Haufe: Business Analytics goes Recruiting

Data-based decisions make HR into a proactive business partner; Haufe establishes business analytics as an integral part of applicant management

Freiburg, 17.12.2015 – Get there first! The use of Big Data in recruiting gives companies quick reactions and agility. The new “Business Analytics” module of the umantis Talent Management software opens new dimensions for targeted action in the employment market. The integrated analysis tool supports recruiters in data evaluation and in the generation of prognoses. For example, predefined Key Performance Indicators (KPI) enable continuous monitoring and improvement of the success rate of a recruiting channel, the time-to-hire or the quality of the career web site. This puts decisions in applicant management on a data basis; recruiting then becomes a strategic business area.

“Business Analytics” is an integrated function of the umantis Talent Management software and is immediately available for all data in the area of applicant management. The tool not only enables the analysis or the observation of data, but also prognoses or forecasts. For this “Predictive Analytics” approach, umantis Talent Management provides ready-to-use KPIs and extrapolates all relevant indicators into the future. In this way, analyses can be produced on the basis of predefined, relevant performance figures without significant effort.

Important Key Performance Indicators (KPI) in recruiting could be:

  • the success rate of the various recruiting channels
  • the number of candidates per recruiting channel
  • the average recruiting time per position
  • the number of interviews per applicant
  • the average number of interviews for a position/type of position
  • the cost of recruiting per member of staff
  • performance figures for the assessment of staff satisfaction
  • important key data for the career web site
  • performance figures for the duration of new appointments

Trends and correlations in view
The Haufe Analytics Tool offers HR staff flexible possibilities for operation in the multi-dimensional data space. Analyses, formulas and dashboards can be tailored to users and operated intuitively. Here, numerous Best Practice reports are available. The new analysis function enables recruiters to recognize trends and also to reveal causal connections which are not obvious. In this way the really relevant results can be discovered: which channels provide the largest number of good applications? How long does it take, with which channel, until the top candidate accepts the offer? The objective of the data evaluation in recruiting is to recognize patterns, to derive prognoses and already to be reacting to future developments today. Daniel Kershaw, Head of Product Management at Haufe-umantis, explains the motivation behind the new development: “The use of modern technologies has become essential for HR departments to draw the attention of talent in a targeted way and to position the company as an attractive employer. Companies that miss this trend will not be able to hold their positions in the long term against competitors that recruit quicker and more intelligently – thanks to data support.”

HR Analytics for all areas
The umantis Talent Management web-based solution represents all processes connected with the life cycle of a staff member – from recruiting to performance management and personnel development and on to successor planning and an internal social network. The easily operated platform serves collaboration and information interchange between staff, managers and the personnel department. In this way, all the important data flows into one data pool. The Analytics Tool first enables the evaluation of the data from the “applicant management” area. An extension of the analysis function to the data of additional functions of the software, such as personnel development, target agreement or performance management, is planned.

Recruiting: speed will make you a winner

Potential employees want better professional application processes, which is where a software for applicant management comes in – under certain conditions

Time is money: meanwhile, a thought that an increasing number of applicants have – and they are not keen on wasting their time with complicated and protracted application processes. Instead their ideal application would be as quick and simple as booking trip. A current study conducted by consultancy company Potentialpark has come to this conclusion. Many companies are already responding – and are opting for a web-based applicant management in the battle for the best people.

Times have changed: whereas formerly it was companies above all who were in a position to select their employees, today it is generally applicants who are free to choose their employers. The application process is the first selection procedure. Quick and simple – that’s what it should be, otherwise the candidates’ patience is quickly exhausted. According to Potentialpark’s study, 40 percent of those surveyed have been known to break off right in the middle of inputting information as it was taking too long, or because the job advert was too cryptically formulated. Complex systems that are difficult to handle and lack transparency are no longer tolerated by applicants. Another requirement by potential employees: the possibility of applying directly with their XING or LinkedIn profiles. Up until now, however, only 18 percent of companies offer to send the link to the network profile. Seven prerequisites for successful applicant management Applicant demands are becoming increasingly sophisticated, which means the following for companies: if you are not quick enough in the labor market you will lose out. Consequently, recruiting software that actually reduces time-to-hire and enables professional employer communication needs to fulfill a few key prerequisites.

