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    Cybersecurity is an HR Responsibility, Too

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    Cybercrime is a constant source of fear and frustration in the modern world of business. The number of attacks are increasing as the tactics used by cybercriminals are becoming more sophisticated. And the potential damage to companies is also rising, with the global average cost of a data breach rising to $4.35m in 2022, according to IBM.  
    There are various factors driving the surge in cybercrime, but one recent study linked the increasing risk of cyberattacks to the shift toward remote work in recent years, as the typical remote workspace is insufficiently protected, creating cybersecurity vulnerabilities. Furthermore, because remote workers rely on digital communication tools to do their work, they are more susceptible to phishing and social engineering attacks. The study also claims that because remote workers are not physically in the office together, they may find it more challenging to communicate with colleagues and verify the information or requests made in phishing emails.
    Given this potentially increased risk, should companies cease remote work? Doing so would come with its own costs, as remote work has been shown to lead to increased productivity and staff retention. Our survey of 1,004 HR and business decision-makers and workers across the world found that 69% of employers with a distributed remote workforce said that employee retention had increased since their business adopted the practice. Meanwhile, 72% of companies with an international remote workforce stated that productivity has risen since adopting a distributed model.
    So, what should companies do to improve their cyber defenses without sacrificing the benefits of remote work? Organizations might assume that their cybersecurity is solely a concern for the IT department, but this is not the case. In fact, focusing too heavily on technology will ignore the most important element of cybersecurity: your people. 
    According to another IBM study, 95% of cybersecurity breaches are the result of human error. So, if the people in an organization are the weakest link, then it is also the responsibility of HR to improve cybersecurity and help implement the practices needed to safeguard valuable data. HR has an invaluable role to play in preventing data breaches, and HR leaders must step up and help protect their organizations from cyber risks. 
    But what steps should HR take to address this issue? The first thing needed is to develop a culture of corporate cybersecurity safety through partnerships between HR leaders, internal IT teams, and data protection specialists. Cooperation across departments is essential.  
    One way in which HR can actively contribute is by partnering with IT to establish more refined access levels based on the organizational structure, including the employee’s level and department. By doing so, HR can assist in controlling and regulating access to specific types of information and actions. This collaborative effort between HR and IT aims to safeguard sensitive data by granting access privileges only to those individuals who genuinely require it to fulfill their job responsibilities. The principle of least privilege serves as a guiding principle, emphasizing that the intent is not to exclude individuals or withhold knowledge from employees, but rather to acknowledge that employees in different departments, such as marketing and finance or accounting, do not require unrestricted access to each other’s data. This principle should help to limit the potential damage of a data breach caused by any single employee.
    Next, HR can use recruitment, onboarding, and ongoing training as opportunities to ensure staff are aware of their responsibilities towards cybersecurity across the organization.
    For instance, recruitment is an opportunity to probe candidates for any potential red flags, given that employee misconduct is a common cause of data breaches. Running background checks on applicants to verify the accuracy of their employment and education history and screening for any history of criminal activity or policy violations is essential.
    HR departments themselves must also be careful during the recruitment period not to fall for a ransomware or phishing attack disguised as a resume or cover letter. And if they are to conduct virtual interviews with candidates, then HR teams must ensure they have appropriate network security measures in place, and confirm any recruitment software being used is installed with the latest security updates. 
    Similarly, the onboarding phase is a crucial moment for HR to help protect sensitive information. HR must keep a record of all the equipment a new employee receives and ensure it is returned if and when the employee leaves the company, so they do not take away any sensitive data. New recruits must also be made aware of important safety precautions, such as how to spot phishing emails and how to build strong, unique passwords. 
    Again, HR must also be careful during the onboarding phase, as they will receive a large amount of personally identifiable information from the new employee, usually via email or fax. HR departments must ensure such communications are encrypted before personal data is collected and stored.  
    Finally, training is a significant opportunity to invest in ongoing cybersecurity education so your team can establish and maintain best practices. Employees need regular reminders about the dangers posed by weak passwords and phishing emails. This training is also an opportunity to teach staff about the latest hacking methods used by cybercriminals and how to stay safe while working remotely. For instance, public Wi-Fi can represent a major risk, and although remote workers may enjoy the flexibility to work from a cafe or public space, they are safer using their smartphone as a hotspot rather than connecting to an unknown network.
    At Remote, all staff are required to undergo training within their first 30 days of employment and annually thereafter, to ensure they understand security policies, procedures, and best practices. Investing in your workforce through training helps to create trust among your employees, who are your first line of defence against a cybersecurity breach. 
    Companies do not have to grapple with this task alone; they can work with trusted partners who can help to protect their data while continuing to employ an internationally dispersed workforce. Employer of record (EOR) service providers can help organizations grow secure global teams, while also ensuring employers are compliant with local and international data protection laws in the markets where they operate. This frees companies to focus on managing and growing their business.
    There are further advantages of collaborating with companies like Remote, who have complete ownership over their end-to-end operations, as opposed to relying on third-party entities. This approach is particularly beneficial because it allows them to have complete control over the data and mitigates the risk of uncertain data handling practices. Remote sought out ISO27001 certification as well as the SOC2 Type II, the world’s best-known, internationally recognized standard for information security management systems, to demonstrate our commitment to information security and providing a secure platform for our customers. As EORs handle sensitive employee data, including personal information, financial records, and legal documents, these certifications provide a standardized and independent confirmation, so employers can be confident that rigorous security measures protect their employee information.
    Integrating cybersecurity into company culture must be an endeavour tackled by the whole organisation, not just the IT team. The HR department has a key role to play in building a solid and safe foundation for a business to grow its globally distributed workforce.
    By Marcelo Lebre, COO and co-founder of Remote.
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      The 6 Best Video Interview Platforms in 2023

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      When it comes to hiring in 2023, using the best video interview software is essential. After all, video interviewing is now an integral part of the hiring process, and the COVID-19 pandemic has accelerated its adoption. 
      According to a recent survey, 86% of companies now use video interviews to evaluate job candidates. Video interview software is crucial because it enables hiring managers to assess candidates remotely, which is particularly important in today’s world of remote work and social distancing. It also saves time and resources, as it eliminates the need for in-person interviews and can be used to screen top talent quickly.
      As we move further into 2023, it’s clear that video interviewing is here to stay, and with so many platforms available, it can take time to decide which one to choose. 
      In this article, we’ll explore the six best video interviewing tools of 2023 and what makes them stand out from the competition.
      The Best Six Video Interview Platforms
      Here are some of the best video interview platforms to use: 
      1. myInterview

      Founded in 2016 by two friends who wanted to create a more personal and efficient way of assessing job applicants and hiring, myInterview is a one-way video interview platform. You can further meet the shortlisted candidates for a live interview as well. 
      You can either choose from a library of questions or create your own. You can also customize the settings, such as time limit, retries, and branding.
      Here’s how it works:
      myInterview prompts you to fill out a simple form to create your job. 
      After you fill in those details, you can create and send video interview questions to job seekers, who can record and submit their answers online. 
      Next, myInterview will allow you to brand your interview by adding your logo, custom colors, images, or background. 
      Additionally, you can include an introductory video by recording it, linking it via Vimeo, YouTube, or Dropbox, or even uploading a pre-existing video from your computer.

