More and more, organizations are turning to cloud software for HR solutions. Three years ago, 68 percent of organizations had at least one HR process in the cloud. In 2017, that number climbed to 73 percent, and by all indications it will continue to grow.
As a result, more and more HR software options have sprouted up than ever before. While the variety of software gives HR professionals access to the tools and resources they need to improve their organizations, it’s easy to feel lost when trying to choose the right platform.
Which technology is necessary for your organization to run smoothly? And which is simply icing on the cake? What adds real value, and what takes away from the bottom line?
Join BambooHR and Workable as they explain how to choose the best hr software that will help you accomplish your HR goals, whether you want to streamline your hiring process or build your culture.
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Choosing the Right Software for Your HR Goals
Today’s Agenda
1. What really adds value?
2. Success stories
3. The current landscape
4. Hiring pain and the tech that can help
5. HR management pain and the tech that can help
6. The decision-making process
7. Planning for the future
8. What you can start doing today
9. Q+A
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Choosing the Right Software for Your HR Goals
Matt Buckland
VP of Customer Advocacy
Workable
Twitter: @elsatanico
Cassie Whitlock
Director of HR
BambooHR
LinkedIn: cassie-whitlock
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Choosing the Right Software for Your HR Goals
HR Turning to Technology
Three years ago, 68% of
organizations had at least one HR
process in the cloud.
In 2017, 73% of organizations had at
least one HR process in the cloud.
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Choosing the Right Software for Your HR Goals
76%
of hiring decision makers say attracting
quality applicants is their largest challenge
(Aptitude Research Partners, August 2017)
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Choosing the Right Software for Your HR Goals
HR Turning
to Technology
The median HR-to-employee ratio
is 1.58 for every 100 employees...
Does that sound high to you?
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Choosing the Right Software for Your HR Goals
When you aren’t
getting enough
candidates...
• Quality vs. Quantity
• Where you post matters
• Make it easy
• Use your network - referrals
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Choosing the Right Software for Your HR Goals
When it takes too
long to find quality
candidates...
• Sourcing tools
o From boolean to AI
• Where you post matters
• Speak to your audience
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Choosing the Right Software for Your HR Goals
When your
team struggles
to coordinate...
• Gathering feedback
• Centralizing communication
• Formalized + enforced process
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Choosing the Right Software for Your HR Goals
When you aren’t
evaluating candidates
effectively...
• Codify your process into your tool
• Standard, structured evaluations
• Assessments
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Choosing the Right Software for Your HR Goals
When you’re hiring
remote workers...
• Video interviews
• Personalized experience
• Evaluating culture
• Onboarding
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Choosing the Right Software for Your HR Goals
When it’s difficult
to keep track of
employee data...
• Automated onboarding/offboarding
• Single database for storage
• Employee self-service
• Automated HR reporting
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Choosing the Right Software for Your HR Goals
When your
performance
management
is broken...
• Automated reminders and notifications
• Brief survey with thoughtful questions
• Option for custom questions
• Peer feedback system
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Choosing the Right Software for Your HR Goals
When you are
concerned
about staying
compliant...
• Tracking job statuses
• Demonstrating benefits eligibility
• ACA reporting assistance
• Employee self-service
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Choosing the Right Software for Your HR Goals
When you struggle
with payroll
management...
• Staying informed and up-to-date
• Payroll software
• Integrated time tracking
• Automated PTO tracking
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Choosing the Right Software for Your HR Goals
When you must
enter the same data
multiple times...
• Single database
• Software integrations
• Best-in-class tools
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Choosing the Right Software for Your HR Goals
• Share pain points
• Ask about solutions
• Reach out to networks of experience
How to Evaluate HR Tech
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Choosing the Right Software for Your HR Goals
• What challenges does your organization currently face?
• What are your top priorities for now?
• What do you need now to lay a solid foundation for the future?
Current Considerations
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Choosing the Right Software for Your HR Goals
• What are your organization’s long-term goals?
• What kind of culture do you want to create?
• What do you want your workforce and organization to
be like in 3-5 years?
Long-Term Strategy
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Choosing the Right Software for Your HR Goals
What can you do now?
