In a recent on-demand webinar from Comcast Business, a panel of expert entrepreneurs explored the ways you can source qualified remote employees; how you can create an inclusive, rewarding culture for all employees; and the range of technology tools you can use to foster collaboration, creativity, and productivity across the operation.
Global Pharma Tek is an IT consulting firm that provides custom software development, business intelligence applications, and IT staffing services. It helps clients realize growth through technology solutions that fuse business and technical expertise. The company's services include application development, business intelligence, cloud computing, database solutions, software testing, and enterprise mobility. It aims to deliver world-class products and services through best practices and cutting-edge technologies while nurturing honesty, fairness and customer satisfaction.
Next generation supply chain - Innovation Spotlight: TheJobPostTALiNT Partners
Howard Flint, Advisor, TheJobPost
The way employers work with recruitment agencies is radically changing. The era of static Preferred Supplier Lists (PSL’s) is over. Talent acquisition teams want to focus on direct recruitment and only use recruitment agencies for specialist roles. This means building agile agency supply chains where they can find and contract with the best agency consultants quickly and easily. We will explore how innovative talent acquisition teams are leveraging platforms and data to build, engage and manage their high-performing recruitment agency supply chain.
Real Staffing Group is an international staffing firm specializing in pharmaceutical recruitment. It has offices in the UK, Europe, North America, and plans to expand further. The document outlines Real Staffing Group's history and growth since 1998, their specialist areas of recruitment, permanent and contract recruitment processes, candidate sourcing and screening services, and commitment to clients, candidates, and social responsibility.
CandidateZip's no-code resume parser helps to parse multiple resumes, extracts data such as contact details, educational qualification, location, work experience, and stores into your existing ATS/CRM or database.
Focus On: Applicant Tracking Systems (Webinar)Shorebird RPO
In this webinar Richard Wilson, MD of Shorebird, shares his knowledge of recruitment software and focuses on Applicant Tracking Systems
Richard covers;
What is an Applicant Tracking System and who needs one
What an Applicant Tracking System should do for an employer
What an Applicant Tracking System should do for an applicant
Key tips for implementation
Richard also discusses; the candidate experience, your recruitment career sites and things to look out for when integrating your recruitment tech.
You can watch the full recording of this event by clicking play at the end of this slideshow
For an online demonstration of the Shorebird Manage ATS please email marketing@shorebird-rpo.com
SocialDice provides an automated recruitment platform that allows employers to post jobs, source candidates, and manage the hiring process from a single dashboard. It can post jobs to multiple sites with one click, automatically rank candidates based on resume text matching qualifications, and help maintain relationships with candidates and collaboration between hiring teams. Customers praise SocialDice for reducing the time and effort spent on recruiting while still accessing top talent.
SocialDice provides an automated recruitment platform that allows employers to post jobs, source candidates, and manage the hiring process from a single dashboard. It can post jobs to multiple sites with one click, automatically rank candidates based on resume text matching qualifications, and help maintain relationships with candidates and collaboration between hiring teams. Customers praise SocialDice for reducing the time and effort spent on recruiting while still accessing top talent.
Cybersecurity must now be the top priority of corporate boards due to increased threats targeting senior leadership. As interconnectivity grows through technologies like the Internet of Things and cloud applications, organizations face greater exposure to risk. Usurpo is well-positioned to help address this need through their expertise in identifying and recruiting top cybersecurity professionals worldwide to fill key roles across various domains and regions.
Global Pharma Tek is an IT consulting firm that provides custom software development, business intelligence applications, and IT staffing services. It helps clients realize growth through technology solutions that fuse business and technical expertise. The company's services include application development, business intelligence, cloud computing, database solutions, software testing, and enterprise mobility. It aims to deliver world-class products and services through best practices and cutting-edge technologies while nurturing honesty, fairness and customer satisfaction.
Next generation supply chain - Innovation Spotlight: TheJobPostTALiNT Partners
Howard Flint, Advisor, TheJobPost
The way employers work with recruitment agencies is radically changing. The era of static Preferred Supplier Lists (PSL’s) is over. Talent acquisition teams want to focus on direct recruitment and only use recruitment agencies for specialist roles. This means building agile agency supply chains where they can find and contract with the best agency consultants quickly and easily. We will explore how innovative talent acquisition teams are leveraging platforms and data to build, engage and manage their high-performing recruitment agency supply chain.
Real Staffing Group is an international staffing firm specializing in pharmaceutical recruitment. It has offices in the UK, Europe, North America, and plans to expand further. The document outlines Real Staffing Group's history and growth since 1998, their specialist areas of recruitment, permanent and contract recruitment processes, candidate sourcing and screening services, and commitment to clients, candidates, and social responsibility.
CandidateZip's no-code resume parser helps to parse multiple resumes, extracts data such as contact details, educational qualification, location, work experience, and stores into your existing ATS/CRM or database.
Focus On: Applicant Tracking Systems (Webinar)Shorebird RPO
In this webinar Richard Wilson, MD of Shorebird, shares his knowledge of recruitment software and focuses on Applicant Tracking Systems
Richard covers;
What is an Applicant Tracking System and who needs one
What an Applicant Tracking System should do for an employer
What an Applicant Tracking System should do for an applicant
Key tips for implementation
Richard also discusses; the candidate experience, your recruitment career sites and things to look out for when integrating your recruitment tech.
You can watch the full recording of this event by clicking play at the end of this slideshow
For an online demonstration of the Shorebird Manage ATS please email marketing@shorebird-rpo.com
SocialDice provides an automated recruitment platform that allows employers to post jobs, source candidates, and manage the hiring process from a single dashboard. It can post jobs to multiple sites with one click, automatically rank candidates based on resume text matching qualifications, and help maintain relationships with candidates and collaboration between hiring teams. Customers praise SocialDice for reducing the time and effort spent on recruiting while still accessing top talent.
SocialDice provides an automated recruitment platform that allows employers to post jobs, source candidates, and manage the hiring process from a single dashboard. It can post jobs to multiple sites with one click, automatically rank candidates based on resume text matching qualifications, and help maintain relationships with candidates and collaboration between hiring teams. Customers praise SocialDice for reducing the time and effort spent on recruiting while still accessing top talent.
Cybersecurity must now be the top priority of corporate boards due to increased threats targeting senior leadership. As interconnectivity grows through technologies like the Internet of Things and cloud applications, organizations face greater exposure to risk. Usurpo is well-positioned to help address this need through their expertise in identifying and recruiting top cybersecurity professionals worldwide to fill key roles across various domains and regions.