      Finally, you can invite candidates to the job interview and review their videos right inside myInterview’s dashboard.
      Once candidates start sending their videos answering interview questions, recruiters can watch and evaluate the candidates’ videos using artificial intelligence and collaboration tools. 
      For example, the myInterview Intelligence feature uses artificial intelligence to rank candidates based on their video responses. 
      They also offer features like automated shortlisting, curated interview playlists, and bias-free assessment Interviews.
      Shortlisting is also easy, thanks to custom Kanban columns to help you track a candidate’s stage. You can set your workflow to match your company’s hiring stages and customize columns into shortlisted, rejects, approved, etc.

      All these features combined can help recruiters save time and money, screen more candidates, and find the best fit for their company and culture.
      Here’s a quick overview of myInterview’s key features: 

      Invite candidates: Recruiters can invite candidates to take the video interview by sending them a link via email or SMS. Candidates can access the interview on any device with a camera and microphone.
      Review candidates: Recruiters can review candidates’ videos on an intuitive dashboard that shows their scores, rankings, and feedback. They can also share the videos with other team members or clients for collaboration.
      Hire candidates: Recruiters can hire candidates by contacting them directly from the platform or through their ATS or workflow system.

      All in all, myInterview is suitable for recruiters who want to save time and reduce the risk of bias in their hiring process. It’s also suitable for candidates who wish to express themselves beyond their resumes and showcase their personality and fit for the company culture. 
      That said, there may be better options for recruiters who prefer live or face-to-face interviews.
      Pros: 

      Integration with other platforms such as Indeed, Workable, and Zapier. 
      It offers a free plan with ten candidates per month and affordable pricing plans for different needs and sizes of businesses. 
      The dashboard has smart shortlisting options, allowing you to filter, sort, and rank candidates by various criteria. It’s also easy to use, intuitive and customizable with your branding and intro video. 

      Cons: 

      It may not capture the full range of candidates’ skills and abilities, especially for technical or creative roles that require more than verbal communication or problem-solving.
      Limited customization options for branding and user experience. This can be a drawback for companies looking to create a more personalized candidate experience.
      Limited reporting and analytics capabilities can make it difficult for recruiters to track their recruitment campaigns’ success and identify improvement areas.

      Pricing: 
      myInterview offers annual billing options and the pricing depends on the number of candidates per month. The pricing plans are:

      Starter – Free forever with ten candidates per month and one active job.
      Individual – $99/month with unlimited candidates per month and two active jobs.

      Professional – Custom plans with custom candidates per month and custom active jobs.
      2. Willo

      Willo is another asynchronous video interview platform that allows candidates to record their interview answers at a convenient time rather than having to schedule a live video interview. This makes the process more flexible and convenient for both candidates and hiring managers.
      You can add different question types, including video, audio, text-based, and file uploads. You can also assign a specific number of retakes and answer length.
      Another unique feature of Willo is its ability to integrate with other HR tools, such as applicant tracking systems (ATS) and job boards. This allows hiring teams to streamline their recruitment process and manage everything from one place.
      Additionally, recruiters can evaluate and manage candidates in a Kanban-like dashboard and get an overview of their complete hiring process. 
      However, Willo may not be the best fit for companies that require live video interviews or need to assess candidates’ soft skills in real-time. In addition, some candidates may feel uncomfortable with the idea of recording themselves on video, which could limit the pool of potential candidates.
      Some of the key workflows of Willo are:

      Creating an interview: You can create an interview by choosing a title, adding a description, selecting questions from a bank, or creating your own. You can also set the time limit and number of retakes for each question and customize the branding and appearance of the interview.
      Sending an interview: Send an interview link to candidates via email or SMS or embed it on your website or job board. You can also integrate Willo with your ATS platform to automate the sending process.
      Reviewing an interview: Willo lets you watch video responses of candidates whenever you want, rate them on a scale of 1 to 5, and leave feedback notes. You can also filter and sort candidates by rating, status, or date.

      Pros: 

      Willo integrates with over 5,000 enterprise apps and popular ATS platforms.
      It saves time and resources by automating the screening process and allowing candidates to record their answers at their own convenience.
      It provides a great candidate experience and a fair opportunity for everyone to showcase their skills and personality.

      Cons: 

      Willo lacks some features like live video interviews, questionnaires for specific roles, etc., and some of its counterparts have. 
      It may not be suitable for some roles or industries requiring more interaction or assessment.
      Doesn’t have enough customization options for branding, design, or questions. 

      Pricing: 
      Willo offers three pricing plans. Here are the details:

      Starter plan ($75 per month): For up to 50 interviews per month with additional features such as custom branding, advanced analytics, and priority support.
      Growth plan ($300 per month): For up to 250 interviews per month with additional features such as team collaboration, custom domains, and GDPR compliance.
      Scale plan ($850 per month): For up to 1,000 interviews per month with additional features such as a dedicated account manager, API access, and enterprise integrations.

      Willo also offers discounts for non-profits and early-stage startups. You can apply for them on their website.
      3. VidCruiter
      VidCruiter is another video interview platform on this list. However, VidCruiter stands out among many of its contemporaries for its ability to provide both live and pre-recorded video interviews.
      In addition to interviewing candidates, recruiters using VidCruiter gain access to HR-based features, such as structured questions and rating guides, to assist them in their evaluations.
      VidCruiter also offers an SHRM-approved interview guide builder that aids in implementing structured interviews, reducing hiring bias. Additionally, the platform provides a dedicated account manager for each client and offers 24/7 support.
      Some of VidCruiter’s key features include: 

      Pre-screening: Recruiters can filter candidates based on their skills, qualifications, and personality using pre-recorded video interviews or online assessments. 
      Interview Scheduling: VidCruiter helps automate the scheduling process using an online calendar system that syncs with your email and ATS. 
      References: VidCruiter’s automated references system allows recruiters to collect references from candidates by sending out requests and reminders via email or SMS.

      VidCruiter is ideal for organizations and recruiters who want to streamline their hiring process, save time, and reduce costs. It’s especially beneficial for organizations that hire remotely or internationally since it eliminates scheduling conflicts and timezone barriers. 
      However, it may not be suitable for recruiters who prefer traditional face-to-face interviews or those with limited internet access.
      Pros: 

      It offers pre-recorded and live video interviews and other features such as skills testing, automated reference checking, digital signatures, etc.
      It allows you to customize your workflow, branding, questions, rating scales, etc., to suit your specific needs and preferences.
      It integrates with other platforms and tools such as ATS, CRM, calendars, etc.

