Business Efficiency Strategies: Recruitment Software

A business would not run without its employees, as they are delegated with whatever important tasks to get everything to work and run smoothly. Employees can be compared to a body organ performing a specific role for the body to function properly. An unhealthy organ would then eventually cause trouble or worse, even lead to life-threatening conditions.

In this light, choosing the right employee is one of the key aspects in ensuring a good future for any business. Pair it with a strong business model, as well as processes and strategies, then your business would be in good standing.

But let’s admit it, among a sea of hopefuls of becoming the newest part of the team is not as easy as opening an unlocked door. It’s more or less like searching a needle in a haystack. Plus it could be costly in terms of maintaining a team of people to screen the candidates, an office, utilities, and it could be eating up too much time, especially if many of the applicants have been constantly falling short of the requirements.

Here’s where recruitment software becomes essential. It has been created to provide cost-efficiency and convenience to big and small businesses alike, when scouting for a highly qualified employee. It helps in automating the search for qualified applicants from the database. What it does is simply shortlist them, based on given qualifications on specific job descriptions. It aids in being able to speak only to those who fit the job best, and not having to deal with people you’ll just send home afterwards, thus, saving you essential time and energy.

Recruitment software also eliminates the need for having a lot of people for recruitment purposes. If doing the usual process would normally take five (5) back office staff to track, sort, and contact people, it may be reduced to two (2), or even just one (1). Most repetitive tasks like keeping and sorting of records can be done with the help of the computer. It provides savings due to reduced cost in man power, office materials, and other utility bills, just to name a few. You then can use these savings for expanding the business or adding benefits for your existing employees. You might not realize this, but it is actually good for the environment too. Working in a paperless environment with lowered consumptions that utilize energy like water and electricity, lowers pollution, as well as it saves trees and non-renewable sources of energy.

There is quite a handful of recruitment software available in the market, with different features and capacities. Take advantage of what it can do for your business. Simply search the internet and look for those versions that would best suit your business requirements.

Learn more about recruitment software. Stop by Jane Clements’ site where you can find out all about recruitment news, online recruitment software and what it can do for you.

Making the Most of Pre-Employment Basic Skills Test

More and more employers today have found the importance of basic skills testing when hiring for a particular position. A basic skills test can ensure that you hire only applicant that have the skills and abilities needed to perform the job, and perform it well. The benefits of pre-employment tests such as this include significantly lower turnover rates, monetary savings, less costs for training, and of course, streamlining the entire hiring process.

When hiring an employee, your aim would be to find one that is best fit for the job. To minimize the risk of a hiring mistake, it is best to take advantage of skill assessment tools. Before, basic skills tests and pre-employment testing as a whole were only available to big businesses due to the hefty fees involved. Today, thanks to testing providers such as EmployeeSkillsOnlineTest.com, pre-employment testing is now made available and affordable for smaller companies.

Moreover, it has been found in various studies that skills testing are more accurate predictors of actual job performance than traditional methods involving background checks and interviews. In fact, testing providers and companies claim success rates that are four times higher. A basic skills test is considered objective and appropriate because of two reasons. First, these tests are impartial and do not require any pre-conceptions or subjective remarks from a job interviewer; and secondly, basic skills test provide applicants with an equal ground, where everyone from different backgrounds, educational attainment, nationality, and so on, are provided with the same opportunity to land the job. Of course, this assumes that the employer conducts skills test based only on skills necessary to perform the job.

Let the Experts Do It for You
Most companies find it most cost-efficient to outsource their pre-employment testing needs to a specialty provider such as Employee Skills Online Test. It is not only convenient to outsource, but more importantly, these providers have the expertise and experience in the field of employment testing. They can most certainly do a better job at a price that is affordable. These providers offer a wide range of skills tests and packages that can help you hire only the most productive employees.

Moreover, testing experts can assist you in designing pre-employment tests that are fair and will efficiently screen out your applicants based on specific skills necessary for the job: be it clerical skills, finance and accounting skills, computer skills, transcription skills, and so on. It is very important to stress that pre-employment testing comes with it some compliance issues, so hiring an expert can help you avoid legal problems.