Start Attracting the Right Tech Talent with Re-engineered Job Postings.
Presentation by SearchVelocity to Silicon Hatlon, in August 2017
Location: Milton Education Village Innovation Centre, Milton, Ontario, Canada
Online Recruitment - The tools, techniques and challengesMichael Specht
The document discusses trends in online recruitment, including the growth of online tools for candidates and talent management suites. It also addresses the importance of candidate experience, noting that top performers can generate significant returns and a bad candidate experience can impact employer choice. The document provides tips for improving an organization's online recruitment process such as making hiring processes transparent and using blogs and social networks to engage candidates.
This document summarizes a job searching website called Wazefa.com that allows students, employees, and companies to advertise job openings and search for jobs. The website has modules for users, search, and admin login. It was developed using ASP.NET, SQL, HTML, CSS, and JavaScript to facilitate managing peoples' job searches. The system is designed to be user-friendly, flexible, efficient at interacting with clients, and able to handle validation checks while allowing for changes over time. It stores job requirements, company details, salary information, and applicant skills to help match jobs and recruits.
The document describes a hypothetical "Perfect Candidate App" that could find the ideal candidate for a hiring manager by having them input the position's requirements, skills, qualifications, and characteristics. The app then provides a match in the form of Rhonda Phillips, whose 15+ years of experience in document processing, production and customer service at accounting firms aligns with the specified criteria.
Expertise Discovery (via an Open Badge Project)Ian Gardner
This document discusses expertise discovery through the use of open badges. It outlines the challenges of not knowing colleagues' skills and experience. An open badges structure is proposed to link individuals' profiles and expertise to badges they can issue, display, and have recognized. Several open badge platform options were analyzed in 2016, with DigitalMe selected for its integration with existing systems. The program launched but saw limited usage in the first year. The document asks how to reinvigorate interest in open badges or if it risks being another underutilized solution.
Face of Art Technologies Ltd was established in 2011 to provide business solutions and is owned by a team of professionals with local and global experience in business process analysis. The company provides various software solutions such as ERP software, website development, courier management software, and more. It has separate teams for requirement analysis, software development, testing, training and implementation, and marketing. The company aims to provide stable, reliable, and affordable software solutions to help clients expand their businesses.
LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...LinkedIn Europe
Throw away your speadsheets, stacks of business cards and C.V.'s: Talent Pipeline is your all-in-one solution to organising and tracking your leads! In this session, you'll learn how to integrate this powerful new tool into your workflow. We'll cover adding new leads, managing your leads and leveraging Talent Pipeline to conduct more efficient searches, send highly customised messages, track results and increase team communication and collaboration.
LinkedIn Jobs Network allows recruiters to:
1) Reach a large network of qualified professionals on LinkedIn, attracting 3 times as many high quality applicants as major job boards.
2) Easily share jobs through the LinkedIn network, with jobs receiving on average 1000 views and 30 applications as members forward posts.
3) Automatically identify relevant passive candidates for new jobs through proprietary matching technology.
3D Talent Selection is a web-based talent screening and assessment tool that aims to improve hiring efficiency and eliminate distortions in the hiring process. It allows users to create clear job descriptions scientifically identifying the right skills for a role. Candidates are then screened and evaluated transparently based on their fit for the mandatory and optional skills defined in the job description. The tool incorporates a proprietary skills profiling framework called 3DCP that allows customization of desired skills and role configurations to identify the best fit candidates.
TechStaffServices is a leading provider of recruitment services for IT, engineering, and industrial technical professionals. Founded in 2003 as StaffNGo, they focus on staff augmentation, direct placement, and project management. Their rigorous candidate qualification process includes screening, skills testing, verification of work history and certifications, interviews, and background checks to find the best candidates for clients.
Learn how the right candidate experience can help secure top talent.
Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.
This document provides an overview of ways to earn money online as a freelancer. It discusses various outsourcing marketplaces like Upwork, Freelancer, and PeoplePerHour where freelancers can find work. Common project types include IT, design, writing, and other services. The document also outlines payment methods, tips for Pakistani freelancers, and online resources for learning skills like web development, graphics design, and SEO.
This document discusses freelancing and outlines steps for becoming a freelancer. It covers advantages like freedom and income, disadvantages like isolation, and popular freelancing marketplaces like Upwork and Fiverr. Exclusive skills mentioned include HTML, CSS, JavaScript, and WordPress development. The future of freelancing is also addressed, and questions from attendees are invited at the end.
Talentnow is a recruitment software company established in 2007 that is headquartered in India with offices in the US. It has over 5,000 recruiters across 200 customers using its Talentnow platform. The company offers three main products: Source for candidate sourcing, Recruit which is an applicant tracking system for managing the entire recruitment process, and Connect for social recruitment.
Prospecting for new software engineering consulting firmsDmitri Artamonov
This is a presentation on building a prospecting process for new software engineering consulting companies delivered by Dmitri Artamonov, Nimita Mittra and Trevor Georgie at Harvard University on April 11, 2015.
Rpo recruiters - consultancies - new - revenue - model : Grow With US !!!Recruit4Job.com
RECRUITERS / PLACEMENT CONSULTANTS / RPO : Recruit4Job is the only platform where the world’s best recruiters meet thousands of potential customers across all the industries around the Globe.
HOW DOES IT WORK
Leads and Job proposals for the vacancies are sent by the Customers to recruiters or from Recruiters to Customers .After negotiation and agreement to the terms and conditions ,the assignments are delivered directly to the potential customers via Recruit4Job Agency Portal. The invoices are raised and fee collected. You may proceed to Create an Account once you receive invitation. Create a profile with your areas of expertise, pricing and payment terms. Publish it on the marketplace to start receiving leads and assignments.
GETTING STARTED :
With Technology Trained and Certified candidates,R4J strives hard to provide Top Consultancies / RPO / Recruiters to fulfill and accomplish your hiring requirements in every way possible. Recruit4Job – The exclusive and the only place where the world’s best recruiters meet thousands of potential customers(Companies / Corporates / HR Managers etc) across all the industries and ends the search discovering candidates who are Professional, Skilled and Highly Experienced .
The document summarizes HR recruitment trends in 2014. It outlines key competencies for recruiters, including branding and sourcing skills. Future recruitment will increasingly utilize online and mobile technologies. Social networks are becoming important for identifying in-demand skills. The recruitment process needs improvements such as reasonable job requirements, time limits on postings, and addressing compensation promptly. Recruiters should develop strong professional networks and business acumen to identify and attract top talent.