      Cons:  

      They’re not upfront when it comes to their pricing and billing options. You’ll have to contact their sales team for a custom quote. 
      While VidCruiter offers a wide range of features, some users reported that the platform could be complex and difficult to navigate. This can make it challenging for new users to get started quickly.

      4. HireVue
      Initially founded in 2004, HireVue is a video interviewing platform allowing recruiters to conduct live and on-demand interviews. Some of its standout features include over 1,000 job-specific interview guides, real-time evaluation tools, automated candidate routing, and enterprise security. 
      Another distinctive feature is its built-in tools for evaluating coding proficiency and critical soft skills. HireVue’s technical assessment software employs video, AI, and coding challenges validated by a team of organizational psychologists to help you evaluate technical talent.

      Other key features include: 

      Game Assessment: HireVue offers game-based assessments backed by neuroscience and data science that help you select the most suitable candidates. The games measure cognitive abilities, emotional intelligence, and personality traits relevant to the role.
      AI Technology: HireVue uses AI technology to analyze candidates’ video interviews and game assessments and provide insights and recommendations on their skills, fit, and potential. Recruiters can also customize the AI to meet their specific needs.
      Text Recruiting: Recruiters can communicate with candidates via text messages or WhatsApp and engage them with conversational AI. They can also use text recruiting to invite candidates to interviews or assessments, send reminders and confirmations, answer questions, and provide feedback.
      Virtual Hiring Events: HireVue allows recruiters to host virtual hiring events to attract, screen, and hire candidates in one day. Recruiters can use HireVue’s platform to create branded landing pages, promote the event, schedule interviews, and track metrics.

      Pros: 

      It provides customizable rating guides to evaluate candidates based on specific job requirements and company culture.
      With the ability to pre-record and review interviews, HireVue helps you save time in the hiring process and quickly move through a large pool of candidates.
      HireVue’s structured interview feature allows you to create consistent questions for all candidates, ensuring fairness.

      Cons: 

      HireVue’s pricing is higher than other video interview platforms, which may make it less accessible for small businesses or organizations with limited budgets.
      Some users have reported that HireVue’s pre-built templates can be limiting and lack customization options.
      Like any software, HireVue isn’t immune to technical glitches and bugs. Some online reviews talk about experiencing video and audio quality issues.

      Pricing: 
      HireVue offers two pricing plans, including: 

      Corporate Pricing (Starts at $35,000): For companies with 2500-5000 employees. 
      Enterprise (Custom plans): For companies with over 5000 employees. 

      5. Spark Hire
      Spark Hire is a video interviewing platform that lets you accept one-way interviews, open one-way interviews, and live interviews. The one-way video interview is one of its standout features, which allows candidates to record video answers to interview questions at their convenience.
      It also allows recruiters and hiring managers to screen candidates more efficiently, connect with them remotely, and foster collaboration with team members.
      Spark Hire also has several unique features that differentiate it from other video interview platforms. 
      Additionally, recruiters can create personalized and branded videos using the video messaging feature to engage candidates at any stage of the hiring process. 
      Then you have the interview evaluation feature that allows recruiters to evaluate candidates by rating, commenting, tagging, and rejecting them. This feature speeds up the recruitment process and ensures recruiters can make informed decisions.
      Some of Spark Hire’s key features include: 

      One-way Video Interview: This feature allows candidates to self-record video answers to interview questions on their own time. Recruiters can create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length.
      Interview Evaluation: This feature allows recruiters to rate, comment, tag, and reject candidates easily. Recruiters can document rejection reasons, send rejection emails, and organize their shortlists.
      Question Library: This feature allows recruiters to access a library of pre-made interview questions that cover various topics such as behavioral, technical, situational, etc. Recruiters can also create their custom questions and save them for future use.

      Pros: 

      Extensive integrations with various applicant tracking systems (ATS) and other recruitment tools.
      The interview evaluation feature simplifies the candidate evaluation process and allows for easy collaboration. 
      The video messaging feature allows for personalized and branded communication with candidates.

      Cons: 

      Limited language support compared to other platforms – a downside for organizations with diverse candidate pools.
      Some users have reported occasional technical glitches or issues with customer support.

      Pricing: 
      Spark Hire offers four pricing plans: 

      Lite ($149/month or $119/month annually): 1 job, 3 users, unlimited interviews, branding, video questions, evaluation tools, scheduling, video messages, integrations, and support.
      Pro ($299/month or $239/month annually): 5 jobs, 5 users, everything in the Lite plan + advanced sharing, analytics, bulk invite, SMS text invitations. Advanced questionnaire add-on.
      Growth ($499/month or $399/month annually): 10 jobs, custom users, everything in the Pro plan + Advanced questionnaire and single sign-on add-ons.
      Enterprise (Contact Spark Hire for pricing): Unlimited jobs. Everything in the Growth plan + SMS text invitations. Multiple add-ons for security and contracts.

      6. Harver
      Harver is a video interviewing solution that helps recruiters screen candidates using asynchronous video interviews. This means that candidates can self-record video answers to pre-defined questions on their own time, and recruiters can review and evaluate them whenever they want.
      Harver also stands out with its ability to incorporate promotional and team videos in your hiring process. Plus, Harver’s collaborative interview scoring feature lets you bring multiple evaluators on board to rate and comment on candidate responses using a consistent rating scale. This feature streamlines the evaluation process, ensuring recruiters can make informed hiring decisions.
      They also provide a team of IO psychologists to identify the ideal candidate profile and optimize the customized matching framework using performance feedback loops. This also helps minimize bias in the hiring process.
      Pros: 

      Harver allows you to incorporate promotional and team videos that showcase your company’s brand and culture, creating a more engaging and memorable candidate experience.
      Harver’s interview scoring feature allows multiple evaluators to rate and comment on candidate responses using a consistent rating scale, making it easier to assess candidates and make data-driven hiring decisions.

      Cons: 

      It may be unsuitable for organizations that prefer live or synchronous video interviews.
      Like most other virtual interviewing platforms, Harver also provides a standardized experience, which may not be suitable for companies with more specific needs or preferences.

