OrangeHRM Blog
Voice of Free & Open Source HR System
3
Jul

Four Highlights of Open Source 3.3.1

Posted in General  by Shaun Bradley No Comments

Open Source by OrangeHRM is a leading, full-featured HR environment—and it is free. Open Source Version 3.3.1 is the second Open Source release this year and it has some great features to align and improve your HR service, including mobile compatibility.

Open Source already comes with a host of features and functions to serve the HR needs of small business or large enterprise. Some of those include:

  • Easy system administration
  • Efficient management of personnel information
  • Resourceful handling of leave, time off, timesheets, and attendance records
  • Recruitment cycle support
  • Full performance management including self and supervisor reviews

With the latest Open Source release, look for great new capabilities that include:

Open ID & Google + Authentication:  Open ID & G+ authentication increases the ease, and security, of logging into OrangeHRM Open Source.  This feature allows users to sign-in with two-step verification instead of requiring users to set—and forget—additional passwords.  This provides a seamless login experienc.

Future API development:  This release enables web services that communicate with the mobile app also introduced with this version.  The release also lays a foundation for an upcoming OrangeHRM application program interface (API).

Corporate directory plug-in: With this release, Open Source gains a valuable plug-in already part of the OrangeHRM Professional and Enterprise versions.  The corporate directory gives personnel the capability to look up, and locate, employees and administrative staff, throughout their business or organization.

Mobile app:  Available on Android and iOS platforms, this release features the OrangeApp.  In many countries, more than half of all searches are conducted via mobile device.  The new OrangeApp lets you view and conduct important HR functions when you are away from your office.  Use the app to request leave, view timesheets, and manage personal profiles.  OrangeHRM puts the power of HR mobility at your service.

Explore these new Open Source features and more at OHRMCon in New York City this October.  This unique conference focuses on service and trends in the Open community and offers you a workshop opportunity to optimize your OrangeHRM system.

In addition to rich learning and networking opportunities, conference attendees receive OrangeBuzz, an intra-office social media tool, and the new OrangeApp—for free.  Register for OHRMCon today.

3
Jul

Sneak Peek: Applicant Tracking System from OrangeHRM

Posted in General  by Shaun Bradley No Comments

Across industry and enterprise, applicant tracking systems (ATS) help hiring managers and recruiters attract, manage, and hire desirable talent. To streamline the process, reduce costs, and enable you to hire the right person for the job, OrangeHRM is rolling out an ATS system what is code named #ProjectNOVA.

For businesses and candidates, ATS play an important role in the recruitment cycle. As we talked about earlier, a well-designed ATS offers integrated mobile service to all parties. #PojectNOVA offers this—and more.

From job board integration and personality metrics, to interview support and mobile access, #ProjectNOVA has it all. Consider these highlights:

Job board coverage: Integrated with eQuest, a global job posting distribution service, #ProjectNOVA ensures your job posting is available to the right talent target pool. Using #ProjectNOVA, your job opening is available to prospective employees across the country—or around the world—quickly and securely.

Mobile: Mobility means your candidates see your job posting, and interact seamlessly with you—regardless of location. View vacancy and candidate lists, profiles, and analytics on your mobile device or use the interview assistant to compare candidates and conduct a mobile interview.

Web comparison: Integrated with LinkedIn, #ProjectNOVA gathers and displays evaluative information in side-by-side candidate comparisons as your recruitment effort narrows. Interview and other scores are analyzed to help you understand fit and alignment between candidates and your current workforce. Based on captured information, #ProjectNOVA scores candidates for success in your company ecosystem.

Interview assistant: Offering analytic and interviewing support throughout the hiring process, the interview assistant tracks candidate scores, prompts you with interview questions, registers your notes, and tabulates scoring.

Analytics: NOVA has strong applicant tracking and parsing capabilities. Using IBM Watson technology, NOVA creates a personality profile with information collected from Twitter. NOVA seeks patterns, make associations, and offers insight. You gain at-a-glance understanding, through spider web graphing, of basic personality attributes like needs, social behavior, values, or agreeability. At any step in the hiring process, NOVA can create profile comparisons between candidates, or between candidates and existing personnel.

Save time, money, improve your candidate experience—and hire the right employee for your company—with NOVA, the new ATS from OrangeHRM.

