Identifying and hiring the next generation of leaders and executives takes a lot of work for recruiters. Variables such as brand reputation, pay, and talent scarcity can significantly impact your ability to attract suitable candidates to C-level roles. 

Keep reading if you are wondering how to source suitable executive candidates and fill C-level roles in your organization. This article will explain some of the best practices in executive recruitment and C-level hiring. 

What is executive recruitment?

Executive recruitment refers to recruiting candidates for senior positions in an organization. These roles are often called C-level positions; “C” represents “chief.” These executive roles make up the leadership teams of your organization. As such, there are often high stakes associated with them. 

In C-level employment, top level talent is precious and in high demand. Because of this, executive hiring is often dealt with separately by an independent team within the HR department, with its own set of HR tools to spot top candidates. Otherwise, the C-level employment process is outsourced to a third-party executive search firm. 

Seven best practices in C-level recruitment

Organizations typically choose either to complete the executive recruitment process in-house, or outsource this task to an executive recruiter. In either case, there are certain tips and tricks that can help along the way. In this section, we discuss seven best practices in C-level hiring: 

Develop an executive recruitment strategy 

The average candidate conversion is just 30% which points to many organizations lacking an optimized job application process. As with any decisions you make in business, you should have a well-thought-out plan for recruiting C-level positions in your organization. To successfully recruit your C-level executives, you need to understand the challenges and opportunities within your organization and how this strategic hire will help solve them. 

Alarmingly, 85% of Fortune 500 companies don’t have an optimized procedure for job applications to maximize their efficiency and effectiveness.

To formulate your executive recruitment strategy, you might consider the following questions: 

• What challenges are we trying to solve?
• What skills and knowledge do you need from an ideal candidate?
• Are there unique skills or qualifications required?
• How do we expect this role to impact our overall business objectives?

A good C-level hiring strategy will ensure everyone is on the same page regarding the goals of the employment process. 

Key stakeholders must be involved in the decision-making process. This includes setting clear objectives, defining who the ideal candidate is, where you will be searching for top candidates, and how you will assess these individuals. Don’t worry if this sounds overwhelming, as we will cover each of these processes and more as we move through this article. 

Identify the C-level candidate requirements 

Before you begin your C-level search, you must determine your ideal C-level employee. To do so, you need to be clear on the details of the role, such as: 

• How many people will they be managing?
• What will their critical role be as part of the wider executive team?
• What goals and objectives will they be working towards as a senior executive?

Once you can answer these critical questions, you can build a picture of your ideal C-level executive. You might consider blind recruiting strategies to reduce unconscious bias. This ensures your C-level hire is the best candidate for the job regardless of age, gender, ethnicity, etc. Additionally, it’s essential to identify and evaluate core manager competencies, such as leadership, strategic thinking, communication skills, and adaptability, when defining your ideal candidate. These competencies will play a significant role in determining the success of your C-level executive in their role.

These strategies might include their level of qualifications, experience, and values. If you are not specific enough about the candidate you are looking for, you might employ the wrong person. This can be a costly mistake. 

Create a detailed job description 

To attract top C-level talent, you must write a detailed job description that appeals to your ideal candidate. A good job description clearly outlines the expected roles and responsibilities of the position. A straight-to-the-point job description also acts as a sales document and should motivate potential candidates and demonstrate why they would love to be part of your leadership team. 

When it comes to writing a C-level job description, include the following: 

• Soft and hard skills required for the position
• Necessary or desired education, qualifications, and expertise 
• Critical responsibilities and expectations as a senior hire
• Unique information about the position and your company 
• The significance of the executive role for the success of the organization
• The current challenges and opportunities the business faces 

A quality job description is more likely to attract top C-level talent and make the rest of your executive recruitment process more manageable. 

Determine where to search for executive candidates

Have you identified your ideal candidate and created a detailed C-level job description? You now need to decide where you will search for top executives. Depending on the C-level role in question and the objectives for the hire, you may begin searching among internal candidates. 

What if your next C-level hire was an existing employee? Recruiting internally can be a highly successful recruitment strategy that has many benefits, such as: 

• Lower costs compared with external executive recruiting
• Reduced time-to-hire
• Better employee retention 
• Improved employee engagement and employee morale
• Improved succession planning and internal talent management  

Perhaps the ideal C-level candidate doesn’t already exist within your organization. This is when the executive search goes beyond your organization and begins connecting with potential candidates. Consider using an omnichannel approach to reach the audience you hope to communicate with. As part of this critical executive recruitment process, you should:

• Identify the job titles of the candidates you will target
• Identify particular companies you might or might not target 
• Define the channels to use for outreach (e.g., LinkedIn, recruitment websites, etc.)

C-level recruitment can be challenging as top talent can be difficult to engage with. The key is to be consistent and personalize the approach as much as you can. C-level candidates want to feel valued and connected to your organization before considering applying for an executive role. 

Conduct a thorough assessment of candidates 

Once you have a shortlist of potential C-level hires, you must assess the candidates. How well do they meet your requirements? Using the job description you created earlier in the C-level hiring process, you can decide how well the candidates meet the criteria. 

This includes assessing their hard and soft skills, their work experience, skills, and competencies, as well as how well they would fit into your company culture. The assessment process might include:

• Formal interviews
• Informal meetings
• Assessments and questionnaires
• Candidate presentations

Consider leveraging assessment platforms and tools to streamline the evaluation process and provide valuable insights into candidate suitability. Remember that C-level hiring has high stakes. You want to ensure this step in the executive recruitment process is as thorough as possible to avoid costly hiring mistakes.  

Make an informed decision 

Of course, the executive recruitment process aims to find the best candidate for the job. However, that can be more challenging than it sounds. Once you have shortlisted your candidates and taken them through your rigorous assessment, you can proceed to the decision-making process. 

Carefully use all the information available to make an informed decision about who to hire. Consider using digital technologies and AI to assist you in this process (more on that in the next section). Once the decision is made, it’s time to extend an offer to the successful candidate. You can begin negotiations, background checks, and onboarding processes.

Use technology and data analytics to assist your executive recruitment efforts 

Consider using digital technology and data-driven approaches to transform the C-level hiring process. This could include using AI in recruitment or leveraging data analytics during the candidate selection process. Consider leveraging internal communication tools such as an employee app as part of your executive recruitment strategy. An employee app can be crucial in keeping key stakeholders informed and engaged throughout the C-level hiring process, ensuring everyone is aligned with the strategy.

Using AI alongside a data-driven approach will reduce recruitment costs, increase successful hires, and improve business outcomes overall. Let’s briefly explore how digital technologies and data analytics can be used at different stages of the executive recruitment process:

Sourcing candidates for your leadership team

Data analytics can be hugely helpful when sourcing C-level candidates for executive roles. You can analyze which sources generate the best-suited candidates for particular roles. This helps you to decide where to focus most of your executive hiring efforts.  

Not only that, but by using predictive analytics, companies can forecast hiring needs, skill gaps, and shortages within their organization. This is particularly useful when hiring for C-level roles. 

Application and interview process

Use data analytics and AI tools to improve the application process and, therefore, improve the efficiency of the overall executive recruitment process. For example, an AI tool could sort and categorize applications in a fraction of the time it would take a human employee. Automation in HR can vastly reduce the time spent on executive recruitment. It can also improve overall efficiency and productivity across the board. 

You can also use data analytics and AI to analyze responses throughout the interview process. You can look at the qualities expressed by successful candidates in previous interviews. You can then better understand what to look for during interviews with potential candidates. 

Selection process

As we mentioned, you need to use all the information at your disposal, bolstered by AI in recruitment, to make the best hiring decision for your C-level roles. When using a data-driven approach and digital technologies, you can be confident that your decision is based on high-quality data rather than gut. This is a much more effective method of executive recruitment and leads to better hiring outcomes. 

The role of HR automation in executive search process

More and more HR departments are using automation tools to make their work easier. One area where this is really important is finding top level candidates. Here’s how HR automation is changing the way companies find C-suite managers:

1. Faster and more streamlined hiring process

HR automation speeds up the process by quickly sorting resumes and scheduling interviews. This means getting the right people on board faster and with fewer mistakes.

2. Better candidate experience

Automation keeps top level candidates informed and engaged throughout the hiring process, even if they don’t get the job. This makes the company look good and attracts top talent.

3. Smarter decision-making

HR automation provides helpful data insights, making it easier to spot trends and make informed decisions about who to hire for C-suite roles.

Elevate your executive search process 

Executive recruiters don’t have it easy. Top talent is often hard to source, and C-level roles demand more skilled and competent individuals. It is, therefore, essential that a proper executive recruitment strategy is in place. 

Regarding C-level hiring, recruiters must set clear objectives, determine the ideal candidate, and carefully research where to find them. In addition, they should utilize technology and data analytics. This will help make informed strategic hiring decisions, leading to better outcomes. 

Ultimately, executive recruitment shouldn’t be taken lightly. Employ these tips in C-level recruitment to ensure your business attracts and keeps top talent in your executive roles.

The post Executive recruitment: 7 Best practices in C-level hiring appeared first on airSlate Blog | Business automation.

