5 HR Tech Tools You Didnt Realize Youre Using Wrong5 HR Tech Tools You Didnt Realize Youre Using Wrong

5 HR Tech Tools You Didnt Realize Youre Using Wrong5 HR Tech Tools You Didnt Realize Youre Using Wrong3. Scheduling softwareHR tech tools are important for any business. With the overwhelming array of new technologies, its easy for recruiters and business leaders to be confused about whats most effective for their hiring needs. For Crawford Thomas Recruiting, finding the right HR tech tools and using them correctly was crucial to the companys success. As a full-service staffing agency, the pressure is constantly on for them to find the best candidates to bring in for in-person interviews. Even though many of Crawford Thomass clients were using Skype for interviews, they were mucksmuschenstill having trouble finding the right candidates. Realizing they needed to kick it up a notch, company leaders switched to using a video interviewing platform. Now, their entire gruppe is confident in which candidates are perfect for moving through to in-person interviews.Video interviews are an impo rtant HR tech tool, but this isnt the only tool companies are using wrong. Others includeVideo chatNon-mobile platformsScheduling softwarePeople analyticsThe cloudHeres how youre using these HR tech tools incorrectly 1. Video ChatMuch like Crawford Thomas Recruiting, many companies continue using Skype for all their video interviewing needs. Where youre going wrongSkype is nice for quick chats or meetings, but it isnt built for the hiring process. Its equipped with a video feed, but lacks the professional branding and tools that are built into video interviewing platforms. Zack Gallinger, president of Talent Hero Media, witnessed the extreme frustration Skype can create during interviews.I worked with a recruiting firm that used Skype for all of their video interviews with candidates. Invariably, they would set up a Skype meeting and something would go wrong, Gallinger said. He went on, Candidates were unable to get the application properly installed, the Skype connection request wo uldnt go through, or the call would drop in the middle of the interview, even if there were no bandwidth issues.Skypes HR tech issues Frequent technical difficultiesNot built specifically for interviewsThe problemTechnical difficulties arent just frustrating for both companies and their candidates, theyre a major turn off, too. Gallinger explained, Candidates would get frustrated with the experience and a couple of them ultimately didnt schliff the interview despite being qualified for the job.HRtech difficulties ruin the recruiting fun for everyone.Click To TweetYour job applicants want to feel like you appreciate the time theyre taking to interview with you. Faulty connections are interruptive and come across as unprofessional even though theyre not technically your fault. The solutionUse HR tech tools dedicated to video interviewing to decrease the number of possible complications. Investing in video interviews shows candidates the company is willing to invest in their employees both potential and current. If youre still using Skype or another video conference tool, heres why you should consider switching to a video interview platform Its automatically recorded, making collaboration easierTheres a customer service team thats familiar with hiring needs so they can better support you during tech issuesOne-way interviews eliminate the need for scheduling2. Non-mobile platforms Non-mobile HR tech tools are slowing down your hiring process, period. Recruiters are not able to work from anywhere, which slows their reply time to highly qualified candidates. And when candidates dont receive quick responses, theyre likely to move on to a new opportunity. Where youre going wrong Non-traditional work isnt the future anymora its here now. In fact, 64 percent of respondents in Wrikes 2016 Mobile Productivity Report said staying informed about work topics from any location is the biggest benefit of having mobile devices.Non-mobile platform HR tech issues Recruiters cant work wherever and wheneverCandidates receive slower responsesYour team cant stay on top of work and recruiting issuesThe problem Not being able to stay informed and on the pulse of qualified candidates is hurting your teams chances of interviewing the best people for the job. This is especially true in todays fast-paced recruiting world. Without a mobile platform, you are losing potential new hires to recruiters who have 24/7 access to them. The solution Give your team the option to get up from their desks and still have access to candidates. Along with more streamlined recruiting benefits, your employees will be able to retrieve candidate information at any time. This means theyll spend more time reviewing interviews when, where, and how they want to. Give your team a mobile solution HR professionals dont have to be chained to their deskEmployees have access to important information from anywhereFaster response times to candidates3. Scheduling softwareScheduling software is an HR tech tool every company uses differently. However, without putting them to work properly, many HR pros are led down an inefficient scheduling path. Where youre going wrong Companies with scheduling software are at both ends of the spectrum working too hard and not working