11
Jun

Incentives to Fight Worker Poaching and Promote Employee Engagement

Posted in General  by Shaun Bradley No Comments

We discussed ways to improve employee engagement through company culture.  Companies with high employee engagement are more profitable, innovative, and enjoy greater employee loyalty—reducing turnover and labor poaching by competitors.

How damaging is poaching?  Very.

Poaching high-value employees is commonplace, especially in high-tech fields.  Tech giants Google, Apple, Intel, and Adobe Systems were sued for conspiracy when they allegedly agreed not to poach talent from one another.  A federal judge gave preliminary approval to a settlement of $415 million to compensate engineers who lost promotion and compensation opportunities due to the secret agreement among companies.

In another high profile case involving poached tech talent, ride-sharing biggie Uber hired 40 top research scientists away from Carnegie Mellon’s National Robotics Engineering Center (NREC) to build an autonomous automobile.  While Uber had earlier announced a partnership that allowed the company to benefit from NREC’s well-regarded robotics research team, the company went ahead and hired away the scientists, using vast investment funds to offer salaries NREC could not match.

Whatever your area of industrial specialty, it is a key HR function to oversee programs to retain top and trained staff.  Incentives are a time-honored way to increase job satisfaction and build loyalty to bolster against a potential brain drain as experienced by NREC.

Lucrative compensation, flexible scheduling, and bonus pay make a clear difference in convincing influencers in your company to remain.  But to many, money is not everything.  If the dollar figures are close, relationship matters.  Improve and nurture relationships with your talent through low-key but high-impact incentive programs.  Motivators include:

Recognize ideas:  Innovation is important in any field.  Whether it is a product design, or a new way to increase safety on the job, recognize efforts of workers who look around their workplace and find a way to do it better.  Offer conference opportunities to employees looking for networking and training opportunities.

Share the love:  Institute peer-to-peer recognition programs that allow and encourage employees to recognize the talents, moments, and efforts taken by fellow workers.

Support reality:  Integration of work-life balance is becoming increasingly important.  Steer clear of a company culture that prohibits workers from attending important events in the lives of children and family.  Plan company events that allow kids—and parents—to play.  Offer scheduling flexibility when able, and reach out with support when the unexpected happens.  More than money, people remember how employers behave during a family or other crises.

In addition to institutional incentive programs, try a flash rewards programs, or mobile gamification.  Offer gift cards, time off, employee recognition, redeemable tokens, travel or other unique incentives.

An engaged workforce is an intangible asset for any company with plans for longevity. Manage, inspire, and engage your human resource with the right culture, incentives, and recognition.

11
Jun

Should You Be Thinking About Employee Engagement?

Posted in General  by Shaun Bradley No Comments

A recent survey revealed 70 percent of American workers are not engaged in their work, or workplace. As an HR professional, it is your job to recruit, on-board, and retain a high-quality workforce. What can you do to keep employee engagement—and retention—high?

In an update of its State of the American Workplace survey, Gallup found only about one-third of employees are satisfactorily engaged on the job. Although management and C-suite executives appear to have a higher level of engagement, a disengaged workforce means declining profit, reduced productivity, and increased employee turnover.

A comfortable company culture is a factor increasingly considered by potential hires. If your employee morale is low and turnover high, take steps to improve your workplace experience.

Before you hire a consultant to investigate and realign your environment, consider these simple—but meaningful—tips for effective workplace engagement:

  • Communicate the basics: Ensure employees, at all levels, understand the expectations of their job, introductions are made, necessary training is received and all on-boarding checkpoints are covered.
  • Reduce segregation: When managerial and regular workforce employees work in proximity, relationships are built, communication flows, and productivity usually follows. The cubicle environment of twenty years ago does not lend itself to innovation, or idea-sharing. When needed, be sure your working environment is designed to support team and group work.
  • Flexibility: Flexible schedules and remote work are fast becoming highly valued features in attracting and retaining valuable personnel. Mobile time and attendance management helps employees—and you—track time wherever your employee is deployed.
  • Authenticity: Not surprisingly, employees in all cohorts want to know their work is valued—and they are valued for the work they do. Entertainment giant, The Walt Disney Company laid off 250 skilled employees in October, 2014, after outsourcing their jobs to a managed service provider. Personnel laid off were given the opportunity to earn 10 percent severance pay to train their replacements. While Disney saves a bundle replacing highly skilled workers with immigrant outsource workers, the Magic Kingdom loses luster in the American workplace.
  • Effective HR management: HR personnel are usually the first and last point of contact for most employees. Through recruiting, training, scheduling, and professional development, ensure your on-boarding and off-boarding is smooth, welcoming, and in compliance with company and other regulations. A well-designed digital HR platform saves you time, money, and paper—while increasing employee engagement throughout their tenure with your company.

