HR ANALYTICS

DATIS HR Cloud Has Been Named The National Council for Behavioral Health's Official HR and Payroll Platinum Partner

DATIS | April 06, 2021

DATIS HR Cloud and the National Council on Behavioral Health renewed their partnership today. DATIS is the industry's leading supplier of unified HR and payroll solutions for the human resources sector. The National Council is the voice of the nation's mental health and addiction providers, which represent 10 million adults and children. This latest collaboration will introduce personalized workforce management industry standards and technological tools to more behavioral health and human services organizations in our communities.

DATIS has been a National Council Strategic Partner since 2013 and is enthusiastic about this new, advanced alliance structure. DATIS will continue to provide unified software tools tailored to meet the complex workforce management needs of the behavioral health and human services industry as the National Council's Official HR & Payroll Platinum Partner. Through a centralized approach for the whole employee lifecycle – including Position Control, HR management, Recruiting, Time & Attendance, Payroll, Talent Management, Benefits, Analytics, and more – the platform enables companies to improve transparency and maximize resources.

“We are delighted to continue our collaboration with the National Council to help these critical organizations and the important work they do for our communities,” said Erik Marsh, President of DATIS. “This platinum collaboration will benefit human service agencies by delivering the solutions they need to increase operating efficiency and achieve financial sustainability.”

DATIS and the National Council will collaborate on content and thought leadership during the year as part of this partnership. The National Council led a CCBHC-focused session at the DATIS Evolve3 Summit, which took place virtually on March 3-5. DATIS will also be presenting a workforce management panel session at the National Council's forthcoming NatCon21, which will take place on May 3-5, and is the world's biggest mental health and addiction conference.

About DATIS

DATIS offers a fully unified HR and payroll platform specifically designed for human services organizations. By bringing all aspects of workforce management together on the same single platform, their software empowers employees, engages teams, and evolves companies. Position Control, HR Management, Recruiting, Time & Attendance, Payroll, Benefits, Performance Management, Business Intelligence, and other aspects of the employee lifecycle are all covered by the comprehensive solution.

About the National Council

The National Council on Behavioral Health is the unified voice of America's health care organizations that provide treatment and resources for mental health and addictions. The National Council, along with our 3,381 member organizations representing over 10 million adults, youth, and families living with mental illnesses and addictions, is dedicated to ensuring that all Americans have access to comprehensive, high-quality care that provides every chance for recovery. The National Council established Mental Health First Aid USA, more than 2 million Americans have received training.

Spotlight

We invite you to take a moment to view the presentation of our firm in its entirety, get to know us and understand the range of services we offer.


Other News
HR PRACTICE,HR STRATEGY

Talview Introduces Interview Insights at HR Technology Conference & Exposition 2022

