Karl Wierzbicki's Posts - RecruitingBlogs2024-03-29T11:21:57ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbickihttps://storage.ning.com/topology/rest/1.0/file/get/1228316873?profile=original&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=0iyyzy3k6ifhv&xn_auth=noEmployer Branding and the Candidate Experiencetag:recruitingblogs.com,2016-11-22:502551:BlogPost:19944582016-11-22T16:00:00.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_center et_pb_text_3"><p>Job search is online. Resumes are not only digital, they’re social. And recruiting is looking a lot like marketing.</p>
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<p>In the competition for talent, your employer brand is as essential for attracting quality candidates to your career site and into your applicant tracking system (ATS)…</p>
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<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_center et_pb_text_3"><p>Job search is online. Resumes are not only digital, they’re social. And recruiting is looking a lot like marketing.</p>
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<p>In the competition for talent, your employer brand is as essential for attracting quality candidates to your career site and into your applicant tracking system (ATS) as your consumer brand is to your marketing efforts. In fact, 86% of HR professionals agree that recruitment is becoming more like marketing and 89% believe a strong employer brand gives them an advantage over the competition when it comes to hiring<span>1</span>. What these HR professionals know is that the best candidates do their research, starting, in most cases, with the company’s career site<span>2</span>.</p>
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<p><strong>Employer Branding: The Good News</strong></p>
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<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_left et_pb_text_6"><p>The good news about employer branding is that its importance is now being recognized at an executive level. In June 2016, Universum released <em>Employer Branding Now</em>, in which 62% of leaders identified employer branding as a top priority for 2016. More importantly, the report also revealed a new commitment among c-level respondents to developing stronger, more attractive “employer value propositions” (EVP)<span>3</span>.</p>
<p>Of course, defining a strong EVP is only the first step in creating the kind of employer brand that will attract the best candidates. How you communicate and exemplify your EVP <strong><em>throughout the hiring process</em></strong> is the true test. To succeed, your employer brand must be consistent in both messaging and implementation across at least these three key components of your recruiting process:</p>
<ol>
<li>The social media platforms where today’s candidates congregate</li>
<li>Your career site(s)</li>
<li>Throughout the online and mobile application process</li>
</ol>
<p>Ideally, your EVP will also permeate your onboarding process and define the ongoing relationship your organization has with every employee. But, for now, let’s stay focused on the candidate experience during the process of searching for and applying to jobs online.</p>
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<p><strong>Employer Branding Fail</strong></p>
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<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_left et_pb_text_8"><p>While it’s encouraging to see greater interest in employer branding and the need for a strong employee value proposition, the third “must have” component identified above is one area where the gap between talk and walk is still sadly evident. Especially when it comes to mobile job-search and application!</p>
<p>Despite the growing commitment to employer branding on social media and career sites, many organizations fail miserably when it comes to the mobile candidate experience. In fact, we hired a third-party researcher to test two leading enterprise applicant tracking systems, used by some of the best know global brands—and the results were not pretty. You can read the summaries of those reports here:</p>
<ol>
<li><a href="http://inflightaura.com/blog/how-mobile-is-taleo/">How Mobile is Taleo?</a></li>
<li><a href="http://inflightaura.com/blog/how-mobile-is-peoplesoft-candidate-gateway/">How Mobile is PeopleSoft Candidate Gateway?</a></li>
</ol>
<p>To be fair, this disconnect between the career page experience and the mobile apply UX can be a challenge to overcome with the resources at hand. While it’s relatively easy to address branding on careers websites, and even on the job search and job description pages, once the candidate enters the ATS online application process, it’s much more complicated. Surface level pages are technologically accessible for improvements. The pages within the ATS application, on the other hand, are difficult to access. Improving them requires a level of domain expertise that most companies don’t have in-house and the agencies that do have the expertise are expensive. That’s why most companies, even leading global enterprises, improve the top-level pages of their online recruiting process, yet hand-off to native, unbranded, ATS pages for the application process. This creates an inconsistent, mobile-hostile experience.</p>
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<p><strong>Create a Consistent Employer Value Proposition</strong></p>
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<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_left et_pb_text_10"><p>The concept of employer branding and the employer value proposition continues to evolve, but, fundamentally, an ideal employer brand communicates “The perception of the organisation as a great place to work, [to] both current and potential employees”<span>4</span>.</p>
<p>In order for this desired perception to be formed in the minds of today’s candidates, two things have to happen during the candidate experience.</p>
<ul>
<li>First, candidates have to encounter your employer branding where and how they prefer to experience it—i.e. on your career website and increasingly on a mobile device.</li>
<li>Second, when candidates do experience your employer brand, it must reflect <u>their</u> understanding of a great place to work, not yours. An EVP that effectively attracts strong candidates is both consistent across the experience and aligned with the expectations of the target audience. Disjointed and/or dysfunctional experiences on their default technologies (i.e. online and mobile) will immediately disrupt that alignment.</li>
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<p><strong>Don’t Squander Your Employer Branding Efforts</strong></p>
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<div class="et_pb_text et_pb_module et_pb_bg_layout_light et_pb_text_align_left et_pb_text_12"><p>A strong, attractive EVP can help establish an organization as an employer of choice and serve as a powerful recruiting differentiator. But even well-branded organizations that fail to extend their employer branding across the full candidate experience will lose ground in the competition for digital native talent.</p>
<p>When your employer branding efforts stop short of your ATS, you lose both credibility and candidates, because applicants feel let down by inconsistent and/or painful tech experiences. If you present an exceptional, progressive EVP on social media and your career site, yet fail to back it up with an exceptional, progressive online and mobile application process, your strategic employer branding investment may well be wasted.</p>
