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henrycavill312 · 10 months ago

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The Benefits of Working with an ADP Consultant for Small Businesses

In today's fast-paced business world, small businesses face numerous challenges in managing their human capital effectively. From payroll processing to compliance issues, the demands on small business owners can be overwhelming. This is where ADP (Automatic Data Processing) consultants, particularly those under the IgniteHCM program, come into play. These experts offer tailored solutions designed to meet the unique needs of small businesses. Here, we explore the myriad benefits of working with an ADP consultant through the IgniteHCM program.

Expertise in Human Capital Management (HCM)

One of the primary advantages of partnering with an ADP consultant is their deep expertise in Human Capital Management (HCM). IgniteHCM consultants are well-versed in the latest trends and best practices in the industry. This knowledge allows them to provide small businesses with cutting-edge solutions that streamline HR processes, improve employee engagement, and boost overall productivity.

Streamlined Payroll Processing

Payroll processing is a critical yet time-consuming task for small businesses. Errors in payroll can lead to employee dissatisfaction and legal issues. ADP consultants bring advanced payroll solutions that automate and simplify the entire process. With their assistance, small businesses can ensure accurate and timely payroll, compliance with tax regulations, and efficient management of employee benefits.

Compliance and Risk Management

Navigating the complex landscape of labor laws and regulations can be daunting for small business owners. ADP consultants offer invaluable support in ensuring compliance with local, state, and federal regulations. They help businesses stay updated with changes in laws, avoid costly penalties, and mitigate risks associated with non-compliance. This peace of mind allows business owners to focus on core operations without the constant worry of legal complications.

Enhanced Recruitment and Onboarding

Recruiting and onboarding new employees are critical functions that impact a business’s ability to grow and thrive. ADP consultants provide tools and strategies to streamline these processes, from posting job openings to conducting background checks and facilitating smooth onboarding experiences. By optimizing recruitment and onboarding, small businesses can attract top talent and reduce turnover rates.

Improved Employee Engagement and Retention

Employee engagement is essential for maintaining a motivated and productive workforce. ADP consultants offer insights and solutions to enhance employee satisfaction and retention. Through the use of performance management tools, employee feedback systems, and career development programs, they help create a positive work environment where employees feel valued and engaged.

Access to Advanced Technology

ADP's IgniteHCM program equips small businesses with state-of-the-art technology solutions that were once only accessible to larger enterprises. These technologies include cloud-based HR platforms, mobile apps, and data analytics tools. By leveraging these advanced tools, small businesses can streamline their HR operations, gain valuable insights from workforce data, and make informed decisions that drive growth.

Cost Savings and Efficiency

Outsourcing HR functions to ADP consultants can lead to significant cost savings for small businesses. By automating processes and reducing the need for in-house HR staff, businesses can lower operational costs. Additionally, ADP consultants help identify inefficiencies and implement best practices that further enhance cost-effectiveness and operational efficiency.

Customizable Solutions

Every small business has unique needs and challenges. ADP consultant understand this and offer customizable solutions tailored to each business's specific requirements. Whether it's developing a customized payroll system or creating a bespoke employee benefits package, ADP consultants work closely with business owners to deliver solutions that align with their goals and objectives.

Time Savings

Managing HR functions can be time-consuming, taking business owners away from strategic activities that drive growth. ADP consultants handle many of these tasks, freeing up valuable time for business owners to focus on strategic planning, business development, and customer relationships. This shift in focus can lead to significant improvements in business performance and growth.

Scalability

As small businesses grow, their HR needs evolve. ADP consultants provide scalable solutions that can adapt to changing business requirements. Whether a business is expanding its workforce, entering new markets, or undergoing organizational changes, ADP consultants ensure that the HR systems and processes remain aligned with the business's growth trajectory.

Data Security and Privacy

In an era where data breaches are increasingly common, ensuring the security and privacy of employee information is paramount. ADP consultants prioritize data security and implement robust measures to protect sensitive information. This commitment to data security helps small businesses build trust with their employees and customers.

Training and Development

Employee training and development are crucial for fostering a skilled and competent workforce. ADP consultants offer training programs and resources that help employees enhance their skills and advance their careers. By investing in employee development, small businesses can improve job satisfaction, increase productivity, and build a culture of continuous learning.

Strategic HR Planning

ADP consultants play a vital role in strategic HR planning. They work with business owners to develop HR strategies that align with the company’s long-term goals. This includes workforce planning, succession planning, and talent management. By taking a strategic approach to HR, small businesses can position themselves for sustainable growth and success.

Simplified Benefits Administration

Administering employee benefits can be complex and time-consuming. ADP consultants simplify this process by managing benefits administration on behalf of the business. This includes handling enrollment, communication, and compliance related to employee benefits. With ADP’s support, small businesses can offer competitive benefits packages that attract and retain top talent.

Continuous Support and Guidance

The relationship between a small business and an ADP consultant is ongoing. ADP consultants provide continuous support and guidance, ensuring that businesses have access to the latest tools, resources, and industry insights. This ongoing partnership allows businesses to stay ahead of trends, adapt to changes, and continuously improve their HR practices.

Focus on Core Business Activities

By delegating HR tasks to ADP consultants, small business owners can concentrate on their core business activities. This shift in focus enables them to drive innovation, improve customer service, and enhance overall business performance. The expertise and support of ADP consultants allow business owners to operate more efficiently and effectively.

Conclusion

Working with an ADP consultant through the IgniteHCM program offers a multitude of benefits for small businesses. From streamlining payroll and ensuring compliance to enhancing employee engagement and providing advanced technology solutions, ADP consultants are invaluable partners in managing human capital. By leveraging their expertise, small businesses can achieve greater efficiency, reduce costs, and position themselves for long-term success. The partnership with an ADP consultant not only simplifies HR processes but also empowers small business owners to focus on what they do best – growing their business and serving their customers.

For more info pls visit us : IgniteHCM or send mail at [email protected] to get a quote.

#ADP Consultant

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candle13-blog1 · 6 years ago

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Hemorrhoids Diet Information For You

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scentedbeardgarden · 4 years ago

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orabasesolutions · 4 years ago

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Challenges & opportunities to look forward in 2021 for HR leaders

2021 is almost here, and HR experts are already arguing that several opportunities opened up to transform how they work and service their employees to make life at work more interesting, engaging, and improve resilience.

In fact, the 'Global Workplace Study 2020' by ADP Research Institute shows that employees are 13.2X more likely to be resilient when more workplace disruption occurs. Now that we established growing resilience in the workforce, let's look at other challenges and opportunities that HR leaders are anticipating in 2021.

Re-Prioritize Skills

The World Economic Forum suggests that 42% of jobs will require different skills in the next three years, and 1 billion+ worker will require reskilling by 2030 due to changing technology and economic drivers.

In such a scenario, everyone can be given an equal opportunity to succeed and excel if HR leaders work with businesses to transform employees' capabilities into distinguished roles to accurately evaluate, spot and develop talent. Here's how they can do it:

HR leaders must first evaluate different roles as the work environment evolves

Eliminate roles that could be affected by digitization. This doesn't mean laying off the talent, but to predict a new role to replace the one that will perish

Retain existing employees to retain skills

Focus more on adjacent skills of future roles to identify more suitable candidates, provide suggestions for career development and redeploy individuals with the most relevant adjacent skills for the role

Provide opportunities to learn Machine Learning, Artificial Intelligence, RPA, Edge Computing & more, and have them automate components of workflows and work processes.

Flexi-work

According to ADP Research Institute study, 44% of employers across 25 countries have official flexible working policies.

HR leaders also understand that workplace flexibility works best when implemented to address both employees’ needs for work/life support and a firm’s needs for efficiency and productivity.

However, this has to be done in a controlled manner. I say this because recent studies suggest that employees at home are spending an extra 28 hours each month while working from home; this includes weekend teams chats that have increased by over 200%.

In such a situation, an effective version of remote working is to enable a platform loaded with knowledge that colleagues can tap into with a simple search functionality or exploring categories. Even when people are spread across, collective knowledge can be brought to a single place for everybody to utilize and redesign the work model for enhanced responsiveness!

Included!

A study commissioned by Microsoft shows that 52% of the respondents feel more valued or included as a remote contributor in meetings because everyone is now in the same virtual room.

Going by this trend, employees will increasingly demand greater action from employers in advancing diversity, equity, and inclusion (DEI) within the workforce and continue to pay close attention to culture and social responsibility. In fact, there has already been an increase in the number of businesses seeking partners to close the gaps in their workforce.