Talview | September 14, 2022

Talview, the global leader for hiring and proctoring solutions, announces Talview Interview Insights, a solution engineered to solve the biggest blind spot in the hiring process – the job interview, at the HR Technology Conference and Exposition in Las Vegas. Talview Interview Insights uses advanced AI capabilities to coach interviewers to become world-class interviewers, one interview at a time. The award-winning Solution brings specific, explainable, and actionable insights into interviewing for organizations to make interventions that enable them to meet their key talent goals. To date, many organizations define candidate measurement and experience protocols in hiring but struggle to implement and monitor these protocols on the ground. Most interviewers receive little to no training, and there is no mechanism to review their techniques or performance as an interviewer. This inability to control the quality of the interview process results in: Interviews not providing valid analysis, increasing the risk of bad hires Interviews that are not fair or unbiased, adversely impacting DEI goals Good candidates being lost to unskilled interviewers due to a poor candidate experience After an extensive review of customer interviews and feedback, Talview distilled the issue down to a key requirement: accurately measuring and ensuring the quality of the interview process. "Our goal was building a framework for interviews that would scale; analyzing the conversations, structure, content, compliance, fairness and experience, while also delivering continuous coaching for interviewers,We believe our new solution will boost the overall quality of any organization's interview process. Talview Interview Insights will be a key addition to any organization that is serious about objective, high quality hiring decisions, as well as improvements in DEI and overall candidate experience." -Sanjoe Jose, CEO, Talview Talview Interview Insights combines the power of digital interviewing with the best of AI technologies to deliver a platform that provides continuous feedback to the interviewer, improving their skills, while providing insights to the organization for interventions that can exponentially improve interviewing results. By monitoring for biases in conversations, conformance to organizational policies (from regulatory compliance to DEI goals), topic coverage, gauging question relevance to the role, and more, Interview Insights is a key addition for any company looking to improve the effectiveness of their hiring process. Beginning with more than 150 candidates, constituting top HR technology vendor offerings, then narrowing the competition to 30 product demonstrations, the judges at the Human Resource Executive are honoring Talview Interview Insights as the winner of a 2022 Top Product of the Year Award in Talent Acquisition. The award will be presented at the HR Technology Conference in Las Vegas. The interview is used in every hiring process, yet it has remained a blind spot, Like any other assessment, the more objective the information gathered, the better it will predict job success. How can you expect to achieve a replicable, highly efficient interview process without monitoring and training interviewers on a continuing basis? We are excited the judges at HRE agreed and validated our solution with a Top Product award,said Dr. Fred Rafilson, Chief I/O Psychologist, Talview. Talview Interview Insights is deployed on top of the award-winning Talview Interviewing platform. The Solution analyzes every interview conducted, using machine learning and natural language processing technologies, providing feedback on what worked and what did not for each interview, and summarizing the interview with insights for supervisors and the organization. Designed to provide a persistent structure to the interview process, Talview Interview Insights monitors for DEI regulatory compliance and unconscious bias in conversations. It determines if the topics being discussed and questions being asked are relevant to the role. Along with providing interview summaries, time stamps for both the transcript and recording, and powerful search capabilities, Interview Insights also provides constructive feedback and comparisons for interviewer performance to others within the organization. Interview Insights is the latest integrated Solution for the Talview Measurement Platform, AI-powered hiring software that orchestrates everything HR and TA leaders need to hire faster, better, and at scale. Talview provides the digital tools needed to create a flexible, customized, completely digital hiring process designed to reduce time to hire, lower cost of hire, and increase quality of hire. About Talview Talview offers an award-winning Measurement Platform that orchestrates hiring and proctoring workflows: screening, interviews, assessments, exams, and credentials. Organizations seeking more efficient, effective, and intelligent decisions throughout the talent lifecycle can access a single, AI-powered platform for intelligent insights. A 360-degree view of talent potential enables quick, confident, and bias-free decisions, providing an equal opportunity for all.

Read More

REMOTE WORKFORCE

Marginalized Employees Say Remote Work is More Equitable, but at the Cost of Hiding Their Authentic Selves

Software Advice | July 07, 2022

As HR departments work to make their organizations more equitable and inclusive, new research from Software Advice suggests that remote work may at first seem like the best format for reducing workplace bias and discrimination, but survey data reveals it often means employees are sacrificing their true identity at work. This survey analyzed employee responses from groups often impacted by negative bias and discrimination in the workplace, including women, employees aged 55 or older, LGBTQ workers, racial minorities, and those with a disability. Across all minority groups surveyed, remote workers are most likely to agree that their employer treats every employee fairly, compared to those who work hybrid or on-site. This may be due to their ability to customize work environments to individual needs, managers measuring work more fairly through outcome-based metrics, or a reduction in toxic behaviors overall. However, marginalized employees working remotely also admit to lying about or omitting a part of their identity at their current job out of fear of discrimination, including: 71% of employees with disabilities 65% of employees 55 years or older 64% of women 64% of LGBTQ workers 57% of racial minority workers Women in particular are uncomfortable bringing their full selves to work. Over two-thirds (71%) of women who work remotely say they’re afraid to be their authentic selves at work, compared to 64% and 57% of women who work on-site and in a hybrid format, respectively. While on-site employees may be more honest about their identities, it isn’t always by choice. They may face more discrimination because they can’t hide who they are in-person. “With more employers implementing remote work permanently, it’s encouraging to see that minority workers believe remote work is more equitable,” says Brian Westfall, principal HR analyst at Software Advice. “With more employers implementing remote work permanently, it’s encouraging to see that minority workers believe remote work is more equitable,” says Brian Westfall, principal HR analyst at Software Advice. “But, DEI initiatives don’t really work unless employees feel safe to be their authentic selves.” Remote work isn’t a magic solution for encouraging workplace inclusivity. HR leaders must intentionally act to ensure marginalized employees working from home feel seen and included for who they are. Examples include forming employee resource groups, setting the right tone during onboarding to encourage new hires to share their own perspective, and diversifying remote leadership. To find resources on how to promote authenticity in a remote workplace, visit softwareadvice.com. About Software Advice Software Advice simplifies software buying. Through 1-on-1 conversation and trusted insights, industry-specific advisors guide buyers to top software options in as little as 15 minutes (and it’s 100% free). Founded in 2005, Software Advice has helped nearly 900,000 businesses find the right software for their specific needs. Software Advice also features over 1.5 million verified user reviews to ensure people feel confident in their technology decisions. For more information, visit softwareadvice.com.