<p>There are solutions which are affordable, use web standard technologies, which provide complete control over your enterprise applicant tracking system. These don’t require domain expertise with the ATS, and don’t require any proprietary tools or skills. You can put the experience in the hands of designers who have the skills to design an online application experience that embodies your EVP and brand.</p>
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<p><span>Karl Wierzbicki of </span><a rel="nofollow" href="http://www.inflightintegration.com/" target="_blank">InFlight Corporation</a><span> has 14 years’ of technology marketing experience, driving exceptional ROI through innovative solutions and user-centric technologies like </span><a rel="nofollow" href="http://inflightaura.com/" target="_blank">InFlight Aura</a><span>. </span></p>
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<p><span>References:</span></p>
<ol>
<li>ICMS Hiring Insights, Recruitment Marketing: Fad or Future? <a href="https://www.icims.com/hiring-insights/for-employers/ebook-recruitment-marketing-fad-or-future">https://www.icims.com/hiring-insights/for-employers/ebook-recruitment-marketing-fad-or-future</a></li>
<li>The Talent Board, 2015 North American Talent Board Candidate Experience Research Report, <a href="http://www.thetalentboard.org/article/download-the-2015-nam-candidate-experience-research-report/">http://www.thetalentboard.org/article/download-the-2015-nam-candidate-experience-research-report/</a></li>
<li>Recruiter, Matthew Kosinski, The State of Employer Branding in 2016: More Important Than Ever, But Far From Perfected. <a href="https://www.recruiter.com/i/the-state-of-employer-branding-in-2016-more-important-than-ever-but-far-from-perfected/">https://www.recruiter.com/i/the-state-of-employer-branding-in-2016-more-important-than-ever-but-far-from-perfected/</a></li>
<li>Hudson RPO. How to Launch a Successful Employer Brand. <a href="http://hudsonrpo.com/employer-branding-strategy">http://hudsonrpo.com/employer-branding-strategy</a></li>
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</div>Mobile Micro Apps: Avoid The Pitfalls, Reap the Rewardstag:recruitingblogs.com,2016-08-30:502551:BlogPost:19836022016-08-30T15:48:01.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<p>Technology has changed the way we work. Pervasive connectivity and near-ubiquitous mobile make it possible for people to get work done anywhere, at any time. While this reality presents unique challenges for managing both people and workloads, the presence and popularity of mobile applications also offers some interesting opportunities.…<a href="http://www.inflightintegration.com/wp-content/uploads/Micro_apps_hands-coffee-smartphone-technology2-300x200.jpg" target="_blank"><img class="align-right" src="http://www.inflightintegration.com/wp-content/uploads/Micro_apps_hands-coffee-smartphone-technology2-300x200.jpg"></img></a></p>
<p>Technology has changed the way we work. Pervasive connectivity and near-ubiquitous mobile make it possible for people to get work done anywhere, at any time. While this reality presents unique challenges for managing both people and workloads, the presence and popularity of mobile applications also offers some interesting opportunities.<a href="http://www.inflightintegration.com/wp-content/uploads/Micro_apps_hands-coffee-smartphone-technology2-300x200.jpg" target="_blank"><img src="http://www.inflightintegration.com/wp-content/uploads/Micro_apps_hands-coffee-smartphone-technology2-300x200.jpg" class="align-right"/></a></p>
<p>There are a number of reasons why mobile apps now dominate the interactions performed on mobile devices.<a href="http://www.inflightintegration.com/mobile-micro-apps-avoid-the-pitfalls-reap-the-rewards/#_ftn1" name="_ftnref1">[1]</a> Some of the most common reasons expressed for mobile app popularity include:</p>
<ul>
<li>Speed: Mobile apps provide immediate access to specific information without waiting for a computer to boot or a web page to load.</li>
<li>Functionality: Whether you need a business tool, a weather app, a way-finding tool with GPS, or your favorite game—there is an app designed to do exactly what you want to do, quickly and efficiently.</li>
<li>Simplicity: Mobile apps are easy to use. The best mobile apps are pared down to the essentials. Uncomplicated and intuitive, they make it easy to complete the activities they’re designed for.</li>
<li>Fun: It makes sense that gaming apps are fun and entertaining; it’s what they’re made for. What’s more interesting is the fact that many of the principles used in game design are being incorporated into functional apps, making even mundane tasks enjoyable.</li>
</ul>
<p>Mobile is now endemic and apps are the preferred language of mobile. Clearly it makes sense for organizations to embrace mobile technology and make the most of mobile apps.</p>
<h2>Micro Apps: Right sizing tasks for mobile context</h2>
<p>What is a micro app, anyway? Micro apps are ‘downsized’ applications that deliver highly targeted functionality. You’ve seen and used these before, just think of the weather app on your smartphone. Rather than recreating the full gamut of information on website, it distills it down into the most important things and streamlines the functionality into the most common task-based flows. This way, users can get in, do what they want and then get back out of the app as quickly and frictionlessly as possible.</p>
<h2>Avoid These Micro App Pitfalls</h2>
<p>Mobile apps, and micro apps in particular, can help you tap into the unique characteristics of the mobile experience, mesh with the new realities of today’s work environment and enhance productivity in the process. As long as you avoid these three common pitfalls.</p>
<p><strong>1) Shoehorning Your ERP Into an App: </strong>Typical enterprise software offers comprehensive functionality within a multi-layered system. Each individual task is buried “deep within thousands of small processes which are hard-coded, deep inside a complex system.”<a href="http://www.inflightintegration.com/mobile-micro-apps-avoid-the-pitfalls-reap-the-rewards/#_ftn2" name="_ftnref2">[2]</a> One of the worst mistakes an organization can make is attempt to cram this kind of complexity into a mobile app.</p>
<p><strong> </strong>Rather than shoehorning broad functionality into a mobile device, zero in on the task people want to accomplish in a “mobile moment” and make it ridiculously easy for them to do it.</p>
<p><strong>2) Relying on Traditional Interface Design: </strong>Complex software systems typically use complicated UIs that pack extensive functionality and multi-tiered menus into each screen. Catering to the power user, traditional software design attempts to build access to everything into every page.</p>
<p>This is not the way to “win friends and influence people” on mobile.</p>
<p><strong>3) Assuming More is Better: </strong>When it comes to creating mobile apps, more is not better. Creating an app that does one or two key things extraordinarily well is far more effective than developing the swiss army knife of apps; a tool that purports to do many things, but all of them a little awkwardly on a mobile device.</p>
<p>Don’t just pay lip service to the speed and simplicity of mobile. Start with and stick to a mobile-first approach.</p>
<h2>The Micro App Payoff</h2>
