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Release 6.2 Product Update

Sujee Saparamadu Founder & CEO of OrangeHRM speaks about what to look out for in Release 6.2….

Release 6.2 marks an historic point in the history of OrangeHRM with massively enhanced UX and modern look and feel, designed to serve global enterprises with up to 25,000 employees.

Performance and security is always at the forefront of any organization, which is why major work has taken place to ensure users can reap the benefits of Release 6.2 knowing they are using the safest and highest performing HR Management solution.

Over 20% of the OrangeHRM client base are happily using Release 6.2, with more clients in the upgrade process! Release 6.2 is also being used by our OrangeHRM sales team in demonstrations and to date has been very well received. We always try and trial our new releases internally before releasing to our clients in order to gain feedback and continue to deliver a product people want and enjoy using.

Going forward we have an exciting roadmap of new functionality for Release 6.3, which is due out at the end of June.

In Release 6.3 you can look forward to fantastic new features such as a travel and expenses tracker with real-time foreign exchange rates, executive salary restrictions and a clever wizard to create mandatory fields. Plus, much much more – remember to keep an eye out on our blog for further updates on what’s coming up!


AI and not losing the human touch

Lawrence Knowles, Chief Product Officer at OrangeHRM talks about the ever growing importance of using the right tools to recruit the right talent. He explores the relationship between Artificial Intelligence and recruitment, and explains how personality matching can aid decision making.

Artificial Intelligence and recruiting has been one of the most talked about topics in recent months. With the advent of robotics and automation, the link between humans and machines is ever growing - from chatbot’s guiding people through service processes to full scale human augmentation, and even replacement through both machines and algorithms.

There is barely a day that goes by without a new report on which jobs will be displaced and in what timeframes and the impact on the economy - these often vary and make disturbing reading. What we are also seeing at the same time is that hiring volumes are increasing but the budget given to the recruitment teams are either the same as before or reduced.

This is further driving the automation around intelligent resume parsing, matching skills using taxonomies against job descriptions, eliminating the need to waste time manually screening unqualified candidates. Further still, there are now online solutions allowing detailed background checking which is often an extremely intensive manual process, with major inefficiencies around paper based workflow.

Throughout the introduction of such systems there is naturally a debate on bias, well we are sure there has been natural bias within recruitment for decades, but this shouldn’t be an excuse for not implementing best practice and efficiency moving forward.

One new area we have been exploring at OrangeHRM is that of personality trait matching. We are in no doubt the solutions described above are valid, but believe they need extending. How often a candidate has been seen by someone during the recruitment process and that innate human ability to understand their personality and how they would fit into an existing team environment.

OrangeHRM have collaborated with IBM, using their Watson technology, and created a fully integrated solution that allows recruiting managers to view the personality match of the candidates against the team they are being recruited into. We believe this offers another dimension in what today is a candidate-driven market and offers a critical tool to help you to both attract and compete for talent, ensuring you make the right hire.


Top 5 HR Lessons From 2016 US Presidential Elections

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OrangeHRM Announces Availability of Release 6.1

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Major product improvements with automated upgrades

New Jersey, USARelease 6.1 — Recently at the HRTech in Chicago, OrangeHRM announced immediate availability of Release 6.1, enabling owners of version 5.x to immediately upgrade to the latest release.

“Release 6.1 represents a major investment by OrangeHRM providing a new clean user interface with major improvements to usability, performance and application security. OrangeHRM have worked with existing clients and UX/UI industry experts to provide the most intuitive user experience possible. At the same time and to support the continued growth and size of our user base the entire system is far more scaleable and provides further deployment support for technologies such as Docker. One of the most exciting improvements has been to the technology support underpinning the release and all future releases, these allow for far easier enterprise integration through the support of a REST Web service API and much enhanced functionality and support for mobile. Also, with the new architecture security patches can be deployed faster and easily. It provides the basis for a comprehensive and exciting roadmap for 2017 and beyond, including new functionality using the latest in AI, Analytics, Social and mobile.” said Lawrence Knowles, Chief Product Offcer at OrangeHRM.

“We are delighted with the feedback we’ve received from our existing clients,” said Sujee Sapamaradu, Co- Founder and CEO. “We feel this is a landmark release in the history of OrangeHRM and allows to further prosecute our global growth plans.”