• Ask your network
• Don’t just choose the biggest player in the space
• Think short-term and long-term
• Find the right software for your needs
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Choosing the Right Software for Your HR Goals
BambooHR
Get a free copy of our HR Tech Buyer’s Guide
Download here: https://bit.ly/2v202xT
Looking for an easier hiring + recruiting process?
Workable
See how Workable can help: workable.com/demo
Questions?
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Choosing the Right Software for Your HR Goals
Follow BambooHR and Workable on social media:
bamboohr.com/blog | resources.workable.com
Thank you!
Editor's Notes
Overview: lots of different tools – choose what will solve your problems – don’t get caught up in features but focus on fixing pain points
Erin will go over agenda for webinar
Erin handoff to Cassie and Matt to intro themselves
Cassie Whitlock - Director of Human Resources at BambooHR
Cassie started her career in the accounting world but working with small and medium sized companies, the HR function was always handed to her. She loves the intersection of business and humans, and believes that when companies focus on the human aspect of their people, the people in turn focus on the business needs. She enjoys her work most when she can take her talents in data, processes, and human psychology to make someone's day better. She believes that strategy is accomplished in the details of how you manage the daily tactical items. A quick humor and a thoughtful, listening nature are the mark of her leadership style. She views her team as part of her family and enjoys working hard with them, while they all learn, grow, and execute on business-critical initiatives.
Matt Buckland - VP of Customer Advocacy at Workable
Matt has over sixteen years experience in the design and implementation of Recruitment and Human Resources strategies, from sourcing initiatives, recruitment process re-engineering, and building teams of recruiters that drive up quality and drive down costs. Matt's experience has taken him to multiple countries and ranges from start-ups to globally recognized brands such as Facebook, Criteo, Bloomberg, and Lyst.
Cassie:
Opening thoughts around we’re not going to tell you what to buy because it’s different for every company. We’re going to talk about how to evaluate what kind of software will add value to your business.
With all the technology available to HR professionals, what really adds value rather than taking away from the bottom line? It depends on what you’re struggling with in HR and recruiting. Think about the pain points you have first and what needs to be solved. Then you can decide what type of technology will best solve your problem.
Matt:
Previous experience using multiple kinds of software – not a one size fits all solution. We’ve been in your shoes.
Matt/Cassie
Problem 1
Matt: Working with startup companies, adopting software
Matt: Growing fast, need something immediately. Don’t settle for the first thing you find. It needs to be a long-term solution.
Tech solution
Results
Problem 2
Cassie: Working with different companies – speak from personal experience – what worked, what didn’t and why
Tech solution
Results
Cassie
HR becoming more technologically advanced. Many tech options on the market today.
Cassie
HR turning to technology more and more
Three years ago, 68% of organizations had at least one HR process in the cloud. (PwC’s Human Resources Technology Survey, 2017)
In 2017, that number climbed to 73%
That number will only continue to grow
Specifically, HR is moving core functionalities to technological solutions
nearly 40% have their core applications in the cloud
For those that still use on-premise applications (hosted within the organization’s four walls) for core HR, nearly 1/3 are actively planning their migration to the cloud over the next 12–18 months
Matt
More emphasis is being put on the candidate experience.
Candidates aren’t just looking for a way to make money.
They’re looking for a career path, somewhere they feel like they belong and are making an impact.
If you can’t find the right people, relate this message, and make it easy for people to apply, you’ll have a very hard time attracting great candidates.
Technology plays a big role in alleviating the administrative work behind this process.
Matt
Why is HR turning to technology?
Not enough time/resources/people to accomplish their goals
The median HR to employee ratio is 1.58 to every 100 employees (2017 Human Capital Benchmarking Report)
Does that sound high to you?
Productivity is almost flat in the United States (at 1.4 percent as of January 2017)while employee engagement is flat to declining. In this hyperactive new working environment, HR technology should make work easier or most people simply won’t use it. (Bersin - Talent Trends, HR Technology Disruptions for 2018: Productivity, Design, and Intelligence Reign)
Changing business landscape leads to new challenges
Recruiting as a whole was one of the top three workplace challenges for over 50% of respondents (XpertHR Top HR Compliance Challenges 2018)
Cassie
More HR challenges lead to more HR software options
Not every software solves every problem--so how do you choose the right one?