<p>Picture this: standing in line at Starbucks, a manager briefly accesses an HR micro app on her mobile and approves her team’s timesheets for the week. The line moves forward. She glances down at her smartphone, reviews and approves two vacation requests before stepping up to the counter to place her order. Morning coffee in hand, she has already cleared her plate of administrative tasks— in less time than it takes to boot her office PC. And everything she did was automatically transferred into the company’s underlying HCM system. This is the power of the micro-app.</p>
<p>Micro apps simply access individual processes within the underlying enterprise system and turn them into easy-to-use mobile applications. Quick and uncomplicated, these micro apps remove complexity from common tasks, while maintaining the integrity of essential business information. Built with a specific, common task in mind, each micro app zeros in on that task, removing clutter and any non-essential information, allowing your people to accomplish common tasks in minutes, wherever they may be and on the devices they prefer to use.</p>
<p>The bottom line? Micro apps have the power to turn empty time into productive time so it pays to make them part of your mobile strategy.</p>
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<p><span>Karl Wierzbicki of </span><a href="http://www.inflightintegration.com/" target="_blank" rel="nofollow">InFlight Corporation</a><span> has 14 years’ of technology marketing experience, driving exceptional ROI through innovative solutions and user-centric technologies like </span><a href="http://inflightaura.com/" target="_blank" rel="nofollow">InFlight Aura</a><span>. </span></p>
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<p><span>References:</span></p>
<p><a href="http://www.inflightintegration.com/mobile-micro-apps-avoid-the-pitfalls-reap-the-rewards/#_ftnref1" name="_ftn1">[1]</a> The Guardian, Apps more popular than the mobile web, data shows. <a href="https://www.theguardian.com/technology/appsblog/2014/apr/02/apps-more-popular-than-the-mobile-web-data-shows">https://www.theguardian.com/technology/appsblog/2014/apr/02/apps-more-popular-than-the-mobile-web-data-shows</a></p>
<p><a href="http://www.inflightintegration.com/mobile-micro-apps-avoid-the-pitfalls-reap-the-rewards/#_ftnref2" name="_ftn2">[2]</a> Information Age, How micro-apps could simplify business processes and optimise productivity <a href="http://www.information-age.com/technology/applications-and-development/123460884/how-micro-apps-could-simplify-business-processes-and-optimise-productivity">http://www.information-age.com/technology/applications-and-development/123460884/how-micro-apps-could-simplify-business-processes-and-optimise-productivity</a></p>Going Mobile: How PeopleSoft Fluid UI Stacks Uptag:recruitingblogs.com,2016-08-24:502551:BlogPost:19826972016-08-24T14:38:01.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<p><span>We recently had the opportunity to investigate PeopleSoft Fluid UI on behalf of a client who is interested in mobilizing a number of PeopleSoft functions. Fluid UI is PeopleSoft’s approach to making apps mobile and easier to use. Among those who have used it, however, the jury is still out on whether it effectively accomplishes the task. …<a href="http://www.inflightintegration.com/wp-content/uploads/2016/06/How-Does-Fluid-Stack-Up_jenga-300x300-300x300.jpg" target="_blank"><img class="align-right" src="http://www.inflightintegration.com/wp-content/uploads/2016/06/How-Does-Fluid-Stack-Up_jenga-300x300-300x300.jpg"></img></a></span></p>
<p><span>We recently had the opportunity to investigate PeopleSoft Fluid UI on behalf of a client who is interested in mobilizing a number of PeopleSoft functions. Fluid UI is PeopleSoft’s approach to making apps mobile and easier to use. Among those who have used it, however, the jury is still out on whether it effectively accomplishes the task. <a href="http://www.inflightintegration.com/wp-content/uploads/2016/06/How-Does-Fluid-Stack-Up_jenga-300x300-300x300.jpg" target="_blank"><img src="http://www.inflightintegration.com/wp-content/uploads/2016/06/How-Does-Fluid-Stack-Up_jenga-300x300-300x300.jpg" class="align-right"/></a></span><br/><br/><span>There are a number of reasons for the ongoing debate, including: </span><br/><br/><strong>It’s still PeopleTools development</strong><span> </span><br/><span>This means you need specialized PeopleSoft developers to do the work. On the face of it, this may not seem like a major issue, but consider what it means for the developers. Now, on top of being responsible for standard PeopleSoft development work, they are expected to wear the additional hats of mobile app designers, UX designers and web developers. Using Fluid UI requires a whole new level of expertise from your current team, requiring them to become “overnight experts” in the design of people/interface interactions, accessibility and work flow. </span><br/><br/><span>Expecting your PeopleSoft developers to rapidly acquire these additional skills may well set them up for failure. And the alternative can be equally challenging. If you don’t expect them to acquire the necessary skills themselves, they will have to collaborate closely with someone who does, in order to get through the Fluid UI page building process—thus adding more people and/or teams to your project(s), which invariably ratchets up the complexity. </span><br/><br/><strong>Fluid UI is only delaying the pain</strong><span> </span><br/><span>The release of Fluid UI is a step in the right direction, however it is still a solution with a shelf-life. Any solution that uses a fixed set of front end technologies and development frameworks is anchored in time and will start to look and feel stale as the pace of front end innovations continues to accelerate. </span><br/><span>While the new mobilization capability offered by Fluid UI is undoubtedly much better, it is apparent that it will not meet the standard of ease of use and beauty set by consumer apps. Delivered Fluid pages are full versions of the enterprise app which get ‘stuffed onto’ mobile devices. This means lots of complicated screens, different viewing modes, lots of detail and too many swipes and taps. Such an experience will frustrate mobile users, not win them over. In fact, research shows that almost 60% of employees will an abandon an employer’s mobile app if the user experience is sub-par</span><a href="http://www.inflightintegration.com/how-peoplesoft-fluid-ui-stacks-up/#_ftn1" target="_blank" rel="nofollow">[1]</a><span>, leaving you investigating alternative solutions down the road. </span><br/><br/><strong>You’ll need to upgrade PeopleSoft and PeopleTools to get it</strong><span> </span><br/><span>As our client discovered, while Oracle is talking a lot about the new Fluid UI tools, getting on the future path requires an upgrade to PeopleSoft 9.2 and PeopleTools 8.55. That means the cost of two software upgrades on top of the time it takes your development team to get comfortable with a new set of tools, a different development approach and an array of potentially unfamiliar mobile app design parameters. </span><br/><br/><strong>“Free” can come with costs attached</strong><span> </span><br/><span>Although Oracle does not charge for Fluid, since an upgrade and development resources are required, it’s not quite “free.” Our advice? Keep the aforementioned considerations in mind when evaluating whether or not Fluid is the right fit for your organization. There are alternatives that overcome many of Fluid UI’s issues and are less expensive. With the right partner and the right technology, you can get the mobile UX you want without: </span></p>
