Lean HR Teams and Use of Automation
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The market realities for HR have changed. Lean teams are being asked to do even more, while also increasing results. The efficiencies of automation are the best way to enable HR teams to operate at scale and lower costs. To learn more about how CareerBuilder can help, visit: https://cb.com/2xKwWGy
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Lean HR Teams and Use of Automation
- 1. © 2017 CareerBuilder How Lean HR Teams are using technology to drive better efficiencies Elizabeth Schillo, VP of Sales at Careerbuilder Jack Gehrke, Solutions Architect at Careerbuilder October 17, 12:00pm CT © 2017 CareerBuilder
- 2. © 2017 CareerBuilder2 What we’ll cover today • Current market realities for HR • The plight of the Lean HR Teams • How automation can enable HR teams to operate at scale and lower costs • Q&A
- 3. Not enough time Poor quality candidate Not enough applicants Too many unqualified applicants Broken process Difficult location Competition for talent Compensation A day in the life for HR professionals… © 2017 CareerBuilder3
- 4. Economic conditions have changed Unemployment Rate: 4.2% . Jobs Added: 148,000Per month in 2017 year-to-date . © 2017 CareerBuilder4
- 5. What’s Preventing Us From Finding & Hiring Good People Quickly?Unemployment Rate: 4.2% It’s a candidates market AE’s have over 8 opportunities to choose from currently Average Time-to-fill: 51 Days 5
- 6. What your competitors are doing… © 2017 CareerBuilder6
- 7. Lean HR teams wear lots of hats… Sourcing Candidate Experience Pipelining Recruiting Interviewing Background Checks Offer Letters Onboarding Employee Relations Workers Compensation Payroll Time & Attendance Benefits Administration ACA Compliance © 2017 CareerBuilder7
- 8. …which may be managed across multiple systems and processes © 2017 CareerBuilder8 Career Site & Automated CRM Attract candidates with a career site optimized for any device and keep in touch with candidates through automated emails Job Postings Post all of your open positions during the year as well as evergreen positions Search Platform Search through resume databases as well as web-sourced social profiles to find your next great hire Company Profile Provide candidates with information on your company by adding a company profile to your postings Job Branding Take your job posting to the next level with additional branding, making your postings standout amongst the competition OFCCP compliance Stay compliant with federal job posting guidelines by state (for Government Contractors: ) ACA compliance Manage ACA reporting & compliance Benefits Administration Sign-up and Open Enrollment Onboarding Finalize new employee processes include I-9, W-4, and your company’s forms Applicant Tracking Manage recruiting and hiring processes Payroll Integration Manage payroll provider services
Notas del editor
- 2 minutes The good news is that you are not alone in finding yourself in a challenging hiring situation and that CareerBuilder and I can help – but we will talk about that in a few minutes. In the US today, the unemployment rate is 4.4% - if you have a college degree, it is 4.1%, if you have a specialized skill (like a CDL driver, it is 4.3%) and if you have a degreed and specialized skill (like outside sales), unemployment is less than 1% in some markets. Think about that for a second, if there are 100 people in a room, 96% of them have a job. These are lowest unemployment rates since the early 2000s in the dotcom market….and they are only getting tighter. An additional 211,000 jobs were created in July 2017 and the temp market continues to strengthen, which is usually an indicator that employment will continue to grow for at least the next 6-12 months. If you look at hospitality (your industry), they had the most job gains, with over 55K jobs created last month alone! Now, the good news is that our economy is strengthening. The hard news in that for you is that candidates have more job opportunities than they have ever had before…and so many opportunities that they often don’t even have to look for a role. In a recent survey by Inavero, they shared that 77% of employed workers would be open to a better opportunity if it came along even when they are satisfied in their current role. So you are in a hiring world where it is harder to engage talent, harder to keep them, you have to protect for turnover and prepare to backfill and all the while, you have a lean HR/recruiting team and real-life budget constraints. Anything that I missed? What are your thoughts when you see this data? Do you think your hiring managers are aware of this?