Release 6.1 Availability

Release 6.1 is a major update driven by customer feedback and is part of OrangeHRM’s commitment to deliver the latest product updates in one convenient installation. Comprehensive up-grader tools have been developed to ensure a seamless transition. Release 6.1 is available immediately and further details can be found by contacting your account manager or at

OrangeHRM and Release 6.1 are either registered trademarks or trademarks of OrangeHRM in the United States and/or other countries.

The names of actual companies and products mentioned herein may be the trademarks of their respective owners.

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Vulture Marketing - The Silent Killer

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Search the web and you will not find a definition for the term “Vulture Marketing.” It’s shocking as there is such a great use for that term. I’ve long felt that organizations that take advantage of the less fortunate were vultures. They specifically target people that are vulnerable to products/services that take advantage of their vulnerabilities. The people these vultures target will never be able to improve their lives as long as they keep falling victim to these vultures. Their vulnerabilities can include, poverty, mental illness, addiction, language limitations, and more.

There is a very solid argument to be made that there is a negative correlation between vulture marketing and the economy (I’ll explain this below.) Without naming specific companies, I’m going to provide some examples of vulture marketers below:

Payday Loans & Cash Advance:

These places prey on people that are either poor, uneducated, newcomers, and/or out of options. They usually charge a 20% interest rate for a payday loan. 20% interest for a 14 day loan? That’s absolutely ridiculous. It’s obviously taking advantage of people that are very desperate or that don’t understand how high of an interest rate they’re paying. It’s no coincidence that the majority of payday loans locations are in areas with a high rate of poverty. Casinos also charge similar outrageous interest rates when offering cash advances of credit cards. I’ve even seen casinos that offer payday advances. Would an individual that is in a good state of mind and without a gambling addiction gamble their future paycheck knowing the odds were against them and that there was a 20% interest rate? No.

Guaranteed Approval Used Car Loans:

I once briefly worked for a car dealership that guaranteed approvals on used car loans. The cars were 20-30% overpriced and the interest rates were anywhere between 20-30% per year. I was shocked as the dealership sold more of these type of deals than new cars and commercial vehicles combined. The people who went for these bad deals were often new immigrants with no credit history or people with horrible credit. The dealerships know that customers have very little leverage because they have no other options for obtaining a vehicle. Due to this, they overprice the car and offer interest rates over 20%.

Cash For Gold:

Pawning items is one of the oldest forms of commerce and I love the show Pawn Stars. Although pawn shops indirectly target vulnerable people, I wouldn’t classify it as vulture marketing. Places that primarily offer “quick cash for gold and jewelry” would be classified as vulture marketers. A lot of people that own gold or silver don’t know the true worth of their jewelry and don’t realize that they are being offered well below scrap value for their jewelry. If the price of gold is $60/gram, “the cash for gold” places will offer you anywhere from 10-40% of its scrap value. You will always get substantially more by selling it privately on Kijiji or letgo.

There are multiple other types of vulture marketing tactics that victimize people that are vulnerable. Some tow truck drivers often scam and take advantage of people who are in a stressful situation. This video by CBC Marketplace is very informative on this issue. Some moving companies scam and take advantage of people and hold their positions for ransom on the day of a move because they know that people’s options are limited on a moving day. How do they find these vulnerable people? They typically do this by offering very low prices to target people who can’t afford professional movers. Again, this video by CBC Marketplace is very informative on this scam. High interest rate credit cards, 2nd & 3rd mortgage lenders, Multi-level companies, the list of vulture marketing tactics are limitless.

To be clear, there are a lot of professional and reputable moving companies, tow truck drivers, 3rd mortgage lenders, etc. The term vulture marketing should be only be used if the organization is targeting people who are vulnerable.

What are the impacts of vulture marketing on the economy?

My hypothesis is that vulture marketing is negatively affecting our economy.We can confidently assume that the people that are more likely to fall victim to vulture marketing are people that are below the poverty line. If these people continuously fall victim to vulture marketing tactics and continue to pay outrageous interest rates, they will never be able to grow financially and get out of poverty. That can’t be good for the economy. It would be a stretch to link vulture marketing to suicide rates and addiction rates without research, so I won’t go there.

I typically won’t write articles that are controversial, but I felt that this issue gets nowhere near the level of attention it deserves. I’d love to hear everyone’s thoughts on vulture marketing. Please share your thoughts!