<ul>
<li>Upgrading your current PeopleSoft or PeopleTools software,</li>
<li>Adding to your PeopleSoft development team’s workload,</li>
<li>Limiting the effectiveness and performance of your mobile strategy,</li>
<li>Compromising enterprise security, or</li>
<li>Sacrificing your existing customizations.</li>
</ul>
<p><span>You can quickly add a modern mobile user experience to PeopleSoft without the need for specialized PeopleSoft development skills with only one readily available skill set—mobile/web app design. It’s hard to argue with modern, mobile design and functionality for significantly less outlay in time and money. </span><br/><br/><span>Karl Wierzbicki of </span><a href="http://www.inflightintegration.com/" target="_blank" rel="nofollow">InFlight Corporation</a><span> has 14 years’ of technology marketing experience, driving exceptional ROI through innovative solutions and user-centric technologies like </span><a href="http://inflightaura.com/" target="_blank" rel="nofollow">InFlight Aura</a><span>. </span><br/><br/><span>References: </span><br/><span>[1] How Candidate Experience is Transforming HR</span><a href="http://careerbuildercommunications.com/pdf/hrtechreport.pdf" target="_blank" rel="nofollow">Technology http://careerbuildercommunications.com/pdf/hrtechreport.pdf </a></p>HR Driven Trends in Enterprise Integrationtag:recruitingblogs.com,2016-06-13:502551:BlogPost:19726642016-06-13T19:30:00.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
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<p>Ten years ago, it seemed the enterprise software market had reached a state of maturity with a few major players controlling the majority of the market and little opportunity for new entrants or radical innovation. And then came the shift to the cloud—with the mobile revolution close on its heels. These disruptive changes have ushered in a new era of…</p>
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<a href="http://www.inflightintegration.com/wp-content/uploads/Maze_Blog.jpg" target="_blank"><img src="http://www.inflightintegration.com/wp-content/uploads/Maze_Blog.jpg?width=300" width="300" class="align-left" style="padding: 2px;"/></a><br />
<p>Ten years ago, it seemed the enterprise software market had reached a state of maturity with a few major players controlling the majority of the market and little opportunity for new entrants or radical innovation. And then came the shift to the cloud—with the mobile revolution close on its heels. These disruptive changes have ushered in a new era of enterprise integration that presentsboth opportunities and challenges.</p>
<p>Here are three major trends affecting the direction and integration requirements of enterprise software systems today:</p>
<p><strong>HR technology purchases are on the rise</strong></p>
<p>Although the adoption of core HR information technology may seem like old news, and it would be difficult to find an enterprise level organization who did not already have automated payroll and benefits processing, the space is experiencing significant change. In the never-ending search for improved performance and productivity, organizations and HR leaders are looking beyond the transactional necessities of human resources management and searching for “new metrics for the measurement of successful HR.”<a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftn1" name="_ftnref1">[1]</a> This growing demand for more effective HR technology solutions is driven by a number of factors, including:</p>
<ul>
<li>The increasing complexity of people management for companies of all sizes as compliance demands intensify across most jurisdictions where companies operate. Global companies are especially effected by this reality.</li>
<li>The challenge of sourcing and attracting talent; with fierce competition for new hires in many fields and recruiting that often crosses traditional geographic and educational boundaries. This fuels the demand for innovative recruiting technologies that can facilitate the hiring process and reach new audiences.</li>
<li>The need to better understand and anticipate labor requirements, costs and trends drives a burgeoning need for more and better data—ideally supported by increasingly sophisticated analytics to leverage that data.</li>
<li>The availability of affordable HCM technology for small and medium-size business, due to an explosion of new cloud-based HCM offerings, which has made HR technology available to a much broader range of businesses.</li>
</ul>
<p>This convergence of increasingly complex needs with the explosion of new, innovative HR technologies has stimulated a surge in sales of HR technology.<a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftn2" name="_ftnref2">[2]</a></p>
<p><strong>Companies are shifting away from monolithic enterprise systems</strong></p>
<p>In recent years, the demand for more flexible, employee-centric HR technologies has outpaced the functionality of existing enterprise systems. As a result, many companies are moving toward hybrid solutions, composed of best in breed components from multiple vendors, to meet their changing needs. Of course, in spite of the conglomerate nature of these hybrid systems, they are still expected to work together seamlessly.</p>
<p>Consider, for example, a company that purchases Workday. It does a great job addressing many of their core HCM requirements, but they soon realize they need additional customized talent acquisition capabilities that Workday does not offer. From the new abundance of HR technologies, they select a point solution that fills the gap. To be effective and avoid fragmentation, these two systems will now have to be integrated via middleware or an API. Over time, the organization connects a number of point solutions targeting specific needs to their Workday foundation, each one requiring a similar integration.</p>
<p>This scenario is becoming much more common as organizations refuse to accept the limitations of traditional monolithic systems. Today’s companies are also unwilling to live with systems that don’t play well with others. The ability to integrate well has become a key selection criteria for purchasers and, in the words of industry analyst Josh Bersin, “mission critical to software vendors.”<a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftn3" name="_ftnref3">[3]</a></p>
<p><strong>Input and access to enterprise systems is increasingly mobile</strong></p>
<p>Mobile has become the preferred platform for interacting with just about everything and enterprise systems are no exception. The latest data shows that mobile usage time is now significantly higher than desktops usage globally (in the US mobile usage is at 51% compared to desktop usage at 42%.) <a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftn4" name="_ftnref4">[4]</a></p>
<p>In recent years, this pervasive shift to mobile has resulted in the integration of smartphones with enterprise applications through the development of user-friendly, mobile applications that enable access to a growing selection of enterprise functions. The steady movement away from traditional input devices will continue to drive enterprise integration needs, accelerating even further as wearables become more prevalent<a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftn5" name="_ftnref5">[5]</a> and demand for access via these new devices increases.</p>