This is despite the 98% of employees who want to work remotely at least some of the time. These recalled workers are thus returning to company HQ disengaged and underperforming. Ergo, quiet quitting is a real threat to business productivity. 

But have you also heard of “quiet firing”? Quiet firing can be as insidious within your organization as mentally checked-out employees. In fact, it’s arguably worse, as it is a bad reflection on your business and implies a severe managerial defect.  

In 2023, you’ve likely witnessed quiet firing at some point—but possibly without even being aware of it. Don’t worry, though—in this article, we’ll answer what it is, how to spot it, and what to do about it.

Understanding quiet firing

Let’s begin by defining what quiet firing is. 

What is it?

Quiet firing happens when a manager is unsupportive of an employee’s development, productivity, and/or career progression. It’s often an intentional course of action, where a manager hopes to nudge a worker to quit gradually.

A recent survey found that only 21% of employees trust in leadership. Quiet firing is another disease that poisons company-wide trust in managers, making it an incredibly damaging trend.

Inadequate management can also unintentionally quiet fire team members. Whether deliberate or not, it reflects poorly on leadership if managers force a team member’s hand by withdrawing support and guidance. 

In either of these scenarios, both parties will experience harmful consequences. 

Organizational impact

Quiet firing doesn’t solely affect the employee who’s being pushed out; it impacts your entire organization. Other team members will notice the withdrawal of support and coaching. Quiet firing trends and habits may also create discord across the department and other business areas. 

Such divisive tactics are at loggerheads with encouraging teamwork and collaboration in your business. Besides creating discord, quiet firing negatively impacts your company culture. Other leaders might observe and replicate such behavior, while subordinates – expect to be next on the chopping block. 

Either way, this directly opposes building a productive and collaborative environment. When people struggle to work together, everyone’s job becomes more complex, lowering employee morale across your organization. 

By turning up the heat, quiet firing may inadvertently spread malcontent and job dissatisfaction to others. This creates a wildfire of disengagement that can fuel mass quitting, much like the Great Resignation of 2021.

What most underperforming employees require is an alternative management style. In other words, managers who quiet fire leave untapped potential to go to waste. Treating a targeted employee poorly on the way out can also burn bridges. 

You can be confident that team members who experience quiet firing will let colleagues, peers, and industry contacts know about it. Word will get out about your poor leadership and toxic company culture, meaning the negative reputations of various leaders and leadership within your company will curtail your ability to recruit top talent.  

6 Strategies to combat quiet firing

Many times, quiet firing is subtle and difficult to spot. Even for the employees being cut out or neglected, it can be nearly impossible to prove they’ve received unfair treatment. 

The best way to weed out quiet firing from your company culture is to be proactive. Here are some easy ways to fight against this harmful phenomenon.

Enforce clear communication channels

Communication channels such as team messaging, phone calls, and email should be open and transparent for everyone. These should act as the first line of communication for team members, supervisors, and management. 

But that’s just the beginning. You can be proactive by building policies that encourage weekly and daily communication. Conversations don’t have to be strictly about tasks and projects. They can also be to check in or touch base.

Doing this forces the hands of your managers. They can’t remain “quiet” if instructed to contact each employee regularly. 

Additionally, provide transparent policies for promotions, pay raises, and bonuses, and implement HR tools, like payslip software, to give employees an accessible avenue for sorting out payment issues. 

Nurture a positive work environment

Establishing a healthy workplace culture will help fend off quiet firing. You can maintain a positive work environment by formulating and following a plan.

A survey found the corporate culture elements that matter most to employees are feeling respected and having supportive leaders.

You can nurture a workplace culture that prioritizes these elements by doing the following:

• Set clear organizational and departmental goals. Be transparent when it comes to areas such as KPIs and performance assessments.
• Respect employees. Put policies in place to ensure every team member feels valued, listened to, and respected.
• Foster employee recognition programs. Organizations should encourage employees to achieve more and feel valued for their hard work. 
• Promote social gatherings. Group outings and non-office events are a great way to encourage team building. They also promote interactions between employees from different departments and ranks. 
• Impose zero-tolerance policies. Establish HR directives that deal with all forms of harassment in the workplace. 
• Keep it lighthearted. You can maintain a professional environment while allowing for fun at certain times. Encouraging a bit of humor and non-work-related discussions helps ease stressful situations and reduce employee burnout.

Offer regular feedback

Gallup found that just 7% of US workers strongly agree that communication is accurate, timely, and open where they work. A mere 26% of employees strongly agreed that their manager’s feedback “helps them do better at work.”

This statistic should be alarming because your team likely feels that communication isn’t open and your managers aren’t giving valuable feedback.  

Annual or six-monthly reviews are some of the many occasions to give feedback. Managers should also use less formal situations like quick chats in the halls and video meetings to provide regular feedback.

Managers should also be 100% willing to have difficult conversations during formal meetings like reviews. After all, struggling employees can’t be expected to fix issues if they aren’t even aware of them!

Promoting regular feedback from leadership fosters a more open workplace. Of course, this only works if managers are trained to give valuable and honest feedback.  

Implement employee self-evaluation to encourage self-reflection as well. Looking inward will help your team promote a culture of openness and accountability. Remember, it doesn’t have to only be about constructive criticism and “areas for improvement.” 

Train your leaders to tell individuals when they’re doing a good job too. Employees often aren’t looking to be recognized for big projects or milestones; it’s the little, everyday things they might feel go unnoticed.

Foster employee participation and dialogue

Good communication is kryptonite to quiet firing, so you want to build a workplace that fosters employee participation. 

There are several ways to drive two-way dialogue effectively. One is to gather employee feedback frequently. Supervisor and team member feedback can shine a spotlight on quiet firing practices, helping you nip the problem in the bud by either re-training problem managers or sending them on their way. 

Employee feedback forms can also highlight any issues in the workplace. Fresh suggestions help innovate business processes, boost productivity, or save money. The best way to nurture employee participation and encourage transparency is to make sure you act on the feedback given. 

Leveraging automation technology can encourage better communication and more open dialogue. Modern services can streamline team communication channels and make leaders more accessible to subordinates. Tools such as small business payroll software and other HR solutions empower workers with access to information and encourage improved enrollment in benefits programs. 

Another area where you can boost engagement is the decision-making process. For example, providing communication channels allows team members’ voices to be heard more easily. This is especially helpful with policies, procedures, and workplace benefits.

Providing opportunities for learning and career development also promotes employee dialogue. Growth opportunities like coaching and mentoring allow for cross-level and cross-departmental interactions. Besides professional development, your employees can learn from other leaders throughout the organization.

By building trust in these ways, employees will feel better able to identify unfair workplace treatment and report this to higher-ups rather than giving into these practices and quitting.

Address issues promptly

Quiet firing can quickly become an epidemic—even a pandemic—if it goes soft-pedaled. If one manager is displaying problematic behavior, it’s only a matter of time before a colleague observes and imitates it.

This is even more likely when senior leadership approves of this tactic. Tenured managers will be looked up to for their experience. Other managers will begin to think, “That’s an acceptable way to get rid of someone.”

So, putting strict policies in place will allow for swiftly dealing with quiet firing practices. You’ll need processes for identifying and reporting this and HR solutions put in place. Also, one of the ways to combat quiet hiring is creating educational materials that are accessible to all employees, so they know what it is and that it absolutely won’t be tolerated. 

Besides dealing with unsupportive managers, you can train HR on quick fixes for quiet firing, such as lateral moves and cross-departmental coaching. These options will help you get a “quiet fired” employee to safe waters as quickly as possible while dealing with the culprit.  

Provide emotional support

To promote trust and communication, employers must create a sense of psychological safety for their employees. One way leadership can provide emotional support is through the language they use.

Here are some of the speech patterns to avoid when offering emotional support:

• Minimization. Devaluing an individual’s problems by saying everyone feels or experiences something.
• Dismissiveness. Making claims that an individual shouldn’t be feeling or doesn’t have a reason to feel a certain way.
• Giving unwanted solutions e.g., “Just get a babysitter” or “Just take the bus.”
• Negation. Denying an emotion or problem e.g., “That’s nothing.”

You’ll also need managers with emotional intelligence to help combat this phenomenon. To adequately understand the feelings of others, they’ll need:

• Self-awareness – to understand other people’s emotions and how they impact team members and colleagues.
• Self-regulation – to manage their own emotions and remain objective in stressful situations.
• Social awareness – to develop the ability to perceive other people’s emotions.
• Social skills – to learn using emotions to motivate others, resolve conflicts, and successfully work together as a team.

Final thoughts

You’ve come here wanting an answer to one question: “What is quiet firing?” Now you know. That said, quiet firing can be challenging to identify. Like a thief in the night, it can run off with your positive company culture and leave you with only a toxic work environment. 

So, the question isn’t whether quiet firing exists in your company but whether you’re taking steps to prevent it from taking root.

Taking a proactive approach is the only way to stop it. You can build a more engaging and collaborative culture that increases employee engagement and productivity and guards against quiet firing by getting ahead of the curve.

The post What is quiet firing and how to combat it appeared first on airSlate Blog | Business automation.

Human resources departments have a plethora of HR tools to select from. However, it’s all about choosing the right tools for your needs. 

In this blog post, we’ll delve deeper into some of the best digital HR tools available for Human Resources departments so that your business can thrive. 