      Benefits of Using Video Interview Platforms 
      There are many benefits to using video interview platforms for hiring. Here are some of them:
      Time and Cost Savings: 
      One of the biggest advantages of using video interview platforms is the ability to save time and money. Recruiters can conduct video interviews with candidates from anywhere worldwide, eliminating the need for travel and in-person meetings. This can save companies thousands of dollars in travel and accommodation expenses. 
      Improved Candidate Experience: 
      Video interview platforms offer a more flexible and convenient experience for candidates who can complete interviews from their homes. This can lead to higher levels of candidate engagement and satisfaction. 
      For example, Unilever managed to hire half of the candidates it screened using a video interview platform for the hiring process.
      Better Hiring Decisions: 
      Video interview platforms provide a complete overview of each candidate. And when recruiters have a complete picture of the candidate, they naturally make better hiring decisions. 
      Plus, features like video messaging and collaborative interview scoring can help recruiters evaluate candidates more accurately.
      Increased Diversity and Inclusion: 
      Video interview platforms can also help companies increase diversity and inclusion in their hiring processes. By enabling candidates to complete interviews remotely, companies can reduce barriers to entry for underrepresented groups. 
      Additionally, features like structured interview questions and blind reviews can help reduce unconscious bias in the hiring process.  
      Evaluate body language:
      Video interviews also allow recruiters to evaluate body language and nonverbal cues, such as eye contact, hand gestures, and overall confidence level while answering questions. 
      This is especially helpful if hiring for a customer service or sales position. In that case, you can evaluate how candidates interact with others, express themselves, and handle difficult situations.
      Key Features That Your Video Interview Platform Should Have 
      Here are some key features that your video interview platform should have:

      One-way and two-way video interviews: The best video interview platforms let you set up one-way interviews where candidates answer pre-written questions that you can review later. At the same time, they should let you conduct live or two-way interviews where you can chat with candidates in real time.
      Collaboration features: Collaboration features, like the ability to share feedback and ratings on candidates, can help streamline the hiring process. For example, Harver’s collaborative interview scoring feature allows multiple evaluators to rate and comment on candidate responses.
      Video Quality: It’s no good to have a great interview platform if the quality is poor. The video should be clear and crisp, allowing both parties to see each other clearly and understand what is being said. It should also be recorded in high definition so that there won’t be any playback issues later on down the line.
      Integration with your existing Applicant Tracking Systems (ATS): Integration with your ATS can help you easily transfer candidate data and streamline your hiring workflow.
      AI-powered interview analysis: Artificial intelligence (AI) can help you quickly and accurately analyze candidate responses and identify top candidates. For example, many tools use AI to analyze the facial expressions, tone of voice, and word choice of candidates during the interview.

      Questions to Ask Vendors on Demos 
      With so many options, how do you know which one is right for you? Here are some questions to ask vendors on demos related to video interviewing platforms:

      Can you walk me through the process of setting up and conducting a video interview on your platform?
      How do you ensure the security and privacy of candidate data during the interview process?
      Does your platform support both live and pre-recorded video interviews? If so, how do they differ?
      What level of customization is possible on your platform, such as branding, interview question templates, and evaluation criteria? Can we customize the platform with our company logo, colors, and branding to provide a consistent candidate experience?
      How does your platform address potential bias in the interview process, and what tools or features are available to promote diversity and inclusion? For example, does the platform provide structured interview questions and evaluation criteria to help standardize the interview process?
      Talking of diversity, does your platform handle accessibility for candidates with disabilities? For instance, does the platform support closed captioning or sign language interpretation for hearing-impaired candidates?
      What kind of support and training do you provide to users of your platform, and is there an additional cost for these services? Are there tutorials or online training materials available?
      How does your platform measure the effectiveness of the video interview process, and what kind of analytics and reporting are available?
      What is your platform’s video recording and storage capacity? Can the platform support HD video, and how long are the videos stored?
      Can you provide references or case studies of organizations in our industry or of similar size who have successfully used your platform?
      How does your pricing model work, and what factors determine the cost for our organization?
      Can your platform integrate with our existing applicant tracking system (ATS) or other HR tools?

      Common FAQs
      What is a video interview platform?
      A video interview platform is a tool that allows companies to conduct interviews with candidates in a remote setting. It provides an easy-to-use interface for both the interviewer and the candidate and stores all information gathered during the interview process.
      How does it work?
      Candidates sign up for an account, which allows them to record their videos through their mobile devices or computers. They upload those video recordings to the platform, where recruiters can access and review them to screen them immediately or schedule them to be viewed at another time.
      What are the benefits of using a video interview platform?
      Using a video interview platform can save time and money, eliminate geographical barriers, and help reduce bias in the hiring process. It also provides more flexibility for both the interviewer and the candidate, as interviews can be conducted from anywhere with an internet connection.
      What are the different types of video interview platforms?
      There are generally two types of video interview platforms – one that allows live interviews and the other with pre-recorded (asynchronous) interviews. Recruiters can conduct live interviews in real time, while pre-recorded interviews allow candidates to record their answers to pre-set questions at their convenience. However, some tools offer both types of interviews under a single umbrella. 
      How do I choose the right video interview platform for my organization?
      When choosing a video interview platform, consider factors like ease of use, pricing, customer support, features, and integrations with other tools. It’s also important to assess your organization’s specific needs and goals and choose a platform that aligns with them.
      How does the platform ensure fairness and minimize bias in the hiring process?
      Video interview platforms should have features that support structured interviews, such as standardized questions and rating scales. Additionally, some platforms use artificial intelligence (AI) to analyze candidate responses and weed out biased hiring. 
      Pitfalls to Avoid When Buying Video Interview Software
      When searching for video interview software, there are a couple of pitfalls to avoid. Here are some of the most common ones: 

      Thinking it’s only about the technology: Video interviewing should be about more than just the technology itself. You want to be sure it’s easy for both candidates and hiring managers alike to use and feels natural with minimal training. If this isn’t possible, perhaps another screening method would be more suitable for you.
      Not testing the software before purchase: It’s essential to test the software before making a purchase. This includes taking advantage of free trials or demos offered by the vendor. This will allow you to better understand the software’s user interface, features, and capabilities.
      Overlooking integration capabilities: If you already use other HR software in your organization, it’s important to ensure the video interview software can integrate with these existing systems. Overlooking integration capabilities can result in time-consuming and expensive workarounds.
      Ignoring security and privacy features: Video interview software will likely contain sensitive candidate data, including video recordings and personal information. Therefore, ensuring the software has robust security and privacy features, including data encryption and secure storage, is important.
      Not considering scalability: As your organization grows, so will your hiring needs. It’s important to consider the scalability of the software to ensure it can handle increased usage and meet future hiring demands.

      Time to Hit Record and Find the Best Candidates!
      Online video interview platforms are essential for modern recruiting and hiring processes. They allow companies to conduct virtual interviews and save time and resources while increasing candidate engagement and the accuracy of evaluations. 
      We explored the top 6 video interview platforms in 2023, each with unique features and functionalities catering to different hiring needs. Spark Hire’s one-way video interview feature allows for asynchronous candidate responses, while HireVue’s AI-powered assessments provide technical talent evaluations. VidCruiter streamlines international and remote hiring processes, while Harver’s candidate experience and team evaluation tools ensure a comprehensive assessment. 
      When choosing a video interview platform, it’s essential to consider key features like collaboration tools, customization options, and candidate experience. With the right tool and approach, these platforms can revolutionize your recruitment process and help you find the right candidate for the job.

