Automation Archives - Page 2 of 3

How AI is Changing the Game for Recruiting

Even though it may seem like something out of a science fiction movie, AI or artificial intelligence is now here to stay. While often depicted as scary in contemporary films and TV, AI has proven to be extremely helpful to the recruiting and staffing industry due to an increasing demand for human capital paired with a diminishing supply of experienced and talented people within the labor pool.

Although it is still in its infancy, it has made inroads in many industries, but perhaps none more profoundly than in recruiting and staffing. AI for recruiting is the application of artificial intelligence to the talent acquisition process, and is designed to streamline or automate some part of the recruiting workflow, especially repetitive, high-volume tasks. According to a recent IDC report, in 2 years time 77% of HR organizations will be using AI for talent acquisition. While 56% currently use AI for this purpose. Let’s take an in depth look at all the ways AI is changing the game for recruiting.

AI FOR RECRUITING: SOURCING CANDIDATES

One of the most time-consuming and mind numbing parts of a recruiters job is manually going through loads of resumes looking for the appropriate candidates. Nearly half of recruiters say they spend close to 30 hours a week on sourcing alone. Instead of overtaxing recruiters, AI is making it possible to automatically narrow down the best people based on experience, skills, tenure and other qualities by applying this knowledge to automatically rank, grade, and shortlist the strongest candidates. Intelligent screening software that automates resume screening represents a huge opportunity for recruiters because it integrates with your existing ATS. This means it doesn’t disrupt your workflow or the candidate workflow and requires little IT support, not to mention it accelerates the hiring process.

BETTER ENGAGEMENT WITH CANDIDATES

Anyone that has ever gone through a number of interviews with a variety of companies can tell you that the process can sometimes feel dehumanizing. Ironically, it’s because many times humans, in this case recruiters and HR professionals, let emails, phone calls, and inquiries go unanswered due to the sheer amount of work they have on their plate. The result is that otherwise talented candidates that may be a good fit will slip through the cracks because they feel disillusioned with the hiring process of that organization. This is where AI can be especially effective because it can automatically respond and reach out to candidates with more info and even with full on conversations. Even though candidates know that there may not be a human behind this interaction, at least the organization is keeping them updated and answering any questions they have in a timely manner. Additionally, AI and automation can provide assessment testing and scoring without human intervention to create more efficiency in the hiring process by qualifying candidates quicker.

REMOVING BIAS FROM THE HIRING PROCESS

Unfortunately we all have biases. We tend to pre-judge people based on incomplete information and while most of these biases are not borne of malice, they are nonetheless harmful. Additionally, these biases often lead to bad hiring decisions that can negatively impact a company’s culture. Since AI isn’t warped by human biases, the outcomes it produces have less to do with race, gender, disability, or sexual orientation and more on skill and competency. This technology helps standardize the hiring process which ultimately results in more inclusive workplaces which have been shown to improve a company’s bottom line.

REDUCTION OF HIRING TIMES

In order to thrive, companies need to fill openings within their organization in a timely fashion. The reasons for this are keeping positions open can overburden existing staff, draining their morale and lowering productivity. Perhaps the most important benefit that AI offers is how much it reduces the hiring lifecycle. By automating the most repetitive and time-consuming parts of the hiring process, recruiters and HR professionals are able to find candidates, move them through the hiring pipeline, and onboard them quicker. The best part is that this technology can be integrated into existing recruiting processes without disruption.

DOING MORE WITH LESS

No matter what industry you’re in, executives are always looking for ways to cut costs while improving efficiency. Recruiting is no different in this regard, but luckily AI accomplishes the “do more with less” credo. This technology frees recruiters from menial tasks in a way never before seen, allowing them to forge more deep and meaningful relationships with candidates. This increased time spent with candidates allows HR staff and recruiters to go beyond just skills and achievements to see if a candidate would be a fit with company culture and to better assess their soft skills.