The importance of digital HR tools

Before we look at the best HR software available, it makes sense to determine just how vital digital tools are for the HR team.

Efficiency 

You can automate a wide range of HR tasks with software, including employee onboarding, time tracking, leave management, payroll processing, and benefits administration. Check out the full HR report for details.

This means your HR team will be free to concentrate on planning, employee engagement, talent acquisition, and other strategic activities that add value to your business. 

Data management 

Efficiently and effectively store, sort, and retrieve employee data with HR software, including: 

• Employees’ contact details
• Employment history
• Performance reviews
• Training records

You can make the most of this information to make better decisions going forward.

Analytics 

You can delve into insights about workforce performance, productivity, retention rates, recruitment effectiveness, and much more. 

Use this to guide HR strategies and initiatives, ensuring they align with your business goals.

Employee self-service 

Employees want to feel trusted. They want to feel empowered in their role. They also want to know that they work for an honest and transparent business. HR software can help with this.

This is because there are a lot of digital HR tools that enable employees to access and manage their HR-related data. For instance, they can update personal information, apply for leave, view their payslips, or check their benefits.

Recruitment 

You can enhance the recruitment process in many different ways with an HR tool by: 

• Advertising job vacancies widely
• Sorting and filtering applications
• Conducting preliminary assessments
• Scheduling interviews
• Streamlining communication with candidates

Remote work management 

Although the COVID-19 pandemic has been on a downward trend for the past 12 months, many people continue to work remotely today. In fact, a recent survey found that 12 percent of workers are fully remote, with 28 percent hybrid workers. 

Digital tools are vital in managing remote workers. Various software is used to track productivity, facilitate communication, support virtual collaboration, and ensure that remote employees remain engaged and connected.

Compliance 

One thing you cannot afford to cut corners on is compliance! There are labor laws and regulations you must adhere to, and HR software can help here.

You can use these tools to maintain necessary records, track mandatory training, manage equal opportunity initiatives, and warn organizations about potential compliance issues.

Learning and development 

We all want our workers to continue to improve. You can use software to deliver e-learning resources and training sessions to employees, track their progress, and assess their mastery of the material. 

This is an excellent way of supporting continuous learning and skills development.

The best digital tools for your HR department

With so many benefits to leverage, it’s no surprise that you’re interested in cutting-edge digital tools for your HR team. Here are some of the best options on the market today:

TravelPerk: Best HR tool to manage corporate travel

TravelPerk is a digital platform designed to handle all aspects of business travel.

Before we look at the specific features TravelPerk offers, we should explore the reasons why your company needs a travel program.

• Ensure all travel bookings adhere to the company’s policy, delivering cost efficiency and avoiding any potential legal issues.
• Make sure your employees are safe and well while traveling. This is especially vital when heading to unfamiliar or potentially risky locations.
• Effective corporate travel programs can negotiate better deals with travel service providers,significantly saving costs.
• A streamlined travel program can save employees time and effort, and reduce the administrative burden on the HR department.
• Help HR track travel data, analyze trends, and provide insights for better decision-making.

So, why TravelPerk?

TravelPerk is one of the most comprehensive travel management solutions on the market today.

No matter how big or small your business is, you can easily streamline and simplify corporate travel.

Some of the features you can expect:

• Booking platform – TravelPerk provides a user-friendly booking platform for flights, hotels, car rentals, and other travel services.
• Price comparison – An advanced comparison engine that ensures you get the best prices and deals. .
• Policy management – There are excellent tools for setting and enforcing travel policies, with customizable rules and automated compliance checks.
• Expense management – Keep those travel costs low! Capitalize on integrated expense management features, tracking and controlling travel expenses easier.
• Traveler safety features – Track and support your employees in case of emergencies while traveling. 
• 24/7 customer support – TravelPerk offers around-the-clock support for travelers, ensuring any issues or emergencies are promptly dealt with.
• Reporting and analytics – You can leverage detailed reporting and analytics features that provide insights into travel patterns, expenses, policy compliance, and more.
• Integration capabilities – If that isn’t enough, you can seamlessly integrate TravelPerk with other HR and business tools, making it easier to synchronize data and workflows.

So, with TravelPerk you can manage all travel bookings and itineraries centrally, save money, access 24/7 support, and ensure all bookings comply with your company’s travel policy.

Remotewokr: The best HR tool for hiring remote employees

In today’s globalized world, hiring remote employees has become increasingly popular. More and more businesses are recognizing the benefits of accessing talent worldwide and embracing remote work arrangements. If you’re looking for a platform to facilitate hiring remote employees, Remotewokr is an excellent choice.

Why choose Remotewokr for hiring remote employees?

Remotewokr is a comprehensive platform that simplifies and streamlines   hiring and managing remote employees. Here are some reasons why it stands out:

• Global talent pool: With Remotewokr, you gain access to a vast and diverse talent pool from  worldwide. The platform allows you to connect with skilled professionals across different industries and locations, ensuring you can find the perfect fit for your organization.
• Easy job postings: Remoteworkr offers a user-friendly interface for creating and posting job listings. You can provide detailed descriptions, specify required skills and experience, and outline remote work expectations. This ensures that you attract qualified candidates who understand the nature of remote work.
• Compliance and security: Remoteworkr prioritizes data security and compliance. The platform adheres to industry standards and regulations to protect sensitive information and ensure the privacy of both employers and employees.
• Support and assistance: Remoteworkr offers to both employers and remote employees customer support and service.

If any issues arise during the hiring or remote work process, you can rely on their support team to provide guidance and solutions.

By utilizing Remoteworkr, you can tap into a global talent pool,streamline the hiring process and ultimately contribute to the success and growth of your organization.

Circa Diversity Recruiting: Best HR tool for inclusive recruitment

Neurodiversity and inclusivity are vital in the workplace today,  something no business can ignore!

• Neurodiversity recognizes and respects the range of mental and neurological differences among people as a natural and valuable form of human diversity. It includes conditions such as ADHD, autism, and dyslexia.
• On the other hand, inclusivity is all about creating a workplace where everyone, regardless of their differences, feels valued and has equal opportunities.

Neurodiversity and inclusivity are essential for several reasons:

• They encourage diversity of thought and creativity,
• Promote a more comprehensive understanding of customers and stakeholders
• Improve team morale and productivity
• Enhance employer brand
• Fulfill ethical and legal obligations toward equality and non-discrimination

Why Circa Diversity Recruiting?

Circa Diversity Recruiting is designed to enhance inclusivity and diversity in the recruitment process.

You can ensure fair hiring practices, access a more diverse and inclusive talent pool, achieve compliance, and enhance your employer brand and reputation. 

Here are some of the features that help you to do this:

• Inclusive job descriptions – Circa offers tools that assist you in writing inclusive job descriptions that attract a diverse range of candidates.
• Bias-free screening – The software uses AI and standardized procedures to ensure that the screening process is free of unconscious biases.
• Diversity metrics – You can enjoy detailed reports and metrics about the diversity of your candidates and hires, helping to track your progress towards diversity goals.
• Regulatory compliance – Have peace of mind knowing that your recruitment process complies with diversity-related regulations and guidelines.
• Diversity job boards – You can use the software to automatically distribute your job postings to various diversity job boards, reaching a broader, more diverse pool of candidates.
• Training resources – You can also make the most of training resources to help your recruitment team understand and implement inclusive hiring practices.

Wrike: The best HR tool for remote work management

As mentioned earlier, more people are working from home now than ever. This trend was already appearing, but only accelerated due to the Covid-19 pandemic. 

Because of this, remote work management tools are highly recommended for enhancing productivity by organizing tasks, improving communication, and reducing the likelihood of misunderstandings or missed deadlines.

You can also use remote work management tools to make data-driven decisions, balance work/life amongst remote workers, boost accountability and transparency and streamline communication.

Why should you choose Wrike for remote work management?

There are lots of remote work management tools available, but Wrike is certainly a leading contender. It’s a project management tool, which is very easy to use and comes with a lot of great features that suit the remote landscape. 

Some of the highlights of this tool:

• Task and project management – Managing projects becomes a breeze, even if you  have workers in all corners of the world. You can create, assign, schedule, and track tasks and projects.
• Real-time collaboration – You can make the most of many great tools for real-time collaboration. Examples include document editing, threaded conversations, and shared calendars.
• Customizable dashboards – We love the custom dashboards on Wrike. They enable you to visualize workloads, project timelines, and performance metrics.
• Time tracking – Make the most of some great built-in time tracking features, allowing for accurate record-keeping and productivity analysis.
• Integration capabilities – You can easily integrate Wrike with a broad range of tools, including email platforms, file sharing services, and other productivity tools.
• Reporting and analytics – Wrike’s reporting features provide insights into team performance, project progress, and other key metrics.
• Resource management – Finally, you can efficiently manage and allocate resources, ensuring every team member is adequately funded and utilized.

Take your business to the next level with HR tools

Undoubtedly, technology has had a significant influence on the business world! Rather than viewing tech as the enemy, HR departments can leverage available HR tools. 

We recommend thinking about your goals and day-to-day work environment so you can prioritize the tools that matter the most to you.