Regardless of these trends, it's in the best interest of the workers and organizations for employers to know people's needs, make efforts to understand the working styles of each employee, show interest in the development of each individual equally and be empathetic towards employees.

I believe HR leaders need to develop training modules and facilitate workshops that will help their people managers to –

Encourage every participant for their opinion and acknowledge their answers during team conversations

Draw attention to similarities and distinctive strengths across the team

Embrace diverse thinking in generating ideas and getting useful feedback to create a culture where everyone feels valued, relevant, and part of a collective mission

Give credit to the original idea owner when an individual reiterates someone else's idea

Express how they feel physically, emotionally, and intellectually by taking the Physical-Emotional-Intellectual (PEI) checks regularly.

Balancing Wellness

In addition to implementing basic practices like social distancing, private cabins and more, HR leaders must prioritize and enhance initiatives that promote mental wellbeing. I believe that organizations must do the following –

Ensure employees have access to private clinical wellbeing counselling

Promote the practice of following working hours, take holidays, and avail leaves

Promote and provide access to zumba, gym, yoga, and other forms of physical exercises

Communicate about employee benefits and initiatives to promote means to balance work and family.

While there has been a constant focus on the overall wellbeing of employees, I believe that the significant opportunity for HR will involve HR leaders combining multiple monitoring tools to gather data.

Going into 2021, HR teams need to tap into the existing and future user data to learn more about the above-mentioned trends in their workforce and convert them into actionable insights to build resilience, courage and acceptance and enhance the workplace.

This Article Original Source is From : https://www.peoplematters.in/article/strategic-hr/challenges-opportunities-to-look-forward-in-2021-for-hr-leaders-27873

#hr #opportunities #hr leaders #staffing

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themediabulletin · 4 years ago

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How Applicant Tracking System assist Recruitment

The outbreak of coronavirus is engulfing the global business with the fear of a decline in economic activities. Some apprehensive companies have seized hiring until the economic impact of the virus neutralizes. But many other optimistic companies bid to remain undeterred and advocate that Applicant Tracking System as an assistant in recruitment combined with virtual processes is one of the solutions that could curb layoffs, synergize potential and regulate the economic slowdown.

ATS development companies such as Manatal have extended support to overcome COVID-19 adverse effect by offering a seamless recruitment platform to operate from an office or any remote location. Thus, in such a disquieting situation Online applicant tracking system is proving its worth and vitality in terms of time and cost-saving besides fast result retrievals.

Instead of freezing, now companies have resolved to redeem and amplify recruitment processes for recognized positions with the help of automation and eventually restabilize the economic scenario.

Estimation indicates that almost 60% of all companies and nearly 100% of the Fortune 500 companies have upgraded and are making extensive use of the Applicant Tracking System to confront this global crisis.

Glassdoor, a job search website, has notified that this drastic situation has triggered high demands of professionals in designated industries. It claims that their website has recorded a double amount of job postings with keywords related to coronavirus, particularly in government, healthcare, biotech, and pharmaceuticals. Similarly, such a massive requirement will emerge in the manufacturing, service, and management sectors. Consequently, the response to the job posting will be a voluminous receipt of resumes or referrals from the peer or social media platforms, and ATS offers the facility to process the bulk of resumes and help swift recruitments.

Applicant tracking systems(ATS)

Applicant tracking system or ATS chiefly streamlines hiring procedures by processing recruitment needs electronically. It is an automated process that accepts or rejects applications by negating emails, bulk downloads, and errors in sorting and selecting. With major social media platforms aligned to ATS, now people don’t read resumes they right away access the result-set.

Its technical proficiency is scanning a volume of resume and filter them as per the criteria subjective to a position. Job portals such as monster.com,careerbuilder.com and indeed.com use ATS compliant resume building technology to upload a resume, which is then retrieved, read, and analyzed by ATS recruitment suites based on the predefined norm.

On the one hand, it discourages discrimination and unfair hiring practices whereas, on the other hand, it encourages good HR to practice of inclusion where every applicant gets an unbiased opportunity to showcase their skill and talent.

An Insight on ATS implementation

Research and studies indicate a subsequent rise in the number of companies who have realized the benefit of the Applicant tracking system in terms of the time and cost saved beside its domino effect.

An applicant tracking system eases the recruiting department from the troubles of manually screening and selecting candidates. Also, HRs now have taken to the fact that all these time ‘wasted’ on the search through endless resumes can now channelize it for proper management of the company processes.

Now, which ATS should someone be using merely depends on the organizational structure of the company. With so many options available, it will be a dilemma to decide what will best suit one’s business. Size, industry, employee turnover, and country of the company are the prerequisites that define the ATS needed for a specific company.

The following is the list of ATS

Oracle Taleo Enterprise Cloud Service

Oracle Taleo is a cloud-based human resource management suite appropriate for large and midsize businesses in all industries. Key feature includes management of candidate portfolios, the employee onboarding experiences, screening of prospective candidates, and new hires. Employee referrals can be used to source talent, and this suite acquires massive data from social media sourcing tools leading to increased employee referrals from Facebook, Twitter, and LinkedIn.

Oracle Taleo Enterprise Cloud Service Clientele include

Company Name

Website

Country

Revenue

Employee

CEP America LLC

cepamerica.com US 200M-1000M 1000-5000

Pareto AS

pareto.no Norway 100M-200M 500-1000

GoAhead Solutions

goaheadsolutions.com US 10M-50M 50-200

Arconic Inc

arconic.com US >1000M >10000

Hyatt Hotels Corporation

hyatt.com US >1000M >10000

Jazz HR

JAZZ HR is a recruiting suite that includes an applicant tracking system module. It facilitates jobs posting on multiple job boards and social media sites in one instance. It allows screening of applications based on predefined criteria, and use reporting tools to derive implications. It offers the privilege to set different stages in the hiring process and customize workflows. Jazz HR has been ranked #1 most user-friendly ATS on the market by Capterra, JazzHR’s partner network, and list of integrations continue to grow. Users have access to ADP, LinkedIn, ZipRecruiter, Facebook Jobs, and more, all within a single platform.

Jazz HR

clientele include

Company

Website

Country

Employee

Revenue

PR Hacker

prhacker.com

US10 – 49$1,000,000 to $9,999,999

Evite

evite.com

US50 – 199$1,000,000 to $9,999,999

Exploratorium

exploratorium.edu

US200 -499$50,000,000 to $99,999,999

California School Project

nationalschoolproject.com

US10 – 49Unknown

Signal 88 Security

signal88.com

US1,000 – 4,999$100,000,000 to $199,999,999

https://discovery.hgdata.com/product/oracle-taleo-cloud-service

IBM Kenexa Talent Acquisition Suite

IBM Kenexa is a talent acquisition and recruitment suite to search, recruit onboard and cultivate the best talent. It includes behavioral marketing tools to proactively attract talent, motivates job seekers to connect, generate qualified applications and increase new-hire productivity. The IBM Kenexa Talent Acquisition Suite quickly identifies best-fit candidates using assessments powered by IBM Watson™ analytics https://www.ibm.com/watson. It is also easy to use, most hiring managers can use the system without training.

IBM Kenexa clientele include

Company

Website

Country

Employee

Revenue

Raytheon

raytheon.com

USAbove 10,000 Over $1,000,000,000

CVS Health

cvshealth.com

UsAbove 10,000 Over $1,000,000,000

NBC Universal

nbcuniversal.com

USAbove 10,000 Over $1,000,000,000

Arizona State University

asu.edu

USFrom 200 to 499 $10,000,000 to $49,999,999

The Walt Disney Company

thewaltdisneycompany.com

USAbove 10,000 Over $1,000,000,000

https://discovery.hgdata.com/product/oracle-taleo-cloud-service

SAP SuccessFactors

SAP SuccessFactors inspires one to succeed and lead the recruitment chase. It strategies the process to attract talent, keep employees fully engaged, and convert a workforce future-ready. It seamlessly aligns HR processes, designs the recruitment and retention blueprint, train and re-skill workforce, exploits the advantage of technologies such as artificial intelligence to the fullest. SAP Success Factors provides software for core HR processes, time and attendance management, learning and development, performance, and more!