  • End-to-end solution: The software needs to be based on accustomed Internet applications and be intuitive – for applicants, employees and managers alike.
  • Applying in the blink of an eye: Potential employees must have the option of being able to apply to their ideal company in the space of a few minutes and with only a few clicks.
  • Social media recruiting: Interfaces to all relevant social media channels, e.g. XING, LinkedIn , etc., need to be integrated into the software. This will allow applicants to use their existing profiles quickly and easily for their applications.
  • Interfaces to job portals: Companies can put their job adverts online without a great deal of effort in reconciliation and delays in order to reach their candidates effectively.
  • Responsive web design: Applicants can also apply to their ideal companies even if they are on the road by using a web-optimized interface.
  • Integrated video interviews: Questions concerning performance motivation, foreign language skills and expertise can be answered by the applicants independently via WebCam regardless of where their location – this should, however, not be a kick-out criterion.
  • Recruiting analytics: The software ascertains the origin of the application, the length of the personnel recruiting process, as well as the age structure of applicants, which will enable companies to identify the contact and recruiting option that works best for them
  • Social recruiting: The software must allow job adverts to be prepared in a way that attracts applicants on an emotional level. An example would be that the team looking for new members can present itself with images in the job advert. Employees who are themselves actively looking for new colleagues are willing to share “their” job adverts in their own social networks.
CEO Marc Stoffel re-elected through a democratic process

Haufe-umantis employees vote on management and corporate strategy Now almost a tradition at Haufe-umantis AG: Once a year, the company’s employees elect its top executives in a democratic and anonymous election process. The time had come in January again: All management members put themselves up for election. CEO Marc Stoffel and Executive Board Chairman Hermann Arnold were given a vote of trust by their employees for another year. The position of Chief Financial Officer was newly filled by Matthias Hugentobler. Thorsten Schaar was elected to take over as head of the Market segment and Verena Dönni as manager of the Customer segment.

Acting CEO Marc Stoffel was elected to this office by his employees for the first time in 2013 and has been reaffirmed in this position now for the second time, with a clear majority of 85 percent. “I am delighted that I have been given another year to prove that I am the right man for the job in the current situation. Three aspects are top of my personal agenda: forging ahead with the vision and strategic direction of Haufe-umantis, developing our company into a high-performance organization with international operations, and sustainably securing a corporate culture focused on implementation”, stated Stoffel.

The other managers also achieved very good results across the board: 99 percent of the employees were in favor of Hermann Arnold standing again for the position of chair of the Executive Board. Matthias Hugentobler was given a unanimous vote approving his election as Chief Financial Officer. In his new position, his will bear responsibility primarily for Finance and HR and for further optimizing existing processes. The managers for the “Market” and “Customer” segments also received strong support. 92 percent of the employees vested their trust in Thorsten Schaar as manager of the Market segment, and 80 percent gave their votes to Verena Dönni to lead the Customer segment.

Haufe-umantis wins second place in New Work Award 2015

“It’s employees who run businesses” has won a prize as the second-best initiative in the SMEs & Start-ups category Freiburg/St. Gallen, January 27, 2015 – The decision has been made: Haufe-umantis AG won second place yesterday in the SMEs & Start-ups category of the New Work Award 2015. The software vendor presented its corporate philosophy of “It’s employees who run businesses” that was compelling not only for the jury with its high-profile members headed by Thomas Sattelberger, Deutsche Telekom’s former CFO, and Dr. Thomas Vollmoeller, XING AG’s CEO. It also was convincing for the many people who voted online on the ten short-listed initiatives and showed their preference for the employee-concentric leadership model of the Haufe Group’s Swiss subsidiary.

How can companies reposition themselves to meet the changed requirements in the markets while also ensuring that they remain sustainable and attractive to employees in the future? This was the question that the New Work Awards initiators, a cooperation between XING, FOCUS and the Human Resources Manager specialist magazine, seek to investigate. They award companies who pioneer ground-breaking ways of organizing tomorrow’s working world.

“We are delighted to have won the prize, most particularly as a panel of experts as well as many online voters officially recognized our agile approach to leadership. It means a great deal to us and gives us the confirmation that a growing number of people are thinking about tomorrow’s working world and taking a critical look at traditional organization structures”, said Hermann Arnold, co-founder and chairman of Haufe-umantis AG, expressing his delight at the result. “For us, one thing is clear: Employees are the greatest lever for sustainable company success. We would like to set an example here while encouraging other companies to develop employee-concentric organization models, as we think this is the future of work.”More than 100 companies who are rethinking the workplace competed for the prize this year. Following preselection by the expert jury, it was up to the participants in the process of online dating to select a winner from the ten finalists. Auticon GmbH took first prize in the SMEs & Start-ups category as the first German company who exclusively hires autistic people as consultants in IT. Second place went to Haufe-umantis in the same category. The awards were presented at the ceremonial New Work Gala in the Museum for Communication Berlin.

