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Impact of Information Technology on Human Resource Management

This is a guest post from Asma Niaz. Asma is an Academic writer at Zoe Talent Solutions and loves to write stellar content on various educational topics, programs, trainings and courses. Zoetalentsolutions is a premium teaching division, which offers highly professional hr courses to excel at your workplace.

Published 7/12/17. Edited 1/16/20.

Nowadays, entrepreneurs with business acumen have acknowledged the power of information technology (IT) tools for reaching business targets. It not only helps achieve the business goals but also optimizes the work processes.

Human Resource Management (HRM) includes activities such as recruiting, training, developing and rewarding people in the organization. HRM must aim at achieving competitiveness in the field of HR by providing constant educational and training programs for the personal and professional development of the employees of the organization.

It has been conventionally proved that Information and Communication Technology (ICT), such as the Internet, mobile communication, new media, and such in HR can greatly contribute to the fulfillment of personnel policies of the organization. Technological advancement can have a huge impact on the HR department of an organization. It allows the company to improve its internal processes, core competencies, relevant markets and organizational structure as a whole.

Human Resource must mainly be focused on the strategic objectives of the organization. These strategies must be led to incorporate an IT strategic plan for the organization. These are activities related to any development in the technological systems of the entity, such as product design (research and development) and IT systems.

Technology development is an important activity for the innovation process within the business, and may include acquired knowledge. In the context, all activities may have some technical content, and results in greater technological advancement.

Information Technology may have a greater impact on organizations that exist in a dynamic environment. This will lead to greater efficiency and effectiveness of the Human Resources.  Hence, utilizing IT application for database management and advances recruitment system will increase the efficiency of the business.

However, innovation in Human Resource Management can manifest itself in a number of ways:

  1. To identify solutions quickly and flexibly during a negotiation
  2. To identify new ideas for products and services
  3. To identify new markets

Innovations such as these are supplemented with Information Technology to create a positive impact in HR. Rosabeth Moss Kanter, one of the leading management theorists of her time, argued that the re-birth and success of business organizations will depend upon innovation (developing new products, introducing new services, and operating methods), entrepreneurship (taking business risks) and inclusive management (encouraging all employees to participate in making decisions about work).

Information and Communication Technology (ICT) can make the following major impacts in Human Resource Management.

1. Better services to line managers

Both HR and line managers primary interest is the success of the business. The human resource’s main function is to support the workforce needs of the organization. Strategic planning between HR and line managers is important for reviewing projections concerning future business demands to determine whether to train current employees, to prepare them for promotion or to recruit candidates with the higher level of skills to supplement the current employee knowledge database. Training and developing the line managers in IT tools will, therefore, prepare the line managers for a number of leadership tasks.

2. Enhancing management

Human Resource IT tools that can supplement management and enhance efficiency and effectiveness, which can lead to the success of the organization as a whole. For example, currently, SuccessFactors Solutions has developed an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity. Organizations across the world are driving to improve organizational performance regardless of the size of the organization or the industry. Managers within the organization measure performance, sometimes by comparing it against a benchmark. They analyze and assess their findings and design their controls accordingly to advance the organization’s performance.

According to the Gallup survey, engaging your employees to organizational goals is the key feature of every business. The management should also ensure that all departments are improving its procedures and controls and targeting its activities on better achieving the company’s competitive differentiation through what the employees do and how they are doing it. These can be better utilized by customized HR IT tools according to the organization.

3. Effective recruiting

Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations now use job portals on the internet to search for the best candidates for the position. The process has been made effective with the use of the internet as many people come to know of the offer and hence increases the probability of hiring efficient employees.

Employers can present all necessary information related to job, careers and personal development of each employee on portals online. This is a great promotional tool for the organization. Currently, Envoy has developed Asana, an IT tool for recruiting that analyzes details down to where a potential candidate’s high priority values are. The HR IT tools not only help hire the best potential but also retain it.

4. Data management and critical analysis

Data management becomes easier when IT is used and it becomes paper-free. Many of the monotonous work is no longer manual. This increases the efficiency of the work and the effectiveness of it. Organizational performance can lead to the timely success of the business whether in a stable or an unstable environment. Jobs that do not offer much variety in their performance and are of a highly repetitive nature are disliked by employees and eventually results in low retention or decreased effectiveness.

Employee’s performance data can be critically analyzed by the HR IT tools more often if it’s online and becomes readily accessible to everyone. For instance, Zenefits has recently developed an HR IT tool, which has made Passport completely paperless. The tool is further hierarchy sensitive and pings the manager for approval once it is submitted. Thus letting an individual get rid of the hassle of filling the paperwork. Thus by developing this HR IT tool, Zenefits has helped Passport radically simplify and manage its HR internal processes.

5. Inventory management tools and human resource management

Entrepreneurs with business acumen describe that the performance of an organization can be made more effective and efficient by customer intimacy, operational efficiency, and leading edge. Customer needs must be met by customization and by providing outstanding customer instances. For this purpose, organizations use HR IT tools to provide a universal set of products and diversify the business by providing improved products and services.

6. Cost-reduction and efficiency

Considerable benefit can be obtained as various reports can be made using IT tools.

