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Archive for September, 2015


How Hiring Managers Can Use Data to Fight Resume Overwhelm

Posted in General  by Shaun Bradley No Comments

Sujee Saparamadu, CEO at OrangeHRM, was a recent guest on the TechnologyAdvice Expert Interview Series. The series, which is hosted by TechnologyAdvice’s Josh Bland, explores a variety of business and technology landscapes through conversations with industry leaders.

In this episode we discuss everything from recruitment to mobile, big data, and OHRMCon 2015.

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Below are a few highlights from our conversation:

TA: How does your HR software translate internationally? Do you see different trends in different parts of the world? Or is this mobile, data-driven trend a thing of the industry as a whole?

Sujee: Mainly, what I have seen, is people are using more mobile devices in Asia or even towards the European side, mainly because of the infrastructure, These areas, they don’t have huge infrastructure, fiber optics, and things like that. They mainly use mobile devices to do their day-to-day work. And that’s why more things are coming from Asia and Europe than from the US markets for us.

TA: What are some challenges that you’re seeing right now in HR industry?

Sujee: One thing is HR managers, they would like to see summarized data. Recruitment is one of the main things that’s going to happen. When you put a vacancy out there, hiring managers get thousands of resumes.

They say, “Sujee, I just don’t have time to go through all these resumes. Is there a way you can summarize? Show me the most important people that I can go ahead and shortlist.” That is because of time. So that is an area a lot of vendors are looking into: how do you give this type of summarized data to hiring managers?

TA: What is the solution there? Is it just building an application that can better view the data? Or is it building an application that HR managers can understand better? How do you get around that challenge?

Sujee: We have set up an application with best match criterias. Even if you have thousands of resumes, the hiring manager should be able to say, “Okay. These are the five items or ten items I really want to see in this resume.” And then you have different algorithms or searches that can go through, and out of the thousand, it will say, “Here are the top 20 you will be able to go through.”

TechnologyAdvice: How important are mobile phones to the workplace?

Sujee: If you take the New York Subway or if you go to London, the Tube, or you are in Singapore, the Metro, then you will see 80 to 90 percent of people working on mobile devices in transit. They want to use the time they’re spending commuting or going from one client to the other to go ahead and do their day-to-day work. That’s why mobile devices are very important. People are not just going to be sitting at their desks and doing things.

If you can take that data and then compare that data with your current and past employees, you’ll be able to see a pattern. With that pattern, you’ll be able to say, “Hey, you know what? This person that we have hired, who had IQ test of maybe about 80 or 90 and did well on the writing test, now where are those candidates in our organization?”

Sometimes we can say, “Oh, you know what? These guys have done so well, now they are managers or they have climbed the corporate ladder. It’s this kind of data that’s in your systems that should be summarized and sent to the hiring managers.

Provided by Josh Bland at Technology Advice.


OHRMCon: Future Challenges for Leadership and HR

Posted in General  by Shaun Bradley No Comments

Future vision is essential to address todays’ rapidly changing world.  For this series, we have had the opportunity to speak at length with Lee Congdon, Chief Information Officer at Red Hat, and an upcoming speaker at OHRM Con, in New York in October.

The only current certainties are technological and market flux. Mr. Congdon offered his thoughts on the challenges ahead for IT, enterprise, and HR leadership.

Toward transparency—what’s ahead for IT

Earlier Mr. Congdon talked about the alignment of enterprise leadership , culture, and incentives to move people and processes in the right direction.  What direction? Toward an agile, flexible, business ecosystem able to rapidly respond to business and market opportunities.

When an IT organization is able to serve its constituent domains, what is next? Mr. Congdon suggests development of technology-driven leadership opportunities for the enterprise including:

  • Pushing into new technologies
  • Leadership in Clouds
  • Providing better data and analytic capabilities for the organization
  • Offering better collaborative opportunities
  • Embracing consumer tools for the organization

As noted earlier, in the push to be more effective, agile, and collaborative, IT organizations need to better speak the language of their business partners—plus get the right people to lead the business.  Part of that enhanced role for IT includes:

  • Recognizing new business and revenue opportunities
  • Building and gaining the trust and confidence of business partners as an internal consultant
  • Delivering solutions and collaboratively participating across the enterprise

Two-speed IT transition?

Along with the need for speed  comes the need for a competitive model for IT.  Grappling with demand from business units to identify and embrace new capabilities, leverage mobile engagement, cut costs, define new revenue sources and so on, IT must transition from slow and stable to fast and flexible.  In addition to the open organization , bimodal or two-speed IT is proposed as a dual service IT context.  The model retains some traditional IT processes and services, while allowing organizations to make the jump to digital speed, development, agility, and delivery.

Remarks Congdon, “I am not really a believer in what is being called bimodal or two-speed IT.  I think it may be a useful transition for some organizations.  You can’t necessarily get the entire organization to pivot immediately, but I think the expectation for the people in the organization, for the culture, needs to be yes we are in this together, [and] yes we all need to work in the same direction.”

HR Challenge: Find and retain the right talent

When asked about the key future issue for HR management, Mr. Congdon was unequivocal—“global war for talent.” Expanding on that, Congdon noted the challenges ahead in building and maintaining a creative, responsive workforce:

  • Finding the right people and getting them on board
  • Managing the long-term pipeline of skills
  • Giving people a voice in the organization
  • Creating a mission, and investing talent in the mission
  • Developing a default culture of transparency where people see information, and see decision making occur
  • Offering rewards and incentives, monetary and otherwise, aligned with expectations

Talking about OrangeHRM and open source HR technology, Mr. Congdon notes “…open source enables [key transitions] to occur across enterprises and creates the opportunity and the challenge for collaboration, partnering, [and] competition in a[n] open and more transparent environment.”

Stepping out of the open organization context to discuss the current state of traditional business models, Congdon commented, “…[M]any traditional firms in the technology industry that classically held their intellectual property very close and were very reluctant to participate in open source are in fact increasingly announcing open source initiatives. Whether it be Microsoft, Apple or others,…I think that is a fascinating trend that may be relevant to this conversation as well.”

Hear more from Mr. Congdon at OHRMCon in October. Network, learn and share best practices as you discuss the challenges facing the Open community, open organizations and innovations in open source HR technology. See you in October!

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