AI FOR RECRUITING: IN CONCLUSION

The bottom line is that AI has made recruitment faster, better and more fair. It’s by no means meant to replace humans in the hiring process, but rather to augment their skills and make them more potent by eliminating tasks that are menial and time consuming. Strangely, AI actually helps humanize the hiring process by improving workflows, improving engagement, and allowing everyone involved to feel more appreciated and allowing recruiters to spend more time getting to know the candidates they are looking to hire.

Medical Staffing Solutions: How to Find and Keep Nurses

Our most essential care giving institutions are under siege amidst a nursing staffing shortage that has now taken center stage. The COVID-19 pandemic has uncovered a long known issue amongst medical professionals and amplified it into the public sphere. Nearly two years of caring for critically sick patients who can’t have family or other loved ones by their side and are repeatedly facing death has made an already difficult job even more difficult. This has caused burnout to skyrocket, forcing many nurses and other health-care workers to quit. This has added to the stress of those who remain, because they are frequently forced to work longer hours under more difficult conditions while caring for even more patients. This unfortunate cocktail of less nurses for a greater number of sick people has resulted in worse outcomes for patients. It is crucial for medical institutions to solve these nursing staffing issues to lower mortality rates, shorten patient stays, and improve overall care.

Some statistics from Nursing Solutions Inc.(NSI) :

Hospitals are experiencing a higher registered nurse (RN) vacancy rate. Currently, this stands at 9.9%, up another point from last year. Less than a quarter (23.9%) of hospitals reported a RN vacancy rate of “less than 5%”.
An overwhelming majority (94.8%) of hospitals view retention as a “key strategic imperative” and to a lesser degree, is evident in operational practice/planning. Almost all hospitals have retention initiatives (80.7%) however, only half (51.4%) have tied these to a measurable goal.
In 2019, less than a quarter (23.7%) of hospitals reported a vacancy rate greater than 10%. Today, over a third (35.8%) are in this group.

So how does the medical establishment solve the problem of finding and keeping nurses?

Medical Staffing Solutions

Strategic Engagement in the Hiring Process

In a competitive nurse staffing market, it’s more important than ever for hospitals and clinics to be both more strategic and engaged during the hiring process. As with any sector, the first impression of an organization is usually formed during the hiring process;It’s critical to create a hiring plan that is helpful, thorough, and transparent. You could accomplish this by taking the following steps:

Write a complete and accurate job description that reflects your organization’s mission and the role to be filled
Communicate frequently and keep candidates updated on the status of their application and establish clear timelines
Perform a comprehensive review of each candidate’s application.
Read reviews from employees and candidates to gather feedback about your hiring process
Allow for peer interviews by other nurses – this creates cultural buy-in from existing current employees as they are a great barometer of how someone will fit into the existing team
Utilize staffing technology platforms that can automate some of the more menial tasks in the hiring process to allow for medical HR staff to both key in on all the appropriate candidates and more easily manage the hiring pipeline

Reward Hard Work and Performance

It doesn’t matter the job or industry, people appreciate being recognized for a job well done. Properly recognizing employees for good work can help them feel like they are a valuable part of the organization, boost their confidence, and motivate them to stay loyal to the company. Create unique ways beyond verbal praise to demonstrate to the nursing staff that their work is valued and appreciated on a regular basis.

Establish a rewards program could include the ability for coworkers to nominate one another
A mention in the company newsletter
Gift cards
Paid for group outings
Paid staff lunches

Collect and Deploy Feedback

Many times medical organizations suffer from a management structure that only allows for communication to go in one direction –top-down. Unfortunately, this results in nurses not feeling heard in regards to the challenges they face in their jobs.

Not only does not having a voice in the workplace lead to lowered morale among staff, but it robs the hospital or clinic of crucial intel from their most essential front line care workers. In this way, the harm of not accepting and deploying feedback is two fold. It creates resentment amongst nursing staff, and robs the institution from learning crucial information and optimizing processes that could cut costs, improve productivity, and enhance care.

