Labor shortages are unfortunately affecting many industries right now, including construction businesses. Many organizations are turning down work as they scramble to fill positions. Using HR technology in the construction industry can ultimately help organizations fill these spots faster. HR technology providers can help you with tracking, measuring, and automation of employee tasks to optimize operations.
Their function is to act as a database at the center of your organization that ties information like:
And other related data to everyone within your organization. They also handle recruiting, tax compliance, personnel tracking, and reporting while an Employee Self Service portal (ESS) allows employees to access and manage these things.
Time-to-hire is how long it takes from the point a candidate responds to a listing to the point when they accept an offer. This time frame is used to measure how long the process takes and is crucial to know when assessing your process. Many applicant tracking systems (ATS) help you track this and more. For instance, an ATS software can show you:
You can easily calculate this metric by starting out with a timeline. First, start from the day the job is posted to the day the offer was accepted. The number of days between those two is the time-to-hire for that candidate. More importantly, is your average. If you hired four people in the last 30 days at 14, 22, 25 & 36 days, your average time to hire is 24.25 days.
With this average, you can expect positions to be vacant for that amount of time. Moreover, you can change things that are in your control during the hiring process. You really cannot change how fast people apply or respond to your listing. However, you can change how fast it takes you to respond back with a time for an interview or even an offer.
By keeping the time frames short between interactions, you are more likely to keep a candidate engaged and interested in your position. This lessens the risk of losing a candidate during the hiring process.
The 21st century is all about self-service and self-sufficiency. We have an online account with just about all of the organizations we belong to- it has even extended over to the workplace.
HR technology providers often offer Employee Self Service (ESS) portals as part of their services. Through an ESS, individuals have access to their information like payroll, benefits, personal data, and even tax documents. They can use this portal to request time off, update their payroll data, such as adding a new direct deposit account and updating their personal information when they have experienced an important life change- it all depends on what your HR management service provider allows.
Self-service portals are everywhere, and chances are your employees use them in various aspects of their lives. Therefore, giving them that access can give your company the reputation of being a forward-thinking company that not only keeps up but also gives your employees access to necessary information 24/7. This helps provide company transparency and can increase the employee’s confidence in their employer.
Many employers are required to offer certain health benefits to maintain compliance. Online open enrollment for employees can help streamline the process by allowing them to make their own selections and calculations. Many of the moving parts involved with open enrollment can be integrated with feeds from an organization’s HR management service provider to ensure information is up-to-date and connected to important things such as payroll and timekeeping.
Organizations within the construction industry need to know how to quickly adapt to the industry’s changing conditions. HR technology can assist with precise automation so companies can be flexible and responsive.
Online based HR technology with resources and platforms allows organizations to remotely deliver services to their employees. In other words, HR can track time, meals, PTO for teams spread out across several locations. Important updates can be easily shared with all employees in a matter of seconds.
Similarly, employees can make necessary changes on their end. This reduces the chance of clerical errors, and the amount of paperwork to keep track of. The immediate access to changes also helps with employee retention by simplifying the process for them.
In conclusion, managing a team within the construction industry consists of many moving parts. Using HR technology can help you simplify those process which ultimately help your odds in hiring and retaining employees.
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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.