well enough. Those who are working too hard use software that doesnt do enough of the work for them.Using the wrong software creates unavailability issues, double scheduling, and even conflicts with your own calendar.On the other hand, sometimes companies using highly effective scheduling software forget to do their part, too. In order to receive the full benefits, its important to customize scheduling tools to match company branding. Match interview scheduling software with company branding for a unified look.Click To TweetThe problem Whether doing too much with ineffective software or too little with quality software, youre not reaping the rewards of scheduling tools. This not only leaves room for major frustrati ons due to scheduling conflicts, you could also be losing candidates due to a missing branding opportunity. The solution Take a moment to assess your own scheduling technology. Do you feel like youre putting forth too much effort or like your HR tech is doing all of the work? If youre doing most of the work, its time to start trying out new scheduling software. Sit your team down to discuss what your current tool is missing and what updates would help them work more efficiently. Then, start doing your research to find the best fit. For those of you with effective scheduling software, its time to start putting in some effort personalizing itInclude a scheduling link in your email signatureCustomize scheduling landing page to match company branding Match language with company culture4. People analyticsEffective people analytics should take the guesswork out of gauging employee performance and determining future hiring requirements. Unfortunately, many companies dont know how to use th eir data. In fact, 71 percent of companies say collecting people analytics is a high priority for their organization, but just 8 percent say they have usable data, according to the 2017 Deloitte Global Human Capital Trends report. Where youre going wrong With technology advancing faster than we can say HR tech tools, employees, company leaders, and job seekers are more stressed than ever. Not recognizing this causes companies to lose touch with employees even if data is being collected.This means the act of collecting data isnt enough. The problem Once employers have data about employee performance or engagement rates, theyre unsure of how to address skills gaps or disengagement. Thats because they forget about the large amount of emotional intelligence and communication skills that needs to accompany the data. Without these key components, leaders are unable to take data and turn it into actionable measures for change. The solution As data flows in, take a moment to analyze it you rself, and then pass it off to your team. Give everyone a moment to consider what it means. Next, ask for their suggestions. What can be done to enhance engagement, hiring processes, and management styles? People analytics is doing more for companies than you think Make better hiring decisions using data related to the hiring process and employee performanceImprove employee engagement with feedback from employees and job satisfaction levelsCreate learning and development opportunities by seeing what skill sets your current employees lack or areas where theyre weak5. The cloudMany professionals use the cloud to keep all of their documents in one easily accessible place. However, as part of the HR tech tools spectrum, it creates a number of issues for recruiting and HR pros. Where youre going wrongUsing non-HR-specific cloud programs, like DropBox is inhibiting your team from being fully organized and efficient. The cloud could be hurting your hiring process. hrtechClick To TweetUnfor tunately, I see far too many companies still using Excel spreadsheets via DropBox to track candidates for their open positions, Christy Hopkins, a human resources consultant and writer at Fit Small Business said. This leads to issues in updating notes, which leads to candidates getting dropped and forgotten about.Relying on outdated systems, like excel spreadsheets, leaves your inspektion tool notes and collaboration efforts in complete disarray. Pairing that disorganization with the cloud only heightens the confusion. The problem HR tools that lack tracking integration not only slow your team down, but also impact future hiring. Little to no record-keeping limits your chances for finding and contacting a candidate down the line. The solution Help your team stay organized, work efficiently, and collaborate with integrated HR tech tools. Those designed specifically for interviewing and record-keeping will add organization and fresh perspectives to your hiring process. Give your team the opportunity to keep track of their own notes and see what their peers are saying about candidates. This helps with finding the perfect candidates for current roles, while also giving co-workers a peek into those who didnt make the cut this time. Not all HR tech tools will be right for your company, but its important to stay up-to-date on changing tech and how it might affect your HR and recruiting efforts. The best way to do this is with quarterly team meetings. Brainstorm ideas about whats working and what isnt with employees to keep your HR team fresh, motivated, and productive.What HR tech tools have you seen used wrong? Let us know