6 Questions You Must Ask When Considering HRMS Software

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So you’ve been asked to look into Human Resource or HRMS software for your organization. A quick internet search turns up a large number of companies that appear to have similar offerings. In fact, there is a wide range of systems available that target different markets. Some claim to work for any organization, whereas others appeal to specific verticals like construction, oil and gas, and manufacturing. Some may seem “fully loaded” with features you may never use, and others may be too simple for your level of customizations. Above all, they each come with their own unique price tag that may or may not suit your organizational budget.

The search for “HR Software” can often become more cumbersome than it needs to be if you’re not asking the right questions. Therefore, we’ve compiled a list of the “Six Questions You Must Ask When Considering HRMS Software.”

Is The System Cloud-Based?

These days, there seems to be two main pricing and delivery models available for purchasing software. One is similar to buying a car with a full payment upfront, whereas the other is more like leasing a car with lower monthly payments.

If you’d like the software to reside on your servers, behind your own firewall, tended by your own IT staff, you’re more than likely going to lean toward the traditional licensed software model. This means you pay one lump sum for the system, plus an annual maintenance fee for support and updates. Your company will be in control of your system, and your IT team will be responsible for the data security and system up-time. On the contrary, if you’d prefer to make your own decisions for your department, without waiting for the IT team, the hosted or “cloud” model may suit you best. This option would grant you access the system from anywhere in the world at any time through the web, with no need for IT to install any software or tweak any hardware on your systems.

With the latter option, you’d pay a low monthly fee for each user on the system, and the vendor would be responsible for guaranteeing the safeguarding of your data, and keeping the system working. Generally you can pay for a cloud solution out of your operating budget instead of asking for approval for a capital purchase.

Is the vendor willing to provide a reference when asked?

Have you ever heard the saying “we’re only as good as our customer’s say we are”? Well, it’s true. You can’t afford to rely solely on what the software vendor says, you should always ask for case studies or the contact information for a reference customer so you can get the real story. Ideally, you’d like the reference account(s) to be in the same or a similar line of business so that it’s more relevant to your needs. Ask them how smoothly the installation and training went, how gracefully the vendor handled any issues and what’s keeping them a customer. The vendor’s attention to customer service should figure prominently in your purchase decision.

Are there any external human resource organizations or associations that endorse or stand behind the software?

You may come across a large organization that stands behind the vendor because they truly believe in the system. There are a number of large government and industry organizations that will endorse vendors they believe are superior in the industry. If you recognize an organization that stands behind a particular vendor, you can feel an added level of comfort regarding the software’s functionality and the company’s reputation.

Will the software be able to handle the growth of my company?

While most software companies appear to have everything you need to properly manage your HR program, it’s important to think of how your needs will shift in the long term. If you were to double the size of your workforce, would the system hold up? Would the cost of the system remain affordable? It’s vitally important that your systems grow as your company grows. Ensure your vendor is able to facilitate the organizational growth while attending to any additional requirements or customization you may require in the future.

How well does the vendor understand your industry and HR challenges?

Any organization can claim that they know your industry, but a vendor that can demonstrate success with other companies in your industry would have already dealt with the nuances that your company requires. It’s important to question how many customers they have in your sector, or how many of their customers face similar challenges. The vendor’s expertise in your line of business saves you the trouble of educating them about how your industry works. It’ll allow you to receive advice and best practices for solving common problems in your field (an added bonus that not many vendors can provide).

Can your vendor provide you with a custom guided demo over the Internet?

Many companies offer a free trial but leave you alone with the help button to navigate your way through the system. Ask the vendor if they can provide you with a custom demo over the web to walk you through how it’ll meet your specific needs. Request to engage with a real person as opposed to a “helpdesk”. You want the ability to schedule a demo in your own time and when it works best for you. A guided demo will allow you to ask questions, schedule a meeting with the key decision makers in your company, and get everyone’s opinion on whether or not it’s a viable option for your organization.

Before the demo, it’s easiest to make a list of features that you want to see. See if the vendor can load your actual employee information or present their sample data in a way that’s familiar to you and your colleagues. As the demo unfolds, study how user friendly the system seems to be, and how well it solves the problems you throw at it. Do you need to manage employee training and leave? A successful demo will let you clearly visualize how the system would be used in your organization.

