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Your employees aren’t just motivated by money

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Staff morale can become quite fragile in a recession. Before an economic downturn begins it’s wise to put a system in place that will help to keep it high. You don’t want employee recognition and rewards to go by the wayside because HR and leaders no longer have the time to manage them.


PeoplesHR-hr-analytics

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Covid 19 has triggered an unfortunate economic recession along with its list of misfortunes.  In general, performance management in a recession needs to be predicated on greater visibility and communication. If the main challenge in a time of growth is finding ways to get productivity to match or exceed increasing demand, the main challenge in a recession is that demand tends to decrease.


cloud-based-hris

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Covid-19 has created the global economy to move towards a recession which in return has caused many employees to lose their job. Hiring tends to become easier in a downturn with more people in the market, so it’s even more crucial to have systems and processes in place to manage this more effectively.

While having a wider talent pool to select from is a blessing as you’ll be more likely to find a great candidate, it’s also a curse in that it’s harder to properly screen and assess everyone in order to make sure you actually hire that great candidate. You also have to consider the cost of a failed hire (where you have to rerecruit) – while the cost of a failed hire is not necessarily greater in economic downturn compared to a time of economic growth, it’s usually more damaging during a recession due to a general lack of resources. Whether the failed hire performs poorly in their role or isn’t the right cultural fit for your organisation, they can have a detrimental impact on your existing workforce. They can increase the pressure on staff to carry their workload or drive them towards disengagement.


hr-recruitment-module

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There’s a New Normal that needs to be adopted by the corporate world. We are now at stage where remote working and gig economies have got popular unlike ever before. While some are still figuring out their working patterns while working from home, some are back to work at their work stations. But though we try to get our work back on track, we need to accept that things aren’t as normal as it used to be.

While HR technology is definitely not something new, it’s was something not embraced by everyone before the pandemic. While some organisations were at the head of their HR technology, some just used it to make their basic HR operations such as attendance and absence easier, while another group would have not necessarily considered as important.

But now the need for HR technology is inescapable, and not just for the basics but for the survival of the organisations. Many organisations have frozen recruitment activities as a result of COVID-19 and economic impacts but never is it going to come to a stop. The requirements of recruitments are going to change and can be a little challenging for the HR team to coordinate with procedures, especially with employees and candidates being all over the place with social distancing. Organisations need to search the best of the best for their sustenance. Even candidates are on the hunt for some it’s more than just 1 job they are looking for, hence in order for you to get the candidate of your first choice it’s important that the recruitment process is in place.  With everything going digital, digitalising recruitment activities can be considered the practical way to adopt to the new normal of the corporate world.

With a 3 stage cycle in place, the PeoplesHR Recruitment module covers all the crucial elements of the recruitment process from identifying a vacant position, candidate information collection to the final steps of interviewing and selecting the suitable candidate. Covering the most basic to the most complicated of procedure such as budget management, in a detailed manner to bring structure, efficiency and reliability in the most effective manner. Track, manage and keep a detailed record of the entire recruitment process while maintaining all constraints involved with higher reliability.

The following can be considered as the overall benefits that organisations witness with digital recruitment:

  • Structures the procedures of the overall recruitment process.
  • Improves overall quality and suitability of the hire.
  • Procedures followed will be of complete compliance without deviation from the regulations in place.
  • Avoids inaccuracies caused due to negligence.
  • Creates an archive of information for future use or reference.
  • Reduces unnecessary costs associated with administrative tasks.

How does this happen?

  • Match requisitions against manpower planning requirements.
  • Define suitable recruitment methods such as paper advertisement or web postings and/or job agency notifications.
  • Capture and track costs incurred over the recruitment and selection process to manage the budgets accordingly.
  • Send notifications on the progress of the recruitment cycle.
  • Define the order of the overall recruitment and selection process from defining interview panels, recruitment stages to interview profiles.
  • Linked to the website or relevant social media portals for easy access.
  • Create candidate profiles to maintain applicant database.
  • Obtain statistical reports of the recruitment process for decision making.
  • Select suitable employees for the interview panels and appoint a panel head for an each created group.
  • Configurable and flexible to support business practices.
  • Integrated with the on boarding module to aid with formal pre-joining formalities.
  • Advanced screening process for filtration against given criteria.
  • Pre-determined criteria at all stages of the recruitment process, to avoid risks of bias decisions or discrimination.
  • Define and restructure overall recruitment and selection process, as required by the user.
  • Link to outsourced recruitment organisations.
  • Allow panel heads to provide feedback against each selected candidate.
  • Candidate conversion to help employee information page.
  • Notification to reject candidates can be automatically generated.

Is your organisation ready to embrace the new normal? If so download the datasheet now.