Identify the problem
How can you solve it?
Choose the tools that will help you solve it
Matt
Don’t keep technology just because it’s already in place
Don’t fall in love with features you don’t really need
Don’t choose a technology you don’t really need just because you like the idea of it. Declutter your process.
Don’t buy something out of panic
Truly think about the problems you’re facing and what the root cause is
Find something you and the whole team will genuinely like to use so that you don’t revert to workarounds or the process you’re using now.
Matt
Transition slide. This is what we’ll call the ATS/Recruitment side of things
Matt
How many candidates you need to fill a position on avg
Bloomberg example: 1500 CVs to 1 hire
Quality is key
Which all starts with the Job ad
Job boards
Social media ads
Make it more clear + easy to apply (linkedin, CVs, etc.) [BambooHR to add thoughts]
Referrals [BambooHR to add thoughts]
Matt
Auto-suggest
AI
Sourcing tools
Smarter ways to sort through what’s already available (Linkedin recruiter license)
Actual sourcing tools for active and passive candidates (People Search)
Candidate marketplaces (Hired)
Gild: Old sourcing tool
Referrals
Matt
Gathering hiring manager or recruiter feedback
It must make their lives easier
If they won’t use the tool, they’ll email you and go around technology
Mobile app - immediacy is key
Wash up: don’t rely on your memory. Use the notes you should have put in immediately.
Centralizing communication
Important that it doesn’t live in a personal inbox
Communication tool you use will shape the form of your communication (Chat tool included!)
Keep privacy laws in mind! Your communication tool has to be a system of record
Formal process vs. individualized
The system becomes your culture eventually
The system you choose should reflect the experience you want to give the candidate
Before choosing a system, you should have a philosophy behind why you do the things you do (giving assessments, # of interview rounds, etc.)
The system shouldn’t change the way you’re doing things unless you want it to and you’ve talked that change over with other people. Don’t rely on “this is the way we’ve always done it”.
Everyone thinks of candidate experience, but no one thinks of hiring manager experience and recruiter experience
Make sure the person who uses the system is part of the buying process
Less chasing when using tech - can enforce process even if you might not feel empowered to have that conversation with a hiring manager
Matt
FB example - 3 levels of interviews, codified in your tool
Puts recruiter + interviewers at ease while making sure it’s unbiased. Fair for both sides.
Interview kits, scorecards, competency matrices
If someone comes out of an interview and can’t really tell you anything about the candidate, that isn’t effective!
Assessment tools [BambooHR to add thoughts]
If there’s a measurable and robust way of doing it, technical tests are the best way to see if someone can actually do the job
Coding is a team sport!
NY Philharmonic example
Matt
Video interviewing
De-risk the cost of flying people over and figuring out they’re not right
Recruitment marketing for a personalized experience
Culture evaluation
Onboarding tool - don’t drop the ball!
Cassie
You accomplish strategy by how you accomplish the operational tasks; good foundation = good strategic HR
Cassie
Managing, tracking, and updating employee data manually can take lots of time and puts your org at risk
HRIS = solution
onboarding/offboarding [transition from Matt’s onboarding section]
Single database to store and secure all data
Self-service [Matt to add thoughts]
HR generalists spend around 60% of their time on operational/administrative tasks
Employee self-service can reduce the amount of time required for administrative tasks by 40-60% = 2 hours per day (Employee Self-Service: A Strategic Approach, Sierra-Cedar)
Reporting
HR professionals spend an average of 17 hours each week creating reports, according to one estimate
Become more strategic when reports are accurate and fast
Time to actually analyze the data and act on it
Cassie
Frequency
Automated email reminders/notifications
Can you remember everything you did over the past year? Neither can the managers or employees in your organization. When performance appraisals only happen once a year, it’s tough to make them accurate and meaningful.
According to our own research, 51% of non-management and non-HR employees prefer to receive feedback as they complete projects or in casual, convenient one-on-ones with their managers (as opposed to only 18% who prefer annual performance reviews)
Asking the right questions
Specific
Prevents bias (62% of a rater’s score on a performance review was formed based on personal idiosyncrasies rather than the subject’s actual performance)
Ex: What would you do if Employee A were thinking about leaving the company?