<p><strong>Responding to the Evolution of HCM</strong></p>
<p>The changing needs and expectations of users will continue to influence enterprise integration. Currently, a growing demand for more comprehensive HCM technology; the shift away from monolithic systems; and a steady movement toward mobile, are three significant factors shaping the future of enterprise systems. As these and future trends exert mounting pressure, organizations will have to find efficient ways to access data in environments with many different systems of record. More importantly, they will have to provide modern, mobile UIs that interact with information from these multiple systems through a single, consistent front-end.</p>
<p></p>
<p>Karl Wierzbicki of <a href="http://www.inflightintegration.com/" target="_blank">InFlight Corporation</a> has 14 years’ of technology marketing experience, driving exceptional ROI through innovative solutions and user-centric technologies like <a href="http://inflightaura.com/" target="_blank">InFlight Aura</a>. </p>
<p></p>
<p>References:</p>
<p><a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftnref1" name="_ftn1">[1]</a> The Starr Conspiracy, Intelligence Unit, 2015 Human Capital Management (HCM) Vendor Brandscape Report™<a href="http://campaigns.thestarrconspiracy.com/hcm-vendor-brandscape/future-of-hcm/market-stage/">http://campaigns.thestarrconspiracy.com/hcm-vendor-brandscape/future-of-hcm/market-stage/</a></p>
<p><a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftnref2" name="_ftn2">[2]</a> Josh Bersin, Forbes, The Talent Management Software Market Surges Ahead,<a href="http://www.forbes.com/sites/joshbersin/2014/06/26/the-talent-management-software-market-surges-ahead/#1a3ff23f2185">http://www.forbes.com/sites/joshbersin/2014/06/26/the-talent-management-software-market-surges-ahead/#1a3ff23f2185</a></p>
<p><a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftnref3" name="_ftn3"><span><span>[3]</span></span></a> Josh Bersin, Forbes, The 9 Hottest Trends in HR Technology … And Many Are Disruptive,<a href="http://www.forbes.com/sites/joshbersin/2013/10/21/the-9-hottest-trends-in-hr-technology-and-many-are-disruptive/#69b31fce3052">http://www.forbes.com/sites/joshbersin/2013/10/21/the-9-hottest-trends-in-hr-technology-and-many-are-disruptive/#69b31fce3052</a></p>
<p><a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftnref4" name="_ftn4">[4]</a> Danyl Bosomworth, Mobile Marketing Statistics Compilation, <a href="http://www.smartinsights.com/mobile-marketing/mobile-marketing-analytics/mobile-marketing-statistics/">http://www.smartinsights.com/mobile-marketing/mobile-marketing-analytics/mobile-marketing-statistics/</a></p>
<p><a href="http://www.inflightintegration.com/trends-in-enterprise-integration/#_ftnref5" name="_ftn5">[5]</a> John Greenough and Jonathan Camhi, Business Insider, Here are IoT trends that will change the way businesses, governments, and consumers interact with the world, <a href="http://www.businessinsider.com/top-internet-of-things-trends-2016-1">http://www.businessinsider.com/top-internet-of-things-trends-2016-1</a></p>
</div>Wearables at Work and Attracting the Best Talenttag:recruitingblogs.com,2016-05-30:502551:BlogPost:19655662016-05-30T19:46:50.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<p><span><a href="http://www.inflightintegration.com/wp-content/uploads/apple-watch-approvalsUntitled-2-184x250.png" target="_blank"><img class="align-right" src="http://www.inflightintegration.com/wp-content/uploads/apple-watch-approvalsUntitled-2-184x250.png?width=250" width="250"></img></a></span></p>
<div class="entry-content"><p>It didn’t take long for the BYOD wave and evolving expectations about mobile to result in the <a href="http://www.inflightintegration.com/why-enterprise-apps-need-to-be-consumer-grade/">consumerization of enterprise systems</a>. Now, it’s time to prepare for the next wave primed to surge through the most…</p>
</div>
<p><span><a href="http://www.inflightintegration.com/wp-content/uploads/apple-watch-approvalsUntitled-2-184x250.png" target="_blank"><img src="http://www.inflightintegration.com/wp-content/uploads/apple-watch-approvalsUntitled-2-184x250.png?width=250" width="250" class="align-right"/></a></span></p>
<div class="entry-content"><p>It didn’t take long for the BYOD wave and evolving expectations about mobile to result in the <a href="http://www.inflightintegration.com/why-enterprise-apps-need-to-be-consumer-grade/">consumerization of enterprise systems</a>. Now, it’s time to prepare for the next wave primed to surge through the most desirable workplaces—wearables.</p>
<p>When smartphone ubiquity spilled over into the workplace, it created overwhelming demand for self-service via mobile, leading to the ongoing appification of enterprise systems. As wearables continue to become more prevalent at work, organizations will face the same pressure to provide access through these new, convenient devices.</p>
<p>While the Internet of Things (IoT) is still quite fragmented, research suggests that the broad acceptance of wearables is gathering momentum.<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn1" name="_ftnref1">[1]</a> Tractica, an independent market research firm, forecasts that the total market for enterprise and industrial wearables will grow from 166,000 units shipped in 2013 to 27.5 million units by 2020, spread across the following major uses:<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn2" name="_ftnref2">[2]</a></p>
<ul>
<li>Fitness Bands/Smart Watches for Corporate Wellness Programs</li>
<li>Warehouse/Logistics Applications</li>
<li>Workflow Improvement</li>
<li>3D/Computer-aided Design (CAD) Modeling for Engineering or Architectural Firms</li>
<li>Authentication in the Workplace</li>
<li>Mobile Workforce Management</li>
</ul>
<h2>Consumers Shift from BYOD to WYOD (Wear Your Own Device)</h2>
<p>One of the main reasons analysts believe that it’s too late to turn back the wearable wave is consumer perception. In a survey of 1,000 American consumers<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn3" name="_ftnref3">[3]</a>, PWC researchers found that:</p>
<ul>
<li>77% of respondents said an important benefit of wearable technology is its potential to make us more efficient and more productive at work;</li>
<li>70% expect their workplace to permit the use of wearable technology; and</li>
<li>46% percent think their company should fund the wearable technology, rather than supporting a BYOD (bring your own device) model.</li>
</ul>
<p>In their concluding summary and assessment of the potential impact of wearables in the workplace, PWC advises that:</p>
<p>“Wearable technology has only just begun its impact on enterprise. Those hoping to remain competitive in the future need to account for the next wave of wearable technologies, infusing them into their strategies for both employees and consumers.”<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn4" name="_ftnref4">[4]</a></p>
<p>While PWC surveyed general consumers, ADP zeroed in on employees, seeking to explore their attitudes toward wearable technology. They found that employees see the potential of wearable technology to improve their working lives in a number of ways—from organizing workloads based on more productive times of the day to helping them manage stress.<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn5" name="_ftnref5">[5]</a></p>
<p>It’s clear that employees are onboard with bringing wearables into the workplace.</p>