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      The 3 Best Recruiting Chatbots in 2023

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      In 2023, the use of machine learning and AI-powered bots is skyrocketing, and the competition to offer the best HR chatbots is fierce. With chatbots helping you save time and money by handling up to 80% of standard questions from candidates within minutes, it’s clear that the need for innovative recruitment solutions has never been greater.
      Many of these online assessment tools and HR chatbots, like Paradox and Humanly, provide an efficient and cost-effective way for organizations to streamline their recruitment process while improving employee engagement and satisfaction. They also help you gauge a candidate’s competencies, identify the best talent and see if they’re the right cultural fit for your company.
      In this article, we’ll delve into the top 3 best recruiting chatbots in 2023 to help you shortlist and hire the right candidates.
      The 3 Best HR Chatbot Tools
      Here are the three best HR chatbot software tools in 2023:
      1. Paradox
      Paradox is a conversational AI chatbot that helps recruiters and hiring managers to automate tasks and engage candidates through text messages. Paradox’s built-in chatbot, Olivia, can screen candidates, schedule interviews, answer questions, collect feedback, and more.
      They claim that Olivia can save recruiters millions of hours of manual work annually, cut time-to-hire in half, increase applicant conversion by 5x and improve candidate experience.
      Olivia is also marketed as a “24/7 recruiter you hire.” And it’s true enough. 
      Paradox uses natural language processing to create conversations that feel natural and human-like. Thanks to their use of NLP, Olivia functions in a manner similar to that of a human recruiter. For example, it can qualify candidates based on their resume or job application and match them to the best-fit roles.
      (Source)
      Another key feature that makes Olivia stand out is its ability to communicate with candidates 24/7, on any device, in 100+ languages. 
      Other key features of Paradox include: 

      Interview scheduling: Olivia can coordinate with candidates and hiring managers to find the best time slot for interviews and send reminders and confirmations.
      Candidate communication: Olivia can answer common candidate queries about the job role, company culture, company policies, benefits, etc., or direct them to relevant resources. 
      Candidate feedback: Olivia collects feedback from candidates after each stage of the hiring process and measures their satisfaction and sentiment. 

      All in all, Paradox is most suitable for organizations that want to streamline their recruiting process and reduce manual work. If you also want to improve your candidate experience and hire faster and more efficiently, then also Paradox is your friend. 
      That said, it might be overkill for organizations with a low hiring volume or a simple hiring process. Organizations that prefer other communication channels like email or phone calls may also find it unsuitable. 
      Pros:

      Olivia saves a tremendous amount of time and reduces manual work. It can handle repetitive and tedious tasks such as screening candidates, scheduling interviews, sending reminders, etc., that would otherwise take hours of human effort.
      It integrates with leading applications, such as Workday, SAP SuccessFactors, Oracle Taleo, Indeed, etc. 
      It supports multiple languages and can communicate with candidates across 47 countries.

      Cons:

      Paradox may not be able to replace the human touch or rapport that recruiters can build with candidates through personal interactions. For example, if a candidate prefers to talk to a real person or if a recruiter wants to assess the candidate’s personality, fit, or motivation more deeply, Olivia may not be able to convey the same level of empathy, trust, or engagement.
      Paradox only provides some basic metrics and does not integrate with other analytics tools or platforms. This could limit the ability of organizations to make data-driven decisions and optimize their hiring processes.
      As with any chatbot software, Paradox requires a stable internet connection to function effectively.

      2. Humanly.io
      Humanly.io is a conversational hiring platform that uses AI to automate and optimize recruiting processes for high-volume hiring and retention. 
      What sets it apart is its ability to utilize multiple channels, including chat, SMS, social media, and QR codes, to connect with potential candidates where they are. 
      The tool also eliminates biased factors from conversations and offers valuable insights during interviews to promote fair hiring decisions. Additionally, it offers HR chatbots for different types of hiring, such as hourly, professional, and early career. 
      The chatbot also syncs with your calendar and availability preferences and offers candidates convenient time slots to book interviews.
      Some of the key workflows that Humanly.io supports are:

      Screening: Humanly engages with candidates who apply through various sources and asks them relevant questions based on the job requirements. They have role-specific conversation templates, allowing the chatbot to ask the right questions at the right time. 
      Reference checking: Humanly can help you contacts the candidate’s references via email or SMS and asks them standardized questions. The chatbot then compiles the feedback into a report for the hiring team.
      Re-engagement: The chatbot reaches out to past candidates still interested in working for the organization and invites them to apply for new or relevant opportunities. 
      Virtual interview assistant: Humanly.io helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

      All in all, Humanly.io is good for organizations that want to save time, improve candidate experience, and increase diversity in their talent pool. It’s especially useful for high-volume hiring scenarios where recruiters need to screen and schedule hundreds or thousands of candidates quickly and efficiently. 
      However, it may not be ideal for organizations with very complex or customized recruiting workflows that require human intervention or customization.
      Pros:

      It improves candidate experience and engagement by providing personalized and conversational interactions through multiple channels. 
      The chatbot also sends SMS-based reminders and confirmations to reduce no-shows.

      Cons:

      It may be overkill for a startup or a small organization. 
      Lack of robust reporting capabilities. 
      Humanly.io currently supports only the English language. This could be a problem for organizations that recruit globally or have a multilingual candidate pool. 

      3. MeBeBot

      MeBeBot is an AI intelligent assistant that automates answers to employee questions and communications for HR, IT, and Operations teams. It also provides push messaging, pulse surveys, and real-time data insights to improve employee experience and engagement. 
      MeBeBot also provides native integration into your company’s Slack channel or Microsoft Teams, allowing employees to interact with it seamlessly.MeBeBot Slack Interface
      It also has a crowdsourced global knowledge base of over 300 FAQs you can edit and customize to fit your business policies and processes. With its support for multiple languages and regions, MeBeBot is also a great fit for companies looking to hire a global workforce. 
      Some of MeBeBot’s key features include: 

      Employee FAQs: The chatbot answers common employee questions about HR, IT, payroll, benefits, facilities, operations, etc., using a curated knowledge base that the admins can customize.

      Push Messaging: It sends out notifications, company updates, and reminders to employees via Microsoft Teams or Slack channels based on group preferences.

      Pulse Surveys: You can use it to conduct quick feedback surveys on employee sentiment on key satisfaction questions via Microsoft Teams or Slack channels based on group preferences.

      Pros: 

      It keeps the “human” in HR tech by combining natural conversational technology with a database of common HR questions and answers curated by experts.
      It helps track employees’ engagement, sentiment and needs through push messaging and pulse surveys.
      It saves time, resources, and money by reducing the volume of help desk tickets, emails, and inquiries by 60-70%

      Cons: 

      Mainly aimed at companies that use Slack or Microsoft Teams.
      It may be unable to handle complex or uncommon questions requiring human intervention or judgment.
      You may need some help with some technical issues or glitches. 