Xero wanted to save its resources and make them easier to manage. Xero then implemented PlanSource’s benefits system and ACA compliance technology with their payroll provider and now all their benefits are in one place and easy to access. This lead to cost reduction and efficient and work processes. Johnson, Scholes and Whittington have rightly said, “Poor performance might be the result of an inappropriate configuration for the situation or inconsistency between structure, processes, and relationships.” Organizational performance can be increased by implementing management by objectives and using a participative style of management through Human Resource Information Technology tools. The management of an organization is accountable to the owners of the business for the performance and the achievements of the organization. Managers can perform well and justify their authority only if they produce the desired economic results, for instance, the profits they have desired to achieve in a period of time. Management often uses the Operation’s Research to maximize the profit, yield, utilization and the performance. The management of an organization usually creates a measurement system to set targets for change and measure organizational performance.

7. Customer service and human resource management

Organization performance can also be described by evaluating the reliability of service and by understanding the quality of customers of the organization. Value can come from providing a reliable service, so that the customers know that they will receive the service on time, at the promised time, to a good standard of performance. As organizational change is inevitable, critical success factors and key performance indicators should be revised, and relevant Human Resource IT tool must be devised for the better quality of work.  Doing good quality work and providing quality results will increase organizational performance.

8. Career development and human capital management

The career planning tool is a learning and knowledge-based system that helps successful businessman around the world to manage their personal development and career paths along with those of their employees. Performance evaluation and career progression can be a key motivating factor for the employees to work effectively and efficiently. Performance measurement and reward systems in an organization establish views of priority i.e. what is important and what is not so important. Thus sound performance evaluation systems HR IT tool is crucial for the organization. The system must be a sound one so that people can rely on it. Rewards systems should be amended so that the rewards to managers and other employees are based on performance targets as stored in the HR IT tools. Employees should be rewarded for performance based on the desired behavior and results as per the HR IT tool database. Also, according to Vroom, one of the best management theorists of his time, instrumentality (rewards system) affects motivation for the increase in organizational performance. Managers must keep their promises that they have given of rewards for performance and try to make sure that the employees believe that the management will keep its promises. However, performance targets do not usually have to be financial targets. They can be in other forms such as recognition, promotion etc.

One of the major processes of HR is the Human Resource Development core process. This HR tool provides all information about the employee’s succession planning, evaluation of overall performance and the review of individual potential including the employee’s detailed profile. It also includes an agreement between the individual and the supervisor on business targets over a period of time periodically. Thus leading to a continuous development of the employee’s career. The great advantage of this tool is that data once entered into the system is stored in the database and can be attained in the future. This leads to considerable cost saving as well. Recently, Standard Life Group provided HR resource cost optimization tool to Oracle Human Capital Management Solutions. It is further contributing to the strategic transformation of the company by building the empowered workforce. Employees need feedback about their performance. Employees need to be communicated about their actual performance and their expected performance. In this way, they will know their own performance level within the organization. Bonus must be kept for employees who work overtime and provide efficient results. This HR IT management tool incorporates all such data.

According to the survey of 37 companies in Turkey applying IT in HRM, the employees expressed that their business environment satisfies them and they work efficiently. The survey confirms that these  companies use HR IT tools and should contain all HR processes which will sustain all parts of HR it means from ”Recruit to Retire” functions within the company.

Human Resource IT tools have great organizational effects; provide better services to line managers, serve as a pipeline connecting a personal policy and personal processes in all organization, facilitate personnel management in the company, provide important data for a strategic personal decision-making and enable a quick acquiring and analysis of information for HR assistants and reduce cost labors at performance of personal activities.

Globalization makes us realize how IT can contribute to the fulfillment of business strategy in the frame of Human Resources management in order to direct the business towards quality and to reach the competitiveness in the market. Research reveals that information technology sustains reaching the HR goals moderately and the precise plan of implementation of HR information system can significantly support HR strategy in the company to attain defined key performance indicators (KPI). This should mainly contain what has to be achieved. It means how he HR IT tools can support the KPI and which kind of HR IT tools should sustain.

The following was added 1/16/20.

9. Automation of HR processes

Human resource management is an incredibly complex domain that involves many processes. And it often happens that HR specialists spend too much of their precious time on mundane, monotonous activities instead of focusing on more serious issues.

The implementation of technology into the HR workflow frees the professionals from a great amount of routine work. The automation of processes eliminates paperwork, speeds up the execution of many tasks, and contributes to more efficient HR performance.

The advancement of technology means companies can use the latest innovations, such as machine learning to screen resumes and augmented reality to onboard new employees.

It is important to remember though that the whole HRM domain is impossible without people. A lot depends on the empathy and experience of an HR specialist, but the deployment of technology can significantly improve the quality of work of a single specialist.

10. Availability of HR tools

Some time ago, HR specialists struggled with endless phone calls, emails, and paperwork. They had to keep dozens of processes and tasks in mind. Now, there are hundreds of available HR tools that are designed specifically to facilitate and optimize the work of HR specialists.

The features of the HR software include:

  • Streamlining workflows
  • Organization and management of employee data
  • Creation of detailed employee records
  • Social collaboration
  • Management of payroll, vacation, and bonuses

The transition to a digital working environment enables modern HR specialists to perform certain tasks in a faster way and thus, pay more attention to such issues as the satisfaction of the employees, optimization of the recruiting and onboarding processes, employee motivation, etc.

11. Advanced candidate search

One of the main responsibilities of an HR specialist is finding and recruiting the specialists that a company needs at the moment. IT significantly changed the way these processes are approached.