The post Your Human Resources department will thank you for deploying these HR tools appeared first on airSlate Blog | Business automation.

In today’s working world, it’s becoming common to see managers and HR teams ask employees to participate in an employee self-evaluation process. By reflecting on their strengths and weaknesses, employees can better understand themselves, their progress, and the steps required to perform well and feel satisfied. 

So, join us as we explore the role of self-evaluation and self-reflection in personal and professional growth and provide practical tips for maximizing its benefits, whether you’re an employee or an employer.

Self-reflection vs. self-evaluation: What’s the difference?

While self-reflection and self-evaluation are related concepts, they are not exactly the same thing. Self-reflection involves the process of introspection, examining one’s thoughts, emotions, and experiences in order to gain insights and deeper understanding. It is a more holistic and subjective approach to examining oneself.

On the other hand, self-evaluation is a more objective assessment of one’s skills, performance, and achievements. It involves assessing oneself against certain criteria or standards to determine strengths, weaknesses, and areas for improvement. Employee self-evaluation often focuses on specific areas such as job performance, setting personal development goals, recognizing achievements and contributions, and facilitating constructive feedback and dialogue.

In summary, self-reflection involves a deeper examination of one’s thoughts and experiences, while self-evaluation is a more structured assessment of one’s skills and performance against certain criteria.

In today’s rapidly evolving world, self-reflection has become a more common aspect not only of our personal lives, helping us navigate the rollercoaster of life, but also our professional lives. So, let’s focus on employee self-reflection specifically, and dive deeper into the process of self-reflection in the workplace.

The process of self-reflection 

Self-reflection is an introspective process that requires honesty, vulnerability, and a willingness to see yourself and your experiences with clarity. It’s a way to gain insight into your thoughts, feelings, and behaviors and take meaning from your experiences.

Here are some steps to guide you through the process of self-reflection. 

Find a quiet and comfortable space to be alone with your thoughts. Away from the stresses of life. Away from the stresses of work. Take a few deep breaths and allow yourself to settle into a calm state.

It’s time to self-reflect! 

Begin by asking yourself honest open-ended questions that encourage introspection: 

• “What are my values and beliefs?” 
• “What really motivates me?”
• “What are my strengths and weaknesses?”
• “What challenges have I faced, and how have I responded to them?” 
• “Am I prepared for a career change in the case of any changes?”
• “Am I fulfilled with my current role?”

Allow yourself to be honest and vulnerable in your reflections. 

Embrace the opportunity to examine both your successes and failures without judgment. It’s also essential to consider the future and think about how you can prepare for a career change or what steps you can take to achieve your professional goals. 

Remember that acknowledging and understanding uncomfortable thoughts or feelings is essential to  personal growth. By accepting our imperfections, we can identify areas for improvement and create a roadmap for positive change. 

No doubt, your journey of self-reflection will have thrown up some introspective questions and reflective thoughts. 

“Could I improve how I handled things?”
“I wonder what people think about me?”
“Am I a positive and motivating influence on those around me?”

This is a good time to ask your friends and colleagues for some feedback. And remember, don’t take any comments to heart—this is all about growth! 

Now that you’re a wise guru who truly understands one’s self; it’s time to lay out some goals and objectives going forward. Hold yourself accountable for following through on your plan.

Following these steps will help you on your journey of self-reflection.

Let’s now explore self-reflection and its ever-increasing importance in the context of the workplace.

Why is self-reflection important in the workplace?

Ever felt like a hamster running in a wheel at work, constantly moving but not making any real progress? It’s a common issue and one that can lead to feelings of burnout and dissatisfaction. 

Spill’s research reveals a concerning statistic: 67% of US employees believe that burnout has intensified during the pandemic. This alarming figure has significant implications for both mental well-being and overall productivity within our society. 

Moreover, organizations should also take note, as burnt-out employees can incur substantial costs. In fact, they account for $3,400 out of every $10,000 in salary due to increased turnover rates and reduced productivity. This highlights the urgent need for proactive measures to address burnout and promote a healthier work environment.

But there’s a solution: self-reflection.

Consider the case of Jane, a busy executive who spends her days attending back-to-back meetings, responding to emails, and dealing with client issues. With such a hectic schedule, she barely has time to catch her breath, let alone self-reflect. 

Although Jane feels she handles everything well, feelings of anxiety, stress, and unhappiness are beginning to show beneath the small cracks in her motivation and will. 

Without time to take a step back and assess, Jane risks remaining stuck in a cycle of unfulfillment and stagnation, dreading the next day at work. 

Thankfully, Jane’s manager steps in and offers a self-reflection program, giving her a chance to voice her concerns and get to the root of her work-based grievances. Together they figure out what issues can be alleviated through simple changes in the workplace and come up with a long-term plan for managing Jane’s workload. The result? Jane now works smarter, not harder, playing to her strengths without feeling overwhelmed. 

In today’s fast-paced world,employee self-reflection is becoming more critical for ensuring that employees are happy and satisfied, and can maintain productivity at work.

The process of self-reflection in the workplace

Here’s a three-step process for self-reflection in the workplace:

Explain the benefits of self-reflection for personal and professional growth and encourage employees to make it routine.

This is the first step in helping to build a culture of growth and development in the workplace. 

A list of resources and tools supporting self-reflection could include training sessions, coaching sessions, and access to software tools that allow employees to outline and monitor their development and productivity. 

Use tools that allow seamless communication and help manage workloads, such as Slack and Gmail integration, to enable employees to connect while organizing their workflow. Health and wellness apps can also allow employees to track their progress over time. 

Additionally, providing access to external resources such as Person Search tools can be helpful for employees to easily find and connect with colleagues they may not know well, helping to foster a culture of openness and collaboration.

Encourage employees to exchange their reflections and insights. Provide opportunities for feedback, employee self assessment, and discussion. Check-in regularly to make sure every employee feels satisfied with their development.

Make it clear that self-reflection is not a one-time event but an ongoing process that is valued and supported by the company.

The danger of self-reflection programs at work is that they can often seem as though they’re set out just to benefit the company by making employees feel they should work harder. 

However, it’s important to show that the benefits of self-reflection go both ways. By encouraging employees to reflect on their experiences and offering support and recognition for their progress, businesses can create a positive feedback loop that benefits everyone involved. 

Employees who feel valued and supported are more likely to be engaged, productive, and committed to the company’s success.

Happy bosses and happy staff—it’s a win-win!

Gibbs Reflective Cycle – an efficient tool for self-reflection

Gibbs Reflective Cycle serves as a valuable tool for self-reflection in the workplace. By following its structured stages, individuals can analyze their work experiences, identify strengths and areas for improvement, and make informed decisions for personal and professional growth.

Firstly, they describe the event or situation, noting key details and emotions involved. Then, they analyze their thoughts and feelings, gaining insights into their own biases and reactions. Next, they evaluate the positive and negative outcomes of their actions, understanding the impact on their work performance. They explore alternative approaches, considering different perspectives and strategies.

From this reflection, individuals extract key insights and lessons learned, connecting them to broader concepts or theories. Finally, they develop an action plan, implementing changes to enhance their future work performance. By utilizing Gibbs Reflective Cycle, individuals can foster self-awareness, improve problem-solving skills, and continuously evolve in their professional endeavors.

The benefits of self-reflection at work

Self-reflection has many benefits in the workplace. Here are a few: 

For Employees:

• Gain clarity on personal and professional goals.
• Identify areas for improvement and take proactive steps to develop skills.
• Build self-awareness and emotional intelligence.
• Improve decision-making and problem-solving abilities.
• Enhance communication and collaboration skills with colleagues.

For Employers:

• Encourage a culture of growth and development. 
• Increase employee engagement, productivity, and job satisfaction.
• Retain top talent by investing in employee growth and development.
• Reduce employee turnover and associated costs.
• Foster innovation and creativity by allowing employees to recognize and capitalize on their unique strengths.

As you can see, the benefits of self-reflection are plentiful for both employees and employers. 
airSlate empowers anyone to create powerful documents and automate document workflows. From simple tasks like editing PDFs to creating forms to eSigning, airSlate is everything you need to create, integrate, and automate your document workflows. But most importantly, airSlate frees up your time by introducing automation to everyday work, enabling you to use valuable hours and resources on the things that truly matter – self-evaluation and self-reflection.

Empowerment through self-reflection

Self-evaluation is crucial for personal and professional growth in today’s fast-paced and restless world. 

In conclusion, self-reflection is an essential practice that can empower individuals to grow and thrive  personally and professionally. By taking the time to understand one’s strengths, weaknesses, and motivations, employees can create actionable plans for self-improvement and career advancement. 

Employers who support self-reflection and provide the necessary tools and resources foster a culture of growth, development, and accountability. Employees and employers benefit from increased engagement, productivity, and overall job satisfaction by encouraging open communication and celebrating progress. 

Hopefully, the advice in this guide has highlighted the importance of self-reflection and how it is central to the well-being and productivity of employees in the workspace and in their personal lives. Regular self-evaluation improves performance, increases job satisfaction, and creates a more positive work environment. 

Embrace the power of self-reflection to create a more fulfilled and prosperous future for yourself and your team.

The post The role of employee self evaluation and self-reflection in personal and professional growth appeared first on airSlate Blog | Business automation.