      Benefits of Using HR Chatbots
      There are several benefits of using HR chatbots in the workplace. Here are some of them:
      Improved efficiency
      HR chatbots can handle repetitive and routine tasks, such as answering frequently asked questions and scheduling interviews, allowing recruiters and HR team members to focus on more complex and strategic tasks. 
      For example, Humanly.io can automate the screening process for job applicants, reducing the time and effort required by HR staff to review each application manually.
      24/7 availability
      It’s nearly impossible for a human recruiter to be available 24/7, giving another edge to HR chatbots. These AI-based recruiting bots assist employees and candidates at any time of the day, even outside of regular business hours. This naturally improves the overall experience for all parties involved.
      Increased accessibility
      Candidates and recruiters alike can access HR chatbots through multiple channels, including messaging apps and voice assistants. This makes it easier for all parties involved to interact with them using their preferred method of communication.
      Personalized recruiting experience
      You might have a preconceived notion about how a chatbot would converse in a crisp, robotic tone. However, these HR chatbots are smarter than that. 
      Most conversational recurring chatbots provide personalized responses based on the user’s profile and history, creating a more engaging and relevant experience for each individual. 
      For instance, Paradox’s bot Olivia, can provide tailored responses based on the job candidate’s profile and experience.
      Faster response times
      HR chatbots can respond immediately to inquiries, reducing the time and effort required for employees and candidates to get the required information. 
      For instance, a chatbot can quickly respond to a job candidate’s inquiry about the application process, reducing the candidate’s waiting time.
      Cost-effective
      HR chatbots can help reduce the workload of HR departments, resulting in cost savings for organizations in terms of time and resources.
      Overall, HR chatbots can help improve the efficiency, accessibility, and user experience of HR processes. This ultimately leads to greater productivity and job satisfaction for both candidates and HR professionals.
      Key Features That Your Recruiting Chatbot Should Have
      According to a study by Phenom People, career sites with chatbots convert 95% more job seekers into leads, and 40% more job seekers tend to complete the application. 
      Recruiting chatbots are becoming increasingly popular for automating the recruitment process and improving the candidate experience. 
      Here are some key features that your recruiting chatbot should have:

      Screening and skills assessment: Your HR chatbot shouldn’t just be a conversation platform. To offer full-fledged talent acquisition capabilities, it should have candidate assessment tools to identify candidates’ skills. It should also be capable of conducting preliminary screening and assessing candidates’ qualifications, skills, and experience. 

      24/7 interaction: According to statistics, a chatbot can automate up to 80% of top-of-funnel recruiting activities. Your HR chatbot should be able to do the same. It should also be able to engage with candidates anytime and provide instant and accurate answers to their frequently asked questions (FAQs) about the job opening, company, benefits, etc.

      Job Search and Application: Your recruiting chatbot should be able to assist candidates in searching for job openings and guiding them through the application process.

      Integration with Applicant Tracking System (ATS): The chatbot should be able to integrate with your ATS to provide a seamless recruitment experience for candidates and recruiters.

      Data insights and analytics: Recruiting suitable employees for your company requires in-depth data before you come to any conclusion. Naturally, the recruiting chatbot software you plan to use should provide real-time data on candidate usage patterns, question trends, sentiment analysis, etcetera. 

      These features can help you improve your recruiting process using a chatbot. However, depending on your specific goals and challenges, you may need more or fewer features than these. 
      Questions to Ask Vendors on Demos
      Here are some questions to ask vendors during demos when buying an HR recruiting chatbot:

      How can your chatbot help improve the candidate experience? For instance, ask whether their chatbot can provide candidates with quick and personalized responses to their questions and status updates on their applications. Most importantly, does it guide them through the recruitment process? 

      What types of recruitment tasks can the chatbot automate? Can it automate tasks like resume screening, interview scheduling, and answering FAQs? 

      How does the chatbot integrate with our existing recruitment process and technology stack? Ensure it integrates with your existing applicant tracking system (ATS), recruitment website, and other HR technology platforms. 

      What’s the level of customization for the chatbot to meet our specific business needs? Does it provide customization options for chatbot responses and conversation flows?

      What data and analytics can we expect to receive from the chatbot, and how can we use it to improve our recruitment process? Ask whether the chatbot can provide data on candidate engagement, recruitment metrics, and user feedback.

      What is the setup and deployment process for the chatbot?

      What training and customer support do you provide for our team to use and manage the chatbot effectively? Does it include ongoing technical support?

      How does the chatbot handle multi-lingual and global recruitment needs?

      How does the chatbot ensure data privacy and security for both the company and the candidates? Does it have data retention and deletion options to ensure that candidate data is handled appropriately?

      Can we integrate the chatbot with our existing applicant tracking system (ATS) or other HR technology platforms? 

      These questions should help you evaluate the capabilities and suitability of the chatbot for your specific recruitment needs.
      Common FAQs
      What is an HR chatbot?
      An HR chatbot is an artificial intelligence (AI) powered tool that can communicate with job candidates and employees through natural language processing (NLP). They also help with various HR-related tasks, including recruitment, onboarding, interview scheduling, screening, and employee support.
      What are the benefits of using an HR chatbot?
      HR Chatbots are great for eliminating the need to call HR, saving time, and reducing overhead. They also help improve candidate and employee experience, reduce human error, provide personalized assistance, and streamline HR processes.
      What kind of HR-related tasks can an HR chatbot assist with?
      An HR chatbot can assist with various HR-related tasks such as answering frequently asked questions, scheduling interviews, providing feedback on job applications, providing onboarding support, and assisting with employee inquiries.
      Can an HR chatbot replace human HR professionals?
      The answer is: It depends. A chatbot can answer questions and give advice, but it cannot make decisions on behalf of a human. 
      An example where this could become an issue is when an employee has a disability or other issues with their work performance. They may need individualized instruction to help them improve their performance. To do this successfully, human interactions are essential – both with the employee and between the employee and HR.
      What are the limitations of using an HR chatbot?
      While HR chatbots can imitate human-like conversation styles, it’s still incapable of overcoming issues like complex or nuanced inquiries, language barriers, and the potential for technical glitches or errors. It’s important to consider these limitations beforehand and provide appropriate user support to connect with new hires.
      Do HR chatbots conduct personality tests and evaluate soft skills?
      Yes, many HR chatbots can conduct personality tests and evaluate soft skills. These chatbots can use in-depth assessments to evaluate a candidate’s personality traits, communication skills, and problem-solving abilities.
      Pitfalls to Avoid When Buying HR Chatbot Software
      It’s clear that now is the time for HR professionals to start looking into how they can implement a chatbot in their organization. 
      However, there are several pitfalls to avoid when buying HR chatbot software. Here are some of them: 

      Failing to define your requirements: Before shopping for HR chatbot software, you need to define your requirements. This includes understanding what tasks you want the chatbot to perform, what type of data you want it to collect, and what kind of interactions you want it to have with users.

      Failure to consider language and cultural differences: You may want to use your HR chatbot software to hire employees from different parts of the world who speak different languages and have different cultural backgrounds. It’s important to ensure that the chatbot can understand and respond to users in different languages and in a culturally sensitive way. For example, a chatbot designed for an American audience may not work well for an Asian audience.