Promote Professional Development

Everyone within an organization likes to feel like they can improve their skills and their standing within their chosen job. The nursing profession is no different in this regard. The first part of professional development is being transparent about a career track whereby nurses can increase their pay, position, and improve their skills. These types of professional development programs can boost nurses’ confidence and create loyalty to their current organization. This means creating training programs in the form of webinars or workshops to support nurses’ desire to advance and gain skills that will help them provide exceptional patient care. Also, sending your nursing staff to conferences where they can network with other professionals and learn about new nursing topics and trends. When nurses feel like their workplace invests in their development, they are far more likely to stick around. In a modeling study, conducted with several colleagues at the University of Virginia, it was determined that hospitals that invest in burnout reduction programs — everything from safe staffing to well-being initiatives to meaningful raises and bonuses and clear lines for professional mobility — spend about 30% less on burnout-related costs. And new nurses who work at such burnout-savvy hospitals tend to stay at their jobs about 20% longer.

Provide Competitive Compensation

This may be an obvious and straightforward point, but organizations need to pay on par or better than their competition to hire and retain nurses and stay adequately staffed. Currently, we find ourselves in a situation where nurses have more leverage than ever before in regards to their career. Quite frankly, supply is low and demand is high. This means employers need to provide a competitive salary, a sign-on bonus, and an enticing compensation package that may include extra paid time off, tuition reimbursement, and other benefits. Although your present employees may appreciate working at your location, it’s critical to pay annual salaries that are competitive with those offered by others in your industry. If salary is a major deciding factor for an employee, and they’re a nurse who contributes significantly to the organization, you might be able to keep them by providing them more lucrative compensation.

TAKE STEPS TO RELIEVE BURNOUT

In nursing, a paradigm change from crisis intervention to mental health promotion and prevention is critical. For years, healthcare executives failed to adequately address high rates of burnout (emotional weariness, depersonalization, job alienation, and a sense of ineffectiveness) and harmful lifestyle practices among their workforce. Instead, burnout was thought to be a personal rather than a systemic problem. Individual nurses were left to work things out on their own, which resulted in a crisis. This problem has been exacerbated by the Covid 19 pandemic and has led to lower moral and decreased retention rates amongst nursing staff.

Here are some tips to help ease the mental fatigue of nursing staff:

Frequently check-in with nurses
Provide nurses wellness programs
Integrate more PTO into nurse schedules
Reduce administrative burden
Enable technology solutions the remove redundant or menial tasks

In Conclusion

The answers are clear – in order for hospitals and clinics to be better equipped to maintain appropriate nurse staffing levels, medical organizations need to enhance their hiring processes to be more engaged and transparent, provide greater feedback opportunities, incentivize a nurse’s professional development through learning opportunities and career development that allows them to grow and earn more.

How To Improve Recruiters Performance?

Recruitment processes that are efficient, productive, and pleasant for both candidates and hiring teams will surely improve your recruiters’ performance. Let’s take a look at some ways you can boost recruiter performance quickly.

Improve Recruiters Performance: Introduce healthy competition

Let your recruiters see their real-time individual and team performance allowing them to gain insights into their work contributions and encourage fun and healthy competitions between departments

Many employees are motivated by elements other than money and incentives, such as recognition, challenges, and empowerment which can easily be done through individual contribution tracking.

Keep the competition fresh by updating your team in real-time, whether on a digital dashboard or a whiteboard in your office.

Streamline work processes

Wouldn’t you agree that manual back-office processes are mundane?

Workplace productivity does not only refer to getting things done but more so, the time spent by your employees on things that actually matter.

Repetitive jobs are great for automation, and with so much new technology available, there’s no excuse to keep wasting time on them. Automation doesn’t mean having to replace human work altogether but instead gives efficiency to the job that needs to be done.

Utilize business intelligence

Seeing the proof in numbers can often clarify the big picture for your recruiters. Use a business intelligence tool that collects your sales and workforce in easy-to-read formats. Having clear data on your organization’s sales and performance will help you identify inefficiencies and address them accordingly.