Creating an accessible interview process for neurodivergent people requires sensitivity, flexibility, and an understanding of the challenges they may face. In one of our latest articles we explored how to create a more inclusive hiring and work environment for neurodiverse individuals. Make sure to check it out! 

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How to conduct interviews with neurodivergent candidates

Here is a list of actionable steps you can take to ensure your team is able to see past a candidate’s first impression, and into their long term potential at your company:

1. Allow candidates to take breaks during long interview sessions
2. Ask candidates to speak about wins and accomplishments to encourage them to open up and relax
3. Instead of interrogating a candidate from across a table, take a walk outdoors
4. Assess in advance what skills, traits, and capabilities you are seeking in a candidate, formalize questions accordingly, and create a specific grading criterion for each candidate based on their responses
5. Avoid hiring on ‘gut’ instinct, which can quickly turn into a popularity contest. Instead, create a structured interview with an objective and measurable assessment system
6. Try to avoid penalizing candidates for being calm, quiet, subdued, or shy. This doesn’t necessarily mean they won’t be competent in the job 
7. Base your decision on job competence instead of bravado. Introverts tend to undersell themselves
8. Ask lots of questions and be prepared to listen. Use the three second rule: wait three seconds until someone is finished speaking before you interject. This may allow an introvert more time to think or warm up, which may encourage more sharing about their experience and skills.
   For example, introverts take a while to collect their thoughts and search for the best answer. Allow them this time to think through their answers, and become comfortable with silent pauses
9. Avoid ‘gotcha’ questions. You aren’t hiring based on someone’s ability to B.S. You are hiring on their ability to do the job. Stressing candidates out with irrelevant brain teasers will only make it more difficult for them to put their best foot forward. That is probably why Google finally eliminated its infamous over the top riddle interview questions. For example, people on the spectrum find spontaneity very stressful. To make them feel comfortable, over prepare the candidate by sending questions or requests in advance, and fully detail what the interview experience will be like 
10. Do consider asking candidates about their unique work style or work environment preferences
11. Try to ask your questions sequentially and stay on topic. For example, people with ADD may easily lose their train of thought if the conversation takes unexpected turns 
12. Minimize distractions, such as background windows, flashing lights, and more
13. Don’t expect or insist on eye contact or small talk
14. Use explicit language and avoid irony or sarcasm
15. Be direct and literal about how you feel. Don’t expect the candidate to read your mind or emotional reactions
16. Avoid physical contact, and minimize large gestures
17. Stay literal instead of abstract, and use examples
    

The bottom line

Reducing stress and promoting clear communication can only have positive effects. Whether you intend to recruit neurodiverse employees or not – improving the accessibility of the hiring process will benefit your business in the long run. Try implementing the actionable steps above to ease anxiety and encourage transparent communication during job interviews.

The post How to make interviews accessible for neurodivergent people appeared first on airSlate Blog | Business automation.

76% of hiring managers find attracting the right candidates for the job the most challenging, while many spend up to one-third of their workweek in hiring a candidate for a single role. 

As a result, they end up hiring candidates that are less-qualified for the job, and settle for less. 

Luckily, there are tools that allow you to save time and automate many of the steps involved in recruiting, while also increasing efficiency.

In this blog, we’ll explore the five HR solutions that can help you automate the hiring process and save you from all that hassle.

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• Workflow optimization
• Business process automation

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Benefits of automating the hiring process

Not only does HR workflow automation help save time but it also optimizes the overall hiring process. Here are some of the most significant benefits of leveraging automation to hire new employees:

Improved efficiency and reduced time-to-hire

With automation, you can quickly filter through resumes, pre-screen candidates, and schedule interviews, all without the need for manual input. 

This way, you harness talents and hire candidates faster, which is a win-win for both parties. Moreover, you reduce the likelihood of human error and increase the efficiency of your hiring process. 

Enhanced candidate experience

With automation, you can provide timely and regular communication with candidates throughout the recruitment process. This can help create a positive impression of the company, even for candidates who aren’t ultimately offered a position.

Data-driven decisions

You get valuable data insights into each stage of the recruitment process. This helps with identifying trends, analyzing performance metrics, and making data-driven decisions about hiring.

5 HR solutions to help you streamline and automate your hiring process

1. Skill assessment platform

Discovering candidates with the right skill set for the job can be tough but manageable.  All you need is a proper system of assessing and filtering out candidates at each stage of the hiring process. A skill assessment platform helps evaluate your candidates in the most efficient and bias-free manner. 

Here are some steps you can take to assess candidates effectively:

Develop a job description

Understanding the skills, experience, and qualifications required for the job is crucial for finding a suitable candidate. Start with developing a job description that outlines the duties, responsibilities, and qualifications for the role.

Prepare an assessment plan

Develop a plan that outlines the steps you will take to evaluate candidates. This plan should include different assessment methods, such as interviews, skills tests, and reference checks.

This is where a skill assessment platform comes into the picture. With its help, you can plan several rounds of evaluation that span behavior, skills, and pre-employment tests. 

Use structured interviews

Make sure to prepare your interview structures and questions in advance instead of coming up with questions on the spot or using a standard set of questions regardless of the role you’re hiring for. For example, when hiring a C++ developer, always have a bunch of C++ interview questions prepared beforehand—make sure you consider industry trends and what the role entails. 

Consider diversity and inclusion

Ensure your assessment process is fair and unbiased and considers diversity and inclusion. This can include using diverse interview panels, avoiding bias in job descriptions and assessments, and providing equal opportunities to all candidates, including neurodivergent individuals.

2. AI-powered resume screening software

A resume screening software helps you screen multiple resumes at once and filter out only the best resumes based on your specific needs. It uses algorithms and artificial intelligence to analyze resumes and identify candidates who match the required skills, experience, and qualifications for the job.

How to choose the right resume-screening tool for your organization

• Make sure it has all the essential features, such as resume parsing, keyword matching, applicant tracking system (ATS) integration, etc
• Look for a tool that is user-friendly and easy to use for both recruiters and candidates. The tool should have a clear interface and easy navigation and should integrate with other recruitment tools
• Consider the accuracy of the tool in analyzing and interpreting resumes. For better assurance, opt for free trials of different tools and choose the most accurate one

3. Video interviewing platform

Video interviewing platforms have become increasingly popular in recent years because they offer several advantages over traditional in-person interviews or phone interviews. 

Particularly in remote hiring scenarios, these platforms have allowed recruiters to evaluate candidates from anywhere in the world without the need for in-person meetings.

Here are some reasons why you might need a video interviewing platform:

• Video interviews can be conducted from anywhere without the need for travel, saving time and money for both the interviewer and the interviewee
• Recruiters can screen more candidates in less time, which speeds up the hiring process
• Candidates appreciate the convenience and flexibility of video interviews, which can be scheduled at a time that works for them, without the need for time off work or travel
• Video interviewing platforms often offer tools such as recorded interviews, analytics, and assessment features, which enable recruiters to better evaluate candidates based on their answers, body language, and overall performance

How to choose the right tool for your organization

• Look for a platform that offers the features you need, such as live video interviews, recorded interviews, analytics, and candidate assessments
• Consider whether the platform integrates with your existing HR software or applicant tracking system, as this can help streamline the hiring process
• Consider the platform’s accessibility, speed, and reliability, as well as the quality of video and audio
• Ensure that the platform adheres to strict security standards and data privacy regulations, such as GDPR or CCPA, to protect sensitive candidate information

4. Applicant tracking system (ATS)

Going through hundreds (often thousands) of applications every time you need to fill up a position can be very exhausting. An ATS provides you with a central database to store all your candidate data and source candidates as and when needed. 

Here’s how an ATS typically automates the hiring workflow:

• Posting job openings on multiple job boards and social media platforms
• Collecting and organizing resumes and applications from various sources, including email, online forms, and social media platforms
• Screening and filtering resumes using predefined criteria and keywords
• Scheduling interviews and sending reminders to candidates and recruiters
• Evaluating candidate qualifications and skills using assessment tools and ranking them based on predetermined criteria
• Generating reports and analytics to monitor recruitment metrics such as time-to-hire, cost-per-hire, and source of hire
• Integrating with other HR systems, such as payroll and performance management

Selecting the best ATS for your company

• Define your recruitment process and requirements—the number of rounds, the hiring structure, the communication process, the interview process, etc. This will help you identify the features and functionality you need in an ATS
• Consider the number of positions you need to fill and how often you hire. For example, if you’re continuously recruiting candidates for your organization, you’re definitely going to need a different ATS than those hiring once or twice a year
• If you have specific hiring requirements, then it’s better to choose an ATS with a custom pricing plan that meets your specific needs
• Depending on the size of your company and your hiring needs, determine if you need your ATS to have the analytics functionality. It’s essential to track different hiring parameters, such as clicks on your job applications, the effectiveness of your pre-screening tests, etc

5. Digital onboarding tool

Employee onboarding is an essential part of the hiring process. It helps new employees adjust to their new workplace, understand their job responsibilities, and learn about the company’s culture, values, and expectations.

