23 April 2014

Striking the Balance Between Innovation and Experience

Balance_w300New technology is changing the way companies recruit and manage talent. To create better results for your business, you need to take a good look at your recruiting process and how it takes advantage of the best innovation available. If factors you can’t control are causing delays, or you’re not getting the most from your current solutions, then you’re not getting the value you need.

Even though innovation is important, there are other things you need to ensure a successful recruiting strategy. Innovation always tends to come from new players in the market, start-ups that focus on one problem and find new ways to solve it. While these innovators provide new solutions, they might not have the expertise to complete your strategy.

This is when “experience” really matters. Not only the experience your technology provider has to truly solve your problem, but how YOU feel about them and what they deliver. Ask yourself:

  • Will this new product integrate with other technology I use now and intend to use later?
  • Is this product proven to deliver results?  
  • Am I able to get the training and support my team and I need to do our jobs?
  • Can I reach the right person who can give me answers when I need them?
  • Do they care about my success and the ongoing value I receive?

To ensure you the complete solution that best supports you, partner with a provider that offers an open platform, one that will address your array of technology and service needs. This is different from providers that offer solutions across the entire HR lifecycle with the promise of one single code base. While those sound great in theory, in reality they often overpromise and underdeliver, with an all-in-one technology platform that ends up limiting your options, and ultimately your success.

At Lumesse, we pride ourselves on integrating our best-in-class recruitment, onboarding and talent management solutions with technology sourced from the most innovative companies around the globe. And we combine this with world-class implementation and service. Other providers might say this, but our approach to customer success drives our business. Lumesse customers know we listen, know we respond and know we go the extra mile.

With more than 2,300 customers in 70 countries, we have the proven experience to deliver results, so you aren’t waiting for a promise to be fulfilled. If you would like to experience what it means to be a Lumesse customer, we would love to show you.




17 April 2014

Pushing My Social Media Envelope

Socialmedia_w300I don’t tweet. I don’t Instagram. Pinterest confuses me and makes me feel inadequate on so many levels. I do love LinkedIn yet I rarely update my profile and my use of Facebook is usually limited to goofy pictures of my children. 

I was a child of the 80’s where Atari and Pong were cutting edge; a young adult of the 90s who thought a pager was the best technology ever; and my favorite website today is Amazon because I have not had to step foot in store during the Christmas season in 4 years. In short, I have embraced the wonderful world of technology and social media just enough to make my life more pleasurable without being glued to my device. 

A big part of my  job is to help my customers get the most out of their technology and to embrace social media as a form of recruiting. As such a moderate user myself, how is it that I can evangelize the advantages of social recruiting?  It is simple; it is just common sense.

By 2030 Millennials will make up more than half of the workforce in the US. They expect to be recruited on their terms, by their rules and through their avenues and that means utilizing social media.

Additionally other benefits cannot be argued: an open position can be marketed to a targeted audience or the masses in an instance, candidates can immediately search for and apply to jobs and obtain quick feedback, and when done well, company brand awareness will be directly impacted by social recruiting. 

Look at what Amazon has done for me with tailored emails about products they know I will be interested in or pictures of products that I have viewed magically appearing on my Google or Facebook page persuading me to buy them immediately. Now imagine those messages being your company branding or jobs you know that particular candidate would be great for…imagine the impact that could have on your business. 

A goal for myself this year is to extend my use of social media and the internet beyond my current comfort zone to bring more value to my customers. What do you think you could accomplish if you just made one small step in the direction of leveraging social media?




15 April 2014

Where are your numbers?

The rest of the business has numbers.  Your CFO can report on revenue (more is good,) cost (less is good) profit margin (positive is positive).  Your VPs of Sales and Marketing have numbers too, market share, pipeline growth, conversion rates, win rates, etc.  All of these numbers can clearly describe the state of the business and provide insight that can be used to guide action.

It’s not the same case for HR.  These numbers are a bit more unclear.  HR can report on things like headcount, average time to hire, retention rates, average performance rating, etc.  But none of these give a clear picture of the reality inside the business.  Is an increase in headcount good or bad?  Is a reduction in time to hire always good?  Is there any correlation between employee performance ratings and actual business performance?

HR technology vendors tend to focus on the technology part and talk about new tools.  I’ve heard lots of descriptions of big data.  Some of them are very technical and involve relational databases, distributed processes and my new favorite word, Hadoop.  Other descriptions border on the hyperbolic that follow the formula “_________ ways that big data can help you do _____.”

Technology is important, but it doesn’t solve the problem by itself.  Ultimately HR professionals need be able to understand how data analysis works and how use data to deliver actionable insight, not just standard reports.

On April 24, John Sumser and I will be presenting a webinar called “Stop Being Average - Learn How to Use HR Data to Solve Problems that Matter.”  You can register for the webinar here.