Peer feedback/recognition
Specific
Grant Wiggins, educator and author, explains, “Thus, ‘Good job!’ and ‘You did that wrong’ and B+ are not feedback at all. We can easily imagine [employees] asking themselves in response to these comments, ‘What specifically should I do more or less of next time, based on this information?’ No idea. They don’t know what was ‘good’ or ‘wrong’ about what they did.”
Ex: What are some things that Employee A does well? What are some things Employee A could work on?
Better performance management = better performance, more engagement, STRATEGIC HR
Matt
Compliance in general
Track job statuses
Demonstrate benefits eligibility
Classification mistakes are more common than we might imagine. In fact, numerous state-level studies show that between10 and 20 percent of employers misclassify at least one worker. This includes exempt non-exempt and independent contractor status
Cassie
ACA reporting
Approximately 46% of employers were very challenged or extremely challenged when it comes to preparing for the future of healthcare and the ACA. In fact, one survey respondent told XpertHR “the ACA reporting for employers is hugely significant! Employers spend hundreds of hours each year on this. What is the actual benefit to anyone?” (XpertHR 2018 Top HR Compliance Challenges)
Automating this relieves a huge pain point
Self-service
Employees can answer their own questions while you can monitor/approve data changes to maintain security and compliance
How is this strategic HR?
When business owners don’t actively own employee engagement and satisfaction, then the government steps in (introduction of the FLSA). Businesses need to own the bigger social needs and demands (compliance) before law comes into play.
Cassie
Know what changes are happening
Staying informed with your own research
Choose a software that stays up to date
Payroll software
Support team from your tech partner
Automate the most time-consuming tasks
Ensure accuracy
Integrated time tracking
Saves time and ensures accuracy
40 percent of small businesses face an average of $845 each year in IRS penalties from mismanaged or inaccurate payroll
organizations that used time and attendance software together with payroll processing experienced an almost 30% lower rate of payroll processing errors and saw a 32% lower error rate in the tracking of actual time worked (Aberdeen Group, 2013)
PTO
companies using automated time tracking also saw 57% fewer errors in PTO calculations (Aberdeen Group, 2013)
An average employee takes up to three days of unreported PTO per year when organizations have poor tracking capabilities. (AppMail Report)
How is this strategic?
Employee trust and confidence when their needs are met (getting paid the right amount and on time)
Taking care of foundational needs allow you to focus on motivational factors (higher needs)
Cassie
Single database
Integrations (not salesy)
BambooHR Apps Marketplace
Preferred partners/apps (including Workable)
Using the best tools to solve problems [Matt to add thoughts]
Best-in-class vs. all-in-one
Specialization gives you more depth vs. all-in-one gives you a little breadth in each area
How is this strategic?
Don’t waste time reentering data
Use the best software for each job if they all integrate
Compliance, accuracy, and security
Matt
On a demo, tell them your pain points and ask them to how you how they’d solve them
Find networks of experience - have you used it / is it any good / why did you pick it?
Can talk about DBR
Cassie/Matt
Cassie
Ask these questions to determine current needs, then choose HR tech that will support those efforts:
What challenges does your organization currently face?
What are your top priorities for now?
What do you need now to lay a solid foundation for the future?
Start with foundation
Hygiene factors
The operational, done well, is part of the strategic
Ex: employee self-service to allow employees to answer their own questions
Matt
How easy is it to get your data in and out?
Make sure your first purchase will make the most impact
Don’t go “feature blind”
Keep in mind - no silver bullets
Future proof so you don’t have to end up doing a ton of manual work.
It should be flexible enough to change with compliance, business practices, etc.
Make sure their product roadmap aligns with your business goals
Cassie
Choose HR tech with the long-term strategy in mind instead of just putting out fires as they spring up:
What are your organization’s long-term goals?
What kind of culture do you want to create?
What do you want your workforce and organization to be like in 3-5 years?
Long-term goals may include
Effective culture
Employer brand
Employee engagement
Diversity hiring
Ex: ATS now helps you engage candidates more effectively, which contributes to employee engagement in the future
Matt
If you’re going to be growing, make sure the tool can too
Though price is a consideration, never choose an inferior tool just because the free level suits you now. It won’t always be.