Moreover, it helps you get in their good books and reduce your employee turnover rate. The best way forward is to automate the onboarding process, where you can reduce the paperwork you need to welcome new employees, reduce the risk of human error and focus on other high-priority tasks. 

How to choose the right onboarding tool

• Look for an employee onboarding tool that allows you to customize the onboarding process to meet your specific needs. The tool should allow you to add your company’s branding and messaging, as well as any necessary forms or documents
• Create a solid employee onboarding program that helps you target a specific hiring problem and choose an onboarding solution that solves that problem. For example, if you want to save time in the hiring process and automate repetitive tasks, airSlate has an employee onboarding flow template that helps collect and pre-fill new employee information seamlessly from a CRM
• Choose an onboarding tool provider that offers comprehensive training and support. The provider should have a help center or knowledge base, as well as phone and email support, to help you quickly resolve any issues or questions

Make your hiring process efficient with automation tools

Automating the hiring process can significantly improve the efficiency of HR operations. With the right HR solutions, organizations can streamline recruitment processes, reduce costs, and enhance the candidate experience.

Assess your needs, find tools that serve the exact requirements, try out different tools, and compare the functionalities to select the best tool for your organization.

The post 5 HR solutions to automate the hiring process in 2023 appeared first on airSlate Blog | Business automation.

When is the task supposed to be completed?

I sent you a direct message via chat, did you read it?

Can you share that document for editing with me?

If you’re leading a project team or are a part of it, there are good chances you’ve heard these queries umpteenth times in your organization. 

You don’t need to be a rocket scientist to understand that managing workflow processes manually over email usually wastes loads of time and can be a strain in your employees’ energy. 

There is ambiguity over the current status of tasks and projects and what needs to be done next. 

The lack of collaboration over certain things amongst team members and different departments can fuel mistrust and lower both employee morale and productivity. 

That said, no organization would want its valuable resources wasted because of inefficient workflow processes. That’s where using top-rated workflow management apps can prove to be a masterstroke. 

Want to know how your organization can benefit from using workflow management software? Read on to learn more about it.

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• Workflow optimization

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What your organization stands to gain through workflow management apps

“The global workflow management system market size was valued at USD 4.8 billion in 2018 and is anticipated to witness a CAGR of 27.7% from 2019 to 2025.”

Switching workflow processes from manual to automated results in various benefits for organizations. Let’s take a look at them.

• Automation of workflows helps organizations get more done in less time
• Significant reduction in human error, which regularly occurs in manual operations
• Enhanced collaboration across departments as users can easily share documents, files, and images with a single click 
• Increased productivity and enhanced accountability at work as everyone knows what to do and by when
• Eliminates task redundancy on intra-departmental processes
• A cloud-based workflow management system delivers reliable access to crucial files and documents across multiple devices
• Using workflow automation makes remote work more efficient.

Six of the best workflow management apps to consider in 2023

Workflow management apps direct the flow of a project right from its initiation till its completion and delivery. A good workflow management tool ensures that the project’s tasks flow through workflow stages to get desired results. 

The market is flooded with many workflow management tools. It can be overwhelming to pick the best tool when every other one labels itself as the industry’s best. 

However, we’ve conducted extensive research on many workflow management tools that offer powerful features for automating work processes to bring more accuracy and efficiency to your workflow. 

Here is the list of the top six workflow management tools teams must consider for better collaboration in 2023.

1. airSlate

airSlate is the first and only complete no-code document workflow automation platform. It is an all-in-one solution that integrates eSignatures, no-code robotic process automation, contract negotiation, document generation, and web forms. You can configure, automate, and integrate any business process without writing a single line of code. With everything you need to swiftly configure your business process, including web forms, eSignature workflows, and robotic process automation, airSlate is the perfect solution.

It allows you to create and automate workflows of any complexity online. Individuals can set up steps, automate manual tasks, and integrate with and across their CRMs and databases using airSlate. airSlate makes it super easy for teams to design and visualize any document workflow with the intuitive drag-and-drop Flow Creator, allowing for sequential or parallel conditional routing. 

Key features:

• Contract Management
• Document Generation
• Contract Negotiation
• Robotic Process Automation
• Electronic Signature
• Web Forms
• Workflow Automation
• PDF Editing
• Analytics
• Drag-and-drop Flow Creator

G2/Capterra Ratings: 

G2: 4.5/5 Stars

Capterra: 5/5 Stars

Pricing: The Business Cloud plan, packed with all powerful features, starts from $50 per Creator/month for a minimum of 5 users.

Available On: Windows, iOS, Android

Buy It For: Robust workflow automation and management features, ease of use and customization, and multiple integrations with third-party business apps.

2. ProofHub

ProofHub is a top-rated team collaboration and project management app that simplifies and automates workflow processes for teams of any size and industry. ProofHub has powerful features in a single centralized location that help team managers and their teams to have greater control over their workflow process. 

This flexible workflow software solution has features like Group Chat, Discussions, Kanban Board, Gantt Charts, Task Management, Time Tracking, Project Scheduling Calendar, and much more to simplify complex tasks and keep a check on the project’s progress at every stage. 

Also, the simple, fixed pricing plans of ProofHub make it one of the most pocket-friendly workflow management solutions for small and growing teams. You can quickly expand your team without having to worry about bearing the cost of hefty “per-user” pricing plans. 

Key features: 

• Task management 
• Kanban boards
• Gantt chart
• Discussions
• One-on-one and Group chat
• Online proofing
• Timesheets
• File management 
• Notes
• Custom reports

G2/Capterra Ratings: 

G2: 4.5/5 Stars

Capterra: 4.4/5 Stars

Pricing: The Ultimate Control plan, packed with all powerful features, is priced at $89 per month, billed annually.

Available On: Windows, iOS, Android

Buy It For: Minimal learning curve, intuitive interface, powerful features under one roof, fixed pricing plans.

3. Shift

Are you tired of switching between accounts and logging in and out? If yes, then Shift is the workflow management app for you. Shift is a desktop application for streamlining your accounts, apps, and workflows. Seamless in its design, you can manage all your essential apps in a single location. 

Shift enables users to connect all of their email accounts, favorite web apps, and tools for easy management. Quickly move between your multiple business and personal accounts, and focus on specific tasks without needing to open a browser window and get distracted.  

Key features:  

• Unlimited accounts (Gmail, G Suite, Outlook, Office 365)
• Unlimited App accounts
• Cross-platform support
• Desktop notifications
• Notifications muting
• Unified inbox
• Filters
• Task Management 

G2/Capterra Ratings: 

G2: 3.9/5 Stars

Capterra: 4.4/5 Stars

Pricing: A Free basic plan is available. The Paid plan starts from $99.99 per year.

Available On: Windows, Mac, Linux

Buy It For: Unifying your multiple email accounts.

4. Nifty PM

Nifty PM is a workflow collaboration tool that enables project managers and their teams to manage projects, tasks, and communication in a single centralized location. Nifty PM keeps project teams aligned to project goals and organizational objectives, speeds up project cycles, and automates progress reporting. 

This remote collaboration hub is designed to meet the workflow management requirements of businesses of varied types and sizes, offering them all the benefits otherwise found in a powerful project management tool and some more.

Project managers using Nifty PM can easily share files, manage documents, control access, create thread discussions, and improve team collaboration. The intuitive software solution enables teams to visualize milestones, and task progress, set dependencies of team members, and streamline workflows across processes. 

Key features:

• Milestones (Gantt Chart)
• Discussions
• Tasks
• Docs and Files
• Reporting
• Time Tracking
• Project Home
• Project Portfolio

Capterra/G2 Ratings: 

Capterra: 4.8/5 Stars 

G2: 4.7/5 Stars

Pricing: The Paid plan starts from $39 per month for up to 10 team members, billed annually.

Available On: Mac, Windows, iOS, Android

Buy It For: Streamlining, centralizing, and modernizing work operations.

5. beSlick

beSlick is a workflow management software that provides businesses with a centralized platform where they can create, implement, and manage organizational workflow processes. With a built-in powerful template builder, beSlick enables you to create & share easy-to-follow workflow templates, which detail every bit of information that teams need to know. 

The workflow management software solution ensures that everyone in the team performs assigned tasks in line with the standardized processes. With beSlick, every team member can easily access the information and share a unified view of all their processes, further accelerating and simplifying complex processes like employee onboarding.

Key features: 

• Powerful template builder
• A single dashboard for all task progress
• Integration and Automation with over 2,000 applications
• Process Reporting
• Audit trails
• Commenting and feedback

Capterra/G2 Ratings: 

Capterra: 4.6/5 Stars

G2: 4.8/5 Stars

Pricing: The Paid plan starts from $6 per user/month.

Available On: Windows, iOS, Android

Buy It For: Useful workflow progress reports, built-in process improvement capabilities, and easy management of simple and complex workflows.

6. ProWorkflow

ProWorkflow is a top-rated project, task, and workflow management software. ProWorkflow focuses on project visibility and control to allow users to collaborate seamlessly with their other team members. Its features and tools are scalable and designed to meet the varying requirements of freelancers and small, medium-sized, and large enterprises.

The workflow management solution lets you track Gantt chart tasks, Kanban boards, files, documents, time, quotes, and invoices. The built-in project management dashboard displays the graphical summary of ongoing tasks and projects. 

