All posts by Mikael Nielsen

We are happy to share that Danish company Walor ApS has chosen to partner with Ginto Asia G.K. to promote and commercialize their Whistleblower platform to the Asia Pacific Market.

Walor offer companies a low-priced platform on which to build their Whistleblower system in a compliant and simple way. Companies can be up and running in a few minutes from a technical perspective and with ready to use employee facing FAQs and video explanations getting the organization onboarded is an ease.

The solution is available in English, Japanese is coming shortly, and we will expand with further Asian languages in the coming months.

Walor already comes with a one-click integration to our portfolio HRIS solution HR-ON Staff offering our existing customers an even easier way to communicate and make available access to the platform.

At Ginto Asia we are excited about the opportunity to help Walor in their growth journey by allowing them to focus on the west while we use our expertise and network in the east.

We would like to thank Frederik and Nikulás from Walor for believing in us and are looking forward to a fruitful collaboration and many happy customers in the region.

If you want to know more, or even better, try out the solution just go to www.walor.io and register for a free trial. If you are in our geography, we will reach out to you after your registration and help guide you through the system and if needed answer your questions. You may also book a demonstration.

An organizational pulse refers to the overall health and sentiment of an organization at a given point in time. It’s like taking the vital signs of a company, looking for indicators of its well-being and potential issues.

There are several aspects to an organizational pulse:

• Employee wellbeing: Mentally and physically at the workplace and outside where it may affect the performance during work.
• Employee engagement and satisfaction: This includes factors like motivation, commitment, and alignment with the organization’s goals.
• Communication and transparency: How well information flows across the organization and how employees feel about leadership’s openness.
• Collaboration and teamwork: How effectively teams work together and whether there’s a sense of unity and shared purpose.
• Innovation and creativity: Whether the organization encourages new ideas and fosters a culture of experimentation.
• Adaptability and resilience: How well the organization responds to change and challenges, both internal and external.

Measuring the organizational pulse can be done through various methods, such as:

• Employee pulse surveys: Short, frequent surveys that gauge sentiment on key issues.
• Focus groups and interviews: Deeper conversations with employees to understand their perspectives and concerns.
• Performance data: Analyzing metrics like productivity, turnover, and customer satisfaction.
• Informal feedback: Observing employee behavior and conversations, as well as anonymously soliciting input.

By understanding the organization’s pulse, leaders can gain valuable insights to:

• Identify and address potential problems: Early awareness of issues can prevent them from escalating.
• Improve employee engagement and satisfaction: By understanding employee concerns, leaders can take steps to address them and create a more positive work environment.
• Make better strategic decisions: A strong organizational pulse can inform decisions about future directions, resource allocation, and change management.
• Build a more resilient and adaptable organization: By understanding the organization’s strengths and weaknesses, leaders can take steps to build a more resilient culture that can weather challenges.

Pulse Surveys

A good way to get started is to use a pulse survey tool, like the one that is provided for in the HR-ON Staff platform. Some example questions relating to each aspect of the Pulse are found here:

Wellbeing

• On a scale of 1 to 5, how would you rate your overall wellbeing right now?
• How often in the past week have you felt stressed or overwhelmed at work?
• Do you feel the company provides resources and support to help you maintain good physical and mental health?
• How comfortable would you feel talking to your manager about any challenges you’re facing with your wellbeing?
• What one change could the company make that would most positively impact your overall wellbeing? (Consider adding a demographic filter to the last question to understand specific needs of different groups e.g., age, department, remote vs. office workers).

Engagement and Satisfaction:

• On a scale of 1-10, how satisfied are you with your current job?
• Do you feel valued and appreciated for your contributions?
• How engaged and motivated do you feel at work?
• Do you have a clear understanding of your responsibilities and expectations?

Communication and Transparency:

• How effectively does leadership communicate company goals and updates?
• Do you feel comfortable voicing your opinions and concerns?
• Do you receive timely and relevant information on matters that affect your work?

Collaboration and Teamwork:

• How well do you collaborate with your colleagues and team members?
• Do you feel supported by your team and have a sense of camaraderie?
• Do you have the opportunity to share ideas and contribute to team decisions?

Innovation and Creativity:

1. Does the organization encourage new ideas and experimentation?
2. Do you feel comfortable taking risks and trying new things in your work?
3. Are there opportunities for you to learn and grow your skills in areas of innovation?
4. Do you feel your ideas are valued and considered when making decisions?

Adaptability and Resilience:

1. How well does the organization respond to unexpected changes and challenges?
2. Do you feel confident in the organization’s ability to adapt to new market conditions?
3. Do you feel supported by the organization during times of change and uncertainty?
4. Do you believe the organization is learning from its mistakes and improving its approach to challenges?

Remember that a pulse survey only asks a single or a few questions at a time. In the HR-ON Staff Pulse survey tool you can schedule your pulse questions, so they get pushed regularly and repeatedly to the employees over the course of an extensive period to continuously monitor and build data for further analysis and action when required.

Feel free to reach out to us to learn more or have a quick demonstration on how to take your Organizational Pulse.

Cost savings is a significant benefit associated with the use of Applicant Tracking Systems (ATS) such as HR-ON Recruit, and it encompasses various aspects of the recruitment process. Here’s an elaboration on how an ATS contributes to cost savings:

Time Efficiency and Productivity

ATS automates many manual and time-consuming tasks in the recruitment process, such as resume screening, interview scheduling, and application tracking. This automation enhances overall efficiency, enabling recruiters to handle a larger volume of tasks in less time.

Reduction in Administrative Overhead

By automating administrative tasks like data entry and document management, ATS reduces the need for extensive administrative support in the recruitment process. This leads to lower administrative overhead and associated costs.

Streamlined Recruitment Advertising

ATS can optimize recruitment advertising by tracking the effectiveness of different job boards and sources. This allows organizations to allocate resources to the most cost-effective channels, avoiding unnecessary expenses on less productive platforms.

Improved Candidate Quality

Through automated screening and filtering, ATS helps identify candidates who closely match the job requirements. This leads to more targeted and efficient recruitment efforts, reducing the need for additional resources to manage a high volume of unqualified candidates.

Decreased Time-to-Fill

Faster recruitment processes, facilitated by ATS, contribute to decreased time-to-fill. This is particularly valuable in minimizing the productivity gaps associated with open positions, ultimately saving costs related to lost productivity and revenue.

Enhanced Collaboration and Communication

ATS such as HR-ON Recruit, facilitates better collaboration among hiring team members, reducing miscommunication and delays in the decision-making process. Improved collaboration leads to faster and more informed hiring decisions, contributing to cost savings.

Lower Dependence on External Agencies

Organizations often resort to external recruiting agencies, incurring additional costs. With an effective ATS, companies can reduce their reliance on external agencies by efficiently managing the recruitment process in-house, resulting in cost savings.

Data-Driven Decision-Making

ATS provides analytics and reporting tools that enable data-driven decision-making. By analyzing recruitment metrics, organizations can identify areas for improvement, optimize their processes, and make strategic decisions that contribute to overall cost efficiency.

Compliance Management

Ensuring compliance with hiring regulations is critical, as non-compliance can lead to legal consequences. ATS such as HR-ON Recruit, helps organizations avoid legal issues by automating compliance-related processes, reducing the risk of costly legal challenges.

In summary, the cost savings associated with ATS stem from improved efficiency, reduced administrative overhead, optimized recruitment advertising, and better decision-making. By streamlining the recruitment process and leveraging data insights, organizations can achieve substantial cost efficiencies in their talent acquisition efforts.

Candidate experience is a critical aspect of the hiring process, and Applicant Tracking Systems (ATS) play a significant role in shaping and improving this experience. Here’s an elaboration on how an ATS contributes to enhancing the candidate experience:

User-Friendly Application Process

ATS platforms aim to provide a user-friendly and intuitive application process. This includes easy navigation, clear instructions, and the ability for candidates to upload their resumes and other documents seamlessly, contributing to a positive initial interaction.

Automated Application Status Updates

Many ATS systems automate communication with candidates by sending updates on their application status. This transparency keeps candidates informed about the progress of their application, reducing uncertainty and providing a positive experience.

Mobile Optimization

Modern ATS platforms often prioritize mobile optimization, allowing candidates to easily apply for positions and access their application status using mobile devices. This is crucial in catering to the preferences of candidates who may prefer mobile interactions.

Communication Templates

ATS systems often include communication templates that enable recruiters to send personalized and consistent messages to candidates. Whether it’s an acknowledgment of receipt, interview invitations, or rejection notices, these templates contribute to clear and professional communication.

Self-Service Portals

Some ATS platforms offer self-service portals for candidates, allowing them to track their application status, update their information, and even schedule interviews. These portals empower candidates with more control over their interaction with the hiring process.

Efficient Interview Scheduling

ATS can streamline the interview scheduling process by coordinating availability among hiring team members and candidates. This reduces delays and back-and-forth communication, contributing to a smoother and more positive experience for candidates.

Feedback and Follow-up

ATS enables recruiters to collect feedback from hiring team members efficiently. This feedback can be utilized to provide constructive and timely responses to candidates, enhancing the overall communication and ensuring a respectful follow-up, even in the case of a rejection.

Personalization in Communication

ATS platforms often allow for personalized communication based on the candidate’s journey in the recruitment process. Tailoring messages to specific stages or outcomes contributes to a more engaging and thoughtful candidate experience.

In summary, an ATS is a pivotal tool in creating a positive and efficient candidate experience. By focusing on user-friendly interfaces, clear communication, and streamlined processes, ATS platforms contribute to a more candidate-centric approach in the recruitment process.

If you would like to know more about how an ATS can benefit your organization as standalone or integrated with an HRIS feel free to reach out to us.

Integration is a crucial aspect of Applicant Tracking Systems (ATS), offering several benefits for organizations looking to streamline their HR processes and enhance overall efficiency. Here’s an elaboration on how integration contributes to the effectiveness of an ATS:

Seamless Workflow

Integration allows for a seamless flow of data between the ATS and other HR systems, such as HRIS (Human Resources Information System) or payroll systems. This ensures that information is consistent across different platforms, reducing the likelihood of errors and redundancy.

Single Source of Truth

By integrating with other HR tools, the ATS becomes part of a unified system, creating a single source of truth for employee and candidate data. This helps maintain data accuracy, eliminates data silos, and enhances overall data integrity. An example is how HR-ON Recruit seamingless transfer Employee information to HR-ON staff for contract signing, pre-boarding and beyond or to a third party HRIS via open API.

Time and Cost Savings

Integration automates the transfer of data between systems, reducing the need for manual data entry and minimizing the risk of errors. This not only saves time for HR professionals but also contributes to cost savings associated with increased efficiency.

Enhanced Reporting and Analytics

Integration allows for the consolidation of data from different HR systems, providing a more comprehensive dataset for reporting and analytics. This enables HR professionals to gain deeper insights into workforce trends, performance metrics, and other key indicators.

Improved Candidate Experience

Integration can enhance the candidate experience by ensuring a smooth transition from the application stage to onboarding. For example, integrating the ATS with onboarding systems facilitates a seamless process for new hires, reducing paperwork and administrative delays.

Recruitment Marketing Integration

Some ATS platforms such as HR-ON Recruit, integrate with recruitment marketing tools, enabling organizations to seamlessly manage job postings, social media recruitment campaigns, and employer branding efforts. This ensures consistency in messaging and a coordinated approach to talent acquisition.

Compliance and Data Security

Integrated systems can contribute to compliance by ensuring that sensitive data is handled securely and in accordance with relevant regulations. This is particularly important for data privacy and protection, especially when transferring information between different HR systems.

In summary, integration enhances the functionality of an ATS such as HR-ON Recruit, by connecting it with other HR systems, creating a more streamlined and efficient HR ecosystem. This interconnected approach improves data accuracy, reduces manual work, and ultimately contributes to a more effective and cohesive HR strategy.

If you would like to know more about how an ATS can benefit your organization as standalone or integrated with an HRIS feel free to reach out to us.

Data-driven decision-making is a key benefit of Applicant Tracking Systems (ATS), and it involves using analytics and insights generated by the system to inform and improve various aspects of the hiring process. Here’s an elaboration on how an ATS contributes to data-driven decision-making:

Recruitment Analytics

ATS platforms often provide comprehensive analytics dashboards that offer insights into various recruitment metrics. These metrics may include time-to-fill, source effectiveness, candidate demographics, and more. Recruiters and hiring managers can use this data to identify patterns, trends, and areas for improvement.

Source Effectiveness

ATS allows organizations to track the effectiveness of different recruitment sources. By analyzing data on where successful candidates are sourced, organizations can allocate resources more efficiently to channels that yield better results, optimizing their recruitment strategy.

Time-to-Fill Analysis

Analyzing time-to-fill metrics helps organizations understand how quickly positions are being filled. This information is crucial for workforce planning and can highlight bottlenecks in the recruitment process that need attention.

Diversity and Inclusion Metrics

Many ATS systems include features to track and analyze diversity metrics, helping organizations monitor and improve their diversity and inclusion efforts. This includes data on the demographics of applicants, interviewees, and hires.

Performance of Hiring Team

ATS analytics can also evaluate the performance of the hiring team. Metrics such as the number of interviews conducted, feedback turnaround times, and collaboration patterns within the system can provide insights into the efficiency and effectiveness of the team.

Continuous Improvement

Data-driven decision-making encourages a continuous improvement mindset. By regularly reviewing analytics, organizations can identify areas for enhancement, refine their recruitment strategies, and adapt to changing market conditions or talent acquisition challenges.

Predictive Analytics

Some advanced ATS platforms incorporate predictive analytics, using historical data to forecast future hiring needs, candidate success, and other relevant factors. This foresight enables proactive decision-making and strategic workforce planning.

In summary, an ATS empowers organizations with the data and insights needed to make informed decisions throughout the recruitment process. By leveraging analytics, organizations can optimize their hiring strategies, enhance team performance, and adapt to evolving talent acquisition trends.

Compliance is a crucial aspect of Applicant Tracking Systems (ATS), and it involves ensuring that the hiring process adheres to relevant laws, regulations, and organizational policies. Here’s an elaboration on how an ATS contributes to compliance:

Standardized Processes

ATS helps establish standardized and consistent hiring processes, ensuring that each candidate is evaluated based on the same set of criteria. This promotes fairness and reduces the risk of discriminatory practices, aligning with compliance requirements.

Equal Employment Opportunity (EEO) Compliance

Many ATS platforms come equipped with features designed to support Equal Employment Opportunity (EEO) compliance. These features help organizations collect and report data on applicants’ demographics while maintaining confidentiality, enabling companies to monitor and address potential biases.

Data Privacy and Security

ATS systems prioritize data privacy and security. They often include measures to protect sensitive candidate information, comply with data protection regulations, and offer features like role-based access control to ensure that only authorized personnel can access certain data.

Anti-discrimination Measures

ATS can include built-in features to minimize unconscious biases in the hiring process. For example, blind recruitment options may anonymize certain candidate details during the initial stages, focusing on skills and qualifications rather than potentially bias-inducing information.

Audit Trails and Documentation

An ATS typically maintains detailed audit trails, documenting every action taken within the system. This documentation can be valuable in demonstrating compliance during audits and investigations, providing a transparent record of the entire recruitment process.

Adherence to Hiring Regulations

ATS systems often incorporate functionalities that help organizations adhere to specific hiring regulations, such as those related to background checks, reference checks, and interview documentation. This ensures that the hiring process aligns with legal requirements.

Reporting and Analytics for Compliance

ATS platforms usually offer reporting and analytics tools that enable organizations to assess their hiring practices. This includes monitoring diversity metrics, tracking time-to-fill, and evaluating the effectiveness of various sources, contributing to compliance and continuous improvement.

In summary, an ATS plays a vital role in supporting compliance by establishing standardized, transparent, and secure hiring processes. These systems help organizations navigate legal and regulatory requirements, promoting fair and ethical recruitment practices.

Having an ATS that can be customized for the organizations specific needs is an important factor when optimizing organizational efficiency.

Tailored Workflows

ATS allows organizations to customize their recruitment workflows according to their specific hiring processes. This includes defining stages, actions, and criteria, ensuring that the system aligns seamlessly with the company’s unique recruitment journey.

Job-specific Requirements

Customization allows organizations to input job-specific requirements and qualifications. This ensures that the ATS effectively filters and identifies candidates who meet the specific criteria for each position, streamlining the shortlisting process.

Branding and Messaging

Many ATS platforms enable customization of the user interface, allowing organizations to incorporate their branding elements. This not only creates a consistent and branded experience for users but also reinforces the organization’s identity throughout the hiring process.

Automated Communication Templates

Customizable communication templates within ATS allow organizations to maintain a consistent and on-brand communication style. Whether it’s acknowledgment emails, interview invitations, or rejection notices, these templates can be tailored to reflect the organization’s tone and messaging.

User Permissions

Customization extends to user permissions, enabling organizations to control access levels within the ATS. This ensures that sensitive information is only accessible to authorized personnel, enhancing security and data privacy.

Reporting Metrics

ATS customization often includes the ability to define and track specific metrics based on organizational goals. This could involve creating custom reports to measure recruitment KPIs, providing valuable insights for continuous improvement.

Integration with Existing Systems

Organizations can customize integrations with other HR systems or tools, creating a seamless ecosystem. This ensures that the ATS complements and integrates effectively with existing organizational workflows and technologies.

In summary, customization in an ATS empowers organizations to adapt the system to their unique processes, branding, and communication needs. This flexibility enhances the overall efficiency and effectiveness of the recruitment process while maintaining alignment with the organization’s identity and objectives.

Enhanced collaboration is a key benefit of Applicant Tracking Systems (ATS) in the context of the hiring process:

Centralized Communication:

ATS provides a centralized platform for communication among members of the hiring team. Recruiters, hiring managers, and other stakeholders can share feedback, comments, and notes within the system, ensuring everyone has access to the same information.

Collaboration on Candidate Evaluation:

Hiring team members can collaborate on evaluating candidates directly within the ATS. This includes sharing insights, rating candidates, and discussing their strengths and weaknesses, fostering a more collaborative and informed decision-making process.

Accessibility for Multiple Users:

Since ATS is cloud-based, it allows multiple users to access the system simultaneously. This promotes real-time collaboration, enabling team members to work together seamlessly, irrespective of their physical locations.

Unified Candidate Feedback:

Through ATS, the hiring team can provide unified feedback on candidates. This consolidated feedback ensures that all team members are on the same page and helps in making more informed decisions about advancing candidates in the hiring process.

Transparency in the Hiring Process:

ATS enhances transparency by providing visibility into the entire hiring process. Team members can track the progress of each candidate, review interview notes, and stay informed about the overall status of the recruitment pipeline.

Streamlined Interview Coordination:

Collaboration within ATS extends to the coordination of interviews. Team members can view each other’s schedules, propose interview times, and coordinate seamlessly through the system, reducing the complexities associated with interview scheduling.

Efficient Candidate Onboarding:

Collaboration isn’t limited to the pre-hiring stages. ATS can also facilitate the onboarding process by providing a platform for collaboration among HR, hiring managers, and other relevant stakeholders involved in the onboarding process.

In summary, enhanced collaboration through an ATS creates a more cohesive and efficient hiring team. It promotes communication, transparency, and a shared understanding of candidate qualifications, ultimately leading to better hiring decisions and a smoother recruitment process.

The benefits of improved organization through an Applicant Tracking System (ATS) are crucial for a more efficient and effective recruitment process:

Centralized Repository:

An ATS serves as a centralized repository for all candidate-related information, including resumes, cover letters, and communication history. This centralization ensures that all relevant data is easily accessible only to authorized users.

Easy Search and Retrieval:

Hiring managers can quickly search and retrieve candidate information using various filters and keywords. This feature is particularly beneficial when managing large volumes of applications and helps in identifying suitable candidates more efficiently.

Candidate Profiles:

Each candidate typically has a profile within the ATS, consolidating all pertinent details in one location. This organized presentation of information simplifies the evaluation process for recruiters and hiring managers.

Document Management:

ATS often includes document management features, allowing hiring managers to upload and store additional documents related to candidates, such as reference letters or certifications. This contributes to a more comprehensive and organized candidate profile.

Application Tracking:

The system tracks the status and progress of each application in real-time. Hiring managers can easily see where each candidate is in the hiring process, facilitating better coordination and communication within the hiring team.

Customized Workflows:

ATS allows for the customization of workflows to match the specific needs of the organization. This ensures that the recruitment process aligns with the company’s unique requirements, leading to more effective organization and management of candidates.

Historical Data:

Over time, the ATS accumulates historical data on past applicants and hires. This data can be valuable for future hiring strategies, enabling organizations to learn from past experiences and continuously improve their recruitment processes.

In summary, the improved organization offered by an ATS streamlines the management of candidate information, enhances search and retrieval capabilities, and provides a structured framework for the entire recruitment process. This organization is essential for efficient decision-making and collaboration within the hiring team.