to the group. Jonathan Satchell, Chief Executive of LTG, said: “I am delighted to welcome Bridge to LTG. Bridge adds real strength and depth to our learning and talent offering for the mid-enterprise market, which has attractive structural dynamics. The acquisition extends LTG’s current market coverage, enabling us to meet the needs of customers of all sizes and complexities.” The acquisition, which is anticipated to complete on 26th February 2021, is funded by Learning Technologies Group plc existing cash resources.

Read More

DIVERSITY AND INCLUSION

Hispanic Professional Group Launches Program to Develop High-Performing Leaders

The Hispanic Alliance for Career Enhancement | December 16, 2020

The Hispanic Alliance for Career Enhancement (HACE) has launched a five-month program "for experts of shading" to form into high-performing leaders, the nonprofit declared Dec. 2. The primary cohort is made out of "39% African American, 33% Latinx, and 28% Asian" experts with varying education, experience and geography. The curriculum will include: how to drive awareness for cultural issues at work; how to lead diverse teams; and how to build a support network. Corporate partners Edelman and Barilla combined to sponsor 18 employees for the program. As per HACE, "The majority of participants reside in Chicago with approximately one third residing on the East and West coasts including New Jersey, Washington DC, Florida, and Los Angeles, CA."

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