The collaborative feature makes it a breeze for multiple members to work simultaneously and stay on the same page. The messaging app unifies team communication through chat, notifications, and sharing documents.

Key features:

• Project management
• Workflow management
• Resource management
• Timesheets entry
• Invoices manager
• Quotes manager
• File sharing
• Data security
• Gantt style timeline

Capterra/G2 Ratings:

Capterra: 4.5/5 Stars

G2: NA

Pricing: The Paid plan starts from $20 per user/month.

Available On: Windows, iOS, Android

Buy It For: Easy-to-use tools and functionalities, managing projects and tasks efficiently

7. Kahootz

Kahootz is a top-rated cloud collaboration platform and workflow management software designed to streamline and automate processes for teams of any size and industry. Experience powerful features in a single centralized platform, enabling team managers and members to gain better control over their workflow process.

This versatile software solution boasts features like Secure File Sharing, Document Collaboration, Task Management, Shared Calendars, Dashboards, Online Surveys, Customizable Databases, and much more, to simplify complex tasks and monitor your project’s progress at every stage.

Additionally, Kahootz’s straightforward pricing plans make it one of the most budget-friendly workflow management solutions for small and growing teams. Expand your team effortlessly without the burden of costly “per-user” pricing plans.

Key features:

• Secure File Sharing
• Document Collaboration
• Task Management
• Shared Calendars
• Dashboards
• Online Surveys
• Customizable Databases
• Accredited Security
• End-to-End Encryption

G2/Capterra Ratings:

G2: 4.4/5 Stars

Capterra: 4.8/5 Stars

Pricing: Kahootz offers a starter plan at £5.5 per user per month, with Enterprise-level plans starting at £10.5 per user per month. All plans include a 30-day free trial.

Available On: Browser Version

Buy It For: Easy deployment, user-friendly interface, powerful features in one platform, and flexible pricing plans.

Wrapping It Up

When it comes to choosing the best workflow management software solution, we can conclude that the best pick is the one that comes packed with a set of powerful features at an affordable price. 

Remember that the chosen software should offer automation for managing and tracking the business process. It should be adaptive and allow you to control and improve business operations.

After going through six of the best workflow management software listed above, you’ll be able to easily choose the one that suits your team’s needs as well as the organizational workflow processes.

Originally published in October 2022, updated in April 2023 for accuracy and comprehensiveness

The post Top 6+ workflow management tools for better collaboration in 2023 appeared first on airSlate Blog | Business automation.

While we recognize and embrace our external differences, it is also important to remember that humans come in just as many unique varieties on the inside as they do on the outside.  

Could a diverse set of brains in your workforce be the secret ingredient to gaining a competitive edge?

What is neurodiversity?

What if we thought of neurodevelopmental differences or learning disabilities as strengths, instead of weaknesses?

This was the challenge posed to us by the sociologist Judy Singer when she coined the term “neurodiversity” in the late 90’s to describe dyslexia, ADHD, autism, dyspraxia, and other types of brain differences.

Being on the spectrum herself, Singer created this language in hopes of shifting the stigma around these conditions as a “problem to be cured” into a discourse about the benefits of embracing all unique brains, communication styles, and world views. 

“It took all my energy to look someone in the eye. If I am looking at you, that’s the one time I know I won’t be listening to you….My nature is not to have friends. I’m happy in my own head.”

— Michael Burry

This is a quote from Michael Burry who is now infamous for his prediction of the market crash of 2008, earning him a net worth of about $300 million. 

Michael Burry also has autism. For anyone who knows Burry’s story, his brain is an obvious super power. His different perspective gives him a competitive advantage. This is the kind of fresh viewpoint that can help your team look at things from new angles, or even predict hidden opportunities (or potential catastrophe). 

Individuals with neurodivergence such as aspergers or autism can be successful, high functioning employees. But this segment of the population still continues to be underemployed, sometimes due to exhibiting behavior that might be seen as eccentric such as difficulty making eye contact.

Social anxiety is another brain trait that might cause one to appear more standoff-ish, but correlates with important interpersonal skills such as high intelligence and empathy. 

Autism is not the only hidden neuro difference that could strengthen your workforce. A worker with Attention-Deficit / Hyperactivity Disorder (ADHD) may be penalized for having a different organizational style, or lacking punctuality. 

But, people with ADHD also bring a lot to the table, including natural crisis management skills, the ability to derive patterns from chaos, intuitive empathy, creativity, persistence, resourcefulness, and the ability to hyperfocus on a task for hours on end. 

Or perhaps you have encountered a coworker that seems to struggle with perfect spelling, understanding idioms, pronouncing words correctly, or reading aloud. These signs all point to dyslexia. But the dyslexic brain is also wonderful at pattern recognition, big picture thinking, and problem solving.

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Why “culture fit” breeds blind spots

As we strive to build a future of work that is equitable for all, that means focusing on creating a culture and work environment that can accommodate all sorts of brains and personality types. 

Unfortunately, people with differently abled brains often go overlooked as candidates because they may lack neurotypical traits. These people face a subtle but pervasive type of discrimination that is all too familiar: the idea of “culture fit”. 

“Our hiring approach gives everyone on the team veto power. The idea is to hire a someone you would enjoy spending a weekend with,”

— Anonymous startup founder

This anonymous quote from a startup founder highlights the well intentioned, but potentially problematic, idea of hiring for “culture fit”. 

“Culture fit” is a term that can enable a company to forgo a candidate with little justification, aside from likability. It encourages the hiring process to become a popularity contest, as opposed to a thorough, rational assessment of skills and capabilities.  

Instead of building a diverse set of workers who can bring different perspectives to the table, hiring for culture fit may unintentionally encourage an intrinsic monoculture of “yes people” who are bound to agree on everything. 

This is the opposite of building an environment where innovation is able to thrive and flourish, and blindspots are quickly recognized. 

The virtual renaissance of workforce inclusivity 

But there is a silver lining in all of this. As devastating as the events of 2020 were, it did spur a sort of golden age of virtual recruiting and remote work.

An entirely new landscape of opportunity has opened up for those who might otherwise have been etched out of the workforce due to physical or mental differences. 

Underrepresented groups such as women, people of color, and neurodiverse individuals found the interview experience to be less anxiety-inducing, easier to balance, and more accessible when compared to meeting with prospective employers in person. 

This new virtual world is also more inclusive for those with physical disabilities or health issues that might prevent them from easily attending interviews or work in person. 

These groups were able to conduct interviews with less emphasis placed on physical appearance or personality, bringing the focus to their skills and capabilities instead. 

According to the New York Times, students with physical disabilities also found the remote offerings from colleges and universities during the pandemic to be a “lifeline” that in some cases caused them to thrive in their studies. 

As exciting as this news is, we can’t forget that building a world that is truly equitable for all is a team effort. 

Here’s how you can start:

How to foster neurodiversity in your workforce

1. Communicate your goals and the benefits to key stakeholders and teams

Sometimes eliminating bias can be as simple as shining a light on it with education and understanding. Consider training not only for those who are neurodivergent, but also for managers who can better support a neurodiverse workforce with the proper knowledge and tool kit.

2. Create a safe environment for open conversations

Strive to foster an environment where employees feel comfortable being their authentic selves, and are allowed to celebrate the separate identities which combine to make us who we are: gender, sexual orientation, ethnicity, experiences, and more. 

Employee Communities (Employee Resource Groups, or ERGs) are designed to encourage support and foster connections through internal networks. 

An employee community centered around mental health or certain types of neurodiversity may provide the support these employees need to be more comfortable with their special abilities. This can also provide a source of mentorship or advice from others who have had similar experiences.

3. Be flexible and accommodating with your working conditions

Workplaces that encourage constant social interaction or insist on micromanaging employee behavior are often the opposite of an effective work environment, especially for neurodivergent individuals. 

People with social anxiety or who identify as on the spectrum are more likely to thrive in a virtual, at-home setting. At the very least, accommodations such as noise-canceling headphones, privacy rooms, or flexible work schedules can help your employees stay at their most productive. 

4. Rethink your hiring practices

Don’t let a potentially fantastic candidate slip through your fingers due to a blind spot. Avoid hiring on “gut” instinct, which can quickly turn into a popularity contest. Instead, create a structured interview with an objective and measurable assessment system. Base your decision on job competence instead of bravado. 

Because neurodiverse traits vary by gender and individual, many people often aren’t diagnosed until later in life. That means resumes don’t tell the whole story. Many exceptional neurodivergent people have to be self taught because of an education system that wasn’t yet able to accommodate their special needs. 

5. Use automation

Building systems and safety nets with automation can ensure every individual’s hidden genius is allowed to arrive and thrive at work. 

For example, when an individual with ADHD is able to outsource stressful or mundane tasks, this frees up their mind to focus and flourish. Outsourcing excessive busywork with automation can increase your team’s mental bandwidth and reduce room for error. 

Instead of being caught up in the grind of detailed daily minutiae, a neurodivergent individual can excel at flexing their inventive imagination, or zooming out to observe a new angle. 

At the end of the day, technology is not meant to replace humans. It exists to work for us, so we can do what we’re meant to: bring our own unique brilliance and talents to the table. 