SAP Success Factors Clientele includes

Company

Website

Country

Employee

Revenue

Oldcastle

crhamericas.com

US Above 10,000 Over $1,000,000,000

Oldcastle BuildingEnvelope

obe.com

US From 5,000 to 9,999 Unknown

APAC

preferredmaterials.com

US From 1,000 to 4,999 $50,000,000 to $99,999,999

TriHealth

trihealth.com

US Above 10,000 Over $1,000,000,000

Nova Scotia Health Authority

nshealth.ca

CA Above 10,000 Over $1,000,000,000

Compass Group

compass-group.com

GB Above 10,000 Over $1,000,000,000

https://discovery.hgdata.com/product/oracle-taleo-cloud-service

Mantle

Recruiting has become highly competitive and Manatal assists companies of all sizes to improve their recruitment process. Manatal helps you enhance your collaboration and communication both internally and externally so that your team, your hiring managers, third parties and stakeholders can all work with efficiency to shortlist candidates and manage their journey through the hiring process.It was observed that most of the Applicant Tracking System is developed for and by US and European companies and therefore there is a lack of integration with Asian Job portals.

So, Manatal a Bangkok based company (with offices all around Asia including Kuala Lumpur, Singapore) offers an ATS with a large number of features specific to the Asian Market.

Free Applicant Tracking Systems (ATS)

iKrut, Opencat, SmartStart are free, and open-source ATS solutions featured on Capterra and shortlisted the three best solutions for developing companies and startups.

With IKRUT, Hr’s can manage ten job vacancies simultaneously, which is sufficient for the needs of most Small and Medium Businesses. HRs can also manage multiple stages of the recruitment process, such as job posting, candidate tracking, and communications through the multi-session facility. IKRUT could be upgraded to Premium or Premium+ plans, which let them manage more than ten job vacancies. This is highly recommended for businesses that hire 20–250 employees per year.

Opencat allows users to track applicants, store resumes and contact details, tag skills to applicants, maintain a recruitment calendar, and communicate with candidates via email. The software allows an unlimited number of job posts and applicants. It has an online forum where Users can seek answers for any product-related queries. This ATS offers unlimited users and is absolutely free of cost.

SmartStart,is a free version of the SmartRecruiters talent acquisition suite, which is primarily a cloud-based ATS for small businesses. It lets users create and manage job posts across job boards, design career pages on their business websites, and track applicants during different stages of the recruitment. It is highly preferred in companies that have up to 250 employees and are keen to automate different stages of the recruitment process.

In a nutshell, with the applicant tracking system, recruiters may never miss out on potential candidates. ATS is device compliant, platform compliant, social media complaint, omnipresent, which can be accessed from any location. These dynamic features add wings to the HR recruitment processes. It is highly adaptive and fit for all or any company size. The search and sort criteria can be set and altered as per the organizational structure and regional policies.

It archives and compress the procedures of posting jobs, managing job boards, scheduling and conducting interviews, handling communication, and rolling out offer letters to selected candidates into one briefcase and make the hiring comparatively fast and faultless. The applicant tracking system is a revolutionary product that ensures new highs for any business domain.

#productivity #candidates #business

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un-enfant-immature · 5 years ago

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Factorial raises $16M to take on the HR world with a platform for SMBs

A startup that’s hoping to be a contender in the very large and fragmented market of human resources software has captured the eye of a big investor out of the US and become its first investment in Spain.

Barcelona-based Factorial, which is building an all-in-one HR automation platform aimed at small and medium businesses that manages payroll, employee onboarding, time off and other human resource functions, has raised €15 ($16 million) in a Series A round of funding led by CRV, with participation also from existing investors Creandum, Point Nine and K Fund.

The money comes on the heels of Factorial — which has customers in 40 countries — seeing eightfold growth in revenues in 2019, with more than 60,000 customers now using its tools.

Jordi Romero, the CEO who co-founded the company with Pau Ramon (CTO) and Bernat Farrero (head of corporate), said in an interview that the investment will be used both to expand to new markets and add more customers, as well as to double down on tech development to bring on more features. These will include RPA integrations to further automate services, and to move into more back-office product areas such as handling expenses,

Factorial has now raised $18 million and is not disclosing its valuation, he added.

The funding is notable on a couple of levels that speak not just to the wider investing climate but also to the specific area of human resources.

In addition to being CRV’s first deal in Spain, the investment is being made at a time when the whole VC model is under a lot of pressure because of the global coronavirus pandemic — not least in Spain, which has a decent, fledgling technology scene but has been one of the hardest-hit countries in the world when it comes to COVID-19.

“It made the closing of the funding very, very stressful,” Romero said from Barcelona last week (via video conference). “We had a gentleman’s agreement [so to speak] before the virus broke out, but the money was still to be wired. Seeing the world collapse around you, with some accounts closing, and with the bigger business world in a very fragile state, was very nerve wracking.”

Ironically, it’s that fragile state that proved to be a saviour of sorts for Factorial.

“We target HR leaders and they are currently very distracted with furloughs and layoffs right now, so we turned around and focused on how we could provide the best value to them,” Romero said.

The company made its product free to use until lockdowns are eased up, and Factorial has found a new interest from businesses that had never used cloud-based services before but needed to get something quickly up and running to use while working from home. He noted that among new companies signing up to Factorial, most either previously kept all their records in local files or at best a “Dropbox folder, but nothing else.”

The company also put in place more materials and other tools specifically to address the most pressing needs those HR people might have right now, such as guidance on how to implement furloughs and layoffs, best practices for communication policies and more. “We had to get creative,” Romero said.

At $16 million, this is at the larger end of Series A rounds as of January 2020, and while it’s definitely not as big as some of the outsized deals we’ve seen out of the US, it happens to be the biggest funding round so far this year in Spain.

Its rise feels unlikely for another reason, too: it comes at a time when we already have dozens (maybe even hundreds) of human resources software businesses, with many an established name — they include PeopleHR, Workday, Infor, ADP, Zenefits, Gusto, IBM, Oracle, SAP, Rippling, and many others — in a market that analysts project will be worth $38.17 billion by 2027 growing at a CAGR of over 11%.

But as is often the case in tech, status quo breeds disruption, and that’s the case here. Factorial’s approach has been to build HR tools specifically for people who are not HR professionals per se: companies that are small enough not to have specialists, or if they do, they share a lot of the tasks and work with other managers who are not in HR first and foremost.

It’s a formula that Romero said could potentially see the company taking on bigger customers, but for now, investors like it for having built a platform approach for the huge but often under-served SME market.

“Factorial was built for the users, designed for the modern web and workplace,” said Reid Christian, General Partner at CRV, in a statement. “Historically the HR software market has been one of the most lucrative categories for enterprise tech companies, and today, the HR stack looks much different. As we enter the third generation of cloud HR products, with countless point solutions, there’s a strong need for an underlying platform to integrate work across these.”

#TechCrunch

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oobiwan · 6 years ago

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Look For Best IT Consultancy Manchester

Persons who have an interest in information technology jobs are following a career field with vast opportunities. Because of the large area of this career field, it's troublesome to grant a brief description of what data technology jobs are.Do you want to learn more? Visit manchester it management consulting.

The short name utilized in general conversations for data technology is IT? the most effective thanks to describe IT jobs is that it involves the automation of tasks that wont to be conducted manually in many types of businesses or applications that enhance the effectiveness of an organization or company by incorporating computers and knowledge technology systems within the day to day operations of an organization.

The most fashionable trends of specialization field within the data technology sector are the event of machine-controlled systems for workplace information, databases, native space networks or local area network, and wide space networks or were programming and web applications. Hardware and package engineers, network directors, information specialists, and IT consultants are the foremost detected of IT jobs. But there are such a large amount of totally different sub fields to a lower place every of those professions, each requiring a specialized specific ability that every sub field is an occupation in claim.

Hardware and package engineers are answerable for the compilation and construction of the assorted processes that execute the various tasks needed by each exhausting and software. Hardware engineers produce, the mechanisms that's needed to form an ADPS running effectively. It's conjointly a part of their job to check and manage running systems to make sure that the pc system will operate with none interruption. An applied scientist creates the processes by suggests that of subtle programs that are required to change a business or organization to use numerous machine-controlled ways to contour their tasks and employment.

The jobs of IT engineers sometimes involve the management of varied developer groups and alternative engineers. They usually analyze, invent, and implement package processes. A crucial a part of the work of an IT engineer is to take care of offer, management the standard, and monitor IT systems. The main operate of an IT advisor is to research the necessity and needs of a business, and advise their shoppers on the assorted choices they need to optimize and increase the productivity of their businesses with the foremost appropriate IT answer.

Database specialists have the necessary task to form, adapt, and maintain the aim and practicality of a company institution to optimum standards. Information specialists don't solely use programming skills in making the most effective database in keeping with the requirements of a consumer, however conjointly works closely with consultants, and package engineers to get the most effective practicable information answer.