<h2>Wearables: More than Fitbits and Smart Watches</h2>
<p>As the sophistication and functionality of wearable devices increases, so will the ways in which tomorrow’s workers want to use them. Fitbits are already being ousted by smartwatches, and the introduction of the curved smart phone screen has broken things wide open in the wrist device category. And the shift to wearables doesn’t stop with wrist-born versions of current smartphones: armbands that control technology by gesture<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn6" name="_ftnref6">[6]</a>, smart baseball caps that prevent long-haul truckers from nodding off and GPS tags that track the optimal path for Amazon’s warehouse workers<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn7" name="_ftnref7">[7]</a> are all wearable technologies that have implications for enterprise.</p>
<p>Technology manufacturers and their developers will continue to push boundaries and when they do, the unique functionality of certain wearables will generate novel use cases, calling for new enterprise applications never previously considered and generating new questions, such as:</p>
<ul>
<li>How will you get data from your HCM, SCM or financial system to a wearable device?</li>
<li>Will wearables also function as input devices? If so, how will they be enabled to enter new information into your enterprise systems?</li>
<li>What approach will you take to the integration of wearables?</li>
<li>How will you ensure a secure data exchange between wearables and your enterprise system?</li>
</ul>
<h2>Enterprise Systems and Wearables: Key Considerations</h2>
<p>The wearable technology possibilities are endless, and the challenges associated with this latest advance in mobile technology are only beginning to surface. Here are a few things to consider if you want to successfully ride the wearables wave.</p>
<p><strong>Will wearables be able to access your enterprise system?</strong> Most wearables are designed to work over the public Internet, while most enterprise systems are firewalled to prevent unauthorized access. Can your enterprise system be made accessible to wearable devices? Before investing the time to define use cases and map out approaches, be sure that the option to integrate wearables is available.</p>
<p><strong>What actions make sense for wearables?</strong> Given their limited size and reduced capacity for displaying and entering information, there are likely only a few things users will want to do on a wearable device. Take the time to identify simple, high-volume and time-sensitive interactions that would be best suited to wearables and focus on those use cases.</p>
<p><strong>What authentication approach is best?</strong> Your enterprise system will require credentials before providing outside access to the information it contains. Consider how you will authenticate users through a wearable device.</p>
<p><strong>How complicated will it be to integrate wearables?</strong> Not all wearables are capable of mimicking a desktop interface or browser. For those that can’t, you would have to create an independent mechanism for exchanging data between the wearable device and your enterprise system. Accessing data directly or using an API would mean bypassing the existing business logic and workflow which, in turn, would have to be recreated by the app developer. Determine in advance what the anticipated level of effort will be to integrate wearables.</p>
<p><strong>Do you have what you need to integrate wearables</strong>? Is an API available—in the version of the software you are running—that gives you access to everything you need? Does the vendor provide a software development kit (SDK)? If so, what controls does it allow and what constraints does it impose? Your wearables integration and the specifications of your apps will ultimately be governed by these controls and constraints.</p>
<p><strong>How will security be maintained?</strong> If the wearable app communicates through a service layer, is the security stack and business logic preserved? If not, what needs to happen to preserve it or, if necessary, recreate it? Make sure to factor in what will be required to maintain enterprise system security when integrating wearables.</p>
<p>“The Internet of Things (IoT) will be as transformative to the world as was the Industrial Revolution.”<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn8" name="_ftnref8">[8]</a></p>
<p>The presence of wearables in the workplace is inevitable. By the year 2020, researchers predict 24 billion IoT devices will be installed, 11.2 billion of them in businesses<a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftn9" name="_ftnref9">[9]</a>, and many of those will be wearables. Will you be ready?</p>
<p></p>
<p>Karl Wierzbicki of <a href="http://www.inflightintegration.com/" target="_blank">InFlight Corporation</a> has 14 years’ of technology marketing experience driving exceptional ROI through innovative solutions and user-centric technologies like <a href="http://inflightaura.com/" target="_blank">InFlight Aura</a>. </p>
<p></p>
<p>References:</p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref1" name="_ftn1">[1]</a> John Greenough and Jonathan Camhi, Business Insider, Here are IoT trends that will change the way businesses, governments, and consumers interact with the world, <a href="http://www.businessinsider.com/top-internet-of-things-trends-2016-1">http://www.businessinsider.com/top-internet-of-things-trends-2016-1</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref2" name="_ftn2">[2]</a> Tractica Research Report: Wearable Devices for Enterprise and Industrial Markets. <a href="https://www.tractica.com/wp-content/uploads/2015/04/WDEI-15-Executive-Summary.pdf">https://www.tractica.com/wp-content/uploads/2015/04/WDEI-15-Executive-Summary.pdf</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref3" name="_ftn3">[3]</a> Wearable Technology Future is Ripe for Growth – Most Notably among Millennials, Says PwC US.<a href="http://www.pwc.com/us/en/press-releases/2014/wearable-technology-future.html">http://www.pwc.com/us/en/press-releases/2014/wearable-technology-future.html</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref4" name="_ftn4">[4]</a> PWC, The Wearable Future <a href="http://www.pwc.com/us/en/industry/entertainment-media/publications/consumer-intelligence-series/wearable-technology.html">http://www.pwc.com/us/en/industry/entertainment-media/publications/consumer-intelligence-series/wearable-technology.html</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref5" name="_ftn5">[5]</a> Annabel Jones, HR Director, ADP UK, Will Wearables Revolutionise the Workplace <a href="http://www.hrzone.com/community-voice/blogs/annabel-jones/will-wearables-revolutionise-the-workplace">http://www.hrzone.com/community-voice/blogs/annabel-jones/will-wearables-revolutionise-the-workplace</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref6" name="_ftn6">[6]</a> The Myo armband, <a href="http://www.myo.com/">www.myo.com</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref7" name="_ftn7">[7]</a> Bloomberg Business, Wearable Technology Creeps Into the Workplace.<a href="http://www.bloomberg.com/news/articles/2015-08-07/wearable-technology-creeps-into-the-workplace">http://www.bloomberg.com/news/articles/2015-08-07/wearable-technology-creeps-into-the-workplace</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref8" name="_ftn8">[8]</a> Business Insider, Internet of Things Report, <a href="http://www.businessinsider.com/top-internet-of-things-trends-2016-1">http://www.businessinsider.com/top-internet-of-things-trends-2016-1</a></p>