Our differences are what make each of us powerful – each in our own way. That is why understanding and embracing neurodiversity can benefit everyone. 

The post How to create a more inclusive hiring and work environment for neurodiversity appeared first on airSlate Blog | Business automation.

But the hard truth is that the pandemic has caused a seismic shift in the way we live and especially in the way we work. 

One lasting way the workforce has been impacted is in an employee’s capacity (or lack thereof) to deal with change. 

Under typical circumstances, change can be difficult. Normally, as humans, we have a built-in reservoir – known as surge capacity – that allows us to deal with short-term change. Because we are dealing with sustained, long-term change, our reservoirs are depleted.

As a result, we are collectively dealing with a concept known as change fatigue. Across organizations of all sizes, employees are feeling increasingly resistant to any company-wide changes. 

In fact, a survey conducted by Capterra last year found that 71% of employees feel overwhelmed by the amount of change at their job.

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With a potential recession looming, employees facing the very real threat of losing their jobs, and an ongoing health crisis, employers cannot afford to ignore the consequences of change fatigue. 

Employee burnout, turnover, and dissatisfaction will continue to increase as organizations continue to make changes. So, is there anything that managers and leaders can do to combat the effects of change fatigue and nurture their employees?

Yes, there is. And the time to act is now.

The 2022 Capterra study also found that 83% of people feel their employers are not doing enough to address change fatigue, which tells us there’s plenty of room for improvement.

Put employees first, always

In this tumultuous time, our human nature is to crave connection and stability. We must take a somewhat psychological approach to all of our interactions, and this is especially true in the workplace. 

Managers must focus not just on their team- and company-wide goals, but also on the people who sit on their team and their individual needs. 

Here are effective ways to be efficient and considerate leaders:

1. Tone down uncertainty where you can

Even the most emotionally stable people have become familiar with a sense of anxiety over the last few years. Change can and will happen rapidly and unexpectedly. We know that now. 

As a manager, you have the opportunity to be a calm and steady leader. The best way to do this is by practicing transparency. As much as possible, be honest with your team and let them know what’s coming up. 

Yes, sometimes this means having uncomfortable, difficult conversations. If lay-offs are imminent, don’t let your valued employees be caught off guard. Be as detailed as possible about what’s coming in the near future. 

If changes are being made to the team – a new manager taking over, a shuffling of roles and responsibilities – communicate this clearly and explain the reason behind the change.

Doing this is a win for everyone’s mental health – it allows your team to turn off their high alert switch. They can take a deep breath, unclench their fists, and relax a bit knowing what to expect.  

2. Show employees they are being invested in

The goal here is to build trust. With a strong sense of trust, there’s room for higher job satisfaction, more loyalty, and increased productivity. 

More than ever, employees want to feel valued and like their role is integral to the success of the company, as opposed to being a disposable cog in the wheel. Because of the pandemic, people are becoming highly selective about who and how they choose to spend their time, and their career is no exception. If an employee is investing their time in you, they want reciprocity. 

What can you do to show that you want your team members around for the long haul? 

• Invest in their career growth; offer training and learning opportunities that’ll help them advance (note that employers should also be investing in their managers and teaching them how to lead through this time)
• Make it easy for your teammates to get the mental health breaks they need – consider perks that align with this such as memberships to a meditation app, yoga classes, flexible hours, and plenty of time off
• Be an advocate for the democratization of technology – adopt tools that your team members can easily implement and empower them to automate routine tasks and spend more time on the work they love 

3. Foster team connection

Especially in a remote environment, employees are feeling less personally connected to their colleagues. With little time for watercooler chats or social activities, employees are less likely to feel a bond with one another. 

Combat this by scheduling regular team breaks. Here are some ideas:

• Meet for 30 minutes a week to have coffee and chat – no work talk allowed 
• Host a trivia night, cooking class, exercise break, or happy hour 
• Start a book club or other common interest group 
• Use Slack or other messenger app to share photos of pets or kids, tell jokes, or swap memes
• Make sure marginalized groups feel seen and heard by encouraging them to meet in a safe space and trade ideas on how to move through the obstacles they commonly face 
• Consider hosting a team-wide diversity and inclusion training where everyone can take part in the mission to create a more equitable workplace 

4. Make yourself available

Whether part of an official HR strategy or a personal decision, make sure your team members have access to you. Schedule time in your calendar for office hours on a weekly or even daily basis and offer your support to any of your team members who may be struggling.

This is a time for you to lead with empathy, really listen to what your team needs, and create a path towards progress. Be an advocate by collecting feedback and presenting it to executive leadership.  Organizations cannot expect to succeed if their people are feeling overwhelmed and burnt out. 

Learn how the airSlate suite of automation tools can combat change fatigue and get your team back on a productive, high-morale track.

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Quiet hiring refers to recruiting short-term contractors externally or reassigning existing employees to different positions within the organization, with them mastering new skills and taking on additional responsibilities to address pressing business needs.

According to Emily Rose McRae, Senior Director of Research at Gartner, quiet hiring is nothing new. Still, more businesses will resort to it this year due to the ongoing talent shortage and fears of a potential recession.

A recent airSlate research report explores how workflow automation tools help employees adopt new skills at a rapid pace, thus making it easier for HR teams to build and manage agile, productive teams, aiding in the quiet hiring process. 

So, what are the benefits of quiet hiring for employers and employees? And how can organizations harness this HR trend in 2023? 

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What are the pros and cons of quiet hiring? 

As suggested by a Monster survey, 80% of employees previously faced quiet hiring in the form of being reassigned to another role within their company. Half of the respondents admitted that the role didn’t align with their skill set. Despite that, 63% don’t oppose quiet hiring, seeing it as an opportunity to upskill or reskill. 

At first glance, it seems like businesses stand to benefit from quiet hiring more than employees do, but that isn’t exactly true. If done right, employees can benefit from it by getting a pay increase or promotion. Let’s take a look at the pros and cons of quiet hiring for all parties involved:

The pros of quiet hiring for business:

• Cost-efficiency. Bridging the skills gap without hiring additional full-time employees allows organizations to avoid excessive financial strain.
  
• Flexibility. Organizations can quickly deploy internal talent against high-priority business areas. When it’s impossible to find the necessary talent in-house, organizations can turn to hiring contractors or gig workers.
  
• Improved employee engagement. Reskilling and/or upskilling initiatives can increase employee retention, engagement, and productivity. Google has been using quiet hiring for a while to identify employees outperforming their positions on the organization chart, allowing them to source and secure the best talent.

The pros of quiet hiring for employees:

• Pay raise or other bonuses. In most organizations, additional responsibilities or roles entail a payment increase. Other benefits, such as bonuses, flexible hours, or additional time off can be negotiated if a raise is not an option.
  
• Expanded skill set. Organizations provide training and support to help their internal talent feel at ease in their new roles or projects. For instance, adopting new technology and expanding employees’ digital skill sets helps foster a citizen development culture. 
  
• Possible future promotion. Moving to another position and/or project facilitates networking with colleagues in different departments. Excelling in a job function that is a step up can be used to negotiate a future promotion.

The cons of quiet hiring

A planned or periodic talent rotation is a common practice for organizations to fill in gaps. Unplanned talent rotation as a part of the quiet hiring strategy can lead to confusion among the workforce. 

Here are some of the cons of quiet hiring that both organizations and employees should consider:

• It must be a temporary solution. Organizations rotating talent internally should not consider it a long-term solution to their hiring issues. Employees temporarily reassigned to another role are likely to refocus, hence neglecting the initial position they were assigned to.  
  
• Employee burnout. Organizations that use talent rotation as a part of quiet hiring risk facing employee burnout and loss of efficiency in the workplace. That is why it is essential to track the extra workload taken by the employees and ensure that they don’t feel burnt out, demotivated, or taken advantage of.

How to make quiet hiring work

According to Gartner, transparency and communication can help big time in making quiet hiring work. Organizations must set expectations by explaining what the change will mean and why it’s happening to their employees. At the same time, leadership must be proactive in upskilling their teams, ensuring they’re equipped with all the skills required for a new role or project.

Following these tips will help organizations manage their workforce as well as eliminate potential risks associated with quiet hiring:

1. Make your employees feel valued. Stress how their individual performance contributes to business success. Assigning an employee to another role or project without a proper introduction could result in their resignation.

2. Provide a clear explanation of why change is necessary. Clear and transparent communication can not only boost employee morale but also contribute to building loyalty and trust.

3. Offer reasons for change. Offering reasons for change and explaining how it benefits an employee personally will provide clarity.

4. Explain potential new opportunities. Make sure employees understand new opportunities quiet hiring could offer them. This way, they’ll be willing to take on new roles within the organization and master new skills needed for growth.

5. Provide employee benefits. Career development, pay increases, and other benefits will motivate employees to make the change.

6. Let them know it’s a joint effort rather than an individual or team-based decision. 

The bottom line

Quiet hiring can be an invaluable tool to help organizations address short-term needs fast while achieving maximum productivity from their in-house talent pool. Understanding how quiet hiring works and developing an effective strategy can help organizations bring in new skills and maintain a competitive advantage in the future. 

The post Quiet hiring: How to harness talent to build an agile workforce appeared first on airSlate Blog | Business automation.