OrangeHRM Blog
Voice of Free & Open Source HR System
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.

15
May

October 2015: OHRM Con in New York!

Posted in General  by Shaun Bradley No Comments

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 Congden: 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 No Comments

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.

16
Oct

Interview with Erin Osterhaus - HR Industry Expert

Posted in General  by Shaun Bradley No Comments

OrangeHRM recently spoke with Erin Osterhaus, a human resources industry expert and researcher. Erin works as the HR market research associate for Software Advice, an online review firm for human resources software, and often writes about market trends and best practices. So, we asked Erin about her predictions for the future of HR and technology, and gathered her thoughts on software awareness among HR professionals as well as security concerns within the industry. Check out her thoughts and opinions below.

What are the new trends with HR Management Technology?

Mobile recruiting is a relatively recent phenomenon in the recruitment world. Smartphones and tablets haven’t really been around all that long—the release of the first iPhone was only six years ago. But mobile has become an increasingly important tool for recruiters who want to remain competitive when sourcing and engaging talent. In fact, many companies now report that 20 percent or more of their career site traffic comes from mobile devices, and the mobile job search is doubling each year.

With all those stats in mind, the first step any company should take is to ensure that their career site is mobile optimized—meaning its easily viewable on a cell phone or tablet. Any step after that will be a bonus.

What is the level of open source software awareness among HR folks?

Given that Software Advice’s 2014 HR BuyerView report found that almost 40 percent of HR software buyers were evaluating software for the first time, I suspect that awareness of open source technology isn’t extremely prevalent among HR professionals.

What are most critical HR functions HR Managers look in a HR management software?

In our BuyerView report, we found that HR professionals most often seek out new software in order to help them better manage their hiring process. In fact, we found that 40 percent of buyers were seeking an applicant tracking system. The next most sought after functions were time and attendance and performance reviews.

Data protection and security concerns are at an all time high, how does this impact HR tech?

Many of the buyers we speak to at Software Advice are purchasing software for the first time. They’re replacing spreadsheets and email with a dedicated software system to handle their needs. Additionally, we found that 77 percent of these buyers are purchasing software that is Web-based, meaning it’s hosted on third-party servers and updated regularly by the vendor.

In my opinion, storing employee information using Web-based software is much more secure than relying on spreadsheets and email. Maintaining security then lies with the software vendor, which has the resources required to stay up-to-date on the latest security processes—a statement that isn’t always true about small businesses without their own designated IT departments—as well as a vested interest in protecting their clients’ data.

Conclusion

After speaking with Erin, we can conclude that success in the HR industry is heavily reliant on the implementation and proper utilization of fully functional software. HR managers often seek new software solutions to increase workplace efficiency and improve overall business performance. And since mobile tools have become so important, HR managers and industry professionals need to clearly understand how to use the latest mobile tools in order to continue to perform at a high level. Overall, technology is improving the way HR professionals do their job, and understanding the latest tools and available software is a great way to stay ahead of the curve in our tech-focused industry.

All answers provided by Erin Osterhaus, HR researcher at Software Advice.

22
Aug

Pros and Cons of Customized HR Software

Posted in General  by Tina 2 Comments

There Is never a one-size-fits-all solution in human resources. When a company cannot find the right Human Resource software to meet their unique needs, the option to invest in a customized HR product can look attractive. Yet, this is not always the best option, depending on the purpose of the software.

Getting the most value from a human resource management (HRM) product means having access to a platform that’s reliable, secure, and easy to use immediately. Customization can be a good thing, if chosen for the right reasons. Before you choose customized HR software for your organization, here are some pros and cons to ponder.

Pros of Custom HR Software

  • Custom Software Built to Your Standards - Instead of an off-shelf HR product, a custom version will give you the features that you need. While this can take some time and effort to build, it’s something that’s worth investing in because no other company can have access to your most valuable tools. This gives your company a major advantage because you are better able to manage your people assets to your corporate standards.
  • Private Label and Branded - For many organizations, this is the key to building and enhancing a corporate culture. A privet label option offers full customization of the look and feel of your HRM. This makes the experience of using it more pleasant for you and your employees. From the platform to the report templates, your HRM can be fully branded to your company manual of style.
  • Robust Capabilities – While some off shelf HRM’s have had a lot of time spent on development, they can also be limiting in what they can do. A custom solution is built specifically to meet your company needs and to accomplish certain tasks. This means you have the capabilities that can expend as your company needs evolve.

Cons of HRM Customization

  • Time and Cost Commitment – It may seem easy to go with an off shelf HRM when you are in a hurry to get a product that works. However, one potential con with a custom HRM is that you have to wait slight longer to get the customizations in place. Many HRMs that are open source allow you to use some features in the meantime while you wait, and can save you on project costs in the short term.
  • More Input from You – As with any custom product build, there is the expectation that you will need to be involved in terms of providing certain information to the engineering team. You may have to complete a questionnaire or share examples of what you are looking for. But this is worth it as you receive an end product that has the bells and whistles your company is looking for.
  • Future Updates and Support – With a custom HRM build, you are like to need a higher level of ongoing support from an account manager or the engineering team. Your project manager can help to make future enhancements and improvements smoother for you, and you will be the first to know about new releases and features because of this relationship.

Whether you choose to work with OrangeHRM to customize your new human resource management software remotely or through our special onsite implementation process, we will do our best to ensure a pleasant experience for your entire team.