If you want to better utilize the skills and potential of your recruiters, then we might just have what you need at Bilflo.

With Bilflo’s automation and business intelligence software, you can work with your staff to figure out what your top-performing teams are doing and how you can build on their achievements. Through this, you create a culture that acknowledges and promotes individual effort and problem-solving and promotes technique-sharing that’s beneficial for everybody in the long run.

Please feel free to check out these 30-sec videos on how our business intelligence software works:

Improve team performance by using Bilflo

How to Avoid the 3 Most Expensive Payroll Errors?

We totally believe that many mistakes are technical and unintentional, but they can be costly for businesses. In fact, according to the IRS, 40% of small to mid-sized businesses face IRS penalties related to incorrect and delayed payroll filing. But what, exactly, are the mistakes that happen during the payroll process? Here are the 3 most expensive payroll errors and how to avoid them.

Most Expensive Payroll Errors

Depositing employment taxes late
- It’s important to be crystal clear on employment tax due dates.

Mis-classifying employees and contractors
- It’s crucial to make sure you understand each classification and classify every person you hire correctly straight out of the gate.

Processing payroll using the wrong state
- If you have employees that work in different states, keep accurate payroll records and organize your files based on the state they work at and NOT where your office is based.

We know that no business wants to spend its hard-earned revenue on payroll penalties. But when you process payroll manually, you’re leaving a lot of room for human error.

Our team at Bilflo helps staffing companies automate their back-office workload such as timekeeping and payroll to reduce these costly errors and streamline your existing processes.

Bilflo ensures that our timekeeping software handles different timecard options and is fully customizable to meet your organization’s needs, we also handle overtime calculations in all 50 states to help you stay compliant by only showing state-applicable overtime rules.

Aside from this, we take automation to the next level by combining it with Business Intelligence to provide you meaningful insights to make data-driven decisions.

Feel free to take 3 minutes for a preview of Bilflo.

30 sec Video Experiences of the simple user interface:

If you want to learn more about how we can help you reach your goal, please schedule a Discovery Session with our team today.

Overtime Penalties: What is it and how to prevent it

Utilize Automation To Ease Workloads and Improve Outcomes

Which technologies to invest in to be prepared for 2022?

Covid 19 has greatly impacted most businesses in terms of productivity and revenue. The focus for 2022 for most organizations, will be all about recovery and resilience. Organizations are looking for ways in which automation can help make the business run more efficiently and support employees in their work. Here are two technologies we believe, staffing companies should invest in to be successful in 2022:

Technologies to Invest

1. Use Business Process Automation

Once you start your journey towards using business process automation, you see that the automation you use – while helpful – isn’t intelligent. It’ll do the job you need it to, but to take automation to the next level, you need to introduce business intelligence.

2. Invest in Business Intelligence

One of the ways to improve resiliency is through understanding how your business is truly operating. Business Intelligence can help you understand your organization’s overall health and help you easily spot inefficiencies, market trends, and opportunities.

Business Process Automation and Business Intelligence work hand in hand

In the coming years, we will see more organizations use business process automation to streamline their current processes – especially the manual ones – to see where real value can be delivered. On the other hand, Business Intelligence gives organizations meaningful insights to make data driven decisions.

By investing in these two capabilities, you can help create a strong foundation to ensure your processes work to support and advance your plans. These technologies will become the norm by 2025 and businesses that make an early start on adopting them will be at a huge advantage over their more competitors.

At Bilflo, we combined business process automation and business intelligence to help staffing companies scale their back office with ease while getting the business intelligence you need to manage your staffing company.

See how our integrated solution works by checking out our resources:

If you are interested in learning more, please feel free to choose the time and the date that would be most convenient for you to talk to our team for a Discovery Session

Empathy in 2021 and beyond: Ways it Can Increase Employee Satisfaction

Staffing Industry in 2022

Where will the Staffing industry stand in 2022?

