How to improve the productivity of your hiring team?

The COVID19 pandemic has affected the recruitment processes of many organizations. The traditional hiring practices have given way to modern recruitment software solutions. The modern HR today is adapting to technology and digitizing their recruitment strategies. This digital transformation ensures greater efficiency and employee productivity.

The first step towards modernizing your traditional hiring processes is by implementing recruitment software. Recruitment software will help you to streamline and automate your traditional recruitment processes and make a better hire even during this pandemic. It also helps you in improving team communication and promoting better company culture. 

In addition to this, there are a couple of more tools that will help your hiring team in achieving their goals and smoothen out your processes. In this blog, we are going to talk about four essential tools that you need to improve the productivity of your hiring team. These tools will ensure that your team stays efficient even during this pandemic crisis.

How you can improve the productivity of your hiring team?

Here is a list of productivity tools that you can use to improve your hiring team’s efficiency and boost productivity on a day-to-day basis.

#1 – Advanced Recruiting Software

To be on the top of the recruitment game especially in a global crisis like the COVID-19, you need to implement innovative recruitment strategies and tactics. 

With working from homes slowly becoming the new normal, recruitment too has become a remote activity. Thus, hiring teams need to leverage recruiting software to make talent acquisition more efficient and effective, particularly for remote positions.

Your recruitment software should have all the necessary features required for successful talent acquisition. These include tools for job advertising, candidate sourcing, applicant tracking, interview scheduling, reporting, and analytics. Your recruitment software should be such that it helps in reducing the amount of time you spend on doing menial tasks with automations.

#2 – Human Resource Management System

In addition to recruitment software, you should also include a Human Resource Management System to increase productivity of your hiring team. This system contains a lot of tools that will help you streamline a number of HR processes.

Your HR Management Software must contain tools for attendance tracking, leave management, payroll, and payments, performance reviews, and appraisals as well as employee monitoring tools. Your system should also have the flexibility to integrate it with your recruitment software.

Human Resource Management System will make your employee management a seamless task on a long term basis.

#3 – Payroll Software

Having a dedicated payroll system for calculating salaries, bonuses, as well as other perks, goes a long way in simplifying the lives of the HR Team.

The right payroll software will enable you to manage the paychecks, calculate bonuses, monitoring overtime and time offs, and a lot more. This will also help in shaping the morale of your employees and ensuring their happiness. It will increase employee engagement and help you save time and resources required to calculate monthly attendance and salaries.

#4 – Onboarding Tools

A seamless onboarding process is again one of the most important steps of a successful hiring process. Onboarding tools help you in delivering a great experience to your new employees, excellent time management as well as productivity improvement. Making your new employees feel comfortable on their first day of the job is very important. 

Using an intuitive onboarding tool will help you make your new joiners feel right at home. It will help you save time and money. As everything they need to start the work is in one place, they no longer have to wait for instructions or worry about their new work environment.

You can certainly use these productivity tools for your recruitment team members. With these tools at your side, you should have no problem acquiring and retaining the top talent in the industry.

Jobsoid is an all-in-one recruiting solution for all your hiring needs. You can sign up for a Free Account and try it out!

Author Bio.

Divya Bandodkar is Content Strategist at Jobsoid. In spite of hailing from an IT background, she chose to take up writing as her profession. Her passion for writing got her out from the lines of code and placed her in between the sheets of paper.

Converting In-person Training to Online Training

The surge in remote work this year has meant that many companies have had to reevaluate their L&D programs.

Despite the rise of online training, most companies prefer in-person training sessions. Research from Brandon Hall Group shows that 96% of companies provide instructor-led training, and according to Training Industry, most learners say they prefer training that’s delivered in person.

That, however, is not possible right now. The Covid-19 pandemic has put a halt to conventions and training days; it’s simply not safe to fly your employees out to a conference for several days of training with hundreds of other colleagues right now. Nor is it safe to pack a local conference room with employees and an instructor.

With many people working from home — the U.S. Bureau of Labor Statistics reports that nearly a quarter of American workers are working from home due to the pandemic — training will have to change. That’s especially true when you consider that many organizations are now hiring for virtual positions.

This presents a challenge for both the L&D departments that have relied on in-person training, and for the employees who are used to attending them. How can your organization move to a remote setting without disrupting your training? It may not be as overwhelming as you think.