How to Effectively Administer Basic Skills Test
If you want to make the most of employment testing, you should also look into ways of providing your candidates the best opportunities to score well. If your company has the resources, provide them with a conducive and quiet area to complete the test without any interruption. If you do not have the resources, you can find online test providers which allows your job applicants to take the take even in the comfort of their home, using an Internet-connected computer.

Basic skills test should be an indispensable tool when hiring. Although outsourcing your skills test would require some added costs, consider it as an investment that can protect your company from thousands of dollars worth of losses that can come about with just one hiring mistake.

Ron Buening became a CPA in 1970 and has been a consultant to small and medium size companies since. He founded http://www.employmentskillsonlinetest.com in 2006 to pre-qualify applicants for clients. You may want take a free demo at http://www.testskills.net/demologin.php to see how it works.

How Globalization Is Changing The Accounting Profession

The idea of globalization is something that has been coming around for a while. For those who do not understand what globalization is, it can be defined as “a process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology.” As you can see by the definition, the process of globalization interacts with international trade and investment. The one thing that is constant with trade and investment is that at some point you receive something for your investment or trade.

This is where the profession of accounting comes into play. Accounting can be defined as, “is the systematic and comprehensive recording of financial transactions pertaining to a business, and it also refers to the process of summarizing, analyzing and reporting these transactions to oversight agencies and tax collection entities.” Accounting is a key component to any business structure anywhere in the world. This brings us to how the two are connected to each other. International trade and investments bring up certain situations that cause a change to how we are used to being accountants. The areas we will look at are how globalization affects the change in going away from US orientated GAAP principles. As well as, how globalization now forces accounting firms in America to become familiar with accounting rules from other countries and the threats that the accounting profession face.

For many years, every American firm has been following the same updated guidelines known as Generally Accepted Accounting Principles or GAAP. The guidelines for GAAP have been rapidly changing over the years. When we look at what may happen to with GAAP we can look towards IFAC or International Federation of Accountants. The idea of globalization is spreading more and more every single day and it is affecting our daily lives more than we can imagine. The International Federation of Accountants have been working since its foundation in 1977 to create and international set of standards and practices for accounts around the world. The result of the International Federation of Accountants bringing together an international set of rules and regulation will then allow an easier transition with the globalization process.

With America having the chance to move away from GAAP and the IFAC not having a set rules and regulations yet, it forces the firms of America to become more common with foreign policy. In the past, it was almost a guarantee that you would only have to become familiar with the tax rules and regulation of the country that you planned to work in. In today’s world that guarantee is not as solid as it was in the past. The economy of the world is changing more drastically each and every day. The multinational businesses around the world are making global economies becoming more and more interconnected. Globalization is a big part of the how the world’s economy is becoming more connected. This brings us to our new issue regarding how in today’s world an accountant must be familiar with tax regulations from around the world. For example, if a bank has an office in the United States as well as in China and offer bonds to both places. If an accountant is doing taxes for a client who lives in American and China who have bought the same bond from the bank, each tax form and regulation may be different depending on which country you live in.

As much as globalization can cause for smoother transition between accounting firms throughout the world, there are threats that we as accountants face. If you are an accountant for the Securities and Exchange Commission (SEC) you face problems with the idea of changing systems throughout the world. With change, comes confusion and with confusion comes the opportunity for someone to take advantage of something they shouldn’t be. They face the fact that people in this world will always look to beat the system and someone out there will try their very best to do it. Another threat that accountants face is the idea that many of the accountants who are not familiar with international regulations will end up unemployed. Globalization caused a very heavy strain on accountants who have been employed in America for a long time and now have to learn a brand new set of rules and regulations. At the same time it puts a lot on the plate of a young and upcoming accountant who is trying to make it in this hectic business world.

All in all the idea of globalization is one that not only accountants but the world can’t avoid. The technology today is amazing and is making the world more and more connected every single day. Accounting is a pivotal part of every business operation around the world and just like everything else it will change with the process of globalization.