First, the Internet granted HR specialists an opportunity to search for candidates worldwide. Freelance workers have now become a common thing, and collaboration with freelancers may be even more beneficial than hiring an in-house team. There are numerous benefits of working with freelancers: flexibility, affordable rates, specific skillset, and many more. In this way, HR specialists can fill the gap that their in-house team lacks and find a perfect candidate anywhere in the world.

Second, HR specialists can use advanced tools (i.e. Artificial Intelligence) to screen the resumes and pay attention only to those profiles that strictly match the requirements. This greatly speeds up the search process and helps to find the most suitable candidates.

Finally, HR specialists now have access to various online platforms where they can find candidates: Stack Overflow for developers, Quora for managerial positions, etc. The availability of such resources expands the talent pool and grants HR specialists new opportunities in terms of the candidate search.

12. A new way to brand a company

Company branding is an important factor in attracting and retaining employees. Thanks to IT, companies now have an option to build strong online presence and reach numerous potential candidates with minimal effort.

Thorough website branding and design, presence on major marketplaces and online communication – all these factors promote direct interaction between a candidate or employee and a company.

Social media plays a huge role in the company’s branding, too. Social platforms became the key source of information, and candidates are most likely to search for a company on LinkedIn than through traditional sources. Hence, companies should consider what kind of image they would like to build and what values and messages they want to transfer to the users.

Finally, don’t forget the mobile business applications. A mobile application is an amazing way to redesign a company’s brand in accordance with the demands and interests of a target audience, and add interactivity to it.

IT has greatly expanded not only the talent pool but also the way HR specialists can reach top talent and promote the company online.

13. Analytics grants access to more data

Finally, Information Technology granted HR specialists access to sophisticated analytics, taking their work to a new level.

Previously, HR specialists had to rely on guesswork and intuition when evaluating the employees, their level of motivation and satisfaction, and the efficiency of HR processes. Now, they can rely on the data and see all the processes and work results reflected in numbers.

With the help of analytics, HR professionals can track down the candidate’s journey and see at which point most people reject (or accept) an offer, how many people are involved in the processes, what percent of employees open their emails, and many other important events.

In this way, HR specialists can make data-driven decisions and use past experience as a base to redesign and optimize current processes.

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The pros and cons of working with freelancers in 2020

The Internet gives companies a wonderful opportunity to communicate with people all over the world. For business owners, it not only means a wider audience reach, but also a wider talent pool.

Over the years, freelancing has been gaining popularity and has now become an integral part of the business environment. But is working with freelancers recommendable? Are there any hidden stumbling blocks that you may not know about?

Let’s take a look at the possible pros and cons of working with freelancers.

The pros of hiring a freelancer

Freelance can bring many benefits to your business. Here are the most popular reasons for hiring a freelancer.

High level of expertise

Freelancers sell a certain skill that they have mastered for years, and they tend to be true experts in their field.

While a development agency can offer a full range of services, there is no guarantee that the employees’ skills will be above average. With freelancers, you can check out their portfolio and make sure that their level of skills and expertise is suitable for your needs.

Availability of skills

This benefit relates to the point above on expertise. Because there are millions of freelancers all over the world, there is a 100% chance you will find the exact expert that you need. Working with freelancers gives you access to a vast talent pool, while your local candidates may be lacking the required skills.


While it’s true you get what you pay for, many freelance partnerships are more cost-effective than hiring a full-time employee, especially when you don’t have enough work to fill a full-time role. You pay for deliverables, without other expenses like insurance or overhead. Freelancers are a great option when you want something laser-targeted and done well.

In case you have a complex long-term project, you could look into working with a freelancer long-term or combining an agency and one or two freelancers. A good example would be a software development agency that has an in-house development team and works with a freelance designer or copywriter.


Collaboration with freelancers is usually very flexible. You can get in touch with them any time you want and they usually respond in a timely manner. You can also agree on a preferred method of communication that’s comfortable for both of you.

Freelancers also tend to be very reliable when you need something done as soon as possible, although it most likely comes with a rush fee. Most freelancers are very understanding and act fast in case of emergencies.

Finally, you can always choose the priority of tasks and set necessary deadlines, which freelancers will follow. This will give you more control over the project and eliminate the risk of any unexpected issues.

The cons of hiring a freelancer

By now, you might be thinking that work with a freelancer is a dream. However, there are a few things to watch for that might hurt your project if you ignore them.

Poor communication

Because freelancers are usually not in the same city (or country) where you are, this might be a bit of a challenge.

The biggest issue is probably a time zone shift. When there is a 12+ hour difference and you need to contact the freelancer right now, things can prove difficult.

You cannot monitor freelancers the way you do with your employees. Be sure to confirm any expectations, from reports to meeting frequency, and establish good communication practices to keep you aware of the project status.

Lack of loyalty for the company

Loyal employees understand the company’s values, and this is usually displayed in their work.

Freelancers, on the other hand, are completely independent. They manage multiple projects at once and your company may be the 10th on their list of clients.

So if you want some special attention to your brand or want all employees to share the company’s vision and values, a one-off freelance project may not be your best choice. If you’re looking for loyalty, try to go with a long-term freelancer with a history of keeping clients for years.

Risk of disappearing

Because you communicate with freelancers over the Internet, you never know where they are at the moment. And there is never a 100% guarantee they will not disappear.

Unfortunately, it happens: a freelancer may simply disappear once you’ve transferred money to their account. Of course, this is not a frequent case (otherwise, freelancing would not be so popular) but still, you can never be sure.

Tips on choosing a freelancer to work with

Hiring a freelancer is a perfect option when you need to get a specific job done. Many companies collaborate with freelancers for years and that’s a really good practice if you have some ongoing specific tasks.

