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In the first article we spoke about deployment of HR technology in order to accurately track data and numbers driving Emiratisation. This time around we will talk about how should you go about in selecting the right solution and what should you be looking for.
Here is a list of things that you need to consider. My first piece of advice is when choosing HR technology solution make sure you not only ask the right questions; also take the time to see the feature in action, live, so you really know how everything works. This is important stuff; don’t just take the salesperson’s word for it.
Collect nationality and citizenship information in every job from on your careers page. Just about any applicant tracking system will include a feature that requests this type of information from applicants during the online application process. If it doesn’t, don’t buy it.
Automatically capture “reasons for non-selection” for every applicant. Here’s where the rubber really meets the road. When evaluating recruiting software, you MUST determine how it will capture reasons for non-selection. This information is critical and most legacy applicant tracking systems have no way of capturing this data. Those that do, often require you and your team to take time consuming extra steps and force you to enter loads of data manually. Choose a system that enables everyone in your company to easily, accurately and automatically capture pre-selected reasons for non-selection without creating extra steps in your recruiting process.
Ask minimum qualification question for every job. Asking minimum qualifications is best accomplished during the online application process. When applicants do not meet a job’s minimum qualifications it does make sense to track them as an applicant. Choose recruiting software that allows you to automate this process, and you’ll save time by ensuring that you are processing only the applicants that are qualified for your jobs. A smart recruiting system will store each applicant’s minimum qualification answers with their record and will allow you to remove candidates of this type from your applicant flow logs automatically.
Create applicant flow logs automatically for any job. If an applicant tracking system is already tracking all the relevant information that comprises a flow log (data received, name, position, job group, nationality and sex, reason for non-selection, date of hire), generating a report should be simple. Ideally choose recruiting technology that’ll allow you to export applicant flow logs.
Create Hire/Offer Logs instantly. The purpose of this report is to record each hire or job offer made by your company during the reporting period being analyzed. Again, you’ll want to select software that automatically tracks all the required information (data received, name, position, job group, nationality and sex, reason for non-selection, date of hire). Creating a report should take one or two clicks, and should allow you to export the report to Excel.
Audit your Emiratisation statistics anytime from an online dashboard. Now, it’s up to you to monitor and regularly audit your Emiratisation data in order to take any corrective action if necessary or simply stay on track with your targets.
This article, was originally published by Emiratisation NOW.
In the US since 2006, the Office of Federal Contract Compliance Programs (OFCCP) has been enforcing regulations on the collection, storage and reporting of Equal Employment Opportunity (EEO) data for internet applicants. It also defines internet applicants, identifies electronic data collection methods, creates basic qualification standards and establishes record-keeping requirements for compliance.
I guess that at one point UAE federal government should consider similar regulations focusing initially on companies with government contracts. In today’s world, where applicants can easily apply to hundreds of openings with a few mouse clicks and each job attracts hundreds of candidates, using a spreadsheet to track all of this information is possible (maybe) but ensuring its accuracy or drawing any insight out of this information is impossible. Regardless, manually tracking this information has gotten increasingly more cumbersome and maintaining the integrity of this data has been riddled with human error (transcribing information from one form to another) as the volume of recruiting data continues to increase.
To help ensure that your company remains in line with Emiratisation initiative, your organization should be storing, tracking, and analyzing hiring information with a solution that can handle large amounts of data while minimizing the need to copy information from one form to another.
As such, this solution must have these 3 critical capabilities:
- Ask every potential employee to identify their citizenship info.
- Capture the reasons why your employees have chosen NOT to hire a UAE national (every time).
- Continuously analyze this information in real-time and be able to create reports that you can use for compliance reporting.
Tracking the information that can help your company stay in compliance, perhaps improve number of UAE national employees, has really never been easier… as long as you manage to automate the process with appropriate HR technology solution. We will discuss available options in Part II of this article.
This article, was originally published by Emiratisation NOW.
By now, it’s clear that companies target younger and younger audiences in order to build a faithful and loyal consumer or lifelong client.
The fast food company McDonalds has done this cleverly with their happy meals for kids. The cigarette brand Joe Camel made an overt attempt to target a younger crowd and get them hooked on cigarettes (at a time when health concerns and government legislations, such as the public smoke ban, cut into the bottom line of the tobacco industry).
Speaking from personal experience, parents nowadays receive countless offers from insurance companies, giveaways by post and the likes …all to gain customer loyalty. One insurance broker said the bank even had a plan to target babies by selling parents child insurance packages, with the ultimate objective to get the child, soon to be adult, to become a lifelong client and invest their pension with the bank–frightening? I think so!
The examples of companies that target kids are many. Now, employer branding professionals are starting to think long-term and actively build relationships as soon as possible. Some may think this is unethical, but from another perspective, isn’t it great to provide career inspiration from an early age? Surely, an individual is still given the free choice to decide what’s right for him or her, and the parents are always there to provide further guidance. For employer branding professionals managing relations from the start is a clever thing to do. If you want to secure your talent pipeline, it’s best to do it by targeting youngsters and trying to maintain the relationship along their path of personal development–by doing so you not only secure a potential future hire, a top talent, but also a loyal consumer. And if the relationship is mutually beneficial, your prospect will value your brand for life and speak highly of it to others–surely, that must be invaluable.
So who does this? We saw in previous UQ articles examples of companies that target them young and get involved in education to ensure the quality of future talent. The National Institute of Health in the US and the European Space Agency believe that as well as an end-user interest, they have a duty to promote science and engineering education to young people. The cooperation between government and the private sector to ensure that future generations meet the skill requirements needed by companies is well-known in several markets around the world. But can anyone recall, companies going to their school to speak about what it’s like to work there, aside from a policeman or a firefighter speaking about the importance of road safety and fire prevention? Most of us don’t have one single memory of an employer inspiring us to work for them and true enough most of us probably aspired to be policemen, fire fighters, teachers or nurses at first. That was back in the 80s but perhaps that’s now changing. Or can we assume that employers are still not doing enough and are too short-term focused?
For today’s parents, we will see if any employers inspire our children to work for them, and leave a lasting impression. World demographics are going through seismic movements in several countries, as the reverse pyramid becomes no longer a forecast but a reality – a good example of this is Japan. Employers might be able to fill all positions today, but what will happen five to ten years down the line? Does your company have a strategy to build relationships from the beginning? If not, you better wake up and smell the coffee.
What is talent relationship management?
Let’s define the words individually. Talent can be defined as a group of people with special abilities. A relationship involves a connection, association, or involvement with talent in some manner or form. And management, last but not least, is how one person or department controls and directs the whole process from identifying the talent to creating engagement. In short, it’s how and what organizations do to build relationships with talent—both with people inside the organization and those outside.
Externally, talent relationship management would involve maintaining some sort of communications and contact with people who might be a good fit to your organisation or who are potentially interested in joining one day. Instead of ignoring external applications or sending standardized responses, candidates should feel that the company appreciates their interest in a position. For the hard-to-fill positions, employers should spend appropriate time to build a relationship with candidates, like giving them an inside tour of the company or an opportunity to mingle informally with co-workers.
Internally, employers need to build a strong relationship with their top performing employees. Employers should always look internally to fill positions so employees don’t look elsewhere and managers should have the foresight to help their people in their team progress in their career individually. Retaining your key performers is essentially done by continuously recruiting them to stay.
This article, was originally published by Universum Communications.