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When it comes to evaluating how successful your company is, what factors do you consider? Most business owners observe individual aspects such as sales, to determine how well they’ve performed during a certain period of time.

However, one such nuance that is underestimated for this endeavor is payroll. A routine business function that pretty much goes through the motion every month, the payroll system of any company is simply seen as a medium to facilitate the payment of salaries, and nothing more.

Depending on how long you’ve been in the job force, you might have memories of stacks of printed CVs and stapler-induced blisters on your hands. Those days, of course, are long over and life is much, much easier for applicants—digitizing the process has made applying to job after job a nearly effortless process. Of course, since applying to fifty jobs is as simple as applying to ten now, recruiters have a Sisyphean task on their hands. Sorting through the deluge to find the best candidates to hire requires the best tools, and as a result applicant tracking system (ATS) software solutions are exploding!

When you take a look at the various applicant tracking software solutions that are available, you’ll find that the top offerings are growing more and more feature-rich. That’s a great thing! However, it can also make decision-making difficult. We’ve compiled a list of the top five applicant tracking features we feel are the most critical. How you’ll weight each of these features will depend upon your organization’s own needs and culture.

This concise list is a great way to begin evaluating your choices for the applicant tracking system that’s right for you. Once you’ve made a short list of options that meets your needs in these five important areas, your decision-making process will be much more streamlined.

Technological innovations are often shaped by business communication needs, and as a result, there are numerous methods and mediums of communication available. While this is extremely convenient for staying connected in an increasingly tech-savvy world, too many disconnected communication methods can also create confusion and clutter in your business.

Today’s job market may favor employers rather than applicants, but a bigger pool doesn’t always mean an easier, more efficient, or more effective hiring process.

All too often when companies are seeking new employees, or even a single new hire, decision makers can be swept away by their sense of urgency and find themselves making the following common mistakes. Sometimes, it’s not even being in a rush—perhaps your hiring process simply leaves something to be desired.

Gamification began as an immersion of human psychology and technology, which is still driving the development of this rapidly growing trend across many industries including; eLearning, business, marketing, health, and customer service.

Applicant tracking software (ATS) refers to software that helps your organization manage its hiring process, and to third party services which provide you with an interface so that they can handle your hiring processes on your behalf.

The quality of people you hire and welcome into your company as employees can have a drastic impact on the overall success of your business. Without the right people in place, doing roles they love that also further your growth initiatives and goals, it can be quite challenging to scale your business with efficiency and success.

 

A: Thank you for your question! Building a great team is especially important for small, but growing companies such as yours, and your business decision to leverage an applicant tracking software to help streamline this process is certainly insightful.

 

A: Thank you for your question! As you have pointed out, managing a large fleet of trucks and organizing your drivers in an efficient manner can become very difficult, time-consuming, and prone to mistakes as the size of your fleet grows.

 

You can't ask any questions during an interview: read this list of 30 questions you can't ask and their legal alternatives.

 

At many businesses, the HR department's input is downplayed or even ignored when ERP systems are being developed. That's a shame, because the department plays a critical role in both daily and long-term business operations. Furthermore, integrating HR-generated data and insight into an ERP environment will benefit management , staff, investors and the company as a whole.

There are many reasons why HR's voice is often stifled during ERP planning sessions. Perhaps the most crucial reason is the fact that other departments, eager to justify their own importance to the business, are prone to paint HR as a reactive organization that has relatively little to offer in the way of strategic input or insight. To counter such negative views and to ensure that their department doesn't get shoved into second-tier status, HR leaders must buckle down and prove to corporate management that they have the data, knowledge and understanding necessary to make a significant impact on long-term planning.

What to look for in an HR service provider, and details on some of the most popular ones

HR World separates the wheat from the chaff.

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For most companies, the decision to outsource HR — be it some or all of its functions — typically boils down to a matter of providing more HR know-how to employees. But what happens when Joe Employee rings up the HR line for advice on how to handle a benefits claim or a run-in with his boss, and the outsourced professional on the other end doesn't know anything about Joe Employee or have any background on the company's hierarchy and culture?

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For the overworked HR professional, an HRMS (Human Resource Management System) can be a godsend, consolidating reams of data into a single, easy-to-access system. These days, companies can choose from ERP software vendors, HR business outsourcers or standalone HR solution providers for HRMS applications.

Brad Everett, executive director of EquaTerra's human resources advisory services, recommends sticking with "a single vendor, because then an HRMS is all bundled into a global license and the integration is already in place." But no matter what route you take, most of today's HRMS tools offer a standardized feature set.

 

Every professional field has its own jargon, and payroll is no exception. Still, it's easy for anyone, even someone who has worked in payroll for many years, to suddenly and quite literally find himself or herself at a loss for words. Not being able to communicate a concept to a colleague — or understand what a co-worker or boss is talking about — can be embarrassing and professionally destructive.