Most companies are scaling up the use of data science and expediting their digital transformation to deploy technologies like Business Process Automation and Business Intelligence in the workplace to improve their processes and people analytics.

Business Process Automation:

Business Process Automation can help amplify productivity by taking on mundane data entry tasks so that employees can focus on more creative and high-value work. As a result, there are more opportunities for workers to upskill in a new field in which they may excel. In a recent study, 34% of business leaders said business processes automation can help free up time for more meaningful, valuable work.

Business Intelligence (BI):

Organizations are unknowingly sitting on a goldmine of data. However, ‘data’ without insights is meaningless. Businesses need the right tools in order to ensure that data acquires meaning. Using data for people analytics can help drive better business results, improve workforce management, create more efficient systems, develop better client and contractor experience and create a quantitative impact on their bottom line.

Employee Experience

There is no doubt that Employee experience will continue to be a top priority for HR professionals. A recent study shows that 49% of employees will quit their jobs when they experience just 2 payroll issues. Ensuring that your employees are compensated correctly and on time builds trust, loyalty and as a result turnover rates decrease.

Spot Bonus Programs

“Spot Bonus” programs dramatically increased in 2021 as a way to combine short-term employee retention and performance objectives. Some companies offer sign-on bonuses or salary increase after a certain period of time to recognize new employees who have made a commitment to the organization.

At Bilflo, we help staffing industry streamline their back-office processes while providing them the business intelligence they need to grow their business.

Please feel free to watch this 2 minutes video on how our software works.

Bilflo Feature Highlights

The Future of Staffing Lies in Automation.

How to Use Business Intelligence To Make Your Staffing Company More Profitable?

The Future of Staffing Lies in Automation.

No matter how small or big the number of employees at your business is, it would help if you considered opting for automation with your staffing services.

Despite growing fears that automation would replace everything from temporary workers to highly educated professionals, it should be underlined that the majority of the automated benefit will be realized in the need to educate, rather than remove, the new workforce. Plus, as made obvious by COVID-19, there is a growing need to outsource new talent at a faster pace in order to keep up with the diversifying needs of a consumer base that has also been transformed due to the circumstances.

When you opt for automation in your staffing services, you get everything from A-Z. In a way, staffing automation encompasses a lot, from automatically sending messages to changing internal information to analyzing the post-hire experience. Hence, this gives your employees more time on meaningful and productive activities like driving tangible growth and improving connections, rather than non-productive and repetitive tasks.

Read more

Workforce Automation and BI Will Continue To Expand Throughout Staffing and Recruiting Firms…

Automating repetitive business processes frees up your administrative staff for tasks that are less mundane or more valuable than those that can be completed by machines and software.

Automation is becoming a common element of every business. This is why more and more staffing and recruiting firms turn to automation as well as adopting Business Intelligence to streamline their current processes.

Organizations that opt-out of automation software are unknowingly giving a competitive advantage to their competitors.

Software Automation and Business Intelligence (BI) work hand in hand in reducing labor costs and providing business insights to help you grow your business.

Automation helps BI to collate all workforce and sales data giving you access to actionable insights that are specific to a particular challenge you are trying to solve. With this in your arsenal, there will be no element of guesswork and you can clearly see valuable insights into the operations of your business, customized to your immediate needs.

Here are some of the advantages of using automation and business intelligence:

Make more informed decisions

Effective business intelligence can enable managers to make more informed, data-driven decisions. These decisions can be made with far more confidence, too, and can help reduce the level of risk. Decisions can also be made far quicker than before, which saves valuable time and money.

Cut costs and remove inefficient spending

Automation cuts down labor costs by automating repetitive and labor-intensive tasks and as a result, your administrators can focus on more meaningful and business-impacting work.

Spot inefficient business processes

Automation and Business Intelligent helps organizations have better control over their processes and standard operating procedures, as the visibility of these functions is improved. The days of skimming through hundreds of pages of annual reports to assess performance are long gone. Business Intelligence illuminates all areas of your organization helps you to readily identify areas for improvement and allow you to be prepared instead of reactive.

