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Choosing the Right Software for Your HR Goals

The document outlines key considerations for selecting HR software, highlighting current challenges such as attracting quality applicants, hiring pain points, and employee engagement issues. It emphasizes the importance of utilizing technology to streamline processes, enhance communication, and ensure compliance. Strategies for evaluating and implementing HR technology are discussed alongside the need for both short-term and long-term planning based on organizational goals.

Recruiting & HR◦

Choosing the Right Software for Your HR Goals

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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight Software for Your HR Goals What really adds value?
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bamboohr.com workable.com Choosing theRight Software for Your HR Goals Tech Success Stories
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The Current Landscape
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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight Software for Your HR Goals Finding the Right Solution
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Hiring Pain Points& Solutions
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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight Software for Your HR Goals When your team struggles to coordinate... • Gathering feedback • Centralizing communication • Formalized + enforced process
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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight Software for Your HR Goals When you’re hiring remote workers... • Video interviews • Personalized experience • Evaluating culture • Onboarding
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Employee Engagement Pain Points& Solutions
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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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Planning for theFuture
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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight 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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bamboohr.com workable.com Choosing theRight Software for Your HR Goals Follow BambooHR and Workable on social media: bamboohr.com/blog | resources.workable.com Thank you!

Editor's Notes

#2 Overview: lots of different tools – choose what will solve your problems – don’t get caught up in features but focus on fixing pain points
#3 Erin will go over agenda for webinar
#4 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.
#5 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.
#6 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
#7 Cassie HR becoming more technologically advanced. Many tech options on the market today.
#8 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
#9 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.
#10 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)
#11 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.
#12 Matt Transition slide. This is what we’ll call the ATS/Recruitment side of things
#13 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]
#14 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
#15 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
#16 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
#17 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!
#18 Cassie You accomplish strategy by how you accomplish the operational tasks; good foundation = good strategic HR
#19 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
#20 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
#21 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.
#22 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)
#23 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
#24 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
#25 Cassie/Matt
#26 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
#27 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.
#28 Cassie/Matt Final points

Choosing the Right Software for Your HR Goals

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Editor's Notes