My Perfect Gig Recruiting Solutions Webinar 2.13.2009Neil Costa
My Perfect Gig expert Gary Cormier - VP of Talent Solutions - talks about innovative recruiting technology. Gary has 25 years of insight and perspective as an HR executive as well as an HR service provider.
My Perfect Gig leverages Web 2.0 technology along with a common language between job descriptions and resumes to make better connections for corporate recruiters and candidates searching for their perfect gig.
JobScan_Getting Past Applicant Tracking Systems 061516TridentCADC
Learn how to make your resume stand out from the crowd. If you ever wondered how to ensure you are seen as qualified, then this is the webinar you need to see!
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
TriBee is an online network that aims to connect competent teams to work together remotely and collaboratively on projects. It allows individuals to work as part of multiple functional and cross-functional teams, find and share resources with other teams, and collaborate on projects. TriBee's process involves collecting requirements from clients, understanding constraints, evaluating suitable teams, and making introductions between clients and teams. This helps reduce costs and time spent on team building compared to traditional hiring. TriBee sees team-based hiring, transactions between teams, and hackathon-based hiring as ways to continue growing and maximizing untapped global talent through 2025.
Emory Technologies is a staffing and training company that provides recruitment and selection services across Asia Pacific and GCC markets. They offer temporary staffing, executive search, project-based hiring, and training services. Their areas of focus include Microsoft technologies, Oracle technologies, and other areas like Android, iOS, and Siebel development. They aim to become market leaders in quality recruitment by understanding local markets and focusing on required competencies.
Start Attracting the Right Tech Talent with Re-engineered Job Postings.
Presentation by SearchVelocity to Silicon Hatlon, in August 2017
Location: Milton Education Village Innovation Centre, Milton, Ontario, Canada
Online Recruitment - The tools, techniques and challengesMichael Specht
The document discusses trends in online recruitment, including the growth of online tools for candidates and talent management suites. It also addresses the importance of candidate experience, noting that top performers can generate significant returns and a bad candidate experience can impact employer choice. The document provides tips for improving an organization's online recruitment process such as making hiring processes transparent and using blogs and social networks to engage candidates.
This document summarizes a job searching website called Wazefa.com that allows students, employees, and companies to advertise job openings and search for jobs. The website has modules for users, search, and admin login. It was developed using ASP.NET, SQL, HTML, CSS, and JavaScript to facilitate managing peoples' job searches. The system is designed to be user-friendly, flexible, efficient at interacting with clients, and able to handle validation checks while allowing for changes over time. It stores job requirements, company details, salary information, and applicant skills to help match jobs and recruits.
The document describes a hypothetical "Perfect Candidate App" that could find the ideal candidate for a hiring manager by having them input the position's requirements, skills, qualifications, and characteristics. The app then provides a match in the form of Rhonda Phillips, whose 15+ years of experience in document processing, production and customer service at accounting firms aligns with the specified criteria.
Expertise Discovery (via an Open Badge Project)Ian Gardner
This document discusses expertise discovery through the use of open badges. It outlines the challenges of not knowing colleagues' skills and experience. An open badges structure is proposed to link individuals' profiles and expertise to badges they can issue, display, and have recognized. Several open badge platform options were analyzed in 2016, with DigitalMe selected for its integration with existing systems. The program launched but saw limited usage in the first year. The document asks how to reinvigorate interest in open badges or if it risks being another underutilized solution.
Face of Art Technologies Ltd was established in 2011 to provide business solutions and is owned by a team of professionals with local and global experience in business process analysis. The company provides various software solutions such as ERP software, website development, courier management software, and more. It has separate teams for requirement analysis, software development, testing, training and implementation, and marketing. The company aims to provide stable, reliable, and affordable software solutions to help clients expand their businesses.
LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...LinkedIn Europe
Throw away your speadsheets, stacks of business cards and C.V.'s: Talent Pipeline is your all-in-one solution to organising and tracking your leads! In this session, you'll learn how to integrate this powerful new tool into your workflow. We'll cover adding new leads, managing your leads and leveraging Talent Pipeline to conduct more efficient searches, send highly customised messages, track results and increase team communication and collaboration.
LinkedIn Jobs Network allows recruiters to:
1) Reach a large network of qualified professionals on LinkedIn, attracting 3 times as many high quality applicants as major job boards.
2) Easily share jobs through the LinkedIn network, with jobs receiving on average 1000 views and 30 applications as members forward posts.
3) Automatically identify relevant passive candidates for new jobs through proprietary matching technology.
3D Talent Selection is a web-based talent screening and assessment tool that aims to improve hiring efficiency and eliminate distortions in the hiring process. It allows users to create clear job descriptions scientifically identifying the right skills for a role. Candidates are then screened and evaluated transparently based on their fit for the mandatory and optional skills defined in the job description. The tool incorporates a proprietary skills profiling framework called 3DCP that allows customization of desired skills and role configurations to identify the best fit candidates.
TechStaffServices is a leading provider of recruitment services for IT, engineering, and industrial technical professionals. Founded in 2003 as StaffNGo, they focus on staff augmentation, direct placement, and project management. Their rigorous candidate qualification process includes screening, skills testing, verification of work history and certifications, interviews, and background checks to find the best candidates for clients.
Learn how the right candidate experience can help secure top talent.
Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.
This document provides an overview of ways to earn money online as a freelancer. It discusses various outsourcing marketplaces like Upwork, Freelancer, and PeoplePerHour where freelancers can find work. Common project types include IT, design, writing, and other services. The document also outlines payment methods, tips for Pakistani freelancers, and online resources for learning skills like web development, graphics design, and SEO.
This document discusses freelancing and outlines steps for becoming a freelancer. It covers advantages like freedom and income, disadvantages like isolation, and popular freelancing marketplaces like Upwork and Fiverr. Exclusive skills mentioned include HTML, CSS, JavaScript, and WordPress development. The future of freelancing is also addressed, and questions from attendees are invited at the end.
Talentnow is a recruitment software company established in 2007 that is headquartered in India with offices in the US. It has over 5,000 recruiters across 200 customers using its Talentnow platform. The company offers three main products: Source for candidate sourcing, Recruit which is an applicant tracking system for managing the entire recruitment process, and Connect for social recruitment.
Prospecting for new software engineering consulting firmsDmitri Artamonov
This is a presentation on building a prospecting process for new software engineering consulting companies delivered by Dmitri Artamonov, Nimita Mittra and Trevor Georgie at Harvard University on April 11, 2015.