Regardless of the ever increasing quantity of people that qualifies themselves for a few sectors of knowledge technology jobs, the demand for folks good within the data technology field stay terribly high and shortages in numerous fields are perpetually older. The generous earnings packages offered to folks during this profession, the swift career advancement, and therefore the high variety of empty IT vacancies are evident of the high demand that exist for data technology job placements.

It cannot be controversial with the key role computers are taking part in in our daily lives that IT holds the secure and in demand jobs of the longer term. An honest combination of coaching, skills, expertise and can to surpass during a fast-paced world, is sure of building a bright future with IT jobs continually in demand.

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endenogatai · 5 years ago

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Factorial raises $16M to take on the HR world with a platform for SMBs

The money comes on the heels of Factorial — which has customers in 40 countries — seeing eightfold growth in revenues in 2019, with more than 60,000 customers now using its tools.

Factorial has now raised $18 million and is not disclosing its valuation, he added.

The funding is notable on a couple of levels that speak not just to the wider investing climate but also to the specific area of human resources.

Ironically, it’s that fragile state that proved to be a saviour of sorts for Factorial.

“We target HR leaders and they are currently very distracted with furloughs and layoffs right now, so we turned around and focused on how we could provide the best value to them,” Romero said.

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journalofsportsmedicine · 5 years ago

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Comparison of Two High-Intensity Interval Training (HIIT) for Two Weeks on Fat Oxidation, Body Fat Percentage and Vo2max in Overweight Young Men- Juniper Publishers

Juniper Publishers- Journal of Physical Fitness, Medicine & Treatment in Sports

Introduction

Overweight and obesity are associated with an increased risk of coronary heart disease, stroke, hypertension, type 2 diabetes and certain specific cancers, with body mass index of more than 25kg/m2 increasing insulin resistance, Excessive insulin levels in the blood and high blood sugar, leading to an increased risk of diabetes up to 60 times in women and 42 times in men [1,2]. In recent years, metabolic syndrome has become mild to severe in metabolic syndrome in increasingly developing societies, in Iran, the published statistics show an increase of 70% in overweight among adolescents [3]. According to the World Health Organization, 1.6 billion adults (over 15) are overweight in the world, and at least 400 million of them are overweight. Men aged 8 to 10 years are less likely to live than normal, and one out of every three in the world is overweight and one in ten is obese. According to statistics, more than 2.3 billion people in the world are expected to become overweight by 2015 [4].

In order to improve the physical condition of obese and diabetic people, instead of medication, sporting activities, including aerobic and aerobic exercises, are used, each of which, through various mechanisms, affects the improvement of the physical condition [5]. Today, HIIT is used in place of traditional endurance training due to its attractiveness, diversity, and metabolic compatibility. Many researchers have suggested that HIIT exercises for weight loss are more beneficial than uniform continuity exercises; recent studies have explicitly stated that the implementation of HIIT for fat loss has a better performance than endurance training [6]. Despite the potential health benefits of endurance training, many adults do not participate in these exercises due to lack of adequate time as an important barrier. On the other hand, it has recently been reported that sustained-intensity exercise for 30 minutes with moderate intensity on most days of the week (5 days a week) leads to a decrease or reduction in fat less than HIIT implementation, which This demonstrates the high performance of HIIT to increase fat oxidation and reduce adipose tissue [7,8].

Trap et al. [8] reported that 15 weeks of HIIT showed a significant decrease in the percentage of total body fat, subcutaneous fat, trunk, and insulin resistance in young women, as compared to the consistent repeat of exercise activity. Future review papers suggested in this regard, future studies in the field of HIIT should compare the type and severity of the nature of this workable practice to specialize it for specific groups [9]. Regarding the available information, the positive effect of HIIT implementation and the lack of similar research on the effects of its different volumes on the reduction of body fat and the study of changes in oxidation of the substrate during its implementation is necessary. Today, most researchers have come to the conclusion that HIIT implementation is the best type of exercise for health and fat loss [10].

But so far, the best type, severity and duration of HIIT for weight loss has not been determined, and there is still a lot of question in this regard. Regarding diversity, low cost of time, metabolic effects similar to endurance sports and more motivation for people to participate in HIIT instead of traditional endurance exercises for healthy and well-balanced combination, identify the effects of this exercise on biochemical changes associated with Obesity and cardiovascular disease are important. According to the presented questions, the research question is to determine which two types of high-frequency periodic exercise (HIIT) lasts for two weeks on fat oxidation, body fat percentage and VO2max in young men Does it have overweight?

Materials and Methods

The research method used in this research is semiexperimental. Based on the degree of supervision and degree of control, it is a type of laboratory research. The statistical population of this study was all overweight inactive young men (BMI ranging between 25-29) who were residing in the University of Tehran College with the age range of 23-27 years old. In any regular exercise program at least six months before the start of the study. They did not attend; they only did their daily activities. From this society, 16 subjects were voluntarily selected through questionnaires and randomly divided into two groups of HIIT. A table of attributes has been given to their subjects. Subjects were divided into two groups: 1-HIT (4 active 1-minute activity with maximum intensity and 4 minutes of inactive rest) and HIIT-2 (4 active 30 seconds with maximum intensity and 2 minutes passive rest), a 20-meter distance It was characterized by three cones for two weeks and three sessions each week at 18-20 hours each week. Before the start of the training protocol, each participant had 5 minutes of warm-up program for 5 minutes, and at the end of each training session they were allowed to cool down for 5 minutes. It should be noted that this protocol a validated test is for the evaluation of the efflux function [6]. 24 hours before the first training session and 24 hours after the last session, all subjects in the fasting state (at 8:30am) were presented in the laboratory for two separate days (Table 1).

After 10 minutes warming, Bruce test was done. An analyzer gas analyzer (Quark b2 in Italy) was used to analyze respiratory gases. For weight measurement, subjects with light clothing were standing on a scale and their weight was recorded in kilograms. To measure the body fat percentage, subcutaneous fat thickness measurement at three points of the chest, abdomen and thigh was performed using Skin Fold Harpenden caliper, RH15 9LB model, with a precision of 0.2 millimeters in England. All measurements are carried out on the right side of the body. After measuring the thickness of subcutaneous fat in the chest, abdomen and thigh, the percentage of fat was calculated using Jackson Pollack’s general formula. To calculate the fat oxidation rate, Fern’s formula [11] was used:

1.67XVO2(L / min) −1.67XVOC2(L / min) : fat oxidation (g / min)

Data Analysis

Kolmogorov-Smirnov test to determine the normality of the data and given that the results of the test data showed normal distribution, the parametric statistical tests were used. In order to investigate the changes between groups, independent t-test and intra-group paired t-test were used. The collected data were analyzed by SPSS-18 software. For all statistical tests, the significance level was considered as α = 0.05.

Results

Table 2 shows that the HIIT intervention in the HIIT-1 group had an increase in fat oxidation 43% and VO2max 19.5%, as well as a body fat percentage 4.18%. In the group (HIIT-2) fat oxidation increased by 11.5 percent, VO2max increased by 4 percent body fat decreased by 1.04 percent. Results showed statistical significance only in the group HIIT-1 also significant between the two groups respectively. Results of independent t test showed that average fat oxidation there is a significant difference between the two groups after the intervention (Table 3).

Discussion and Conclusion

The present study showed that HIIT treatment in the group (HIIT-1) showed significant changes in fat oxidation and VO2max as well as body fat percentage. In the HIIT-2 group, lipid oxidation increased by 11.5%, VO2max increased by 4%, body fat decreased by 1.04%, and only fat oxidation was significant. Also in Table 4 independent t test results showed that the average fat oxidation there is a significant difference between the two groups after the intervention.

Research in this area suggests that increased fat oxidation after HIIT may be due to the need for energy to reverse H+ and re-synthesize glycogen and increase epinephrine, grows hormone, and increase energy consumption. Christopher et al. [5] investigate the effects of six weeks HIIT on the capacity of the metabolism of fats and carbohydrates, and reported, this exercise can increase 18 to 29 percent contain several mitochondrial protein (citrate synthase, beta acyl-coenzyme A dehydrogenase and pyruvate dehydrogenase). It also increases the fatty acid transferability (FAT / CD36, FAB Ppm). Therefore, HIIT increases the mitochondrial enzymes and fatty acid transporters in the short term and increases the oxidation of fat [12,13]. Talanin et al. [11] reported an increase in fat oxidation after two weeks of HIIT (4 minutes of activity with 2 minutes of rest).