Best practices for converting your in-person training for remote learners

  1. Remember that live training and online training have different strengths. If you’re thinking of simply recording the lecture your trainer would have given in person, popping it into a module and calling that a course, let me stop you right there. In-person training has lots of strengths – learners can interact with the lecturer, ask questions, and have conversations about complex or difficult concepts. The strengths of online training are different. With e-learning, learners can learn something quickly wherever they are, boost retention by repeating a module, or look up information they need when they’re doing a task. When you design a remote learning program, keep these things in mind as you choose your modalities. Which set of strengths will work best for your learners and your course material?
  2. Make use of micro-learning. In an in-person training, a lecturer might go over several topics in one session. That might work in person but online, shorter content is better. Chunk your content into smaller pieces, delivering a module on one topic at a time. That will keep remote learners focused, let them quickly learn when they need to, and provide a searchable library of content that learners can search when they need information.
  3. Supplement your existing content with off-the-shelf learning modules. Now that everyone is working remotely, it can be difficult to distribute some information to your team, like compliance updates and more general information. Off-the-shelf course libraries can help supplement your learning program. You can quickly and inexpensively add modules to your program, and the modules are designed by experts to be engaging and up-to-date.
  4. Love ILT? Keep it. Just because you aren’t able to gather in person, doesn’t mean you should throw out instructor-led training. Features like SAP Litmos’ ILT module let you add live or instructor-led training sessions to your LMS so that remote learners can get all the benefits of an instructor-led session without any of the risk.
  5. Don’t try to change a successful training program. You might have an extremely successful ILT training program, and you might be thinking that now — when everyone is working remotely and you’re investing in an LMS — is the time to expand that training program and make it available to the entire company. Before you do that, remember why that training works well in person. Is it because it’s delivered to small groups only? Is it the conversations that happen in that group? Are there activities that engage participants? Whatever the components of that program are, try to maintain them as well as you can. If it’s a program that thrives on small groups and engagement, don’t open it up to everyone at the company at the same time. If activities and conversation are important to the program, think of ways to capture that engagement in an online setting. Whatever you do, don’t hamstring your best training by simply trying to get it online as quickly as possible.

What do your learners want?

While learners do like in-person instruction, it’s not the only modality they like when it comes to delivering training. Training Industry found that virtual instructor-led training (VILT), e-learning and videos were ranked in the top five preferred modalities for all training topics. – Read more

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9 tips for successful team collaboration

Collaboration is an important success factor for any organization. In fact, according to Yuval Noah Harari (author of the bestseller Sapiens), the capacity to cooperate in large numbers is the main reason why the human species has become so successful! Still, smooth collaboration between colleagues isn’t necessarily a given.

Problems and challenges facing teams

Team collaboration can be quite a challenge. Especially when an assignment or project hasn’t been going the way you’d like it to. Meetings and meetups bear little fruit to the point where you get stuck. The result: irritation, frustration and demotivation.

In order to eliminate the problems above, it is important that team members are aware of the problems and challenges associated with collaboration.

This includes:

  • Lack of a clear dot on the horizon. This tends to cause confusion about the task distribution and time schedule.
  • For good collaboration to be established, it is important that everyone considers themselves a worthy group or team member. Compare it to someone who just joined a sports team: this person wants to prove themselves and gain popularity among their team members as quickly as possible. The same applies to professional collaboration: each team member must be open to the strengths of their colleagues and promote mutual acceptance. In practice, this tends to be a challenging process.
  • An unclear distribution of tasks and roles, giving rise to misunderstandings about who is supposed to do what.
  • Sloppy communication. This problem is often the result of poor listening or an imbalance between introverted and dominant characters who like to take the spotlight.
  • The absence of or failure to adhere to sound and clear agreements. It is important that each team member musters the discipline to honor agreements and execute their portion of the work carefully and competently.
  • A leader whose leadership style does not match the team. The result is that you lose control of the collaboration process and risk the resistance of unhappy employees.

Improved collaboration?

How to shape good collaboration? Improving and streamlining collaboration usually holds the key to success. But it is easier said than done. Raising your collaboration game takes more than scribbling down a plan. – Read more

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