Selecting a HRMS software can be as simple as it sounds. Let OrangeHRM walk you through a guided demo and answer your questions today.


Top 5 Reasons Why Organizations Should Hire More Telecommuters

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The trend of hiring telecommuters or remote employees continues to grow year after year.  At OrangeHRM, over 25% of their workforce telecommutes. There are plenty of pros and a few cons when hiring employees that work from home. It can be more challenging to build a “team” environment and to manage employees that work from home.  The benefits of telecommuting far outweigh the negatives. Here are the top 5 reasons why organizations should hire more telecommuters:

1. Improved Employee Morale. A study from the Pennsylvania State University showed that telecommuters are generally happier and less stressed than their office-working counterparts.  Waking up before dawn, skipping breakfast, driving in traffic, and waiting for a late train can all add stress to an employee.  Let’s not forget that working from home will improve the employee’s work-life balance.  A higher rate of employee satisfaction will lead to higher performance.

2. Wider Talent Pool. Offering telecommuting positions enables organizations to access a global talent pool.  If a position isn’t limited to a specific geography, the organization will receive a higher number of quality applicants.

3. Improved Productivity. It’s a common misconception that employees are less productive when working from home.  Studies have shown that if an organization does their proper due diligence and hired an employee that is suited for the telecommuting life, the employee will be far more productive from home. The employer also needs to hold employees accountable for their productivity.  An effective way to do this is to ask employees what tasks they plan on completing on a given day and to follow up by asking what they accomplished at the end of the day.

Although the social aspect of working from an office is great, it can also be a negative as office chit-chats and politics can be very distracting.  The flexibility of the hours also means that employees aren’t restricted by office hours.  Once employees check out of the office, they mentally check out as well.

4. Cost Savings. Employees who work from home don’t have the same costs as office employees. Working in an office can increase your commuting, dry cleaning, and eating costs. The decrease in costs and increase in work-life balance will make any position your organization offers a lot more appealing to candidates. This in turn will decrease compensation expectations.  Telecommuters are often “contractors” and provide their own equipment and office space which decreases overhead costs.

5. Reduced Down Time. Employees no longer have to lose an entire work day because they have a court date or doctor’s appointment. They don’t need to miss a day of work because their kids, parents, or spouses are sick.


Top 14 Things That Drive HR Executives Crazy

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Best HR Software

Here’s the top 14 things that drive HR executives crazy…

1.  The bathroom is not an appropriate place to ask HR a question about employee benefits.  If you have a question for an HR executive, their office is the best place to go.

2.  HR execs are not psychologists.  Only come to the HR execs office if you have a question related to HR, not to discuss your marital problems or your bad experience on the bus.

3.  You want to move desks because it’s too close to the printer, water cooler, or the bathroom.  There is a reason why people sit where they do and it’s typically controlled by senior management.

4.  Chasing people to do online training modules.  There’s no excuse for not completing a 15 minute safety training within 2 weeks.

5.  Senior executives thinking the rules don’t apply to them.  Your company has a strict dress code for warehouse employees but the senior executives constantly enter the warehouse without protective gear.

6. Low employee engagement survey turnouts.  The most accurate way to get a reading of the employee engagement is by the survey.

7.  Long resumes.  What possible reason could you have for having a 4 page resume? HR doesn’t need to know about your kids or hobbies.

8.  Coming to a professional interview in casual attire.  How is the recruiter supposed to take you seriously if you’re wearing jeans and yeezys?

9.  Being asked to judge candidates based on things they shouldn’t be judged on.  Things like attractiveness, number of kids, marital status, nationality, etc.  Not only can this be immoral, but illegal as well.

10.  Bringing your family to an interview.  Just no.

11.  HR not being at the executive table.  HR is arguably the most important department in the organization as people are the most important asset an organization has.  You have a CEO, COO, CMO, CTO, CFO, but no CHRO or CPO?

12.  HR are not maids.  Having HR coordinators serve executive lunches is not an appropriate use of their time.

13. Storing a month’s worth of frozen food in the freezer or leaving food to rot in fridge.  The fridge and freezer are for everybody, you should be refilling it everyday.

