In a company, a HR usually has several roles at once beyond its intended purpose: a psychologist, a help desk that should be aware of when each of the thousand employees has vacations and how much each should be paid for their vacations, a house spirit that knows all the locations of coolers, where to order office stationery. Beside recruitment, development, training, motivation, a HR specialist has a dozen more tasks you would gladly relieve his from. How to free up an employee so that he/she has enough time to perform the key function – personnel management? Here are some good tools.
CV Management Service
Imagine that your HR starts looking for a customer service manager for the third time within half a year. And each time the search needs to be started anew: reviewing CVs, interviewing new people, running test tasks, and so on. The process drags on, you lose the candidate you like, and the search starts again. However the process could be shortened thanks to special services, such as E-staff.
How it works:
You upload the CVs reviewed by HR in the system, with comments from all those involved in the recruitment process: from HR to the manager who needed the specialist. Here you can also store the results of test tasks, which is especially important for companies that have a rather long recruitment process for each candidate. This way you will quickly develop a database of good and not very good (which is also important) specialists. Besides, the employer can be sure a HR will not take away the entire database upon resignation, and it will remain with the company.
The system is perfect for a group of companies. If you fail to find a suitable candidate in your own records, you can search the archives of your colleagues.
Amusing Onboarding
The process from searching to adapting an employee is quite a long one: you need to select CVs, invite people for interviews, hold interviews, then go through the hiring process, introduce the newcomer to colleagues, provide details about the company, periodically collect feedback. A HR turns into an office parrot who needs to do one and the same thing several times every day. You could try to save your specialist from burning out using video onboarding.
How it works:
A newcomer makes a video speaking about him-/herself, in which department he/she will work, whom he/she will be reporting to, what he/she will do. Thanks to this, the HR will definitely not have to accompany the new employee to different floors introducing him/her to colleagues or interview him/her to mail out information about his/her hobbies to all departments. Besides, colleagues could send additional questions in advance, so that the video character would answer them during the interview.
You could also record a story about the company for new employees. So, the HR would not have to meet each employee individually, and an employee could refer to the video at any time if he/she has forgotten something instead of disturbing the HR specialist.
Today, video interviews have become a convenient tool for many tasks: from interviewing a job applicant to adapting a new employee. When a new employee comes to the office, he/she has only time enough to talk personally to just a few colleagues during the first days. As to video interviews, they allow you to present yourself to the whole company at once.
Automated Help Desk
- Could you please me a pay slip, I have deleted the letter?
- How much will I be paid for my vacations?
- How many outstanding vacation days do I have?
These are just a few of many questions that employees ask your HR specialist every day. As a result, the HR has to postpone work over and over again to answer questions. An HR-bot could help to free up lots of time.
How it works:
You can launch a Telegram-based bot that will load data from a system, e.g., 1C, and transfer them to an employee. For example, password-protected pay slips used to be mailed out in our company due to the privacy policy. Employees were losing passwords all the time, calling an HR specialist over and over again. The same thing was happening with vacation information.
An HR-bot helped to simplify the HR’s work and reduce the time an employee needed to find the required information – just make a request using your smartphone. Now, employees do not have to wait until the specialist is back from vacations or call him/her during the sick-leave.
There is no need to worry about privacy – all subscribers undergo pre-moderation through the IT service.
Employee Self-Service
Typically, the HR service spends a lot of effort collecting and updating employees’ data: document numbers, last names, information about education and certificates. It is much easier to entrust this task to the employees themselves. Provide them with access to a system where they could enter information about themselves (and only about themselves) and make sure that they are motivated enough to fill in the required fields.
There are many such systems. BDO Unicon Outsourcing uses its own 1C-based development.
How it works:
Using a special “My Account” web-site, an employee can him-/herself enter and verify personal data, view salary information, make requests for information, etc. The employee can also file a vacation or business trip application there. This relieves HR services from processing a large number of paper documents and requesting further information.