Here are some things to keep in mind when looking for a freelancer:

  • Always ask for a portfolio, as this is what helps freelancers sell their skill
  • Ask to do a test task so you can access their skills and see how well they suit you
  • Communicate with them before getting down to work; you should be comfortable working with this person
  • Negotiate on communication method so you can monitor the project status
  • Discuss your tools, and whether you will be using Google Drive, Trello, Slack
  • Don’t forget to have them sign an NDA, when relevant

Good luck!

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Why Businesses Trust Personality Testing (And You Should Too)

One of the most difficult elements of hiring is finding the right cultural fit for your organization. While a resume can be run through your applicant tracking system to identify keywords and ensure candidates have the required experiences and education for a position, zeroing in on who the person is and how they might play into your organization’s culture isn’t quite so black and white.

What if you could gain insight into the personality and psychology of candidates early in the recruitment process? Turns out you can.

According to the Society for Industrial and Organization Psychology, personality testing is used by 13% of US employers.

Around the world, more and more businesses are turning to personality testing as an HR tool to evaluate candidates to find the best fit for the opportunity.

Since the screening, interviewing, and hiring process is both difficult and resource-heavy, recruitment rarely leaves more than a few hours’ worth of time to spend getting to know a candidate before making an offer.

Personality testing provides an opportunity for employers to gain insight into job applicants before hiring to allow businesses to make the best possible hires.

What is personality?

Personality is the combination of qualities that make up a person’s character. It’s a blend of the person’s natural dispositions as well as environmental factors and life experiences.

Although you can teach someone skills like, typing, you can’t teach personality traits, though one’s environment can certainly influence certain quirks. If you were describing yourself or another person to someone else, you might use terms like “outgoing”, “competitive”, “funny” or “kind”.

What is Personality Testing?

Personality testing refers to techniques used to accurately and consistently measure personality. When we talk about ourselves and others, we often refer to varying and unique characteristics of an individual’s personality – in fact, it’s something we informally assess and describe every day.

The most well-known and widely used assessment, the Myers-Briggs Type Indicator (MBTI) is taken by more than 2.5 million people ever year. The theory behind the test is that our behaviors are actually consistent patterns – even if we may perceive them to be random and unpredictable.

The MBTI determines tendencies in four areas: extroversion or introversion, sensing or intuition, thinking or feeling, and judging or perceiving.

So, why use personality testing?

A personality assessment beats traditional methods of gathering information – such as a resume and cover letter. It provides employers with objective insights that improves both recruitment efforts and employee growth and retention. If that’s not enough, consider these five reasons why businesses use personality testing in hiring and retention efforts:

1) A data-driven recruitment leads to better hiring decisions

Personality tests allow you to accurately access important personality traits of candidates, unlike a CV which shows “hard skills” and experiences, or an interview which could give you a hint of a candidate’s soft skills. Through personality testing, you can assess qualities like conscientiousness, extroversion, agreeableness and stability along with characteristics like sociability, need for recognition, leadership orientation, cooperation, dependability, efficiency, even-temperment, achievement striving, self-confidence, problem-solving, and creative thinking.

Combined, these characteristics can provide useful insights about how candidates will behave in a work context and predict job performance and company fit. By using this data to identify and hire the best possible candidate, you’ll also improve your team’s overall productivity and effectiveness.

2) Hiring right helps increase employee quality and retention

The only thing more important than hiring the right candidate is reducing employee turnover and retaining the quality talent already in the organization. Using a personality test as part of your recruiting efforts can help you screen candidates for aptitude and personality while also assessing the likelihood of a candidate staying in the role long-term.

Employees who aren’t the right fit for the role or the company will eventually under-perform in terms of engagement with the role and productivity, making them more likely to leave. Since replacing a bad hire is both expensive and time-consuming, avoiding bad hires is crucial. By using a personality assessment in your recruitment, you’ll reduce costs around hiring and training through data that helps you hire right the first time.

Further into the employee life cycle, you can use assessments like the Fundamental Intepersonal Relations Orientation (FIRO) to improve inter-office relationships and boost engagement.

3) You can assess if a candidate has the right personality for a wide range of jobs

Well-developed personality assessments can successfully predict employee performance across a wide range of job categories. The traits you seek will vary based on the department or industry for which you are hiring.

If you’re looking for senior-level executives, you’ll probably need to assess overall personality traits but if you’re hiring a receptionist, you may be most interested in traits like sociability and/or conscientiousness.

4) Using personality assessments improves candidate screening early in the recruitment process

When you use personality assessments early in the recruitment process, you can improve your selection process significantly. Combined with CV analysis and, later on, with an in-persona interview, the personality assessment becomes in important evaluation tool for businesses to consider when hiring. By applying it at the beginning and not at the end, you can screen out candidates who weren’t going to be a good fit early, making it easier for recruiters to focus only on the most promising candidates in the competition.

5) Evidence-based recruitment increases legal defensibility

If you use a well-designed and reputable assessment in recruitment, you add a layer of legal defensibility to the process. Why? Personality assessments provide objective, scientifically-validated predictors of success for a job, giving employers a better chance to defend their hiring procedures if someone questions the process legality.

For all of these reasons – and many more – businesses rely on pre-employment personality assessments to gain insight into candidates’ personality traits, giving them the best possible understanding of how a candidate’s personality will influence job satisfaction and performance.