When companies are engaged with their workers, employees return that investment. Reduce turnover, and increase profit, by making the right hires—and keeping valued personnel aware of their importance to you. Should you be thinking about employee engagement? The answer is yes.

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22
May

OHRMCon: What’s the Buzz?

Posted in General  by Shaun Bradley No Comments

OHRMCon is a first-class opportunity to meet open source newsmakers and network in the growing open source community.  It is also a chance to optimize your use of the OrangeHRM platform, certify as an Administrator, and get some free tools for your system.

Taking place October, 1-2, 2015, at the Marriott Marquis Hotel in New York, OHRM Con is drawing attendees from around the globe to take part in the ongoing conversation that is open source.

In attention to plenary speakers like David Axmark, and Lee Congdon, topical presentations, and panel forums—you can participate in workshops to optimize your company use of the OrangeHRM platform and its products.

Take a look at the opportunities and products available to you while you are attending OHRM Con:

  • OrangeHRM Workshop:  The workshop launches the new Applicant Tracking and Interview Assistant Platform from OrangeHRM.  In addition to learning system fine-tuning and advanced reporting capabilities, you leave the session with good working knowledge of the Orange HRM tool kit.  The Applicant Training module is yours at no cost , along with the training to implement its advantages into your HR environment.
  • Interested In Certification? Certification as an OrangeHRM Administrator is an internationally recognized HRIS qualifier.  After the OrangeHRM workshop, register online to take the online examination, without additional cost , to obtain your certificate.
  • Orange Buzz: Developed by OrangeHRM, Orange Buzz is an integrated tool to give your company its own intra-office social media environment. Orange Buzz gives your company a fluid, social media experience that is private, secure, and free  to your company when you attend OHRM Con.
  • Mobile Orange App: Wherever you are in the world, you enjoy the convenience and access to the OrangeHRM platform with the mobile Orange App.  Wherever you have Wi-Fi, you can perform a variety of functions like clock in to work, monitor your leave or review attendance reports, and approve timesheets.  The feature-packed mobile app is yours free  when you attend OHRM Con.

For information, insight, training, and rich HR tools, OHRM Con is a great conference opportunity for you, and your enterprise.  Be sure to sign-up before July 31, 2015 for reduced registration rates.  We will see you in New York in October!

Learn More - Click here to download the Attendee Prospectus.

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15
May

October 2015: OHRM Con in New York!

Posted in General  by Shaun Bradley 1 Comment

In October 2015, OrangeHRM brings OHRM Con to New York City. At the world’s first open source human resources software conference, you can network, learn, and share ideas with thought leaders and colleagues in the open source HR community.

Located in the cultural crossroads of the Big Apple, OHRM Con takes place on October 1-2, 2015 at the Marriott Marquis Hotel just a block from New York’s Time Square.

Industry experts and key influencers make up plenary and session speakers for OHRM Con. Select presenters include:

  • · David Axmark: Co-founder of MySQL and advisor to MariaDB, Mr. Axmark is an open source and dual licensing specialist.
  • · Lee Congdon: Chief Information Officer at Red Hat, Mr. Congdon is an IT visionary with more than 25 years of experience in solutions delivery, knowledge management, and process improvement.
  • · Dr. Richard Johnson: As Department Chair at the University of Albany, Dr. Johnson pursues a research focus on Human Resource Information Systems (HRIS), e-learning, and the sociological impacts of technology on culture.

Five Great Reasons to Make OHRM Con Your HR Tech Conference This Year

OHRM Con offers the right balance of expertise and education against the backdrop of an exciting world-class cityscape. Here are five great reasons to attend OHRM Con this year:

  1. This state-of-the-industry conference explores the developing edge of open source, and its place in the HR field. Talk to experts and hear how to best support your HR space
  2. Workshop, plenary speech, and panel forums give you ample opportunity to network with other professionals and learn tech and process solutions.
  3. Take advantage of training opportunities with OrangeHRM to optimize your system use and improve your ROI. Launching at OHRM Con, the new OrangeHRM Applicant Tracking Module is free to conference attendees.
  4. Learn best practices you can apply to your own HR setting in a dynamic but collegial conference setting.
  5. Take time to enjoy the New York Film Festival, Oktoberfest, and the Literary and Arts Festival in New York City.