Rpo recruiters - consultancies - new - revenue - model : Grow With US !!!Recruit4Job.com
RECRUITERS / PLACEMENT CONSULTANTS / RPO : Recruit4Job is the only platform where the world’s best recruiters meet thousands of potential customers across all the industries around the Globe.
HOW DOES IT WORK
Leads and Job proposals for the vacancies are sent by the Customers to recruiters or from Recruiters to Customers .After negotiation and agreement to the terms and conditions ,the assignments are delivered directly to the potential customers via Recruit4Job Agency Portal. The invoices are raised and fee collected. You may proceed to Create an Account once you receive invitation. Create a profile with your areas of expertise, pricing and payment terms. Publish it on the marketplace to start receiving leads and assignments.
GETTING STARTED :
With Technology Trained and Certified candidates,R4J strives hard to provide Top Consultancies / RPO / Recruiters to fulfill and accomplish your hiring requirements in every way possible. Recruit4Job – The exclusive and the only place where the world’s best recruiters meet thousands of potential customers(Companies / Corporates / HR Managers etc) across all the industries and ends the search discovering candidates who are Professional, Skilled and Highly Experienced .
The document summarizes HR recruitment trends in 2014. It outlines key competencies for recruiters, including branding and sourcing skills. Future recruitment will increasingly utilize online and mobile technologies. Social networks are becoming important for identifying in-demand skills. The recruitment process needs improvements such as reasonable job requirements, time limits on postings, and addressing compensation promptly. Recruiters should develop strong professional networks and business acumen to identify and attract top talent.
My Perfect Gig Recruiting Solutions Webinar 2.13.2009Neil Costa
My Perfect Gig expert Gary Cormier - VP of Talent Solutions - talks about innovative recruiting technology. Gary has 25 years of insight and perspective as an HR executive as well as an HR service provider.
My Perfect Gig leverages Web 2.0 technology along with a common language between job descriptions and resumes to make better connections for corporate recruiters and candidates searching for their perfect gig.
JobScan_Getting Past Applicant Tracking Systems 061516TridentCADC
Learn how to make your resume stand out from the crowd. If you ever wondered how to ensure you are seen as qualified, then this is the webinar you need to see!
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
TriBee is an online network that aims to connect competent teams to work together remotely and collaboratively on projects. It allows individuals to work as part of multiple functional and cross-functional teams, find and share resources with other teams, and collaborate on projects. TriBee's process involves collecting requirements from clients, understanding constraints, evaluating suitable teams, and making introductions between clients and teams. This helps reduce costs and time spent on team building compared to traditional hiring. TriBee sees team-based hiring, transactions between teams, and hackathon-based hiring as ways to continue growing and maximizing untapped global talent through 2025.
Emory Technologies is a staffing and training company that provides recruitment and selection services across Asia Pacific and GCC markets. They offer temporary staffing, executive search, project-based hiring, and training services. Their areas of focus include Microsoft technologies, Oracle technologies, and other areas like Android, iOS, and Siebel development. They aim to become market leaders in quality recruitment by understanding local markets and focusing on required competencies.
Vaibhav Patwardhan has over 3 years of experience in business development, recruitment, and staffing in fields such as IT, engineering, and education. He has a strong track record of sourcing and placing candidates in roles such as SAP, Oracle, and PeopleSoft. Patwardhan maintains connections through professional websites and keeps up to date on new job postings and hiring trends.
The document provides tips and advice for job seekers who are having trouble landing a job. It discusses how resume styles have changed and focuses on using achievements and quantifiable results to showcase one's impact and value. Bridge jobs and contract work are presented as alternatives to consider. Free career coaching resources and strategies for active job searching, like cold contacting employers and using multiple job sites, are also outlined.
Mobile 2 Social - 21st Century Recruiting ToolsEcom Digital
Mobile 2 Social presents information on 21st century recruiting tools and strategies. It discusses how technology enables modern recruitment by focusing on people, content, dialogue and engagement. It emphasizes that recruitment is about candidate relationship management and defining the candidate experience. The document provides recommendations for career websites, applicant tracking systems, social media use, and mobile recruiting. It also explores themes for the future of work and recruitment, such as the use of video, big data, and developing recruiters as marketeers and content specialists in a changing landscape.
Bending cloud based technologies around your business using the Force.Braden Ford
Let’s call out the most valuable thing we have to offer a prospective client. Simply put, it’s people that care. People that find incredible motivation in solving complex challenges. People that believe that we can make a difference. People that believe a company can be more than a place to perform the function of work. People that believe in community. People that don’t respect or recognize the boundaries between internal teams and customers.
MICROSOFT 365 STRATEGY & SUCCESS: PRACTICAL TOOLS & TECHNIQUES FOR THE STRATE...Richard Harbridge
People are complex. Office 365 is complex. Add the two together and you get some of the most challenging, difficult, and stressful situations, especially if you are responsible for facilitating shared understanding between them. Join Richard Harbridge to learn about actionable techniques to improve, simplify and amplify your leadership, business analysis and information architecture efforts with Office 365. Walk away with improved confidence when dealing with business and non-technical related challenges of Office 365, and be familiarized with effective tools and techniques that make Office 365 implementations more successful.
Topics include:
ALIGNING WITH MICROSOFT & OUR INDUSTRY
KEY PATTERNS & GOVERNANCE
TACKLING SPRAWL EFFECTIVELY
Pro-Active Planning (Estimates & Roadmaps)
PRO-ACTIVE ADOPTION & EXCELLENCE
VISUALIZING & COMMUNICATING BETTER
Q&A / Next Steps
WORKSHOP: STRATEGY AND SUCCESS WITH OFFICE 365: PRACTICAL TOOLS AND TECHNIQUE...Richard Harbridge
People are complex. Office 365 is complex. Add the two together and you get some of the most challenging, difficult, and stressful situations, especially if you are responsible for facilitating shared understanding between them.
Join Richard Harbridge to learn about actionable techniques to improve, simplify and amplify your leadership, business analysis and information architecture efforts with Office 365. Walk away with improved confidence when dealing with business and non-technical related challenges of Office 365, and be familiarized with effective tools and techniques that make Office 365 implementations more successful.
Resume Platform. Place Your Order: Choose the servBecky Gulson
The document advertises resume services from BestResumeHelp.com, highlighting their expertise in different industries, ability to create tailored and keyword optimized resumes, and focus on professional formatting and timely delivery. They offer resume writing, cover letter writing, LinkedIn profile optimization, and career consultation services. Clients work with writers to provide necessary information and receive professionally crafted documents to help advance their job search and career.
