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Archive for January, 2016


Say “Yes” to Social Media in Your Workplace

Posted in General  by Shaun Bradley No Comments

Workplace trends point to the increasing use of social media in the workplace. Is your company still saying “no?”

In 2012, the Society for Human Resource Management (SHRM) discussed the expanding role of social media in the workplace. As an emerging technology, the advantages of social media included:

  • Networking
  • Ability to identify, refine and strengthen business relationships
  • Create collaborative work opportunities and information sharing

Since that time, social media use in the workplace has increased in ways hard to imagine just a few years ago.  According to a 2015 report from McKinsey & Company, the key areas aided by social tools include:

  • IT management
  • Recruiting
  • Talent management
  • Marketing
  • Customer relations management (CRM)
  • Research and development

As engagement with internal facing social media deepens, some companies remain concerned about endorsing social media during the workday.

Blocking social media—a losing proposition

Sticking to productivity arguments, some employers prohibit the use of social media in the workplace.  Policing these policies makes little sense in a participatory workplace.  Consider:

  • Companies with diverse operations must use mobile devices, apps, and other social tools to increase productivity and efficiencies
  • If wasted time, or poor work value, is a problem, the issue is the employee—not regulating social media.
  • Engaged employees routinely work outside of “regular” work hours.  Increasing output, engaging employees, and improving communications on, and off, the job, depends on smart use of social technology.

Last year, OrangeHRM introduced OrangeBuzz,  a secure platform that facilitates managed communication and collaboration between workplace teams and individuals.  For companies using non-specialized social tools, there are certain risks that include:

  • Social engineering:  Employees without sufficient training on cyber security could prove a weak link for hackers seeking network entry.  If your social media tools offer a gateway, company data could be vulnerable.
  • Information leaks:  On a non-proprietary social media tool, workers could inadvertently share, or leak, valuable company information, trends, or tips.
  • Retaliation:  On an app in the wild, like Twitter or Facebook, negative comments or discussion could go viral, damaging your brand.

As a specialized tool, OrangeBuzz offers safe, collaborative sharing space easily navigated by employees or management.  Whatever your social tool of choice, say “yes” to boosting productivity, better information sharing—and increased employee engagement.



Should Computers Take Over Your Hiring Cycle?

Posted in Development, General, Product Releases  by Shaun Bradley No Comments

As apps and SaaS offer greater service in the recruiting arena, is it time for humans to get out of the game?

A recent study from the National Bureau of Economic Research (NBER) suggests algorithms are better equipped to make hiring decisions that boost company retention rates.  The study involved a meta-analysis of 300,000 employment records from 15 different companies. About a third of the employees hired were assessed and hired based on online personality and skills testing.

Some fine points of the study include:

•    The study evaluated positions that are generally considered repetitive or lower skill jobs, such as employment in a call center, or grading standardized tests.
•    The retention rate for those chosen by computer was 15 percent higher than hires made by humans.
•    Hires made by humans were not significantly more or less productive than those made by computer.

One of the study authors, Dr. Mitchell Hoffman, notes, “It definitely suggests that more decision making powers should be given to the machine relative to the humans.”

Have recruiters and hiring managers become outdated?

Mind and machine—the best hiring combination

Algorithms used throughout the recruiting cycle are worth the cost.  #ProjectNova, the ATS solution from OrangeHRM, uses Watson technology to offer fine-grained candidate analysis and comparison.  From cultivating social media for candidate information, to prompting specific interview questions, Project Nova is a digital recruiting assistant.

But does a sophisticated ATS module dismiss the human factor?  The short answer is “no.”

Just as HR software created time and data efficiencies for HR, Project Nova and other ATS tools perform tasks that streamline and improve the recruiting process.  From populating niche job boards, to cultivating better data, Project Nova and similar tools give managers the edge in hiring the right talent for the job.

Despite such advantages, these products remain tools, not decision makers.
The NBER study evaluated lower level, high-turnover positions.  While software could be useful in these instances, it is not likely algorithms will become stand-alone hiring tools for recruiting the skilled, high-level talent essential for keeping your company competitive.

Retention rates are one piece of a more complex hiring puzzle. Homogeneous hiring decisions could be successful for a certain type of business, but less helpful for a dynamic company dependent on its creative and development teams for getting products and services to market.

Using improved social and recruiting technology tools means HR personnel can spend more time on strategy, and fine-tuning retention policies.  The best hiring combination utilizes both mind—and machine.

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