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5 Ways to Motivate Employees in 2020

As an employer, you should strive for motivated employees who are interested in their work. After all, happy employees equal great results.

However, some employers don’t think about employees’ needs. They look at the competition, come up with “Friday pizza day” or think that a fair salary is enough to keep someone enthusiastic about their job.

It’s true that people work for money – no one can deny that.  But it takes more than that to turn your employees into true brand ambassadors that will be happy to stay with the company long-term.

And for that, one needs to know all the intricacies of motivating employees. Ready to learn how to create a healthy work environment and make people happy? Let’s start!

Explain why they matter

Nothing works better than recognition of achievements and success.

Employers should point out mistakes or things that can be improved, but how often do they thank their employees for work or recognize their contribution to the overall success?

Start by explaining how each individual task contributes to the success of an overall project and the company. When people know that they make a change with their work, they will be ready to go the extra mile to ensure everything is done.

Another important thing is recognizing achievements. Do you see that somebody on the team shows stellar results? Approach them and let them know you’ve noticed their hard work.

Why it works: appreciation helps employees understand their significance and role in a company. This, in turn, is the driving force behind exceeding the set goals.

Keep a positive attitude

One of the worst nightmares for the majority of the employees would be the failure of the project and the proceeding outrage from the employer’s side.

But we can understand the manager too. When you are responsible for the whole team of people and the whole project, you will be double-worried if anything goes wrong.

Critical situations show whether a person can be a good leader. When something bad happens, an efficient manager will keep up a positive attitude and focus on solving the problem instead of yelling or finding whom to blame. The employees, in turn, will feel that the situation can be fixed, stop panicking and come up with brilliant ideas.

Why it works: negative reinforcement simply doesn’t work. A poor attitude doubles the stress and spreads to employees. If people see that their manager is self-collected and calm, they will be able to problem-solve with a cool and collected mind.

Be approachable

You want people to ask questions, share their ideas, and freely talk about their thoughts and feelings. For that, you need to establish an atmosphere of trust in your company.

If a boss is too arrogant, cocky, or cannot listen, people will simply stop approaching him or her. Instead, they will avoid asking for advice and struggle to solve issues by themselves, which takes longer and is less efficient.

But you are here to help them. And how can one help if people are too afraid or hesitant to even say hello?

Analyze your behavior on whether you seem approachable or not. You could be sitting with an open door all the time and people still avoid it. So how do you fix that?

Show genuine interest for your employees and prove that you care by asking questions. Do not hesitate to share your past failures and mistakes – this will help them see you as a person who once stood in their place.

Why it works: people will trust you more if they see that you care about them and treat them as peers, not just as a valuable asset.

Ensure the matching of skills and tasks

About 70% of the employees do not feel very engaged at work, according to the study by the Achievers. While there may be different reasons for that, one of the most important ones is the mismatch between the person’s skills and the tasks assigned.

Each person has different talents. The task of a good manager is to recognize these talents and assign the tasks correspondingly.

For that, ask people how they feel about their current job, what kind of tasks they are most interested in, what do they think they can do the best. Proper task assignment will not only boost employees’ engagement but will also have a positive impact on work.

Tip: Using employee assessment tools help you match skills and talents to roles, before you even hire.

Why it works: when the person feels that they are making a difference with their work, this serves as an immense motivator and boosts self-confidence.

Always give constructive feedback

First, you should give both positive and negative feedback. Positive is needed to encourage people to keep up good work and negative can be used to learn on mistakes and point out the possible improvements.

Second, the feedback should never be vague. For example, you can say: “Great job with these presentations!” However, you can go a bit further and say: “Great job with these presentations. I especially liked how well you visualized the data and the way you formulated your arguments”.

Let people know about their strengths – they will be motivated to grow further!

As for the negative feedback, do not make it sound like blame. Just point out the specific moments that need improvement and advise on the best ways to fix them or offer help (i.e. an opportunity for learning).

Why it works: when people know about own strengths and weaknesses, they will better evaluate themselves and know what is needed for further growth, like getting a salary raise.

Establish transparent communication

It is crucial that you and your employees can efficiently communicate with each other. For that, follow these principles:

  • Always keep in mind the goal of communication: to come up with the best solution, not to decide who is right and who is wrong,
  • Everyone has a right for a voice and deserve to be heard,
  • Even the craziest idea may turn out to be brilliant: encourage free sharing of thoughts,
  • Do not punish the employees for saying something that you personally do not agree with,
  • Respect each other and treat people the way you want to be treated,
  • Take responsibility for the actions and never lie – teach your employees the same.

Though obvious, these principles are often neglected or forgotten.

Why it works: a lot of problems can be avoided by clearly communicating thoughts and ideas.


In 2019, we celebrate diversity, including the diversity of talent, skills, ideas, and mindsets.

For the employers, it’s time to change from being a boss to being an inspiring leader who understands this diversity. In order to achieve set goals, one should invest a considerable amount of effort to nurture a healthy work environment with an atmosphere of trust and mutual respect.

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5 Keys of Effective Onboarding

Onboarding is a crucial period for organizations because it impacts how, why, and where new people work. Your onboarding process can affect the quality of work, motivation, and passion shown by an individual for years to come. Yet, many organizations invest as little into onboarding as possible.

Good onboarding will aid with productivity, employee retention, and ensuring you have a good individual-role fit, which will improve business metrics. Therefore, onboarding is almost always a good investment.

These 5 keys of effective onboarding will get you started on the right track to developing an onboarding program that drives value for your organization.