Tech Teams On Demand With Talent Alpha's Human CloudPaul Kulon
Talent Alpha is a Human Cloud Platform giving immediate access to the database of 12,000 vetted IT, specialists, from 180+ small and medium IT companies in CEE.
The Human Cloud is a solution allowing engagement and management of talent on-demand:
-an easy on-off option
-no long-term commitments
-cost-effective
-a great tool for companies in need of IT skills, but with hiring freeze or uncertain situations.
It can be also insurance for companies who expect they can get a project demanding quick hiring/engaging a big group of specialists. The recruitment process length is reduced to nearly zero.
Talent Alpha is a Krakow based company with more than a dozen Krakow companies in our network. You can support the local community by choosing local tools and providers in times of COVID-19.
Recruitment Software- TalentRecruit: Industry's Best Recruitment SoftwareTalent-Recruit
TalentRecruit empowers you with an excellent Applicant tracking system, powerful social recruiting system and a unique portal integration with numerous other benefits.
STRATEGY & SUCCESS WITH MICROSOFT 365: Practical Tools & Techniques For Strat...Richard Harbridge
People are complex. Office 365 is complex. Add the two together and you get some of the most challenging, difficult, and stressful situations, especially if you are responsible for facilitating shared understanding between them.
Join Richard Harbridge to learn about actionable techniques to improve, simplify and amplify your leadership, business analysis and information architecture efforts with Office 365. Walk away with improved confidence when dealing with business and non-technical related challenges of Office 365, and be familiarized with effective tools and techniques that make Office 365 implementations more successful.
Topics will include:
• Aligning with the Microsoft Roadmap
• Planning & Implementing For Scale
• Aligning With Industry Trends
• Pro-Active Planning (Estimates, Roadmaps, Adoption, Etc.)
• Visualizing & Communicating Better (Many Tips & Tricks)
This document contains a resume for Abhinav Rajkumar. It summarizes his professional experience in recruitment and human resources spanning over 8 years. He has worked with companies like EY GBS, Applexus Technologies, KLA-Tencor Corporation, Amazon Development Centre and Wipro BPO Solutions. His expertise includes strategic sourcing, social media recruiting, training new recruits, and managing offshore recruitment operations. He holds a Bachelor's degree in Commerce from St. Albert's College, Cochin.
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
Want to know more about hiring remote developers? Head here: http://turing.com/s/q5fu5B
Employee Expert has built a Cloud based global SaaS product - Employee Service Platform - focused on automating all of Employee related operations in a boundary-less manner on a single platform.
This is our idea of Future Workplace: friction-less experience for Employees to get all their work done on a Singular platform.
Khozseo is an Indian web development and internet marketing company. They specialize in reducing costs and improving quality, speed, and agility for clients. They offer services including web design, ecommerce solutions, mobile app development, and more for industries like retail, manufacturing, and internet marketing. Khozseo uses technologies like Microsoft, PHP, and open source platforms. They emphasize quality assurance and take a project management approach that involves listening to clients, conceptualizing solutions, implementing, and providing documentation and training.
Analytics Recruitment Consultants India | PeopleLogicpeoplelogic669
Elevate your team with top analytics talent. PeopleLogic, your trusted recruitment consultants in India, specializes in analytics recruitment. Connect with us today.
Future of work, Role of Technology and Impact on the HR profession (al) 2020MP Sriram
The one hour session focusses on 3 sub themes
The significant trends that are emerging around work and organising
The impact on the HR profession and HR professionals including their roles and skills
Emerging trends in HR technology and Digitalisation in HR
The Salesforce ecosystem is growing. One study predicts that more than 3 million jobs will be created around Salesforce technology by 2022.
Still, it's sometimes difficult to keep up with the multitude of Salesforce solutions and job profiles required for implementation projects.
If Salesforce makes you dream and you want to learn more about the jobs available around this technology, we'll help you launch your career and choose what you can and want to do around this ecosystem.
What Makes A World Class Microsoft 365 Intranet & Digital Workplace - WorkshopRichard Harbridge
Many organizations have accelerated their transformation to cloud enabled and powered Microsoft 365 digital workplaces.
While technologies like Microsoft Teams have been prioritized, for many organizations their intranets have not evolved to keep up with a more demanding workforce.
Modern intranets and digital workplaces don’t look the same as they did even a few years ago. With rich new capabilities, innovation from Microsoft, a changing technology landscape, and increased expectations from an increasingly digitally literate user population – a world class Intranet and Microsoft 365 powered Digital Workplace looks very different than it has in the past.
Join Richard Harbridge, a Microsoft MVP, CTO at 2toLead and internationally recognized expert on Microsoft 365 and the Digital Workplace, who will share best practices on:
How organizations are planning their digital workplace strategy
How organizations today are taking their intranets to the next level
How designs and intranet patterns continue to evolve
What organizations are doing to deliver more value
How you can improve your own Digital Workplace
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3. ModeratorPanelists
Remote Workforce Panelists
Gene Marks
Owner
Marks Group
(@genemarks)
Jon Feld
Chief Content Officer
OnCore Media
(@jonfeld)
Ramon Ray
Publisher
Smart Hustle
(@ramonray)
@comcastbusiness
4. • Defining the Remote Workforce
• Benchmarking Needs
• Attracting Talent
• Managing Teams
• Metrics for Success
Today’s Agenda
@comcastbusiness
5. Anyone not in an office
A changing concept
The remote workforce is:
What Is a Remote Team?
@comcastbusiness
6. The Benefits of a Remote Workforce
Key advantages include:
A welcoming place for millennials
Decreased overhead
@comcastbusiness
It’s where the talent is heading
7. Personnel and Tax Implications of Remote Workers
@comcastbusiness
You have to account for:
Remote-specific policies
Employee classification
Contractor regulations
9. Questions and discussionWhat Shouldn’t Be Remote
Extreme levels of interaction
C-level oversight
Company-specific oversight
@comcastbusiness
Some jobs shouldn’t be outsourced, including those requiring:
10. What to Look for in Remote Employees
Independence, responsibility, maturity
Availability
Proven ability to work remotely
@comcastbusiness
11. Questions and discussionMaking Your Company Attractive to Remote Employees
Having specific remote worker policies
Clarify it on your site and in your marketing
Use it in your recruiting
Show you’re “remote-worker” friendly by:
@comcastbusiness
12. Questions and discussionResources to Use in Benchmarking and Recruiting
Benchmarking positions and salaries: Glassdoor, PayScale,
SimplyHired, UpWork
Recruiting: Freelancer.com, indeed.com, Monster, FlexJobs, LinkedIn, Remote.com, Remotive,
VirtualVocations, Jobspresso
@comcastbusiness
A range of resources exist, many specific to remote workers:
13. Questions and discussionKeeping Remote Teams Engaged
Its’s a two-way street
Value the work, and the worker
Set realistic expectations
@comcastbusiness
Include and recognize remote workers.