I don’t think John would mind if I said he’s not an expert in statistics.  I’m certain no one would describe me as a math genius.  That said, I’m certain that you’ll learn something practical and valuable and I think you might even find the session fun.

Please join us on April 24.




11 April 2014

What's New in HR

Think for a second about your dream job. Why is it your dream job? Because you know the compensation package would be mind-blowing? Maybe.

Because you’ve heard it is the coolest place to work ever – they already seem to “get you” and you’re completely in love with their product/service/culture? Much more likely.

Companies that elicit that type of enthusiasm have great employment branding. By putting time and energy into your company’s employment branding, you can give yourself that same advantage. It is in that spirit that I share with you this week’s “What’s New in HR,” the employment branding edition.

If you have other resources you would like us to share in an upcoming post, please send them my way: [email protected]

By Karoline McLaughlin, VP of Marketing - Americas for Lumesse. 




10 April 2014

Are You Offering a Great Adventure?

The American Time Use Survey says we spend about 8.8 hours each day doing work related things. And according to the Expedia Vacation Deprivation Study, we only take 10 of the 14 annual vacation days we’ve earned.

The bottom line: we all spend an enormous amount of our lives at work. (But you didn’t need a fancy survey to tell you that.)

With all that time invested, our jobs need to be rewarding experiences professionally, personally and for our families. For most those rewards include professional satisfaction, compensation and benefits.

As we settle into our jobs, we adjust our lifestyles to our income, become familiar with company policies, learn the available growth opportunities and establish trust with our team members. For most of us, we’re willing to take more risks – be it suggesting an aggressive project plan or sneaking out 10 minutes early to make dinner – after we’ve been at a job for a while than when we are brand new.

These routines, familiarities and securities make our current job, even if it isn’t the best one, the one we’re comfortable in. The devil we know versus the one we don’t. And that can make change scary.

As a recruiter, part of your job is to transform that fear of change into excitement. What can your company offer a candidate, that though new and scary, is so enticing it overcomes the fear? Is the salary just that good? Or do the job responsibilities make the candidate giddy with career ambition? Or can you cut their commute in half, offer childcare on-site and help them see their kids more?

Winning over a candidate not only requires the right offer, it requires you to build a relationship with the candidate to understand what the right offer is and then communicate it to them. You must engage with them, get to know them and build trust.

When all those pieces come together, candidates don’t just “change jobs,” they start their next great adventure.

By Bucky Couch, Executive Vice President - Americas for Lumesse.




09 April 2014

Technology Adoption...And All That Jazz

As a kid, I wanted to be on Broadway.  One of my favorite movies was All That Jazz, with Roy Scheider playing legendary choreographer Bob Fosse.  All through hours of song and dance, the main point of the film is Roy Scheider coming to grips with the five stages of accepting his death after a life of excess.  You may remember the five stages as:                                                                         

  • Anger
  • Denial
  • Bargaining
  • Depression
  • Acceptance

Turns out technology adoption is not that different.  According to Elizabeth Kubler-Ross’ change curve, users of new technology go thru the exact same stages. 

The challenge for executives implementing solutions is to understand where in this cycle your employees are and manage them thru their emotions.  Too many sponsors of projects understand strategically why the solution is critical to their organization’s success, but do not understand the make-up of the implementation team that impacts the success of the project. 

A typical implementation team is chosen due to their knowledge of the current organization and process. However, these same people may have the most invested in maintaining the status-quo.   Never underestimate how these people may react. They may be losing their status as a knowledge expert, impacting their self-worth as current process owners, and forced to learn new technologies that are beyond their current skills and understanding.

These employees are losing the life that made them successful and being forced to accept another, usually not of their choosing.  For the optimal implementation and later user adoption, keep in mind the five stages of change and ensure your team has navigated to the "Acceptance" stage prior to the start of your implementation workshop.

While I didn’t turn out to be a Broadway superstar, it turns out my favorite movie taught me a lot about successful technology implementations…and All That Jazz that happens during them. 

 

By Shelley Ingram, Vice President Customer Success - Americas for Lumesse.




06 April 2014

Future in the making – trends of Talent Management

Speech_rockee 140326HREC www.hrecchina.org (Human Resource Excellent Center) is one of the most influential membership-based learning & networking platforms and communities for leading HR professionals in China. It is created to improve the competencies and capabilities of HR practitioners and advance the development of HR as a profession in China.

The first ever HR Tech Forum was held by HREC at the Crown Plaza hotel in Shanghai last week - a one day event with more than 250 attendees and sponsored by Lumesse as the only integrated talent management vendor.

Rockee Zhang, Sales VP of Lumesse China, delivered a speech on ‘Future in the making – trends of Talent Management’. Rockee focused on the impact of new technologies in the HR industry. “The KPIs for HR professionals changed from administrative efficiency to digital language, so HR needs to become a data expert. And Lumesse can help organisations to analyse those data and become more efficient in their talent management,” said Rockee.

By Henry Xu, marketing manager Greater China




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