Prepare Onboarding before the Hire Arrives

Even large companies struggle with setting up processes, accounts, and access rights before an individual arrives. As a result, many new hires spend their first few days or even week waiting for IT to finish creating accounts, setting up permissions, or preparing computers. It’s important to handle all of these processes before the individual arrives.

Simply handing over a laptop, passwords, and account access will pave the way for a much smoother and faster learning experience than spending a few days waiting in frustration.

If you can’t manage a seamless transfer of assets, consider setting up the first few days so that the individual is sitting in on training, observing other teams, or otherwise handling responsibilities that don’t involve those resources.

Mentoring New Hires

Mentoring is more often becoming a standard of onboarding practices, and for good reason. Assigning a buddy or mentor to an individual means that someone is responsible for a new hire, that the new hire has access to company culture and processes, and that information not found in documentation can be translated.

It’s important that your mentors understand their responsibilities and what they should be transferring so they can be helpful and can ensure the new hire is given the information they need to succeed.

Introduce New Hires into (Several) Existing Teams

While most individuals will only ever work in a single team, it’s always a good idea to give them a broader idea of the organization. Assigning new people to a single team until they adjust to the company and their responsibilities is always a good idea. From there, you should consider several day assignments in other teams so that the individual is forced to meet the people they will be working with.

While this won’t help from a technical perspective, it will ensure the individual has the grounds and knowledge to communicate with and access the most important resources in your organization, the people.

Make Development Part of Onboarding

Ongoing development is crucial to continued growth, adaptability, and to maintaining agility. Making development part of the picture from day one will ensure that new hires are set up to continue doing so.

You can achieve this by offering courses to get individuals up to speed more quickly, by introducing tooling they might not be familiar with, and otherwise offering development to help individuals move into their new roles.

Create Touchpoints to Follow-Up

It’s important to follow up onboarding processes at set periods such as 3, 6, and 12 months to ensure that onboarding was successful, there is no skills gap, and role and culture fit remain good. If not, you can introduce more development, offer more mentoring, or consider moving an individual into a more suitable role.

Onboarding is your first real touchpoint with an employee. It will give them a basis for how to perform their role. It will tell them who they are working with. And, it will allow you to create a strategy to introduce tools, behaviors, information, and organizational knowledge to that person, so they can succeed.

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What is EQ and why every company needs it

Gone are the days when IQ and skills were the primary (or even only) factors when  deciding whether to hire someone.

Now, most HR teams are paying closer attention to skills that can help determine success in a role, such as personal skills and traits that make a good leader, efficient employee, and good problem solver. To do the same, you need to know about the emotional intelligence (EQ).

What is EQ?

There is no ultimate definition for emotional intelligence as this is quite a vague term. In general, EQ is one’s ability to recognize and manage emotions as well as recognize and understand the emotions of other people. It has a lot to do with empathy and being on good terms with one’s self.

EQ is composed of four core skills:

  1. Self-awareness: recognizing their own emotions
  2. Self-management: controlling their own emotions and behavior
  3. Social awareness: understanding the emotions of other people
  4. Relationship management: efficiently interacting with other people

Though there are many EQ assessments that help managers identify employees and candidates with high EQ, but it’s also a matter of honest self-evaluation and the overall perception of a person. An experienced manager can detect a person with high EQ by carefully monitoring the team members and analyzing their behavior.

Emotional intelligence is among the core traits of any good leader – and every company needs efficient leadership. So what are the exact benefits that EQ brings?

Stress resistance

Unfortunately, stress is an inevitable part of any work process because something can go wrong at any time and may not necessarily depend on your or your team. And here is where people with high EQ save the day with their clear thinking.

During stressful moments, people with high EQ are able to assess the situation and not let the emotions take control of the situation. No need to say, such behavior prevents many mistakes and helps remedy the situation.

Better teamwork

Teamwork is the driving force behind a project’s success. For efficient teamwork, it is essential that all team members can communicate their thoughts and ideas in an understandable manner and listen to others.

People with high emotional intelligence are good listeners – and they are able to share their thoughts in a manner that others understand. Thus, such people are great team players or team leaders. In addition, they will be able to resolve conflicts and issues with colleagues and clients, when needed.

Open to feedback

We give feedback when we want someone to better understand their strengths and weaknesses, and improve the latter.

In the case of people with high EQ, the feedback process is completely hassle-free, since they tend to have healthy self-esteem and are already aware of most of their strengths and weaknesses. So when they hear a piece of advice from the outside, they are grateful instead of defensive.

Such an attitude helps them grow and master their skills and knowledge, which, in turn, will bring more profit to a company.

Inspire people

Because people with high EQ can read the emotions of others, they know the best ways to inspire people and make them listen.

The question of motivation is vital for any company. And it’s not always the employer’s task to motivate the employees – they tend to follow the example of others who can lead and inspire. Sounds like a perfect job for a person with high emotional intelligence, doesn’t it?

Better decision-making

We already mentioned the fact that people with high EQ tend to keep their cool in stressful situations. Individuals with high EQ can make good decisions in practically any situation as they can wisely assess the issue and come up with the best way to resolve it, considering all parties involved. High EQ employees can listen to other people, accept their point of view and come up with the best solution. This is incredibly beneficial for the company.

Independence and self-control

Teamwork is necessary, but it’s also important for someone to be able to work independently without any micro-managing.

Independent people who have self-control and self-motivation are highly valuable. They do not need babysitting and know when they really need to ask for help and when they can resolve an issue with no assistance.