      Lack of training and support: No matter how user-friendly the tool is, implementing it requires training and support for both employees and HR staff. If the software company fails to provide adequate training and support, it may lead to poor adoption rates and low user satisfaction.

      Lack of scalability: Your HR chatbot should be able to scale with the organization’s growth and changing needs. Failure to choose a scalable chatbot can result in having to replace it with a more expensive solution in the future. 

      Not considering integration: Your HR chatbot software should be able to integrate with your existing HR systems, such as your HR management system (HRMS) or applicant tracking system (ATS). This will ensure the chatbot can access the necessary data and perform the required tasks.

      Disregarding data privacy regulations: HR chatbot software may collect and store sensitive employee data, such as performance evaluations and medical information. Considering this, it’s important to ensure that the tool complies with data privacy regulations like GDPR or CCPA. 

      Revolutionizing Recruitment!
      In conclusion, HR chatbots are becoming increasingly popular for their cognitive ability to streamline and automate recruitment processes. These chatbots have the potential to identify the best candidates for a given job, evaluate their job performance, and take care of talent assessments and the employee onboarding process.
      While numerous HR chatbots are available in the market, the best ones are customizable, scalable, and integrated with existing human resources systems. After all, it’s essential to find a chatbot that fits your organization’s specific needs, so you can maximize its potential and achieve your recruitment goals. 
      With the right AI-powered chatbot, your organization can stay ahead of the competition, attract top talent, and build a successful workforce for years to come.
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      in Talent Acquisition

      What Should Your Facebook Budget Be When Targeting Your Next Candidate?

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      As one of the ‘original’ social media platforms, Facebook broke the mold when it came to market in 2004. Initially, a place for friends and family to connect – while that’s still the case – many businesses are noticing how effective it can be when engaging a relevant audience.
      And for organizations and HR teams that are wanting to attract candidates and grow their teams, social media is proving to be a highly proactive, and cost-effective talent acquisition tool.
      While many employers might head straight to Indeed or LinkedIn to set their job ad live and wait for responses, that’s fine – and several brands will see success via this route – however, they also shouldn’t write off Facebook completely.
      Nearly two decades since the platform went live, today it’s the third most-visited website in the world. Millions of business owners still swear by it when raising their brand credibility and selling their products and services successfully. And many are doing it all extremely efficiently without bursting their marketing budget in the process.
      So, for the organizations that have a recruitment drive being managed from start to finish by the HR team – and there’s some cash to spend in order to engage and nurture the right candidate through to the application stage – how much should be set aside for promoted posts on social media that ensure their latest vacancy is being seen by the right person, at the right time?
      In truth, it comes back to how much the organization can afford. And while that might sound a bit, ‘how long is a piece of string?’, here’s the good part – brands can get a better message out via social media compared to using a costly third-party platform.
      Saying more via social media
      For example, an organization can roll out a Facebook Ads campaign that’s focused purely on recruitment – including ads that cover more detail about their company culture, information on what the vacancy entails, and Corporate Social Responsibility commitments that set the business apart from competitors, and exactly how a talented individual can positively impact their growth ambitions.
      And none of this has to cost a fortune.
      If HR teams are still unsure as to how much they should spend, firstly compare the rate that it’d cost to engage a recruitment firm and divide it by half. So say, for example, there’s $2,500 to spend in total – firstly, that’s a lot of money which will go very far with Facebook Ads.
      Of course, it’s dependent on the industry and also who is managing the engagement throughout the campaign roll-out.
      But, sticking with the example of a $2,500 budget to play with, HR teams can break this down even further. By putting in $550 per month, the daily spend can be around $40 to not only create a top-of-the-funnel ad to draw people in but also leave enough room to interact with candidates without worrying it’ll go over budget.
      For example, from the $40 a-day spend, $25 of it could be specifically used to target a relevant demographic of jobseekers. The remaining £15 may then be purely dedicated to nurturing those individuals who have engaged with the ad – perhaps asking them to input their details or upload their CV.
      Quick tips – dos and don’ts
      Do…
      Use image-led ads, as well as some other content formats such as:

      Videos: these could cover existing employees talking about the company culture or showcasing a ‘day in the life’ of a specific role.
      Carousels: maximizing as much content about the vacancy as possible in a digestible way – from testimonials to client logos showing who the employer works with, the employee perks, and salary. Different CTA links per slide should encourage applications – such as ‘Apply Now’, ‘See Job Description’, ‘Find Out About Our Culture’, and so on.

      If the company’s tone of voice is quite quirky or chatty, think about newsjacking opportunities – everyone’s seen the Lionel Richie (‘Hello, is it me you’re recruiting for?’) meme for example.
      Could this creative be in keeping with the brand as the main image and therefore be more engaging for the target audience?
      Finally, make sure the copy used is accessible and to the point:

      Join Our Team
      We’re Hiring
      Could This Be You?

      If employers are beginning their Facebook Ads journey and need something straightforward and quick – tap into the platform’s simple-to-use form.
      Don’t…
      Use a landing page. While that might be the first choice for many organizations when requesting candidate information, unfortunately when users are sent ‘away’ from Facebook, the platform can’t see the analytics and so it’s difficult for recruiters and HR teams to understand engagement rates.
      Another benefit of the Facebook form is that it’s pre-populated, so when a candidate clicks on an ad, that information is far quicker to retrieve than someone manually sending a CV or covering letter.
      And a quick note for recruiters when using Facebook Ads during talent acquisition too is to make the content relatable. Use real people who can tell a story to the audience, build brand credibility through testimonials, and create a sense of authenticity with the comms that are designed to make job seekers ‘stop the scroll’.
      Overall, the advice is to almost work out the budget by reverse engineering what the organization wants to achieve and where they want to be seen. Facebook has many benefits compared to third-party platforms and can often be a more cost-effective option, so don’t write it off when the next recruitment campaign is ready to be rolled out.
      By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing
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      in Talent Acquisition