<p><a href="http://www.inflightintegration.com/wearables-at-work-what-it-means-for-enterprise/#_ftnref9" name="_ftn9">[9]</a> ibid</p>
</div>Has Your ATS Bumped into OFCCP Yet?tag:recruitingblogs.com,2016-05-04:502551:BlogPost:19656482016-05-04T18:30:00.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557590034?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557590034?profile=RESIZE_320x320" width="300"></img></a> A properly configured ATS can be your most valuable asset when faced with an OFCCP audit, but only if you make sure it’s following the right protocols and collecting the right information. Make sure your applicant tracking system has been given the right instructions so it can help keep you onside with OFCCP instead of leading you astray.</p>
<h2 class="ui header">What is…</h2>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557590034?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557590034?profile=RESIZE_320x320" width="300" class="align-left"/></a>A properly configured ATS can be your most valuable asset when faced with an OFCCP audit, but only if you make sure it’s following the right protocols and collecting the right information. Make sure your applicant tracking system has been given the right instructions so it can help keep you onside with OFCCP instead of leading you astray.</p>
<h2 class="ui header">What is OFCCP?</h2>
<p>If you do business with the US Federal Government, then you likely already know your obligations with respect to the Office of Federal Contract Compliance Programs (OFCCP).</p>
<p>To refresh your memory, OFCCP includes a collection of programs designed to ensure that the government’s commitment to affirmative action and equal employment opportunity for job seekers and wage earners is enforced; and that anyone who does business with the federal government abides by the requirements set out in the various programs that come under OFCCP.<span>1</span></p>
<p>Of course, like most government regulatory programs, navigating these descriptions and understanding the requirements can be a lot like trying to interpret a foreign language. One useful resource for tackling the translation is the DirectEmployers Association<span>2</span>, an employer- driven organization that focuses on talent acquisition and inclusion and provides a wealth of tools and resources to help you navigate the complexities of OFCCP.</p>
<p>As a federal contractor or subcontractor, you understand that falling afoul of OFCCP and other federal requirements can be very costly. You’re likely accustomed to wading through reams of compliance information and incorporating any requirements associated with labor practices, from hiring to firing, into your HR processes—but what about your HR technology?</p>
<p>The technology you use to collect and track hiring data is only a tool—the responsibility for compliance rests with you, the federal contractor or subcontractor.</p>
<h2 class="ui header">Is Your Talent Acquisition Platform OFCCP Compliant?</h2>
<p>Applicant tracking systems are the norm in most large companies and many ATS vendors suggest their systems are “OFCCP compliant.” In spite of these claims, many federal contractors and subcontractors who rely on these systems continue to be cited for non-compliant record-keeping when it comes to the handling of applicant data.</p>
<p>It is important to know that no ATS by itself can be OFCCP compliant. The technology you use to collect and track hiring data is only a tool—the responsibility for compliance rests with you, the federal contractor or subcontractor. When used to capture the type of information that OFCCP wants you to track, however, your ATS will prove invaluable in the event of an OFCCP audit.</p>
<h2 class="ui header">Making Your Applicant Tracking System OFCCP Friendly</h2>
<p>Steve Lowisz, CEO of Qualigence International, suggests that the objective to aim for is to be “viewed as an organization that gives every candidate a fair chance at the role…” and offers the following steps to make sure your applicant tracking system supports your efforts to be OFCCP compliant.<span>3</span></p>
<ol>
<li>Start with clear job descriptions and qualifications.</li>
<li>Understand what it means to be an applicant.</li>
<li>Understand what it means to "consider" an applicant.</li>
<li>Know the acceptable disposition codes.</li>
<li>Create a template of disposition reasons</li>
<li>Ensure the ATS "tells a story."</li>
<li>Do your homework/self-assess.</li>
<li>Keep next steps standardized.</li>
<li>Find professionals who can help.</li>
</ol>
<h2 class="ui header">Let Your ATS Keep You Onside</h2>
<p>It’s also important to consider how your ATS “thinks.” Take the time to mentally walk through the steps your ATS takes when sorting through applications. Are there any points in the process where an application might be inappropriately rejected as a result of a too-literal interpretation of qualifications? If so, re-work the configuration until it follows an OFCCP compliant process.</p>
<p>Finally, at some point in your applicant review process, OFCCP requires that you collect specific demographic information. If that process is part of your ATS, you need to ensure the required data is collected once an individual is considered an applicant (i.e. has expressed interest in an open role; meets the minimum qualifications; completes the application process; and does not withdraw from the process). You will also want to make sure that your ATS can easily produce a report containing this data and any other OFCCP required information on all applicants.</p>
<p>Building OFCCP compliance measures into ATS portals can be complicated, but it doesn’t have to be difficult - all you need is the right information and the right partner. </p>
<p></p>
<p>Karl Wiezbicki of <a href="http://www.inflightintegration.com/" target="_blank">InFlight Corporation</a> is an insights leader with 14 years experience driving exceptional ROI through innovative solutions and user-centric technologies like <a href="http://inflightaura.com/" target="_blank">InFlight Aura</a>, to achieve impact and drive business results. </p>
<p></p>
<ol>
<li>You will find details of the various programs and related legislation on the U.S Department of Labor website <a href="http://www.dol.gov/ofccp/" target="_blank">http://www.dol.gov/ofccp/</a></li>
<li>A member-owned and managed consortium of talent acquisition and OFCCP compliance professionals <a href="http://www.directemployers.org/" target="_blank">http://www.directemployers.org/</a></li>
<li>Is Your Applicant Screening Process Legal? By Steve Lowisz, published in March 2015, Human Resource Executive Online <a href="http://www.hreonline.com/HRE/view/story.jhtml?id=534358359" target="_blank">http://www.hreonline.com/HRE/view/story.jhtml?id=534358359</a></li>
</ol>In Recruiting, ROI Means Return on Impressiontag:recruitingblogs.com,2016-04-27:502551:BlogPost:19646572016-04-27T19:00:00.000ZKarl Wierzbickihttps://recruitingblogs.com/profile/KarlWierzbicki
<p><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557588239?profile=RESIZE_320x320" style="padding: 2px;" width="300"></img></p>
<p><span>Whether you rely on a stand-alone applicant tracking system (ATS), lean heavily on mobile recruiting, work with HCM software like PeopleSoft Candidate Gateway or Taleo, or some combination of the above—you have only a few seconds to make a first impression on applicants with your candidate experience.</span><br></br> <br></br> <span>You may be asking yourself: Why does it matter? </span></p>