Molecular mechanisms affecting skeletal muscle adaptation through HIIT exercises have been somewhat investigated; research suggests that activity intensity is a key factor in increasing PGC1-α 2 (major enzyme in mitochondria biogenesis), and Gibala et al. [14] and Little et al. [15] reported a significant increase in PGC1-α three hours after the HIIT. Upstream signals that stimulate mitochondrial PGC1-α are not well known. Probably to changes in the strong potential phosphorylation (ATP / ADP AMP) to the activity concerned, and also Chen et al. [16] activation of AMPK, Gibala et al. [14] activation of P38 / MAPK possibly through increased production of ROS and Kang et al. [17] increased PGC1-α, have shown that mitochondrial biogenesis ; And Little et al. [15] found that two-week HIIT (10×1min cycling with 1min R) increased 25 percent PGC1-α [15-18]. Therefore, one of the causes of a 43% increase in FAT oxidation in the present study may be increased mitochondria.

Increased mitochondrial oxidative enzymes associated with the use of fat as fuel increases. Another possible mechanism for increased fat oxidation increased hormones respectively. As reported in Table 4, the amount of fat oxidation was higher in the group HIIT-1 that-be due to the type of HIIT-1 and hormone response to intensity. Increasing catecholamines during HIIT is an important feature of this type of activity, especially epinephrine, which causes lipolysis and is the main responsible for the release of FFA from adipose tissue.

Growth hormone response to HIIT is considerable. After HIIT the concentration of this hormone is 10 times higher than the rest, which increases lipolysis. During the HIIT, despite the increase in blood lactate, the FFA transfer also increased and the amount of glycerol released from fat was also increased [6]. The increase in glycerol in the HIIT group supports the fact that HIIT results in more acid-fat transfer and oxidation. Talanin et al. [11] has reported a 13% increase in plasma epinephrine and 36% fat oxidation after two weeks of HIIT.

The hormones produced from adipose tissue play a vital role in regulating and consuming energy and metabolism of fat and carbohydrates. The mechanisms and function of adipocytokines, such as adiponectin, leptin, resistin, IL-6, and TNF-α, in skeletal muscle, regulate the production and consumption of energy. Overall, lipid oxidation markers have significantly changed after six sessions of HIIT. Overall, fat oxidation markers have significantly changed after six sessions of HIIT. The most important changes in biochemistry are the changes in the amount and activity of various enzymes involved in exercise, the implementation of HIIT increases the activity of both aerobic and anaerobic enzymes. McDougall et al. [19] reported a significant increase in the activity of hexokinase, phosphorus, citrate synthase, suction dehydrogenase and malate dehydrogenase enzymes after seven weeks of HIIT implementation, and concluded that the implementation of HIIT can increase both oxidative and glycolic enzymes [20].

It has been reported that aerobic fitness increases significantly after the minimum HIIT implementation. White et al. [21] conducted a two-week intervention of HIIT implementation with three sessions per week, including four to six Wingate tests with four minutes of recovery time [7]. In this study, untrained men VO2max by as much as seven percent increased. A 13% increase in VO2max has also been reported following a HIIT program for two weeks [11]. HIIT protocols increase VO2max by four percent [20] and six to eight percent [22] for six to eight weeks. HIIT implementation of Wingate for 12 to 24 weeks (long-term) large increase in VO2max 41 and 46 percent of patients with type II diabetes and cardiac rehabilitation made [23]. Protocols with a lower intensity (8 seconds of activity / 12 seconds of recovery) with extended periods of more than 15 and 12 weeks resulted in an increase of 24% [24] in VO2 max. Overall, these results show that the implementation of different forms of HIIT by young adults and elderly patients for two to 15 weeks results in a significant increase in VO2 max between four and 46 percent. The present study showed that the HIIT-1 exercise protocol (4 × 1 min activity with high speed and 4 minute rest) caused more compatibility in oxidative capacity, increased VO2 max, weight loss compared to HIIT-2 (4×30s activity with 2 minutes Rest). It is recommended that overweight individuals use a HIIT-1 group protocol to reduce weight and increase muscle capacity for fat oxidation.

Acknowledgement

Of all the participants in this research who as a subject participated until the last stage, I appreciate and thank Dr. Mohammad Reza Kurdi, the professor of medicine and the director of the lab of Tehran Physical Education Faculty.

For more Open Access Journals in Juniper Publishers please click on: https://juniperpublishers.com

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#High Intensity Interval Training #Fat Oxidation #Vo2max #Body Fat Percent #Juniper Publishers e-pub #Juniper Video Articles

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winfieldjcseemanja06insuran-blog · 6 years ago

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pennsylvania insurance department phone number

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cosultingfirm · 6 years ago

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Global Payroll & HR Solutions & Services Market Expected to Reach USD 43.4 Billion by 2026

Payroll & HR solutions and services are transforming employees experience by providing time-saving, data-crunching features such as; real-time analytics, self-service and mobile friendly screens. According to a new market report published by BlueWeave Consulting, the global payroll & HR solutions & services market is expected to grow with a CAGR over 9.45% during the forecast period 2018-2026 and the market is projected to cross USD 43 Billion by 2026.

Increasing adoption of cloud-based technologies in enterprises is driving the global payroll & HR solutions & services market. The growing requirement for managing the extensive workforce and increasing demand for changing traditional systems with improved global payroll & HR solutions & services platforms are anticipated to fuel market growth. The increase in complications in payroll system due to government rules and regulations need an economical system for payroll operations.

Request for PDF Sample of this Market Research Report@

https://www.blueweaveconsulting.com/payroll-hr-solutions-services-market/#1536302097117-445b2636-73fe

Increasing adoption of cloud-based technologies in enterprises is driving to be the leading segment of the overall payroll & HR solutions & services

HR payroll and software solution maintains data such as employee information, home address, social security number, financial and others. The software’s ability to provide customized solutions considering the current workforce dynamics exhibits high-growth potential.

Cloud based HR payroll service and solution provides better access. Moreover, a cloud based service allows business outsourced payroll systems to scale up with employees joining and exiting. Moreover, need for efficient management system further boosts the demand for payroll & HR solutions & services market. Talent management technology is one of the most rapidly changing trends in the global payroll & HR solutions & services market. Around 80% of enterprises are planning to purchase or upgrade their solutions in a talent platform. While enterprises which are using standalone software solutions continue in targeted functional areas that have unique requirements, more than half of the respondents are looking to replace former best-of-breed, highly customized or niche solutions with an integrated talent suite.

North America holds largest share of the global payroll & HR solutions & services market during the forecast period.

Geographically, the global payroll & HR solutions & services market is bifurcated into North America, Asia Pacific, Europe, South America, and Middle East & Africa. North America has been the largest market for payroll & HR solutions & services, whereas Asia-Pacific is expected to witness the fastest growth among all regions during the forecast period. The anticipated growth in the market can be attributed to factors such as advancement in new technologies, growing digitalization, growth in software industry, and increasing adoption of business process solutions by small and medium scale enterprises in the region.

Global Payroll & HR Solutions & Services Market: Competitive Dynamics

Major industry players in payroll & HR solutions & services market are adopting different strategic initiatives such as mergers and acquisitions, partnerships, and collaborations for technologies and new product development. For instance, In May 2016, TMF Group has acquired Swain & Associates Inc., service provider of HR & payroll and accounting & tax, based in Toronto, Canada. The global payroll & HR solutions & services market includes key players such Automatic Data Processing, Inc. (ADP), Paycor, Inc., Paycom Software, Inc., TMF Group Holding B.V., SAP SE, Sage Group plc., Paychex, Inc., Ramco Systems Limited, Kronos Incorporated , Paycom Software, Inc., Paylocity Corporation, Ultimate Software Group, Oracle Corporation, Jobvite, Inc., Intuit Inc., TriNet Group, Inc. and among others.

Strategic Outlook of Major Industry Players:

· Automatic Data Processing, Inc. (ADP): In January 2018, ADP acquired WorkMarket, a cloud-based workforce management solution provider based in the U.S.

· SAP SE: SAP SE has invested 10% of total revenue on research and development. Innovations help to strengthen its market position. In August 2016, the company launched “SAP SuccessFactors” solution for managed payroll to complement its cloud-based SAP SuccessFactors Employee Central Payroll solution. This new solution provides customers who have payroll solutions from SAP the opportunity to have their existing payroll implementations hosted and managed in the cloud.

· Sage Group plc. : In October 2017, the company designed “Sage Business Cloud” that offers customers a powerful set of cloud services, perfectly aligned to their requirements, for accounting, people & payroll, and payments & banking.