15.  Junk resumes.  Some HR execs have reported that over 98% of responses they get from a job board posting is junk.  It’s either candidates from overseas who are looking to be sponsored, unqualified candidates, robots, or recruiting firms.  This issue is become less common as more organizations are starting to use applicant tracking systems or ATS. OrangeHRM offers a revolutionary ATS in its recruitment module that sorts out all the unqualified resumes and only shows you the best candidates for the position. Visit to learn more.


Top 5 HR Lessons From Soccer - 2016 Euro Cup

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1 - Celebrate Everything, Not Just The Goals

A series of skill plays or a great shot attempt will often get the fans applause. The team didn’t score, but they still made a great play.  The fans celebrate it because it shows that the players are making the right decisions and it will eventually lead to a goal.  This is great as it also lifts the spirits of the players.

A junior copywriter writes a very well-written article that doesn’t get the publicity or traction that the organization was hoping for.  Instead of the copywriter being demotivated, celebrate the well-written article with them. This doesn’t mean you have to throw a party or anything extravagant.  Simply letting the copywriter know they did a great job can go a long way in improving that employee’s morale.

2- A Team Wins, Not A Player.

In soccer, we celebrate every goal. When a player scores a goal, the fans, players, and coaches all celebrate together (although some players enjoy destroying flag poles instead.)  Players often get into a huddle and celebrate as a team.

It’s also important to remember that no individual is greater than the team. Cristiano Ronaldo is a great example of this.  Although he is a legendary player, he has never won in a major tournament.  He got injured early in the game and it was a huge blow to the team and the fans.  Instead of crying over spilt milk, the Portuguese team didn’t give up and continued to play their hearts out.  Instead of crying in the locker room and being angry, Ronaldo returned to the game to support the team.  He passionately cheered for his teammates.  Portugal won the game.

If a sales rep at a car dealership sells a car, who celebrates with them? Just them and the manager?  What about the finance manager who worked on the contract? What about the receptionist who first greeted the customer and got them a coffee? The team should celebrate the win as a team as it will increase employee morale and instill a winning atmosphere. Having only one person celebrate the win will do nothing in increasing the morale of other team members who also worked hard on getting the win. This is why you will sometimes see large gongs inside car dealerships.  When a car salesman gets a win, they ring the gong and the entire dealership celebrates the win as a team.

3 - Quality Over Quantity

For the same money, you can sign Wayne Rooney or four college-level strikers. Four strikers sounds a lot better than one.  However, Wayne Rooney would score more goals than the other four combined.  You need an elite striker to score against elite goalkeepers.

You have $100,000 to spend on your sales department. That buys you one elite salesperson or four salespeople straight out of college. Four salespeople sounds a lot better than one.  Would the four salespeople sell more than the one elite salesperson? Not a chance. Quality is always more important than quantity.

4 - Chemistry Is Not Just For Scientists

England and Iceland in the 2016 Euros. Need we say more?  England was loaded with superstars and was one of the most talented teams in the tournament.  On paper, England’s reserves have more talent than Iceland’s starting eleven.  Iceland had a lot of the success in the tournament while England made an early exit.  The reason? Chemistry.  Iceland’s group had played together for years and had developed great team chemistry. England’s starting eleven were very talented but lacked chemistry.  Would you sacrifice your best player if it improved the team’s chemistry?

You’ve conducted dozens of interviews and have finally chosen the best candidate. Before you hire them, bring the candidate in to have an interview with the people that they’ll be working with on a daily basis.  No matter how good they are in an interview or on paper, one employee with bad chemistry can damage the performance of an entire team. The “chemistry interview” can include managers, co-workers, direct reports, and even their cubicle neighbors.

5 - Discipline When Required

If a soccer player slide tackles another player with an intent to injure, disciplinary action must be taken.  The referee will determine whether the slide tackle deserves a yellow or red card based on the severity of the slide tackle.

Ireland’s Shane Duffy slide tackled a French player from behind in the 2016 Euro Cup.  That is not acceptable behavior and Shane Duffy was subsequently shown a red card.  The red card was a contributing factor in Ireland losing the game.  Shane Duffy will think twice before doing that again.  Disciplinary action is essential to maintain order in the game and to correct unacceptable behavior.

Disciplinary tracking in the workplace is often not given the attention it deserves. Disciplinary tracking in the workplace is crucial as it enables the organization to ensure that employees adhere to the company policies.  Unacceptable employee behavior can lead to lower organizational performance,  lawsuits, and more.