14. Questions and discussionRecognizing Team Members
Shared dashboards
Reaching out “old school”
Bonus: Let them recognize each other
@comcastbusiness
15. Questions and discussionTechnologies That Support Remote Offices and
Teams
Keep it simple
Data access (even without workers) is critical
The process matters as much as the tools
@comcastbusiness
16. Metrics for Success
Don’t “go crazy” with numbers
Start with quarterly goals
Use tracking tools to ensure deadlines/goals
@comcastbusiness
17. “One Thing to Know”
Remote workers are human
Culture comes first
@comcastbusiness
19. Find ideas, solutions, and perspectives from
experts and real business owners at the
Comcast Business Community,
Want More Information?
ComcastBusiness.com/Community
Editor's Notes
Webinar Broadcast Begins
Webinar Broadcast Begins
JON greets the audience and…
Let me introduce our panelists:
Gene Marks owns and operates the Marks Group, a highly successful small business that provides technology and consulting services to small and midsize businesses. Nationally, Marks is frequently brought in as an expert on small business on Fox News, MSNBC, and CNBC, discussing matters affecting the business community.
Ramon Ray, publisher of Smart Hustle magazine, is a four-time entrepreneur, best-selling author, global speaker, and producer. His third book is the Amazon.com best seller Facebook Guide to Small Business Marketing.
FOR BACKGROUND ON THEIR COMPANIES UP FRONT—NOT JUST WHO THEY ARE BUT WHY THEY’RE ALSO CREDIBLE AS ENTRPRENEURS:
Jon Feld: Give me a quick thumbnail description of your business.
Gene Marks: So I have ten employees and about ten contractors. We used to have offices in Philadelphia, outside of Philadelphia, and I shut them down, God, over ten years ago so actually, all of my employees are working remotely from home, we are a virtual company but you know most of the time we’re all out at clients, if we’re not working from home, and we implement CRM systems so we are Salesforce partners, Microsoft Dynamic, Zoho, HubSpot, and GoldMine are the five products that we sell and then we implement them, and we have about 600 clients mostly in the mid-Atlantic area.
Ramon Ray: And for myself, Jon, I have no employees, thought about it, but I have about five team members. I have my designer who’s in Seattle. I have my content…my editor who’s in North Carolina, so our team is spread out. That’s in a nutshell of what I do, and then of course, if it’s relevant to mention, I’ve also worked in remote scenarios with large, large companies where I live in New Jersey and their headquarters are somewhere else, so not only do I have remote employees but I’ve worked as an employee, as a remote employee for a very long time, two, three years so if that’s helpful.
Jon Feld: Gene you have ten employees, ten contractors, no in-office employees, totally virtual and same with you Ramon. You’ve got five team members but totally virtual. I think that answers the question.
Thanks everyone for joining us today. Now, let’s talk about today’s agenda
Jon Feld: So let’s talk first about how you define the remote workforce especially as it relates to small business.
Gene Marks: It’s anybody not working in the office for any given period of time, so that could be somebody who might be working from home one day a week or somebody that’s completely, five days a week working in a remote location, anybody in a home office.
Ramon Ray: The world of what means remote is also changing as well, so I think that’s another thing to keep in mind meaning there could be someday where we say oh, you’re an office worker. You know maybe that’ll happen in 20 years what it would be like oh, you work in the office, interesting, you know so like that, so I think it’s definitely…but it’s out of the office but I think what defines work.
Jon Feld: In your opinion, what are some of the key benefits of having employees work remotely?
Gene Marks: Well, first of all, it responds to a need particularly at the millennial generation. You know we’ve got more than 50 percent of the workforce today is 18 to 34 years old and they’re demanding flexibility and independence and mobility, so you know a big benefit by offering remote connectivity and that type of a culture is that you can attract people from that generation because it’s a big thing that they like to do. It’s an overhead decreasing thing, so you know the less people in your office, the less office you need and the less cost, anywhere from utilities to coffee that you’re incurring to have a remote worker around and finally, also it helps out other people, not necessarily millennials, adjust their work schedules and the demands of their lives to getting work done by making a little bit more flexible for them, so those are the three big benefits.
Ramon Ray: You’re losing out on getting the talent that Gene has just talked about if you’re not thinking of remote employees and again, the word hopefully will be normalized in the coming years but I think you’re hurting yourself by thinking if you’re not in the corporate office, we can’t use you, you’re not contributing fully, or you’re weird or you’re pay structure’s different. I know companies that are existing like that and only in this conversation, Infusionsoft was like that and I won’t mention them on the webinar but it had been company, oh, if you’re not in the four walls, you’re not participating the same. They’re quickly changing that because they’re realizing they just can’t have their company like that.
Jon Feld: How about the tax implications of remote workers?
Gene Marks: I have some issues that we have to have policies about. For example, I reimburse my employees when they travel to clients, for whatever their out-of-pocket expenses are, so I like to use the IRS rules for doing that and the IRS rules are you can get reimbursed at a per-mile rate for anything over your commute to your office but we don’t have an office, so what do you use? For example, we have a post office address in Bala CynWyd, which outside of Philadelphia. So our policy is anything outside of your commute to the post office address is reimbursable. If you have workarounds like that, they have to be consistent.
Where it gets gray or challenging is business expenses from home. They’ve got home office expenses, so does your company have a policy to reimburse them for that, or better yet, can you advise them on how to form, you know you can file a form 2106? You can get reimbursement. You can claim a deduction for that on your own 1040 if you so want to do that. If your employing like Ramon does or like I do, independent contractors, 1099 people, there are rules that you need to comply with to not only make sure they’re getting the 1099s and you’re giving them the information they need to report but also, being careful how much your using them so that they can’t be construed to be an employee of yours, which opens up a whole can of worms.
Ramon Ray: We also work through other companies such as Upwork. That helps take care of any tax and related issues because they deal with that. They deal with sending all the documentation needed. I don’t have to worry about because it’s built into their costs so they’re going to invoice me some exorbitant rate anyhow for whatever they’re going through. Once in a while, people say well, can you reimburse me for this but most of us, again, me even in those situations, I just add it into it whatever the final invoice I give them is.
Jon Feld: In what roles do you typically use long-term contractors?