Detailed Analysis of Table of Contents@ https://www.blueweaveconsulting.com/payroll-hr-solutions-services-market/#1536301857979-e3fc3c18-41a6

About BlueWeave Consulting & Research Pvt Ltd. (BWC)

BlueWeave Consulting provides a full scope of business intelligence solution for solving your toughest challenges. BWC is an emerging global expert & pioneer in the market research and provision of exclusive market INTEL. We optimize your decision making by equipping your industry with an accurate & better market research according to your industry demands through our professionally designed qualitative & quantitative research methods. Our trendy & efficient sample collection methods, integrated data solutions as well as methodologies certainly make us a better partner that you can rely on. With collective experience in the varied fields of retail, market research and reporting, we provide the business insight and business practices that would give the required impetus for your company’s growth.

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#Payroll & HR Solutions & Services #Payroll & HR Solutions & Services Market #Forecast #Trend #Growth

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webart-studio · 6 years ago

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Learn how to Run an Efficient Vetting Course of for Candidates in 2019

In line with Glassdoor, the common firm within the U.S. spends about $4,000 to rent a brand new worker, and takes as much as 52 days to fill a place.

Undoubtedly, recruiting and hiring candidates is an costly and time-consuming course of. Moreover, it may be tough to determine which candidates are most certified to succeed at your organization for the lengthy haul.

To make sure your recruitment technique is inclusive, truthful, and environment friendly, it is important you focus your efforts on creating a superb vetting course of.

Vetting course of for employment

Firms use a vetting course of to guage a candidate’s background and {qualifications}, and get rid of unqualified candidates from the pool of candidates. A vetting course of permits corporations to avoid wasting each money and time by making certain they decrease the quantity of in-person interviews they conduct. A vetting course of can embrace conducting background checks, sending candidates follow-up inquiries to reply, a quick telephone display, an preliminary video interview, or different assessments to check an applicant’s {qualifications}.

A vetting course of will rely upon the scale of your organization and the kind of position for which you are hiring, nevertheless it ought to embrace just a few crucial components. Right here, we’ll cowl how one can run an efficient vetting course of to make sure your technique is as environment friendly and unbiased as doable.

Learn how to Run a Candidate Vetting Course of

1. Write an correct job description.

Your vetting course of will probably be simpler start-to-finish should you take the time to jot down an correct and compelling job description.

I spoke to Claire McCarthy, a HubSpot Gross sales Recruiter, who advised me the job description may also help each you and the candidate guarantee a mutually useful match from the beginning — “We have now fairly complete job descriptions,” McCarthy advised me, “And we would like candidates to take the time to learn them and make sure the position is an effective match for his or her background and ability set, in addition to their long-term objectives. Within the job description, we give attention to attributes — for example, for a Gross sales position, we’d record, ‘customer-first mentality’ as a requirement.”

It is equally vital to make sure your description is crafted to draw a large pool of various candidates, since various groups carry out higher, and provide you with extra progressive concepts.

If you happen to suppose your range and inclusion initiative does not begin together with your job description, suppose once more — a Hewlett Packard inner report discovered the vast majority of ladies will not apply for a job until they meet all of the {qualifications}, whereas most males will apply in the event that they meet solely 60% of them.

To make sure their job descriptions attracted a various vary of expertise, the Atlassian rewrote their job commercials utilizing a instrument referred to as Textio, which allowed them to detect patterns for a way job posts carry out. Textio additionally really helpful particular language to finest appeal to a large pool of candidates.

In the end, it is important you guarantee your job description means that you can accurately establish certified candidates from the beginning, whereas enabling you to draw the widest pool of candidates doable.

Check out 12 Advertising and marketing Job Descriptions to Recruit and Rent an All-Star Workforce [Free Templates] should you need assistance getting began.

2. Assessment the candidate’s software supplies utilizing software program.

A vetting course of ought to can help you filter out candidates who haven’t got the abilities crucial to achieve the position. To do that, you will need to begin by vetting the applicant’s resume, cowl letter, and different software supplies they’ve submitted for evaluate.

Moreover, a vetting course of can help your range and inclusion initiative by making certain your HR group stays truthful and unbiased when evaluating potential candidates. As an example, you would possibly implement a blind search system through which resumes are scanned by software program, similar to ADP Recruiting Administration’s Visible Search.

By making certain your resumes are mechanically sorted primarily based on ability, you are circumventing a few of the unintentional biases that may lead your HR staff to make unfair judgments.

3. Use video interviews previous to telephone calls.

McCarthy advised me HubSpot makes use of video interviews — which immediate candidates with questions, and report candidates’ responses to every query — to vet candidates earlier than transferring onto a telephone interview.

McCarthy stated, “Candidates are required to reply the questions in a single minute. We do that for prime quantity roles, and use the video interview as a qualifier for whether or not or not the candidate strikes ahead with a telephone interview.”

In the end, there are specific questions you possibly can ask to decipher whether or not or not a candidate has the right expertise for the position. You don’t need your recruiters spending precious time on telephone calls, when you possibly can simply as simply gather that info one other method. Think about using video interviews to restrict the quantity of telephone calls your HR group must make every day.

4. Consider with different evaluation instruments.

To judge whether or not your candidate will succeed within the position, think about providing preliminary assessments. As a HubSpot author, I used to be requested to jot down a weblog publish from scratch utilizing considered one of HubSpot’s immediate subjects earlier than being invited for an interview. This is sensible — why waste your time, and your candidate’s time, in case your candidate does not have the abilities you are in search of?

You would possibly think about providing position performs for buyer going through positions, case research for practical roles, or coding assessments for engineering positions.

5. Stick with a course of.

You will need to stay constant in each step of your course of, from background checks to evaluation instruments. As an example, it is vital your group makes use of the identical background test for every potential worker, and does not require any extra info that doesn’t apply to the job.

In the end, a vetting course of is just efficient if it is constant and replicable. As McCarthy advised me, “A vetting course of is about establishing a course of initially and sticking to it — moreover, it is vital to make use of a vetting course of to operationalize how we evaluate candidates and resolve which of them are most certified to maneuver ahead to subsequent steps.”

Utilizing these 5 ways, or any different choices you are feeling will enable you decide a mutual match to your candidates and groups, will mitigate the money and time your HR group spends on recruitment in 2019, whereas making certain you rent one of the best candidates — a win, win.

source https://webart-studio.com/learn-how-to-run-an-efficient-vetting-course-of-for-candidates-in-2019/

#start up #entrepreneurs #new business #online marketing #wordpress websites #productivity #sm

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makeuptips10-blog · 7 years ago

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The 2018 Software and Technology Guide

New Post has been published on https://www.claritymakeupartistry.com/the-2018-software-and-technology-guide/

The 2018 Software and Technology Guide

This software guide by our sister publication Salon Today introduces you to a variety of digital products to add to your management toolbox.

Technology plays a strong hand in the way successful owners lead their salons, and now the options go far beyond appointment scheduling. This software guide by our sister publication Salon Today introduces you to a variety of digital products to add to your management toolbox.

BIZLINK SALON SOFTWARE bizlinkms.com 877-424-5093 [email protected] Newest Product/Features: Client Alert—Pop up information on client prior to booking appointment. Key Features: Client alert; online booking—prepay option with online booking; full POS system for tracking all numbers; easy-to-read reports.

BOOKSY booksy.com/biz 206-735-3553 [email protected] Newest Product/Features: Book directly from social media profiles—Instagram, Facebook, Yelp and Google—where one click takes customers directly to your appointment calendar. Accept deposit payments during booking and split payments across multiple options including Square. Key Features: Easy-to-use business and client apps available on App Store or Google Play; custom-branded link and social media integrations give customers flexible ways to book; customer profiles and booking history; POS system for online payments; and sales tools for tips and taxes; marketing templates for text or email; management reports; flexible scheduling features include processing time, multiple client bookings and back-to-back services with one or more staff members.

BOOXI booxi.com 877-692-6694 [email protected] Newest Product/Features: Automatic appointment dispatch; add customized questions to the booking; automated next appointment recall messages. Key Features: Appointment scheduling made for stylist; facebook/mobile/online booking; text/email confirmations and reminders; CRM; POS and inventory management; state-of-the-art user interface; automated website or plugin for your website; group/event reservations.