Read More

DIVERSITY AND INCLUSION

O’Reilly Awarded for “Best Diversity, Equity & Inclusion Strategy” by Brandon Hall Group

O’Reilly | September 07, 2022

O’Reilly, the premier source for insight-driven learning on technology and business, today announced that it has been awarded a silver medal for excellence in the “Best Diversity, Equity & Inclusion Strategy” category by Brandon Hall Group’s 2022 Human Capital Management Awards program. O’Reilly was recognized for its efforts to elevate the voices of minorities including women in the technology industry on its learning platform, increasing the number of diverse hires within its workforce, and providing historically marginalized communities with opportunities to build technological skills. To foster better representation in the technology industry, O’Reilly established a corporate goal to increase the number of experts on its platform who identify as members of an underrepresented community from 30% to 40% in 2021 a full 10 percentage points higher. Today, O’Reilly has achieved nearly 50% representation in its mix of instructors, authors, and speakers. Furthermore, 62% of its Superstream Series speakers in H1 came from diverse backgrounds. Furthering its broader set of goals to create opportunities inclusive of all genders, races, ethnicities, religious views, sexual orientations, ages, and abilities, O’Reilly also reignited its Diversity & Inclusion Scholarship Program. Originally created to grant deserving talent from marginalized communities admission to its in-person events, the closure of O’Reilly’s conference business led the company to rethink how it could provide underrepresented technical talent with access to its community of experts. In 2021, O’Reilly revamped its scholarship program to award 500 people from underrepresented groups free subscriptions to its online curriculum for one year, including access to unlimited live online training courses and live virtual events such as O’Reilly’s popular Superstream Series. These users just completed their yearlong memberships, during which they consumed more than 480,000 units of content across nearly 5,000 unique resources on the O’Reilly platform. “Part of the challenge of improving diversity across the industry is showing diverse groups that there is a place for them within the technology community, Instead of waiting for these skilled individuals to find us, we’ve created initiatives at O’Reilly that aim to seek out talent from these underrepresented groups and provide them with a platform which supports them in sharing their valuable technical expertise and developing the skills needed to break through barriers within the field. While we’ve worked hard to bring balanced representation to the industry, we recognize that there’s still much more to do and are continually raising our goals to increase diversity both within the platform and within our workforce.” -Laura Baldwin, president at O’Reilly Beyond developing initiatives to improve representation within its platform, O’Reilly also set aggressive hiring goals to build a more diverse organization. In 2021, O’Reilly aspired to bring in 40% of its new hires from underrepresented groups. The company surpassed this goal and achieved 51% representation from underrepresented communities, with women making up 44% of its workforce well above the U.S. tech industry average of 28.8%. In 2022, O’Reilly increased its hiring goals by 20%, targeting 43% of new hires to come from diverse backgrounds. So far this year, 72% of new hires identify as members of underrepresented groups. Excellence Award winners distinguish themselves through their growing understanding that all the functions of HCM are integrated and must work together to move businesses forward, It is a pleasure to see more organizations collaborating across functions and getting more sophisticated and accomplished at delivering measurable benefit through ground-breaking HCM practices. For example, it was inspiring to see how diversity, equity, and inclusion initiatives are increasingly embedded into people and business strategies and cultures. We saw more alignment between HCM and business objectives than ever before,said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the HCM Excellence Awards program. O’Reilly is actively hiring for a number of open positions, including roles within its customer success, data science, engineering, product management, marketing, and operations teams. About O’Reilly For over 40 years, O’Reilly has provided technology and business training, knowledge, and insight to help companies succeed. Our unique network of experts and innovators share their knowledge and expertise through the company’s SaaS-based training and learning platform. O’Reilly delivers highly topical and comprehensive technology and business learning solutions to millions of users across enterprise, consumer, and university channels. For more information, visit www.oreilly.com. About Brandon Hall Group Brandon Hall Group operates the largest and longest running awards program in Human Capital Management. As an independent HCM research and analyst firm they conduct studies in Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Talent Acquisition and HR/Workforce Management. These benchmark studies help organizations by providing strategic insights for executives and practitioners responsible for growth and business results. Coupling the research studies with the best practice from the awards, Brandon Hall Group has helped more than 10,000 clients globally and more than 28 years of delivering world-class research and advisory. At the core of our offerings is a membership program that combines research, benchmarking and unlimited access to data and analysts. Membership enables executives and practitioners to make the right decisions about people, processes, and systems, coalesced with analyst advisory services which aim to put the research into action in a way that is practical and efficient. Brandon Hall Group has also launched professional certifications for business and human capital management professionals to upskill themselves and gain credentials for career advancement.