Good leadership

Finally, the question of leadership.

People who can listen to others, make balanced decisions, and do not let emotions take control over their actions are perfect leaders – and this is a description of an emotionally intelligent person.

Such people tend to grow their skills and knowledge gradually and normally become the team leaders with the following promotion.

So one of the main goals for any company is to find and nurture such people because they will bring great value both in the short- and long-term run.

Needless to say, a person with a high EQ is a priceless asset for any team.

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Taking Team Dynamics into Account During the Recruitment Process

Hiring often looks simple from the outside. An inside look shows a process complex enough to have thousands of studies dedicated to single aspects of recruitment. Companies spend millions on assessing, training, and hiring the right people to drive their companies, and for good reason. The right people can make or break a business.

People-fit is a crucial topic, and one that many companies don’t spend enough time on. Today, the lens of hiring is slowly shifting to look at aspects such as personality, behavior, and beliefs to create teams that truly work together.

Team dynamics are an incredibly important consideration, because they affect not just how one person works, but how an entire team will get along and work together.

Personality Type

Personality type is the first and one of the most important things to measure. In most cases, you should use personality assessments during initial employee screening. This can include something like Myers-Briggs Type Indicator (MBTI) or another type of test. Competency and behavioral assessments are important as well, because they indicate what a person can do, why they would or would not do that, and how they do it.

Understanding personality type and behavior is key for determining where someone fits into a team. However, it’s equally crucial to have this information regarding existing team members.

Mapping Team Roles

Mapping team roles allows you to picture what you have in your team and then work to fill gaps. Various tools, typically models and frameworks, exist to help you do this. Look at assessments that can map out roles in successful teams, and the types of people who fit those roles. Your assessment provider should be able to assess multiple roles per individual, as there isn’t a one-size-fits-all for any candidate. That way, you can also keep your teams small with 3-5 people, and at the same time have every role filled (since each individual would be suited for multiple roles).

Cultural Diversity

Cultural diversity is the concept of having a range of influences and background in a team. This allows individuals to influence, challenge, and push each other to excel in ways they wouldn’t on their own. Cultural diversity can be achieved by hiring diverse people, by building cross-functional teams, and by tearing down silos so that teams can work together and be exposed to new ideas, ways of thinking, and approaches.

Cognitive Diversity

Cognitive diversity, like cultural diversity, is about creating teams stemming from different backgrounds, with different thought processes, and different levels of education. This involves understanding how people work, how they use existing knowledge versus creating their own, and whether they tend to use their own expertise or leverage that of others. Strong teams require a mix of cognitive approaches.

Team Compatibility

While it’s important to introduce diversity, you also have to pay attention to compatibility. You don’t want everyone on the team to be the same, but you also don’t want people who will naturally clash. Understanding how different types of people work together (and don’t), will allow you to make better decisions. Diversity for the sake of diversity benefits no one when it means individuals cannot work together.

Strong team are composed of diverse individuals, typically with a range of backgrounds, cultures, and cognitive methods. Most also require a set number of skills such as a specialist, coordinator, and implementer to actually be productive. Understanding each team, who is on that team, and what they need to be most productive will help you to find and fit candidates into those roles to enhance the team.

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What Goes into Quality Employee Screening?

Employee screening functions to ensure only the right candidates make it to interviews. This serves the dual purpose of reducing time and investment spent at later steps and reducing the risk of a wrong hire. Screening can be as simple as a background check or as complex as a multi-pronged behavior, competency, and personality assessments alongside those (mandatory) checks.

In either case, your employee screening will determine who moves into hiring processes. Having quality screening in place will save your organization time and money and will work to ensure you don’t accidentally turn away quality candidates. These steps will help you to set up a quality screening process so your organization can hire the people it needs to succeed.

Conduct and Background

It’s always important to run assessments determining the quality of conduct, previous behavior, previous performance, validity of degrees and qualifications, and so on. This process is standard in most organizations and you likely already have it in place.

Personality and Behavior

Using employee screening to test personality and behavior is a relatively new process, but it can help you to determine if a candidate actually meets your needs. Here, it’s important to have extensive competency frameworks and job profiling in place, so you can pinpoint what is desirable for a role, team, or for future change. Personality and behavior assessment should follow employee screening and results should be linked to individual roles and teams, even if you’re hiring for several comparable roles. This screening can involve:

  • Competency testing
  • Soft-skill testing
  • EQ assessment
  • Personality testing

In most cases, you want to choose one or two of the most relevant assessments to hand to a candidate so that they don’t invest too much time in a role. However, you do want enough information that you can make a quality decision, so the more important the role, the more time the candidate should be willing to invest upfront.


Culture-fit tells you if a candidate is likely to fit into an organization and team based on their personality, actual behavior, and how they get along with team members. Some culture-fit can be determined from personality and competency testing. Once a candidate has passed this, they should actually meet your teams.

Here, it’s valuable to host open days at your offices, so prospective candidates can come in, meet each other, and meet teams with no pressure. From there, you can bring final candidates in for single or two-day work assignments in-office to see how things work out.

This will tell you exactly how well everyone will get along, what the individual looks like in a casual as well as a work environment, and how they react to their prospective team-members in person.

Employee screening is your only chance to determine whether a candidate will perform. Today, some 93% of employers in the United States require background checks but fewer check for job-fit, culture-fit, and competency-fit. Doing so will improve the quality of employee screening, will help you to better match individuals to specific roles and teams.