ENVISION SALON & SPA SOFTWARE envisionsalon.com 800-231-9445 [email protected] Newest Product/Features: Envision users can have a branded app. Clients can use the salon’s app to book appointments, get special offers, earn loyalty points, refer friends and check-in for appointments. Key Features: Cloud-based software with schedule and POS; mobile apps for clients and staff; staff task system; goal tracking; marketing and loyalty programs; online booking for staff and clients; automated appointment confirmations, membership billing and extensive business reports.

FREDERICK hirefrederick.com 877-315-6170 [email protected] Newest Product/Features: Frederick now includes custom email campaigns to send newsletters and announcements to customers at no extra charge. Key Features: Marketing automation software that emails or texts customers; analyzes customer data to identify the best opportunities to fill appointments and grow business; email and text options to fill last-minute openings, send rebook reminders or lost customer offers, share promotions, business reviews and referrals, and email newsletters.

INSIGHT SALON SOFTWARE salon-software.com 888-919-5841 [email protected] Newest Product/Features: Client Intake Forms are now available with the Insight Tablet App. Insight has made it easier than ever to capture client information and protect your business with the necessary waivers and consent forms. Key Features: Appointment management; online client scheduling; mobile apps; and text and email marketing.

KORVUE korvue.com 866-567-8838 [email protected] Newest Product/Features: New release of the Korvue HR mobile app for managers, employees and service providers. Korvue BI mobile app for managers and executives to monitor performance and metrics from their phone. Advanced payroll integrations with ADP. Custom Korvue Concierge apps. Key Features: Virtually limitless feature-set, fully customizable systems including custom screens and workflows, powerful and feature-rich online systems and mobile apps for clients and staff.

MEET YOUR STYLIST meetyourstylist.com 608-886-9585 [email protected] Newest Product/Features: Internal marketing video tutorials and a custom conversion-tracking template. Key Features: Lead generation; client conversion; new client retention; tool matches guests with stylists based on who they are—not just on what services they provide; lives on the salon owner’s website; captures visitors for lead generation.

MEEVO 2 millenniumsi.com 888-813-2141 [email protected] Newest Product/Features: Meevo 2 Key Features: Built for salons and spas; designed for every device including PC, Mac, Apple and Android devices; customizable Smart Center with KPIs; Convobar; mobile-minded register and inventory management tools; multitasking capabilities; simple to setup, navigate and train; online learning platform to maximize use; online booking; and marketing.

MIKAL SALON AND SPA SOFTWARE mikal.com Newest Product/Features: Mikal Seven Java-based GUI version Key Features: JAVA-based SEVEN is cloud or local based; rent or purchase; full salon and spa marketing and management; Just In Time Appointment marketing; employee mobile app; autopilot automatic text and email marketing; online booking; appointment book with upsell offers; easy group bookings; smart book searches; employee tracking with full retention; payroll; goal setting; marketing; inventory control with purchase orders; automatic reorder adjustments; barcode and label printing; client personal info with nine user-defined tech cards; full membership tracking; gift-card management; customer pictures; interface to WAC, ZeeZor, DemandForce, Quickbooks.

MILADYPRO miladypro.com 800-998-7498 x2700 [email protected] Newest Product/Features: MiladyPro’s newest online classes cover eight soft/business skills that lead to success in the salon and spa environment. From active listening to goal setting and persuasive speech, these classes ensure professionals practice all aspects of the craft—not just the technical skills. Key Features: Learnings are easy to implement; each class includes videos and quizzes; 2-hour duration.

MINDBODY mindbodyonline.com 877-755-4279 [email protected] Newest Product/Features: Create your own branded mobile app. With a personalized app, you can increase brand exposure, stay connected with your customers and give them more access. Key Features: Client scheduling and online booking; client relationship management; integrated payments processing; retail POS and inventory management; analytics and reporting; automated marketing tools; mobile apps for management and marketing; and a consumer app.

MYTIME mytime.com 877-423-1944 [email protected] Newest Product/Features: MyTime now enables online appointment bookings through Instagram photos that are shared by your business or influencers. MyTime also integrates listing and reputation management features to build the salon’s online presence and reviews. Key Features: Full POS with inventory management and integrated credit-card processing; cloud-based appointment scheduling; online booking through Google, Facebook, Instagram and salon’s own website/app; 2-way messaging; automated email and SMS marketing; email campaigns; reports and analytics; staff management and compensation; listing and reputation management.

PHOREST SALON SOFTWARE phorest.com 406-284-7019 [email protected] New Product/Features: Phorest Online Reputation Manager allows you to control how people react and rate your business online. Monitors and controls what’s being said about your business on Google, Facebook and Yelp; allows you to respond to comments from one dashboard; increases your number of 5-Star reviews through automated settings; helps your salon stand out from your competition online; and improves your salon’s website ranking on Google (SEO). Key Features: Appointment management; online bookings; a salon-branded mobile app; SMS and email marketing; full marketing suite; TreatCard Loyalty Program; Client Reconnect; online reputation manager; reporting; inventory management; staff rostering, payroll, commissions and management; PhorestPay.

PRESENCE AI presence.ai 415-742-9740 [email protected] Key Features: Salons become instantly available for text messages over their landline number or on a dedicated texting number. Customers can ask about services, pricing, location, parking, open hours and more, and Presence AI answers automatically. Customers can book over text message, confirm appointments or reschedule and Presence AI manages it, only involving the front desk if needed, The front-desk staff can ask Presence AI to follow-up with a customer to have them re-book.

ROSY SALON SOFTWARE rosysalonsoftware.com 877-346-7679 [email protected] Newest Product/Features: SalonInteractive eCommerce allows salons to deliver the brands their clients love and want with their own online store. Without carrying inventory, salons can take orders from their website or scheduler, and have products delivered to the client’s home. SI eCommerce will instill customer confidence while competing with online retailers by offering a variety of products, setting the permissions. Key Features: Cloud-based software; online client scheduling; appointment management; mobile access; inventory management; mobile web app; Facebook integration; text and email confirmations; reporting engine; credit-card processing; POS; product reservations; suggestive selling; eCommerce; email marketing; and client connect premium package.

SALON CLOUDS PLUS saloncloudsplus.com 888-909-1051 Newest Product/Features: Salon Clouds Plus takes a paper intake form and codes it for digital use so it can be used on a touchscreen tablet, allowing your salon to go entirely paperless. Key Features: Client app provides clients with: online booking; stylist biographies; a customer loyalty program; product information; and more; the team app helps you manage your team; monitor sales; and track appointments. Apps integrate with software, such as Millennium, STX Software, Rosy, Salon Iris and more. Salon Clouds Plus offers confirmations and reminders, digital marketing, email and text marketing, beacon technology and intake forms.

SALON IRIS saloniris.com 800-527-7600 [email protected] Newest Product/Features: The Salon Iris platform has expanded the number of cloud offerings and added the ability to sell advanced memberships, and flexible packages. Key Features: Powerful mobile apps; online booking; automated text and email reminders and notifications; two-way text confirmations; Facebook appointment booking; client loyalty system; inventory management; employee payroll; automated email marketing; integrated credit-card processing; extensive reporting; custom integrated gift-card sales; POS; and full QuickBooks Connect integration.

SALON ULTIMATE salonultimate.com 855-466-9332 [email protected] Newest Product/Features: Self check-in and check-out kiosk; wallboard displaying check-in for appointments and wait times for walk-in clients; first available booking and pricing; omni-channel ecommerce solution. Key Features: Full enterprise software solution; scalable to fi tone to a thousand locations; mobile and online booking; appointment confirmations and reminders; integrated marketing, loyalty and referral solutions.

SALONBIZ salonbizsoftware.com 888-809-2802 [email protected] Newest Product/Features: Pocket Salon is a free app that allows clients to book appointments, check-in, send direct messages to their service provider, view product recommendations, skip check-out, tip from the chair and buy products from their phone. Key Features: Fully-integrated suite of mobile applications; consumer app, connecting clients with the salon and spa; real-time online booking (mobile ready, optional pre-payments, no calling to finalize bookings); mobile stylist app, allowing staff to book and monitor stats and goals from their smartphone; integrated online gift-card sales; mobile front-desk iPad app delivers a user-friendly and portable POS; single client database for multi-locations, simplifying marketing communications and accurate reporting; automated two-way text and email appointment reminders and confirmations; seamless communication with stylists; customizable electronic consultation forms; compatible with Apple Watch.