Read More

HR ANALYTICS,HR STRATEGY

Reejig launches the Reejig Impact Fund at HR Technology Conference and Expo in Las Vegas

Reejig | September 19, 2022

Enterprise-grade workforce intelligence platform Reejig is proud to announce the launch of the Reejig Impact Fund at the HR Technology Conference and Expo in Las Vegas. The Impact Fund is designed to help underrepresented communities unlock career opportunities, growth, and potential. It will donate Reejig's workforce intelligence technology to veterans, skilled refugees and other underrepresented communities, with a goal to reskill, build new capabilities, and remove barriers to career opportunities for all. "Reejig's mission is to create a world with Zero Wasted Potential in business, people, and society. We're not just building technology; we're also creating recurring impact and change for the better. The Reejig Impact Fund is our way of giving back to society by removing barriers to career opportunities for all. When people have fair and equitable access to personally meaningful work no matter their background all of society can reap the benefits" -Siobhan Savage, CEO & Co-Founder of Reejig Reejig is calling on as many people as possible to join the pledge to unlock a world with Zero Wasted Potential. For each pledge, Reejig will gift its workforce intelligence technology to someone from an underrepresented community, giving them access to career opportunities that align to their skills, interests, and potential. The launch of The Impact Fund comes after a huge year of growth for Reejig. The team has grown by over 1000% and opened offices in APAC, NAMER, and the UK. It is rapidly adding to its global enterprise client portfolio with clients such as AWS, KPMG, Woolworths Group, John Holland, and Allianz. Reejig announced last week that it had secured an investment from Salesforce Ventures, adding to its world-class investor portfolio including Skip Capital, headed by Atlassian co-founder Scott Farquhar, Airtree Ventures, and Culture Amp's Didier Elzinga. Siobhan Savage will be speaking at the HR Technology Conference and Expo in Las Vegas, which runs from 13th – 16th September. Siobhan's session, Have you got your Zero Wasted Potential People Strategy? will focus on how HR leaders can create a winning people strategy in this volatile environment. Siobhan Savage, said of being at the conference, We are excited to connect with the world's top people leaders in Vegas this week at HR Tech. We're challenging leaders to approach their people strategy with the same rigor that they would do their supply chain or finances. This starts with knowing who your people are, what skills they have and how you are utilizing them. We created Reejig to give organizations true visibility of their people and their potential, at scale, so they can optimize their workforces and create meaningful careers for everyone involved. About Reejig: Reejig is a leading workforce intelligence platform that enables global organizations to find, retain, and upskill talent at scale. Powered by the world's first independently-audited, ethical AI, Reejig acts as your central nervous system for all talent decisions, enabling zero wasted potential.

Read More