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How to keep up with recruitment in the digital age

In today’s fast-paced, socially connected, and digital world, companies are beginning to realize that technology is key for attracting, assessing, and employing the top talent. Why should you be left behind? These top HR recruitment tips show you how to keep up with recruitment, and your competition, in the digital age.

How has technology changed recruitment

Technology has a funny way of bursting onto the scene and completely changing the way you do things. Over the past ten years, methods of recruitment have evolved to include:

  • Online applications;
  • Advertising on job boards;
  • Searching LinkedIn profiles; and
  • Conducting pre-hire profiling.

And, as HR technology continues to evolve, so do candidate expectations – directly affecting the amount and quality of candidates who apply to your positions. So what can you do to keep ahead?

Keeping up with recruitment in the digital age

Future success in recruitment requires the adoption of a digital hiring model that embraces technology across attraction, selection, and experience.


Gone are the days when a newspaper advertisement would result in hundreds of applicants queuing at your offices and gone are the days when a job board advertisement would result in hundreds of applications queuing in your inbox. To keep ahead of your competition, consider adopting:

  • Targeted recruitment ads – ensuring that only relevant applicants see your vacancy;
  • SEO optimized job vacancy pages – increasing your search ranking in Google; and
  • Dynamic branding – attracting the top talent to your company through an engaging and consistent online presence.


Resumes are dying out – make sure your recruitment campaigns don’t die with them. Your sifting and selecting process needs to change, to ensure that you can handle the increased volume of applications that your new attracting process is generating. A digital selection process incorporates:

  • LinkedIn resumes – it gives you everything you need to know, including the candidate’s professional contacts;
  • Online presence – do an online search for any industry-relevant blogs, social media posts, or following by the candidate; and
  • Predictive analytics – pre-screening profiling, personality testing, and automated selection tools remove hiring bias and accurately assess a candidate’s fit and ability to perform – enabling you to hire the right person to build a top team.

This will reduce the time it takes to find the perfect person for your vacancy.


The digital age has also changed everyone’s expectations about experiences – preferring speed, ease, and personalization over anything else. Respond to this by using technology to:

  • Streamline the application process with applicant tracking and updating systems;
  • Speed up selection by offering Skype interviews; cutting-edge selection tools, and self-booking interview portals; and
  • Don’t stop once the employee has started – technology should be embraced throughout the onboarding process and beyond.

By doing this, you’ll retain the interest of candidates throughout the recruitment process and come across as a dynamic and happening company that they can’t wait to work for.

Final thoughts

The key to keeping up with recruitment in the digital age is adaptability. In 2001, critics described the iPod as a gimmick – guess what they’re listening to their music on now. Find out about the latest HR technology by following HR blogs and Facebook pages, listening to industry-relevant podcasts, and attending local networking events and organizational development forums. And then, embrace that new technology with open arms because you never know how much you’ll rely on it tomorrow.

Happy recruiting in the digital age!

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Practical Tips For Hiring, Managing (and Retaining) Millennials

This is a guest post from Allison Hail. Allison is a freelance writer from Wellington, the capital of New Zealand. A passionate writer and also a self-confessed foodie who adores devouring ideas from the latest baking recipe books with a steaming cup of coffee. Watch out for her newest articles on Tumblr.

Millennials.  The often misunderstood generation of people aged 20 to 35.

They are the largest generation in the U.S. labor force today. According to a 2017 report by Pew Research Center, millennials make up about 35% of the workforce.

However, they’ve received some less than positive attention since they’ve hit the work scene.

Each generation has its own work values and work ethic. One isn’t better than the other. It’s simply important to understand how each generation performs in the workplace.

It’s vital that HR (and management) personnel understand the motivators of millennials.

Follow these practical tips for hiring, managing (and retaining) millennials.  We will reveal the motivators that will help you maximize productivity, performance and engagement in the workplace.

The Secret to Attracting and Hiring Millennials

Millennials bring a fresh perspective and youthful enthusiasm to the workplace.

But how do you attract the right millennial talent?  During the hiring and interview process, look for the following soft skills:

  1. Leadership skills
  2. Communication skills
  3. Problem-solving & critical thinking
  4. Accountability

This short video explains what to look for in a candidate.

Managing and Retaining Millennials

A 2016 Gallup report of employed millennials revealed that:

  • 21% declared they’ve changed jobs within the past year
  • 60% are open to new job opportunities

This indicates they are the least engaged generation in today’s workforce.

Gallup found only 29% of millennials are behaviorally and emotionally connected to their company and their job.

What can you do to change this?

Engaging Millennials in the Workplace

1  Provide a Sense of Purpose

A mission, purpose and meaningful work is what drives millennials.  Not just a paycheck. Allow them to take the initiative with projects.  Show you value their input.

2  Be a Coach (Like a Boss)

Millennials value a manager who can coach, not command and control.  Someone who helps them understand what’s required of them, and helps them strengthen their skills.  Ensure to provide ongoing feedback and nurture leadership qualities.

3  Support Flexibility

Millennials don’t want to be tied to an 8-hour office schedule.  Their job is their life. They are efficient multi-taskers who expect autonomy and a healthy work-life balance.

How do you put this into action? Begin by engaging millennial candidates during the hiring process.  This will increase your chances of retaining them as employees.

Use our practical tips for hiring, managing (and retaining) millennials to guide you through the process.

Before you know it, you’ll have more engaged, valuable and productive employees.

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