SALONTARGET salontargetcloud.com 800-424-7629 [email protected] New Product/Features: Online reviews accelerator; online directory business listing exposure add-on; online booking with credit card pre-authorization; customizable eGift cards; done-for-you illustrated email marketing campaigns; first-time client magnetizer; client referral ignitor; lost client resurrection; automated voice and text appointment confirmations and reminders; EZ inventory tracker; color mixology vault for hair salons; performance reports; end-of-day multi-drawer balancer. Key Features: Online reviews accelerator; online directory business listing exposure; cloud-based software; POS system; automated email marketing campaigns; surveys and appointment notifications; automatic inventory payroll and commissions manager; history recall; insightful performance reports; reloadable gift cards; password protection; 5-star account security; SalonTarget app; 24/7 tech support

SHEDUL shedul.com [email protected] Newest Product/Features: Fresha.com online booking system for customers to easily book and manage appointments with mobile apps and real-time integration to Instagram, Facebook and Google. Fresha.com also has integrated card-payment processing to protect against no-shows. Key Features: Appointments calendar tailored specifically to salons; POS solution to manage daily retail; real-time online booking with customer ability to reschedule, rebook or cancel; integrated payment processing with customers securely saving their cards; online booking integrations with Instagram, Facebook, Google, own website, as well as iPhone and Android mobile apps; product inventory management with supplier ordering and consumption; extensive financial reporting and business performance analysis; and complete customer management with integrated text message and email.

SHORTCUTS SOFTWARE shortcuts.net 866-678-7324 [email protected] Newest Product/Features: Cloud appointment book, upfront payments and managed marketing. Key Features: Cloud appointment book; POS; online booking; walk-in manager; automated marketing; business performance calculator; reporting and security; client review management; integrated text messaging; upfront payments; branded mobile guest app.

SMARTER LIFESTYLE NETWORK smarterlifestylenetwork.com 412-930-0763 [email protected] Newest Product/Features: Clients enjoy beauty, fashion and lifestyle programming synced between interactive tablets and TVs. Quality programming is updated bi-monthly to entertain and educate clients. Key Features: Engage clients as they watch wellness, fashion and lifestyle programming; encourage clients to click through your stylebook to see the best cut and color; promote retail; give back to your community with the client survey to learn about their favorite non-profit; advertising revenue share.

SNAPSNIP snapsnipapp.com 919-413-0977 [email protected] Newest Product/Features: From a mobile device, clients can share pictures of their current look and inspiration, plus a description of their desired result. This allows clients to be matched with the best stylist for their needs, and the salon can offer accurate pricing and book the proper amount of time. Key Features: Created by a hair stylist; connects clients directly to hairdressers who can then make specific booking recommendations; eliminates booking errors; improves retention, employee morale and team communication; saves time and money, increases client spending; and more.

STX SOFTWARE stxsoftware.com 800-766-4778 [email protected] Newest Product/Features: STX Cloud 2.0 Key Features: Appointments; online booking; reports; client management and history; POS; appointment reminders; owner dashboard; goals; accept payments; track hourly employees; payroll; real-time notifications; inventory control; integrated marketing.

STYLESEAT styleseat.com/join [email protected] Newest Product/Features: StyleSeat has collaborated with Instagram to launch the “Book” button, which allows clients to book through your Instagram page instantly and easily. Key Features: Professional website; online booking and appointment scheduling; automatic reminders; client tracking and notes; marketing tools; no-show/late-cancellation protection; business reporting; credit-card processing.

STYLIE ONE gostylie.com 800-620-5195 [email protected] Newest Product/Features: Stylie One is a mobile app designed for independent beauty professionals. New online booking platform Schedule Fresh streamlines the booking experience by replacing back-and-forth text and missed calls with an effortless and customizable online scheduling platform. Key Features: Simplifies sales, bookkeeping and inventory management with automatic updates, filed receipts, purchase and return tracking; secure payment processing paired with a competitive 2.75% flat transaction rate; compatible with Square, Apple PayPal and accepts smart chip cards; track technical notes on consultations, as well as personal details; auto receipts; appointment reminders; set-and-forget marketing campaigns; thank-yous; online scheduling.

SURETINT TECHNOLOGIES suretint.com 877-820-1656 [email protected] [email protected] Newest Product/Features: SureTint’s newest software, LaRu, paves the way to better hair color management. Key Features: SureTint’s patented software maximizes color inventory and reduces waste; salons using LaRu have seen color savings of 20%; ensures consistent, accurate and repeatable dispense of formulas; provides real-time reports to manage re-orders and inventory; train and educate the team; works with any brand. Call for a free color business analysis.

TEXTEL textel.net 844-483-9835 [email protected] Newest Product/Features: Textel is a two-way real-time text communication platform that text enables new and existing business landline phone numbers so guests can communicate by text with their salon/spa to ask questions, schedule appointments etc. For multi-location salons, Textel provides a communication eco-system and creates exponential efficiencies. Key Features: Group texting provides instant text notification to groups such as the salon staff, VIP customers, bridal parties, departments and more; provides virtual consultations by MMS (photo) texting; keyword text marketing provides automated response notifications for promotional text engagements such as text to win, surveys, gift with purchase offers, loyalty programs and seasonal promotions; instant pop-up notifications appear on any PC monitor or on the app; POS agnostic; integrated with Meevo2.

TIPPY meettippy.com 646-701-4660 [email protected] Newest Product/Features: Tippy solves your salon’s tipping issues. Features include: increased tips; next day funds into stylists’ personal bank accounts; no tip processing fees for the salon; a fun and informative app for the stylist to track tips; and a full suite of reporting for stylists, salons and payroll. Key Features: Offers a suite of tools reducing salon owners’ processing fees and depositing service providers’ tips into their personal bank accounts next day.

VAGARO INC. sales.vagaro.com/salon-software 800-919-0157 [email protected] Newest Product/Features: Instagram integration and the Vagaro check-in app. Customers can check-in using membership cards or their QR code on Vagaro’s customer app. The service provider will get a notification that their customer has arrived, so professionals don’t need a fully-staffed front desk. Key Features: Online booking via the Vagaro customer app; a dedicated booking page, Vagaro.com, Yelp, Instagram and Facebook; appointment scheduling on any device; integrated credit-card processing and POS hardware; marketing tools including automated email marketing (app and desktop) and free promotions (daily deals); automated email, text and push reminders; inventory management with purchase order tracking; calendar syncing (iCal, Google, Outlook); analytics and reporting; payroll; client management; Quick-Books Online and Xero integration.

VIRTZY virtzy.com 917-710-6126 Newest Product/Features: Virtzy is a collaborative platform designed for beauty and wellness professionals, connecting clients and professionals in a unique online community. It allows professionals to create an online digital resume and portfolio to build their brands and grow their businesses. Key Features: Digital resume and portfolio; easy communication with clients and other professionals; select and manage your own schedule and booking with the integration of Google calendar; connect and collaborate with other beauty professionals.

VISH COLOR INC. vishcolor.com 647-883-0638 [email protected] Newest Product/Features: The Vish system has color-bar management with a blue-tooth enabled scale application that automatically records formulas, weights, and client records; a web application with user-friendly dashboards and reports to access color business data in real-time; and a front-desk application with an automated ticketing system to ensure services are reported to the front desk. Key Features: Vish helps improve salons’ color-business profitability; eliminates color waste by ensuring exact formula composition for each customer; ensures consistent pricing; increases customer satisfaction by delivering consistent color-service outcomes; automates inventory; helps with data-driven decisions on employee performance and service efficiency info.

ZEEZOR gozeezor.com 678-636-9900 [email protected] Newest Product/Features: ZeeZor has a new look with a major update this summer. Automated goals and contest management for both stylists and salons. ZeeZor has added integrations with social platforms such as Instagram, Facebook and Google. It is introducing interactive data visualizations to better communicate what’s happening with clients’ data. Key Features: Real-time data for all locations and employees on a mobile device; employee engagement/texting functionality directly from the app; educational content delivered to employees; industry benchmarking tool to help compare salon data by industry, product partner, geography, etc.

ZENOTI zenoti.com 877-481-7634 [email protected] Newest Product/Features: Zenoti Go brings Uber-like convenience to salon clients. Guests can book appointments, check in, make payments, add a tip and leave feedback all from the customer app. Stylists receive notifications when guests arrive and can add services and products to guest invoices from mobile devices. Key Features: Cloud-based scheduling and POS system; online booking; online sales of gift cards and retail; reporting and analytics; mobile apps for customers, front desk and staff; integrated automated marketing powered by machine learning; inventory management; built-in email and text messaging communications; scalable architecture for multi-location chains; data-migration services including guest data and treatment notes.

Source: https://www.nailsmag.com/article/123425/The-2018-Software-and-Technology-Guide

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