Do you track and document employee discipline in an organized way? OrangeHRM is a leader in disciplinary tracking and offers the powerful tool in their HR management solution. Ask for a FREE 30-day trial today at


Top 7 HR Lessons From Pokemon Go

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Pokemon Go is changing the world we live in.  It’s on pace to be the most popular game and most popular app of all time. There have been many stories this month of people getting fired, falling off cliffs, getting into car accidents, arrested, or robbed because of Pokemon Go.  Within all this madness, there are some very important HR lessons we can learn from this legendary game.  If you’re not a millennial or don’t know what Pokemon Go is, this article will get you all caught up.

  • Never Settle For Just Any Candidate

Before you start your journey in Pokemon Go, you must first capture your starter Pokemon.  Bulbasaur, Squirtle, & Charmander are the three basic starter Pokemon.  Most people want a Pikachu as their starter Pokemon but do not get the option of a Pikachu when they first launch the game.   They end up choosing one of the three basic starter Pokemon.  Most people do not know that if you run away from the basic starter Pokemon, Pikachu will appear!  Once they learn this, they instantly regret their decision of choosing the wrong starter Pokemon.  Good luck finding a Pikachu later on, they are rare.
This scenario happens much too often in the real world.  Recruiters are often given timelines, incentives, or pressured into filling a role as soon as possible.  If you’re a software company and you’re looking for an extremely talented graphic designer (Pikachu),  don’t settle for a candidate with a regular portfolio (Squirtle.)  You will end up regretting your decision and your company’s performance will suffer because of it.  The difference between a regular graphic designer and a talented one can make a huge difference to any organization.   Talent is the most important asset to any organization.  Do not settle for sub-par talent.

  • Look In The Right Places To Find The Best Talent

In the game, certain pokemon can only be found in certain places.  There will be greater concentrations of water type pokemon by the water, grass type pokemon in the park, and dark type pokemon at graveyards.  However, sometimes certain pokemon are restricted only to certain neighborhoods or cities.  For example, Jigglypuff can be extremely rare in Toronto but they are all over the place in Atlanta.
If you’re looking for talent in the IT industry, Silicon Valley could be full of them.  If you’re looking for graphic designers and industrial designers, Los Angeles could be packed with them. Certain types of people can also be found on certain types of job boards.  If you’re looking for Investment Advisors in New York, a job ad on Linkedin would be your best bet.  If you’re trying to fill a position for a Janitor in Alaska, Linkedin would not be the best place to post the job ad as a low percentage of Janitors in Alaska would have a Linkedin profile.

  • Don’t Overpay or Underpay Your Employees

You found the Charizard you’ve always wanted and desperately want to catch him.  If you throw your pokeball too short, you will miss.  If you throw the pokeball too long, you will also miss.  You need to throw the ball with exactly the right amount of power as there is a small margin of error.  The pokemon will only stay on the screen for a small amount of time before it runs away.
You’re looking for your next VP of Marketing and you found him/her.  Let’s say the market rate for a VP of Marketing with 10 years of experience is $150,000.    Knowing this, you decide to be efficient with the companies resources and offer them $100,000.   The best case scenario is that they accept the low offer.  Congratulations, you now have an employee with a low level of satisfaction.  People aren’t stupid, they know how much they’re worth.  It’s a well-known fact that employee engagement directly affects organizational performance.  What will more likely happen is another organization (or pokemon trainer) will offer the candidate $150,000 and you’ve lost your one chance of landing Charizard. Good luck finding another Charizard, they are rare.
Alternatively, you offer the candidate $250,000.  Congratulations, you’ve caught Charizard. So you may be asking, ” I overthrew my pokeball and still landed the candidate. So what’s the problem?”   Your company filed for bankruptcy because your payroll expenses are through the roof.  Also, the money you spent on the VP of Marketing means that you now can not hire the Operations Manager you so desperately needed.  Don’t throw your pokeball too far or too short.