Gene Marks: It’s all project-related for me. So when we’re implementing systems, there are certain things we can do in-house and certain things we do have to subcontract out like you know developing work. If a client needs software development, you know more advanced integration or data migration. When I need a specialist that I can’t keep busy 40 hours a week but I can use them ten hours here and 20 hours there and 50 hours there. I generally lean more towards those people that are more specialists in what they do.
Ramon Ray: In my case, if it’s helpful for some, my project manager who’s also my administrative assistant, she’s been with me for several years. I have a content management team and a person who heads my content relationships. Again, that person has been with me for about five years, so in my case…then my designer’s been with me for two years, so I have design teams, I have content management teams, and I have people who help me manage the different projects I’m working, so that’s how I’m structured. Small team but I’ve been with many of them for years, but again, it is project-based. If nothing’s happening, they don’t get paid. One or two are on retainers but still it’s leaning towards, you know I’m not just paying out $50,000 a year for them doing nothing.
Jon Feld: What about the positions or types of positions that shouldn’t be remote?
Gene Marks: The type of job that shouldn’t be remote are the jobs where you need a lot of interaction with that person needs to be part of your management team and is involved in a lot of the day-to-day decisions that are being made. I would say that would be the person least likely to have as a remote person, and I’m violating that rule because I have one guy who works for me, Corey, who’s been an employee of mine for 10 years and he’s my VP of Operations and he’s remote, and you know but we would work so much better together if we were in an office together.
Some financial positions, like controller, almost need to be in-house. There are simply too many things happening that relate to that position.
Ramon Ray: And that’s a great point, Jon. What I would say I think most things can be outsourced but I think it depends on the company. If you’re in a company where you need that receptionist to welcome people, I think having a flat panel is not the way to go. You can’t outsource that. If you’re in a company that has to really have several meetings a week, go over things, whiteboard things, if that’s how you’re structured, you really kind of probably have that in-house.
Jon Feld: What do you look for in a remote employee?
Gene Marks: I’m just looking for somebody that’s independent and responsible. Somebody I can trust to work from home and it would be just as much that person is there in the office. That’s what I’m looking for and unfortunately, being a terrible judge of people, I never really know that until they’re actually working from home. That’s why I’ve always started things on a temporary basis just to see how things are working out before we finalize any kind of work from home arrangement. But it’s generally somebody that is smart enough and reactive enough to make sure they’re available and that can work independently, and a lot of people can’t.
It sounds simple, but we actively look for people who have already worked at home.
Ramon Ray: Beyond technical competence, which should be a given, are they virtuous, are they good people? I think they have to be a self-starter. That is a must, end of story. I hired one young lady to work with me, and she called me almost in tears saying “Ramon, I can’t take the loneliness. I feel bored” because she needed the office cooler, and I understand it. If that interaction really matters, you can’t change that, but you need to ensure that up front.
And, because I’m remote, my employees need to understand that. I don’t want to be called with simple questions like “How do I log on?” Like Gene, I want a seasoned remote worker—some things have to be learned, some come with maturity. I need to hire the person that can just get to work.
Jon Feld: How do you position your company as potentially attractive to remote workers?
Gene Marks: People have to know you’re “remote-worker” friendly. Have remote working policies in place that you can use in recruiting. Make other remote employees available to talk to those prospective employees and let them know about how great your policy is.
Ramon Ray: Having people perceive you as a remote employer is key. Let them know on your website and on recruiting you do. Have pre-employment documents available on your site, create language in your recruiting and job descriptions that show you are mobile-oriented and embrace remote workers. In fact, if you don’t relate that you’re after experienced mobile workers, you’ll likely be viewed as behind the times.
Gene Marks: To Ramon’s point, there are some companies that have a remote working policy as an afterthought and some of them that really make it a thing and so if you’re trying to attract people, you know particularly in 2018 and the generation that we were talking about, I think the companies are going to have the most options for good employees is to make their remote working policy a big part of who they are.
Jon Feld: What online resources help you recruit for and benchmark definitions/salaries for remote positions (e.g., Recruiting: Freelancer.com, indeed.com, Monster, FlexJobs, Remote.com, Remotive, VirtualVocations, Jobspresso; Benchmarking: glassdoor, PayScale, SimplyHired, etc.)?
Ramon Ray: Upwork is one of many great tools out there are, but any tool that can help aggregate information that’s the kind of tool you want. How much does it cost to hire an event planner? A programmer?
Gene Marks: Upwork is absolutely a good place to find contractors. You know there are sites that I go to when I’m looking for employees. Indeed is an excellent recruiting source are glassdoor and LinkedIn. They offer great salary comparisons and articles about what you should pay and what you should say when recruiting people.
MORE TBD FROM RAMON AND GENE
Jon Feld: Once you bring someone in, it’s critical to have them engaged. How important is it to create an inclusive culture for in-house or remote teams and how do you do that? What are some of the barriers you found?
Ramon Ray: Let’s remember that this is a two-way street. Assuming you need this remote employer, contractor, however you want to skin it, they can leave just as quickly as you hired them, so I think that’s one thing to keep in mind. Do you value the work they’re doing or as Gene said, is it an afterthought? People can smell that. Are you giving them the tools to succeed and communicate not only with the manager but with their peers, or do they feel left out? I’ve been in those kinds of situations. “Oh, that’s right. We forgot Ramon’s in New Jersey. Sorry you missed the call buddy.”
It goes back to policies and culture, and to ensuring that everybody feels they’re a stakeholder. People have to feel that they’re needed for what you need them to do, and that comes across, again, on the telephone, you make in the meetings, you make in the things that are non-project. Do you remember their birthday, do you send them thank you cards, do you cheer them remotely on the phone in front of others? These kinds of things matter.
Gene Marks: When I’m recruiting either contractors or employees to bring along, I actually try to set their expectation on what reality is like and let them know that of all the great things that Ramon just mentioned. You know people are out there. They’re off on their own. Everybody’s busy. When you need help pick up the phone. There’s not a lot of coddling. I might go for, you know, days or even a week or so without even talking to you. That’s just me being selfish. This is all what you should accept if you’re going to work here and you know what’s funny about that is that for a lot of people that culture is fine. You also don’t want to over-communicate. Some remote workers want to be left alone. They want work independently and work from home, and they’re good. They don’t want to have anybody breathing down their necks and then of course there are other that want a lot more engagement, so because we don’t offer all those kinds of things, I like to try and make sure that prospective people know what they’re getting into before they make any kind of a decision.
Jon Feld: How do recognize people for their accomplishments and the contributions they make?