      Ageism in Recruitment: Why We Need to Change the Way We Think

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      While both older and younger generations have suffered the effects of ageism in the workplace, those that sit within older age groups seem to have borne the brunt of this harmful way of thinking in recent years.
      The ageism trend has only been accelerated by the repercussions of Covid-19. After the pandemic, Baby Boomers and a significant portion of Gen X took early retirement, deciding against returning to full-time work due to the shortage of opportunities available to them.
      With individuals over 50 leaving work due to lack of support having been identified as the biggest cause for labour shortage across the UK, ageism has the potential to have a detrimental impact that extends far beyond the damage to individuals and businesses.
      The issues with recruitment in the UK
      Hiring managers’ bias towards employing older individuals has been known to be one of the main causes of ageism within recruitment, and with only 24% of HR leaders between the ages of 25 and 30 saying they felt motivated to recruit workers in the 55 to 75 age category, younger generations’ preconceptions seem to be one of the main problems.
      The new generations’ bias is causing them to miss out on the plethora of benefits that working hand-in-hand with people of different ages can have, but also contributing to existing issues within the recruitment industry.
      The recruitment crisis is still rampant in the UK, as the number of unfilled positions has risen to a new record of 1,300,000 between March and May 2022, up from 1.295,000 in the February and April quarter.
      And retention is a problem too, with figures revealing that around 994,000 individuals moved jobs between January and March 2022 in the UK. This shows that businesses are not putting enough effort into retaining their workforce, making them feel valued and presenting them with a path for future progression.
      Additionally, if we are only willing to offer employment to the younger generations, older age groups will naturally feel there are no longer any opportunities available to them, opting for early retirement instead, which is likely to cause the recruitment crisis to become worse in the next few years.
      Why are current recruitment practices not working?
      The implications of ageist hiring practices are multi-faceted, but their effects have undoubtedly been felt by many job seekers within older age groups.
      A research project investigating ageism in recruitment in the UK revealed that around 30% of individuals between the ages of 50 and 69 felt the application process itself put them at a disadvantage because of their age, while around 23% of those who participated said that it is the way that job adverts are written and marketed that is particularly problematic.
      These findings provide interesting food for thought for recruiters: biased screening processes and job descriptions could easily put off certain individuals from applying for a job, causing businesses to lose a potentially perfect candidate. For instance, hiring processes that are entirely digital or that require the use technology older individuals may not be familiar with would naturally penalise older applicants.
      Evaluating the efficacy of their recruitment practices should be the first step for hiring managers and talent acquisition teams, particularly establishing whether these include any elements or processes that would ostracise certain individuals.
      What’s the answer?
      If an organisation has built teams predominantly comprising younger individuals, they should consider asking themselves whether they have – consciously or subconsciously – avoided hiring those within older age groups, and why.
      While having three or four different generations within the workplace may potentially lead to some minor generational clashes, it also has the potential to be beneficial for all age groups, which is why businesses should empower individuals of different ages to work together.
      This should involve utilising behavioural science to identify key traits in individuals to establish whether they will be able to work well together, regardless of age. Knowing exactly how workers collaborate with other individuals, manage stress or react to change are all factors that can help hiring managers make the right decisions and avoid age bias.
      Hiring managers should first and foremost establish what individuals’ abilities are, how they behave in different situations and what sets them in motion. While there is no one answer for every business, our focus should be on making hiring practices as inclusive as possible, which starts with making decisions based on data and focusing on skills and qualities that truly matter.
      Ultimately, biased hiring practices are exacerbating the labour shortage and causing businesses to miss out on a huge portion of talented workers capable of really making a difference.
      By David Bernard, founder and CEO of behavioural assessment firm AssessFirst.
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      in Employer

      How HR Can Maximize Your Company’s Talent Brand

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      Employees seek out assistance from Human Resources for all sorts of reasons. From understanding your benefits to sorting home office equipment, or even the simplest of queries such as ‘who do I go to about my payslip?’ – questions for Human Resources are exactly that, human, and should be handled as such. When employees seek guidance, reassurance, and knowledge from their HR teams, and they are met with call center hold music or have to dig through a labyrinth of details to find the right contact – something is not right.
      It is no secret that we are in a very tight talent market at present, which means the question that should be on every CEO and senior leader’s mind is “How do we establish, maintain, and build our company’s talent brand?” And, “how can we attract and keep the best applicants?”. For those of us in HR, we must figure out how we can support or solve this issue, and what exactly HR’s role is in the talent war we find ourselves in.
      Through a series of four studies that involved more than 32,000 participants, the ADP Research Institute (ADPRI) and I have attempted to answer this crucial question. For the first time, we have quantified the power of the HR function, with a new metric that pinpoints specific factors that influence talent brand, people’s intent to leave, and reasons to actually leave, all in a study across 25 countries. The metric also measures the psychological experiences shaped by excellent HR service quality and the data that uncovers exactly what leads to these positive experiences. This metric is called HRXPS – the HR XPerience score.
      What the research uncovered
      Our research allowed us to analyze HR through three different lenses. Firstly, to determine if an employee thinks HR adds value to their experience (called Value-Promoting). Second, if HR is performing its responsibilities effectively (Performing), and third, if employees view the HR function as detracting from the value of their employee experience (Value-Detracting). Using these three facets we identified some key findings, including but not limited to:

      Clear communication is key – A single point of contact influences HR XPerience Score, and employees are twice as likely to say HR is Value-Promoting when they experience a single point of contact within HR, as opposed to multiple contacts.
      Don’t be a stranger – Employees are 7.4 times more likely to say HR is Value-Promoting when they experience seven interactions with HR. The higher the level of interaction, the higher the Value-Promoting score.
      Deliver on your services – The more HR services an employee uses, the higher the HRXPS. We found the top three services that influenced HRXPS were a formal onboarding process, attention on their performance, and access and ability to use health benefits.

      How to increase HRXPS at your organization
      Unsurprisingly, our data shows that there is a strong relationship between a high HRXPS and lower intent to leave and lower active job searches; in effect, lower turnover and a stronger talent brand for your company. So, what can organizations, and the HR function, in particular, do to increase HRXPS?
      It can be tempting to move away from individual, more personalized contact in a bid to increase efficiency, but our research proves that this has the opposite effect. In the complicated and emotionally fraught situations that HR is often responding to, employees always want to have someone as their guide. They may have to hand them off to an expert for their specific need, but someone who knows their name and situation will be hugely comforting.
      Every interaction with HR is an opportunity to form a positive experience, and although the broad current trend is to reduce interactions, the more HR services an employee uses and the more frequently the employee calls on the HR function to help with a work-related issue, the higher their HRXPS is going to be. To further validate this, we investigated whether a specific HR interaction would drive higher HRXPS. Does reaching out to solve a conflict matter more than, say, requesting information about health or other benefits? We found when it comes to these tasks and services, more is better, regardless of the topic.
      Above all else though, formal onboarding and frequent performance attention have the highest impact on HRXPS. In the competitive talent market we find ourselves in, being attentive is imperative. Employees must be having frequent conversations about their performance, whether it’s with someone from HR, a manager, or a team member.
      Our research shows that the HR function has a serious role to play in an organization’s overall talent brand and the employee experience. Instead of replacing HR and removing the human factor, technology should be used as a tool for HR to add value and emotion to their roles. Now you know what to do and how to measure that impact, it’s time to show just how valuable HR is in the current workplace climate.
      Marcus Buckingham (@mwbuckingham) is a New York Times bestselling author, a global researcher, and head of ADP Research Institute—People + Performance.
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      in Workplace

      How to Deal With a Bully in the Office

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      Bet you thought you’d left the bullies behind at school! Sadly, bullying is every bit as much of a problem for adults as it is for kids. Science has shown that bullies often act the way they do as a way of unleashing the pent-up feelings they’ve stored from their own traumatic experiences, stress, or […] More