Be part of the first open source HR conference. Register by July 31, 2015 for savings on the workshop and conference fee. New York City and OHRM Con—the place to be in October 2015!

Attendee Prospectus

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26
Feb

Recruitment - How Applicant Tracking Systems can Improve Candidate Interaction

Posted in General  by Shaun Bradley 1 Comment

Applicant tracking systems (ATS) bring a lot of benefits with them as a recruitment tool. The most popular benefit of an ATS is that of improving candidate interaction. Learn how applicant tracking systems can improve interactions with candidates who are interested in your open jobs, by reading below.

Easier Access to Emails

Applicant tracking systems make it easier for companies to contact their candidates via email. Almost all ATS systems on the market today have some sort of email function integrated so companies and candidates can connect with each other. The email feature works just like a personal or business email, but there are some added features. For example, the email systems will allow candidates and companies to upload documents, resumes, create new tasks and even create appointments on calendars.

Mobile Access to ATS

If there is an ATS system on the market today that does not have a mobile app, then we have not found it yet. This is a major benefit for both companies and candidates because the two sides can interact no matter where they are in the world. Both sides will still be able to send emails, upload documents and companies can look at any new candidates entered into the system from the mobile application.

Gauge Candidate Interest

An ATS system is a great way for a company to gauge the interest of the candidate applying for the job. Companies can create automated interactions with all those who apply for open jobs and then begin scheduling interviews with those candidates who respond to the interactions. This helps companies limit the time spent on uninterested candidates, allowing them to focus more time on candidates who truly want to work for the company.

Conduct Video Interviews

Some ATS systems have a video feature. This feature allows companies to interview candidates who are not local to the company via video instead of in-person. This could save the company and the candidate money if the first round does not go well. If the video interview goes well, the company can schedule a second interview, this time in-person with the candidate.

Create Screening Surveys

Another benefit of the ATS system is the ability for companies to create screening surveys. People love to take surveys online, especially when they could lead to a job interview. Interaction with job candidates is much easier when using a screening survey via an ATS.

An applicant tracking system can be a difference maker for large and small companies when it comes to finding new employees. Candidates want to interact with potential employers, and vice versa, which is why an ATS makes perfect sense for companies of all sizes.

Later this year we will launch a brand new ATS module with an integrated interview assistant at our 1st user conference OHRMCon 2015.

25
Feb

Recruiting via LinkedIn - How ATS systems have Integrated with LinkedIn

Posted in General  by Shaun Bradley No Comments

Companies across the globe are taking advantage of LinkedIn and all it has to offer when it comes to recruiting talent. One such way companies use LinkedIn is by integrating an applicant tracking system, which is a software program that allows companies to track their candidates through the recruitment cycle. Here, we will discuss how ATS systems have integrated with LinkedIn to streamline the process.

Single User Interface

ATS systems that have integrated with LinkedIn provide companies with a single user interface instead of using multiple systems. This means that companies no longer have to switch between systems to monitor all of their candidates when job orders open up. This lessens the time spent sifting through candidates and allows the company more time to interact with those candidates using social networking tools found on LinkedIn.

View Profiles on LinkedIn

When ATS systems integrate with LinkedIn it also provides companies with a major feature: the ability to preview candidate profiles on the social network. The entire profile will be available to view, which means companies will get to see a candidate’s work history, education and recommendations all in one place. This acts as a virtual resume that helps recruiters to screen every candidate.

Send Private Messages

Companies using ATS systems that have integrated with LinkedIn will also be able to send private messages to the profiles of their candidates without first connecting with them on the social site. The private messages can be sent from within the ATS system that has been integrated with LinkedIn.

Apply Through LinkedIn

When companies integrate their ATS systems with LinkedIn, candidates will be able to apply for open jobs at those companies. All the candidate must do is connect their LinkedIn profile with the job for which they wish to apply. The company will then be able to see who has applied and view their LinkedIn profiles.

Quick Post to LinkedIn

Recruiters using integrated ATS systems on LinkedIn will be able to quick post job advertisements directly to the social networking site. The quick post feature makes it incredibly easy for companies to post job ads and then monitor who has applied for those jobs. Candidates can also quickly apply for jobs as they are linked back to the ATS.