At Bilflo, we believe that every staffing company should have access to both to reach their full potential.

If you are interested in learning more, please feel free to schedule a Discovery Session with our team today.

Alternatively, you can check our resources to learn more about our services.

How to Use Back Office Automation to Save Money?

A back-office automation system, if set up and used properly, will save your business money.

For example, in manual timekeeping systems, your administrative staff spends tedious hours troubleshooting timesheet inaccuracies, missing information, following up with employees, and then manually entering the data into the payroll system.

Aside from that, they also need to manually create invoices, attach detailed timecards, update your accounting system and send them to your clients individually. That is a lot of work if you are going to ask us!!!

When your HR staff can process payroll, invoicing, and accounting in minutes, you can drastically reduce labor costs and it gives your HR staff more time to work on company initiatives that increase employee productivity and loyalty.

What about the manual processes that go into gathering business insights for your business, some IT departments can take days if not weeks to run a full report of your organizational data.

At Bilflo, we believe there should be a system specifically designed to handle your back office.

Our staffing software is designed to increase the efficiency of your back-office operations and provide business intelligence to manage the performance and profitability of your business.

Starting with the Time Management functionality, Bilflo’s built-in timekeeping feature manages pay rates, burdens, expenses, and overtime rules for all 50 states. In addition, other timekeeping systems can be directly uploaded into Bilflo making the process seamless and reducing redundant work.

Bilflo automatically generates client invoices, individual or consolidated, attached with detailed timecards and supporting documents. Invoices can be delivered electronically with a click of a button to both your clients and accounting software.

Since staffing companies often utilize multiple software solutions, Bilflo was designed with open APIs to connect with applicant tracking systems, payroll providers, and accounting software so there’s no need to manually enter data in multiple places. Your best tools and processes work together seamlessly.

Bilflo consolidates and tracks sales & recruiting activity, time & rates from various systems and unifies sales and gross profit Business Intelligence for individuals, team performance, and the overall organizational health.

So what are you waiting for? Schedule a Discovery Session with our team today and learn how about our services and how they can help you bring your business to the next level.

Alternatively, you can check our resources to learn more about our services.

Utilize Automation To Ease Workloads and Improve Outcomes

Today’s business world runs faster with technology, and refusing to use new systems means your competitors are a step ahead of you.

Research by McKinsey found that 45% of the tasks individuals perform at work every day, can be automated with currently available technologies. When talking about efficiency in the workplace, it is useful to start looking at which tasks could be better managed using an automated system in cloud-based software.

Here are some of the primary benefits that come with business automation:

Better Communication: An automated process can help ease miscommunication and allow your teams to better handle their workload. Various applications can be easily implemented into your operations, enabling people to have a better grasp of the tasks and stay updated with any changes.

Cost Reduction: Manual labor costs more than an automated process. It takes more time to do and requires the full attention of the person in charge of it. When you automate business processes, tasks will be completed at a much faster rate, allowing you to save both time and money on labor.

Efficiency and Output: Automation allows you to cut back labor hours and improve your overall productivity level not just at a business level but on individual employees as well. The cut in workload will help in improving their efficiency and they will be able to take on new tasks without comprising their output.

Scale: The success of your business is dependant on your company’s ability to grow. Automating business processes, and removing the risk of human error, give your business the competitive advantage and the position to grow and scale at a faster rate.

At Bilflo, we believe there should be a system specifically designed to handle your back office workload while having access to the business intelligence you need to grow your business.

Here are some of the tasks that Bilflo can take over so that your highly skilled workers will be able to focus on the work that matters.

Timekeeping and Approval: Let your employees enter their time and provide clients with easy access to approve and reject time and expenses.
Payroll and Invoicing: Integrate & export directly to your payroll and accounting systems for a seamless stacked experience.
Business Intelligence: Gain useful insight that drives smarter decisions that have a dramatic impact on your bottom line and the overall growth of your company.

See how our integrated solution works by checking out our resources: