In marketing and sales, technology makes market research and communication easier by automating numerous processes and in finance, it helps companies avoid human mistakes.
This trend hasn’t bypassed the Recruitment industry.
However, many startups’ HR departments are still facing certain obstacles due to the lack or insufficiency of Standard Operation Procedure or SOP.
Considering that well-managed and low employee turnover is crucial for running a successful business, companies need to have an efficient SOP.
Ideally, every company should aspire to keep the existing employees and empower them by providing an excellent working environment and training.
Hiring new people takes time and requires additional resources to provide training before the new hire can start actively contributing to the business.
That is why any HR team in a startup should focus on developing and maintaining their talents, and automating HR processes is a step towards this goal.
1. Set Up Efficient Communication Channels
The majority of startups are heavily relying on millennials.
In their work, younger employees tend to require a friendly, casual workplace where it is easy to communicate with everyone in the office.
Millennials like to take part in the decision-making process and appreciate when the management takes their opinions into consideration.
To facilitate communication within your company use channels like Mattermost (free) or Slack.
As an HR, you should be able to provide them with a proper working environment where they can grow and develop skills.
To guarantee efficient communication and make sure that you can satisfy every request, we recommend using cloud-based software like WebHR, PeoplebookHR, and Jibble.
These platforms are affordable and allow you to keep all the HR-related data in one place.
The platform can be used by employees to send requests,feedback, monitor their working hours, apply for annual leave, or view their pay slips.
You need to make sure your company uses such software since most of younger employees are tech-savvy and prefer looking up information online.
2. Smart Recruitment
You will need specific digital tools to matchopen positions at your company with potential employees to improve the vettingprocess before and after doing a face-to-face interview.
We all know recruiting is one of the most time-consuming processes in HR.
A small-sized business needs to count on the technology so that the team has more time to focus on talent development.
To find perfect candidates that match your job description try one of the following websites: Applicant pro, SmartRecruiter, Recruitee, or People HR.
3. Calculating the Salary
Testing tools not only can be used to improvethe hiring process but also to determine how much you should pay youremployees.
A tool like Microsoft Dynamics NAV will help you process the employees’ data such as work experience and professional skills to determine the salary of your new hires.
You don’t need to guess or calculate it manually.
4. Payroll Tracking System
Salary is the reason people work in the first place.
You can use technology not only to monitor and calculate the salary, but also to adjust the employee’s tasks, social security payments, and bonuses.
Software tools like Intuit, Gusto, or Onpay will help you with this task (Techfunnel).
The implementation of the HR technology willallow you to process the payments via online platforms and mobile devices.
Using advanced technology you will get an accurate calculation of your employees’ salary without the help of professional accountants.
5. Measure Employees’ Performance
The use of big data has impacted so many aspects of life including business. Big data can give you a bigger picture and detailed information that will help you determine how to make the right decision for your business.
In the HR department, big data can be used to track and measure your employee’s performance.
The system will process your employees’ performance and current achievements so you can come up with a personalised training plan for everyone in your company.
6. Feedback Systems
Just like we have mentioned in the previous paragraph, most of the employees in a startup are millennials, and as an HR you need to focus on the engagement of the team satisfaction with the working environment and culture.
By using a feedback system where the employees would be able to fill out surveys, you will be able to gather important data needed for improving the company’s culture.
That will also facilitate strong employer branding, which will eventually attract the best talents in the industry.
7. Team Management Tools
One of the perks of using High Tech is to make your business operations easier.
Most of the software tools have many built-in features like real-time messaging, search, task management, and deadline alerts.
It will help HR and the rest of the team to keep an eye on the work progress and current achievements.
The most popular team management tools used my numerous startups include Asana, Trello, BetterWorks, and Slack.
8. Personal Performance Tracking Tools
This one might haven’t been implemented by all the startups out there but it will help a lot to lower the employee turnover rate by ensuring the wellness and happiness of their employees.
There is a couple of software tools that have been developing this features. They include Oracle, SAP SuccessFactors, and Workday.
These tools build the analytics engines that integrate the employees’ wellness and provide the insights to make them happier and work better.
Those are a few HR technologies that you should consider to have an efficient HR team in a startup.
Doesn’t matter what your business field is, technology will make all the processes faster and effortless.
When your business is in the startup stage, it’s important to pay attention to every detail in every aspect of your business, so that your company can grow and improve as fast as it can.
Even though the modern technology can help you maintain your employers and make business operations more efficient, it is important not to forget to use traditional techniques like organising team activities outside the office, provide training, and provide them with important networking tools like name cards.
Your responsibility is to guarantee that your team is satisfied and happy.