Better Quality of Hires

A large number of ATS systems have integrated with LinkedIn because doing so provides companies with a better overall quality of hires. Being able to view the LinkedIn profile pages of prospective employees makes it easier to read their recommendations, endorsements and comments from former co-workers and employers.

Recruiting via LinkedIn has become a popular method for companies to find new employees, which is why OrangeHRM has integrated with the social networking site. Take advantage of these features today by using OrangeHRM for your hiring needs.

Later this year we will launch a brand new ATS module with an integrated interview assistant at our 1st user conference OHRMCon 2015.

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25
Feb

Using ATS Software to Improve the Candidate Experience

Posted in General  by Shaun Bradley No Comments

Software Advice, a company that reviews human resources software, recently surveyed job seekers and recruiters to help employers understand what constitutes a good hiring experience, and how applicant tracking systems (ATSs) can help with the process. The survey results revealed some causes of a bad candidate experience, and how to fix those issues. Some of the key statistics include:

1) Unclear application instructions are the primary cause of a bad candidate experience, cited by 93 percent of job seekers.

2) Extremely long application forms are the second most common cause of a negative candidate experience, cited by 90 percent of job seekers.

3) More than one-third of job seekers (34 percent) say that more communication during the hiring process would improve their candidate experience.

4) The primary thing job seekers say would improve their candidate experience is a clear timeline of the hiring process (cited by 74 percent).

5 ) Over one-quarter of recruiters (26 percent) say that using an ATS is a key factor in helping them provide candidates with a clear timeline of the hiring process.

According to CareerBuilder research, approximately one-third of job applicants that had a bad candidate experience with a potential employer say they are less likely to purchase products from that company. Another 78 percent say they would share their bad experience with friends and family. In other words, a bad candidate experience can be bad for business.

That said, it is increasingly important to better understand the candidate experience as a whole, how to eliminate bad experiences and how ATS software can help create the experience that job seekers and candidates are looking for. Ultimately, the experience begins with the job posting. So, it makes sense that unclear instructions are the primary cause of a bad candidate experience. And according to the job seekers surveyed by Software Advice, job postings should include two key elements: clear instructions, and an application of reasonable length.

Along with unclear instructions and extremely long applications, other causes of a negative candidate experiences include: minimal job description, no link to application, no confirmation email, long hiring process, no notice when position is filled, no salary information, unable to contact a recruiter, no info about interview process and no benefits information. In order to right these wrongs, recruiters and employers can turn to software. According to Software Advice’s survey, better communication, notification if passed over and a clear timeline of the hiring process would be helpful and would create a better candidate experience.

Overall, the candidate experience is an integral part of the recruiting process that can impact how effectively a company is able to recruit quality candidates—and even impact the company’s bottom line. Candidates are seeking better communication and more feedback from employers, along with shorter applications. These primary factors, which can make or break a good candidate experience, can be addressed with the use of ATS and human resources software. By automating the process with ATS solutions, businesses can save time and effort for recruiters and streamline the applicant workflow to ensure that no candidate has a negative experience.

View the full report here.

21
Oct

OrangeHRM Secured: POODLE SSLv3 Vulnerability

Posted in General  by Shaun Bradley No Comments

What is the POODLE Vulnerability?

Security researchers from Google recently identified a bug that affects SSL 3.0. Despite SSL 3.0 is over 17 years old it is still used by many to date. The vulnerability has been nicknamed as POODLE which stands for “Padding Oracle On Downgraded Legacy Encryption”.

Since this is a “man-in-the-middle attack” the bug only allows hackers to steal data by tapping into the connection between the users and servers first, so the vulnerability is highly unlikely to be exploited in home of office environment.

Learn More

Does it affect OrangeHRM?

OrangeHRM Live Cloud Hosting

If you are using OrangeHRM’s cloud, you are safe!

OrangeHRM is no longer vulnerable to POODLE as disabled SSL 3.0 access immediately.  We will be using TLS 1 and above moving forward. The internet is full of bugs and vulnerabilities hence OrangeHRM constantly monitors server traffic and implement mechanisms to prevent attacks while our researchers try to exploit vulnerabilities and fix them before they get into the wrongs hands.

On-Premise and Third Party Hosting

The POODLE vulnerability is an attack between the users and servers and not with OrangeHRM application we urge you to check your servers or contact your hosting service providers to ensure your company information is not vulnerable.

For more information please contact the OrangeHRM Managed Services Team.

 

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