  • Sometimes The Answer Is Right Under Your Nose

You have dozens of Drowzees, some stronger than others.  But now you are looking for a Hypno to add to your collection.  You’ve looked everywhere and finally found the Hypno that you’ve been looking for.  You catch it and it has a CP (Combat Power) of 200.  You later realize that you had a Drowzee on your team that had a CP of 180.  If you pushed the “evolve” button in the game, that Drowzee would have evolved into a Hypno with 500 CP.  Oops, bad move.
Sometimes we are so focused on looking for employees externally that we forget about the talented roster we already have.  If you’re looking for a VP of Marketing, you should consider the 10 marketing managers within your organization just as much if not more than external candidates.  There are pros and cons to hiring externally vs. internally, but both options should always be considered.  Perhaps the marketing manager on your team that has 10 years of experience within the organization has much more potential than an external candidate.

  • Diversity Is Key To Organizational Success

Having a diverse set of pokemon types is key to being successful in the game because it enables you to be best equipped to fight different types of pokemon. Fire-type pokemon are effective against grass-type Pokemon, but grass-type pokemon are not effective against fire-type pokemon.
Your organization has a high number of salespeople who come from a customer service background.  In customer service, you generally only receive inbound calls.  One day, the inbound leads start to dry up and your sales team is forced to start making cold calls.  One problem, cold calling is not easy and you need lots of experience and training to be successful at it.  There are innate skills associated with cold calling that a lot of people don’t possess.  If your sales team had more diversity in their backgrounds, your organization would be better equipped to have success when the inbound leads started to dry up.  Having salespeople with telemarketing backgrounds or door-to-door experience would have been extremely beneficial.
Language diversity could also be crucial.  Do you have a global organization but your sales team only speaks English?  You’re not well-prepared to catch Spanish pokemon or Dutch pokemon because your English sales team does not have a high chance of catching a Spanish pokemon.  It’s the difference between throwing a regular pokeball and an ultra pokeball.

  • Bring The Employees To You

If you use an “incense” in the game, it will lure pokemon to your location for 30 minutes.  If you don’t use the incense, you will not catch very many pokemon sitting at home.
Think of a company you really want to work for.  Think about how great it must be to work in that organization.  The company you’re imagining probably does a great job at keeping their employee happy and engaged.  Whether it’s sharing pictures of team activities on your company’s Linkedin page or video employee testimonials, show the world how great it is to work at your organization.  There are many reasons why Google will get 1000x more applications for an internship than most other organizations. One of those reasons is that everyone knows that Google is an amazing company to work for and they really know how to treat their employees.  I’m not saying you necessarily need to have a mini-golf course, scooters, free breakfast, or beer on tap in the office, but pushing out content (incense) that can assist in luring top talent to you is a lot more effective than trying to find top talent without “incense.”

  • Growing Out Of Your HR Tools

You’ve been playing the game for a while and having wild success. Woot!  You continue to grow and so does the amount of pokemon that you’re carrying.  Oh snap, you’re at the maximum number of both pokemon and items that you’re allowed to carry in the game.  The structure in which you started out with was great, but you’ve now outgrown it.  You need a “pokemon storage upgrade” to increase the maximum number of pokemon that you can carry and a “bag upgrade” to increase the maximum number of items that you can carry.  If you don’t act fast, you will miss out on some amazing pokemon that you wish you had in the future.  While you’re stuck with a maximum of 250 pokemon, your competitors have already upgraded and are growing exponentially.
The HR tools you’ve had in place have been wonderful and have helped accelerate the growth of the organization.  When you had 50 employees on the team, the tools you had in place worked perfectly.  Your organization now has 1,000 employees and those same tools are dragging your organization down like an anchor to the far depths of the ocean.  You need to act fast or you’ll miss out.  The tools you started out with made sense for an organization with 50 employees but were not designed nor optimal for an organization with 1,000 employees.  You need to upgrade your HR software before it’s too late.
You may not know it yet, but you’ve outgrown your HR software. One way to find out is to go out into the market and see what else is out there. The last time you were looking at different solutions, you were looking at solutions based on your old needs.  If you’ve outgrown your current HR tools, you need to upgrade to tools that fit your new needs.  This could include upgrading to OrangeHRM for your HRM needs, IBM Kenexa for your employee engagement needs, & Work Schedule  for your employee scheduling needs.  If you’ve been using an open source software (which is great for startups and small companies) and have now outgrown it, you need to upgrade it to a more functional and robust professional or enterprise solution.
Congratulations, you are now ready to be an elite pokemon trainer.

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