<h3><strong>It matters because the best will always gravitate to the…</strong></h3>
<p><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557588239?profile=RESIZE_320x320" width="300" class="align-left" style="padding: 2px;"/></p>
<p><span>Whether you rely on a stand-alone applicant tracking system (ATS), lean heavily on mobile recruiting, work with HCM software like PeopleSoft Candidate Gateway or Taleo, or some combination of the above—you have only a few seconds to make a first impression on applicants with your candidate experience.</span><br/> <br/> <span>You may be asking yourself: Why does it matter? </span></p>
<h3><strong>It matters because the best will always gravitate to the best</strong></h3>
<p><span>Your Taleo or PeopleSoft Candidate Gateway user experience (UX) may well be the first exposure to your company that applicants encounter. And, if it’s painful, it may also be their last! </span><br/> <br/> <span>Job applicants will assume the candidate experience you create for them reflects the culture, professionalism and quality of your organization. </span><br/> <br/> <span>If applying through your ATS is unfriendly, bureaucratic and kludgy, guess who’s looking elsewhere? </span><br/> <br/> <span>It is not surprising that today’s talent is particular. They are in demand and have been raised to be discerning. For that matter, don’t you appreciate and gravitate toward the best too? </span><br/> <br/> <span>Consider these examples: </span><br/> <br/> <span>You’re new in town and need to find a new doctor, so you make an appointment with a local MD. At your first appointment (three weeks out) the receptionist is rude, you’re left waiting for over an hour and, once you finally get in, the doctor rushes through the appointment without making eye contact. </span><br/> <br/> <span>When you describe your frustration to a co-worker, she gives you the name of her physician and suggests you try again. The experience couldn’t be more different: pleasant staff, a next-day appointment and, most importantly, the doctor takes the time to get to know you and your medical history in an unhurried, approachable manner. </span><br/> <i><br/> Which doctor do you choose?</i><span> </span><br/> <br/> <span>Every morning you stop at the company cafeteria for your morning coffee. Monday’s server takes your order, sells you coffee and moves on to the next customer. Tuesday’s server greets you with a big smile; asks a question about that big proposal you were working on last week; and then proceeds to make “your usual” exactly the way you like it, without asking. </span><br/> <i><br/> Which day starts off better?</i><span> </span><br/> <br/> <span>The difference between an exceptional doctor and a regular doctor, between an awesome server and an acceptable server, comes through clearly in the experience. Anyone who feels that kind of difference, even once, has no doubt which option they prefer. </span><br/> <br/> <strong>You will never attract the A-list if your applicant tracking system scares them away.</strong><span> </span></p>
<h3>Don’t Let Your ATS Chase Away Your Best Candidates</h3>
<p><span>The interesting thing about A-list talent is that they know who they are and they know they have choice. If the process of applying for a position through your PeopleSoft Candidate Gateway or Taleo system is irritating and laborious, or your ATS makes them jump through too many hoops, they will abandon you[1] and find a “better” company to work for. </span><br/> <br/> <strong>Losing your best candidates is the true cost of a low “return on impression.”</strong><span> </span><br/> <br/> <span>Attract the best and the brightest by improving that first impression. To ensure your applicant experience is the best it can be: </span></p>
<ul>
<li>Make it fast and efficient: simplify the process, remove duplication of effort and eliminate unnecessary questions—30 screener questions reduces applications by 50%, over 45 questions reduces applicants by almost 90%.<sup>[2] </sup></li>
<li>Deliver a modern UX that meets, or exceeds, candidate expectations. </li>
<li>Make sure your ATS works well on mobile devices. While 89% of job seekers search for jobs with their mobile devices<sup>[3]</sup>, many don’t apply that way because it’s too complicated—78% of searchers would apply via mobile, but only if the process were simplified.<sup>[4]</sup> </li>
</ul>
<h3>How You Can Help Your Hiring ROI</h3>
<p><span>When job applicants come across an excellent candidate experience, they know they’re applying to an excellent company: a company that respects their time, recognizes their talent, and anticipates their needs. </span></p>
<p><span>Create the kind of candidate experience your applicants will appreciate and tell their friends about. Make sure your Return on Impression is high with a beautiful, modern user interface and extend that experience seamlessly to mobile (where the talent is!). Streamline the search and application process, reducing the number of clicks and steps required to apply. </span><br/> <br/> <span>Just imagine it - full functionality across all devices, with the simple, responsive and contemporary UX applicants crave! </span><br/> <br/> <span>You adopted technology to help you find and hire the best talent. Don’t let the changing needs of today’s candidates turn that technology into an obstacle. To attract the best, you need to be the best. And that starts by making an awesome first impression with an outstanding candidate experience. </span><br/> <br/> <br/> <span>Karl Wiezbicki of </span><a href="http://www.inflightintegration.com/" target="_blank">InFlight Corporation</a><span> is an insights leader with 14 years experience driving exceptional ROI (both kinds) through innovative solutions and user-centric technologies like </span><a href="http://inflightaura.com/" target="_blank">InFlight Aura</a><span>, to achieve impact and drive business results. </span></p>
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<p><span><a href="http://www.inflightintegration.com/in-recruiting-roi-means-return-on-impression-2/#_ftnref1" name="_ftn1">[1]</a><span>Jeffery Giesener, Your ATS Is Driving Candidates Away </span><a href="http://sourcemob.com/your-ats-is-driving-candidates-away/">http://sourcemob.com/your-ats-is-driving-candidates-away/</a><span><</span><br/> <a href="http://www.inflightintegration.com/in-recruiting-roi-means-return-on-impression-2/#_ftnref2" name="_ftn2">[2]</a><span> Survey conducted by Censuswide on behalf of Indeed </span><a href="http://blog.indeed.com/2014/09/18/78-of-candidates-would-apply-to-jobs-from-mobile/">http://blog.indeed.com/2014/09/18/78-of-candidates-would-apply-to-jobs-from-mobile/</a><br/> <a href="http://www.inflightintegration.com/in-recruiting-roi-means-return-on-impression-2/#_ftnref3" name="_ftn3">[3]</a><span> Glassdoor Blog </span><a href="https://www.glassdoor.com/blog/9-10-job-seekers-search-jobs-mobile-glassdoor-state-mobile-job-search-survey/">https://www.glassdoor.com/blog/9-10-job-seekers-search-jobs-mobile-glassdoor-state-mobile-job-search-survey/</a><br/> <a href="http://www.inflightintegration.com/in-recruiting-roi-means-return-on-impression-2/#_ftnref4" name="_ftn4">[4]</a><span> <a href="http://blog.indeed.com/2014/09/18/78-of-candidates-would-apply-to-jobs-from-mobile/">http://blog.indeed.com/2014/09/18/78-of-candidates-would-apply-to-jobs-from-mobile/</a></span></span></p>