13
Aug

Benefits of HRMS on the Cloud

Posted in General  by Tina No Comments

Is your organization in the cloud yet? What we are referring to here is the Software as a Service (SaaS) model that has transformed the way millions of organizations manage their human resource functions today. Gone are the days of internal servers and filing cabinets overflowing with employee information. Now, companies turn to scalable and flexible software capabilities to securely handle their day-to-day HR administration on a virtual platform.

Advantages of Turning to Cloud-based HRMS

If you are not yet using a cloud-based human resource management system then it’s time to learn how this can benefit your organization. Let’s review some of the major advantages of HRMS on the cloud.

  • ·Cost Control – One of the most common reasons that companies look to cloud-based HRMS is the cost factor. Following the recession which had many companies looking for ways to reduce HR costs; the cloud software model has the best return on investment because of open source options like OrangeHRM.
  • More Customized – Instead of a single implementation with serious limitations as companies experienced in the past, the cloud SaaS offers up a customized approach that lets HR leaders select from the features that they need. The software then becomes customized and adapts, as the company needs change.
  • Portability – With companies changing and reducing costs to meet with industry demands, there exists the need to have a product that can grow and move frequently—even to mobile devices in the field. A cloud-based HRM has the ability as it can be accessed from anywhere in the world via a secure sign on process.
  • Self-Service – Instead of spending a great deal of time and money on implementations of new features, an HRM in the cloud can help HR administrators solve their needs with one-click solutions. Self-service tools and add-ons give more power to team administrators so they can turn elements on and off as needed.
  • Intuitive – In general, cloud-based HRMs are built to be user friendly and intuitive to those who need to access them. That’s why a system like OrangeHRM has been designed with the end user in mind, according to the requests of real HR and payroll administrators who know what they want.
  • Reporting Power – Having a way to organize all the HRM data that your organization creates with comprehensive reporting is a feature included in cloud based systems. In fact, one of the benefits of OrangeHRM is the ability to run customized reports that make data a powerful visual tool for communicating employee information and trends in your HR division.
  • Integrated – A great deal of work goes into creating an HRM on the cloud that can “talk to other common applications and processes. A well-designed HRM offers seamless integration with HR and payroll software that’s also located on the cloud. This makes it easier to manage daily HR functions and stay on top of a growing company.

Not sure if an HRM on the cloud will work for your business? Get in torch with OrangeHRM’s knowledgeable support staff to learn how we can bring these benefits and cost savings to your organization.

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4
Aug

360 Degree Performance Evaluation – Guidelines for Success

Posted in General  by Tina No Comments

When an organization is staffed with highly engaged employees, it’s a fact that the team becomes more productive. This increases overall revenues and raises employee morale, adding value to the company to ensure more successful future projects and recruitment efforts. One good way to understand if employees are happy and engaged in their work is to conduct a 360 Degree Performance Evaluation.

Understanding What a 360 Degree Performance Evaluation is About

The goal of a performance evaluation on this level is to rate the company’s ability to create a positive and engaged workforce. On a corporate level, a 360 Degree Performance Evaluation can help Human Resources to see the “bigger picture” and how well the company is doing in terms of supporting the productivity of employees. A 360 Degree Performance Evaluation provides much insight into the company, including what’s going well and what needs improvement. It can also be used to enhance compensation planning, identify the need for more training programs, and connect performance with corporate objectives.

Pros and Cons of the 360-Degree Performance Review

Before conducting one, it’s important to understand the pros and cons of this type of effort. Let’s learn more about this type of evaluation and give some best practices for managing one at your organization.

Pros:

· A 360 Degree Performance Evaluation can improve the overall performance review process by helping management see rather than speculate on individual performance metrics.

· The company can see how well it meets the performance needs of employees and spot trends in areas of weakness so that the company can set up focused training.

Compensation planning can be based on actual performance goals rather than average salary and benefit rates across job types.

Cons:

· The need for restructuring jobs and tasks may arise as a result of the findings of a 360 Degree Performance Evaluation.

Selecting the right 360 Degree Performance Evaluation system and data management can be confusing if there is no standard in place currently.

· Must get buy-in from all levels of the executive management team in order to successfully launch and promote a 360 Degree Performance Evaluation company-wide.

· Future training and employee performance must be carefully monitored in order to get the most from an evolution on this level.

While there are bound to be some hesitation at first, knowing what to expect with a 360 Degree Performance Evaluation can make this a worthwhile effort. Imagine being more in control of the actual daily performance of employees? Then being able to link performance with individual job tasks to develop better compensation strategies helps to produce a more engaged and skilled workforce. This factor alone makes a 360 Degree Performance Evaluation a vital part of your human capital management.

Guidelines for Managing a 360 Degree Performance Evaluation

There are some specific ways your organization can get the most from a 360 Degree Performance Evaluation. Use these as general guidelines as you roll yours out.

· Consistency – Launch your performance review at the same time every year or quarterly. This helps to increase participation and makes leaders and employees accountable.

· Technology – Choose the right HRM to conduct and track data for the performance evaluation. Make sure it has the features you need to adapt and report on your findings.

· Timing – Roll out the 360 Degree Performance Evaluation at a time that doesn’t correspond with payroll changes or other types of performance reviews. To do so creates fear.

· Integration – Use the data as part of your overall human resource management process. Tie findings in with salaries and individual employee reporting.

If you are struggling to find ways to improve employee engagement and performance management, consider how OrangeHRM’s platform can support your organizational goals this year.

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