Article Source:http://ezinearticles.com/9551455

Seeing The Workplace Disaster Coming

When the world-wide financial crisis hit, I read in the paper the headline “HE SAW THE DISASTER COMING”. It was about former Bank of Canada governor David Dodge who said that while no one could have predicted the entire disaster that is taking place in the U.S. financial markets, “We’ve known for a long time, going back to 2003 and 2004, that we were building up to a global problem that needed to be resolved.” Wouldn’t that have been nice to know BEFORE HAND??? But since his retirement from Canada’s governor’s role in January, 2008, he says he feels more comfortable to speak freely. Gee thanks.

Reading that article, my mind raced to the issues at the workplace. How many times do employees at all levels – new employees, front line supervisors, and managers at all levels – speak freely AFTER they leave a job or a department? They knew things were in a mess before hand, but they chose to say nothing until after the disaster struck. Or sometimes the disaster is still pending, but they are only speaking up, quietly, behind the scenes, while the disaster is waiting to be discovered.

In my line of work, this often shows up regarding a person who makes inappropriate comments, or behaviours that are clear violations of human rights legislation, such as sexist, racist or homophobic comments. Others know it’s inappropriate (or worse, against policies and the law) and yet they don’t say anything. But after one brave person finally blows the whistle on this clearly inappropriate behaviour, then all kinds of people say, “yeah, I knew it was going on.”

So now you tell us.

What causes people to shut up as opposed to just saying a few things to help matters along?

We’re scared

All of us in the workplace are adults. Many of us have university degrees, college diplomas or trade certificates. Meaning, the vast majority of us are pretty smart people. Yet we’re afraid, of being ostracized, losing clout, being seen as a whiner, or getting fired.

We’ve seen it before

My workplace might talk about openness, but I saw what happened to poor Dillan when he spoke up – not going to happen to me, so I’ll just keep my mouth shut, thank you very much.

We gave up caring

Or we don’t think it will do any good. Talk is cheap and when the bully not only gets away with his comments, but is promoted, then why should I care? No one else does.

Hundreds of millions of investors – through direct investing, mutual funds, or pension plans – have been affected because certain people who knew better, didn’t speak up, or weren’t clear enough (and to be fair, there were many analysts who predicted this, but they don’t have the same clout as any country’s head of the banking system). Mincing words, for fear it will cause panic, or being overly diplomatic, means that certain people think the rest of us are stupid and can’t handle the truth. That mentality has put the world financial markets in turmoil.

The same is true at work. People can handle way more than we give them credit for – even the bullies, because they will change if there are real consequences. If you have a bully, or a direct violation of employment and workplace human rights laws, this is no time to mince words. Believe it or not, here’s what you can do:

Call it for what it is – If someone is out of line, speak up. Try this: “Cut it out!”

Get help – Many supervisors and employees have no idea what they can do or should do. Don’t worry if you’re in that boat. Many organizations have experts, or people who can find knowledgeable people to help them deal with a problem. You’re not alone.

Don’t let office politics get in the way – Sometimes the person is in a more senior position than you. Fair enough, but that doesn’t mean it’s accepted. There are plenty of organizations taking strong and effective action against people right at the very top (seriously – look at Mark Hurd, former CEO of Hewlett-Packard) when they find out what’s been going on. They may care about their people, or they may be concerned with legal liabilities (both valid reasons). If your workplace is more concerned about status and hierarchy, you either want to challenge that, or find a place where they actually care about people.

Loads of human rights and court cases have management swearing up and down that they had no idea anything was wrong until they were served with legal papers. Then we find out that tonnes of people knew exactly what was going on. Don’t let that be your workplace, or you who says nothing. Don’t wait for the next meltdown to say, “I knew this was coming.” We just can’t afford it.

Stephen Hammond, B.A, LL.B, CSP, is a speaker, trainer and author working in the field of workplace human rights. His book Managing Human Rights At Work: 101 Practical Tips to Prevent Human Rights Disasters has sold more than 13,000 copies. His second book is Steps in the Rights Direction: 365 human rights celebrations and tragedies that inspired Canada and the world. His books and other helpful information about managing human rights at work are available on his website http://www.stephenhammond.ca.