Ramon Ray: I’m old school and use intranet-type dashboards. I think Jive software was one. I know Microsoft has their SharePoint and many others, that all employees and workers, whether they’re, you know in-office or not, can access. I find that they can be amazing. For Gene Marks to login in the morning and see he has three gold stickers, you know hoorah for customer service call. That is an emotional boost, so I think that’s one, just companywide intranet that everybody is on is one way to do that.
I think two, as you’re having your team meetings, call out people on a phone call. It sounds simple but it means a lot. So you’re having your ten people in your corporate office in Nebraska and the guy in Alaska dial in via video monitor and acknowledge them there. I’ve done this remotely in front of hundreds of employees. So those are a few things I would say. I want to celebrate success. Now, how do I do it, and this is old school again, but gift cards and things like that. Those mean a lot. Chachkies, you know, do you send a surprise t-shirt in the mail to all your employees or staff.
Gene Marks: I mean those are all really good. We did two things. We use a little application called Bonusly. It’s sort of like the Harry Potter of gaming applications but everybody at the beginning of each month…we’ve done it monthly. We’ve done it quarterly. They get a certain number of points and they’re all required to give their points away to anybody within the company--contractors and employees. So everybody’s giving it back and forth to each other based on jobs well done or milestones reached, or project completed and then at the end of the month, whoever has the most points, wins. And to Ramon’s point, we give away gift cards to the winner so it’s kind of like, you know, great job on that. You know ten points for Gryffindor and we just award them, and they get it. It’s a cool little application, and then, I have a timeshare, which I’ve had for years, and like I pay the maintenance on it, it’s in Hawaii. I’ve never been there but every year, at the end of the year, I give it away. I’ve given it to customers and I’ve given it to employees depending on my frame of mind and mood, the year and all of that, so that’s also another thing to add to all the great suggestions that Ramon had.
Jon Feld: What technologies can help support this effort (e.g., Workplace by Facebook, Skype for Business, WhatsApp, Zoom, WebEx, and GoToMeeting, FreeConferenceCall.com) and how do you use them?
Gene Marks: We sell CRM systems and I’m big CRM evangelist as I know Ramon is and I know there are a lot of different collaboration applications out there but I fully believe that for small business, a good CRM system is implemented and customized the right way can really take care of all the collaboration needs that you have. For example, we’ve combined Zoho with Microsoft Office, and that’s what we use for all of our collaborations and all of our conversations, notes about clients and projects into the CRM system. We have all of our projects running out of it. Our emails are all shared in the CRM system. We schedule activities back and forth for each other, and follow-ups and I get alerts and reminders when people are doing stuff, and that’s all in our CRM system as well.
For communications, we use Microsoft Office for that. We’ve been digging into Microsoft Teams so we’ve been doing instant messaging using Teams and we do you Skype a lot for calls and messaging, and we’re waiting for better integration with our CRM system so that we can actually bring our data into one place. We use Free Conference Call because it’s just easy, but really, those are the two, you know non-accounting applications that we use to drive our company.
The less applications to screw up your business the better and I truly believe that if it’s implemented the right way, a combination of Office and a good CRM system would be all that you need.
Ramon Ray: I just want to underline that the tool is secondary to the process. There’s every tool out there can do everything you want it to do for an internal collaboration and I will mention some more, but I just want to emphasize I think on the webinar that the tool is secondary, just get the process done. The desire that you want to communicate, collaborate, even if you have to spit ball and gum it together.
Having said that, I like the aspects of Adminimal and using Suite as far as possible, Office connected to this or Google connected to that. Those are the two big platforms out there, Microsoft and Google, or in that case, as Gene mentioned, Zoho. It has pretty much everything you want under the sun so my point being is that the more you’re able to use existing platforms, the easier it will be.
Second thing I can say is the integration. Zoom integrates with so many things pretty seamlessly, as does GoToMeeting and others for video communication, so I can probably mention other tools.
So do you have the process in place meaning we’re having calls every Friday, what’s the process to make sure this happens for our remote employees and the thing is even stating we are going to have calls on a regular basis. What happens if a remote employee is out sick, can we easily get to their documents, and most people can do that of course if you’re using any type of system as Gene said but you have to have that process built in. You don’t want to tell you client, sorry, we can’t get to your file because Ramon is not here today. That’s a problem.
Jon Feld: As far as metrics for success for remote workers or teams, do you create you know any sort of quarterly, annual goals that need to be hit, or what are your metrics?
Gene Marks: That’s a really good question because we’re a small company so you know I don’t go crazy with numbers that we’re trying to reach. What we do is at the beginning of each year, we should do a better of this. We come up with annual goals and quarterly goals, and each quarter, I ask each of my people to come back, you know, how they’re doing with their quarterly goal, and the goals we try to make them as black and white as possible. Sometimes they’re more gray than black and white, but then they just give me an update every quarter on what it is, so that’s all we do.
Ramon Ray: Yeah, for me, goals for me in particular that’s not so relevant to what I’m doing, it’s if you’re not doing it, everybody’s pissed off and you’re fired, but I think in general, I think goals and metrics are important I think for sure. I mean I think measuring it and again, it goes back to the process and having technology available so that the employee or the worker can input what’s happening. I know there’s a lot of tools out that you can say okay, on a scale of one to ten, did you complete the job, was it done on time. That means the manager and the person their managing, both have inputted to this tool. With one click of a button, you can pretty darn well see oh, Ramon, he’s in the green. All of this project’s been done on time, or Ramon, you’re kind of red here, you know we noticed you’re not a team player. So those kinds of things I think can help quite a bit, and accelerate and scale working with remote employees. All of you who are in yellow and red are fired today.
Jon Feld: If you had one key piece of advice for building and managing remote teams, what would it be?
Ramon Ray: Never forget that remote employees are human. No matter what technology you’re using, the operation you’re using, the systems you’re using, all this great stuff we’re going to talk about. At the end of the day, people are human. I’ll never forget--it’s not a remote issue but the same principle--when I was working at the United Nations years ago, the hand of my French boss on my shoulder just saying, good job, Ramon, I’ll never forget that and so I think there’s ways to do that digitally with remote employees. People want to be appreciated. They’re human.
Gene Marks: I think my biggest piece of advice to it is to think about whether or not you have the culture for remote employees and then to make sure that culture is communicated. So if you are the type of company that you need people on the floor building stuff, you don’t have the culture as a remote company so you don’t want to try and you know force a square peg into a round hole. Don’t try to be what you’re not.
Jon: That concludes our question-and-answer session [SLIDE SHIFT]
Turnover to Bob for close and SHIFT SLIDE
Bob: Calls out the Comcast Community, thanks attendees and closes