3. Talent Management Conference – More Courage to Experiment!

From hype to success factor – it was time to take stock at this year’s Talent Management Conference on November 11, 2014, in Heidelberg: What value does talent management meanwhile have in shaping the future world of work? The consensus opinion of high-profile speakers: huge, as it is people alone who can make a company sustainably successful. Finding, fostering and binding talent means, however, that HR decision makers must courageously break with old mindsets and explore new paths.

Disruptive change across almost all sectors, immeasurable acceleration of innovation cycles, as well as the key insight that it is employees and management systems that make the difference between being successful and being unsuccessful – these are the factors that have a direct impact on how companies are managed and organizations develop. The keynote welcoming speech of Joachim Rotzinger, General Manager of Haufe-Lexware, and Marc Stoffel, CEO of Haufe-umantis, quickly made the following clear: companies do not currently have the necessary versatility with regard to the instruments they use to meet these challenges in an appropriate way. As the most important partners to top management, personnel decision-makers need to be innovative and implement a new corporate system, with a wide range of management tools.

HR in a pole position for shaping change

Dr. Angelika Dammann, CEO of DIC – Dammann International Consult – and former SAP Chief Personnel Officer argues for a new way of thinking. She is firmly convinced: talent management should be treated as a business case now, and not as an HR process. This places HR in a pole position when it is about equipping a company for the future, for instance by consistently promoting young people who do things a different way.

Dr. Stefan Kaduk and Dr. Dirk Osmetz, management consultants from Musterbrecher®, called on HR to break with old patterns in their inspiring presentation. There is one thing they firmly convinced of: companies that excel are ones that attempt experiments that free things up rather than becoming bogged down in stifling routines. These theories were corroborated by speakers from Carglass GmbH, Infineon Technologies AG, and Olympus SE & co. KG in their practically-oriented presentations that illustrated how they use new methods and tools to make their personnel work more effectively and in line with the times.

Haufe and Infineon present new approaches to successful talent management

At HR Tech Europe on October 23 and 24, Haufe and Infineon will be demonstrating what HR can learn from Sales and Marketing in recruiting.

How employee-centered talent management works and how it makes companies successful is what Haufe will be showing at HR Tech Europe 2014 in the Amsterdam RAI. The web-based umantis Talent Management solution involves employees in actively shaping their tasks and their development within the company. In the opinion of the consultancy company Frost & Sullivan, this bottom-up approach was worth the “New Product Innovation Leadership Award”. Haufe’s product presentation will be supplemented by a talk by Infineon Technologies AG Ralf Memmel, Vice President of HR Talent Marketing, Diversity & Health reports on how umantis Talent Management supports innovative personnel concepts in practice. Infineon uses Haufe’s application management on a global scale.

Staff‐oriented personnel work in hospitals

Haufe presents umantis Talent Management at the 10th Personnel Congress of Hospitals.

Demand for hospital personnel in Germany outstrips availability. Demographic and collective agreement developments are factors contributing to this shortage, as well as increasing patient multi‐morbidity. Clinics are under pressure to optimize their recruiting and to professionalize their personnel work if they want to attract and retain qualified staff. A survey led by Prof. Dr. Benedikt Hackl and conducted by Dualen Hochschule Baden‐Württemberg shows: an attractive employer stands out by offering further training options, career promotion and continual feedback. Haufe demonstrates how software‐supported talent management can assist hospitals in creating a staff‐oriented working environment at the 10. Personalkongress der Krankenhäuser that will take place on September 22 and 23 in Bonn.

Gartner rates Haufe as "Visionary" again for its Talent Management Software

Haufe is a pioneer that is here to stay: In the context of the “Gartner Magic Quadrant for Talent Management Suites”, Haufe was chosen as a visionary for the second year in a row. In its most recent study that screens the global market for talent management solutions, Gartner has placed the company in the league of top vendors. This puts Haufe – still the only German‐speaking vendor of talent management software – in an even stronger position in the visionary quadrant than in the year before.

It’s employees who run businesses – this is a principle that Haufe lives itself. Employees are seen as shapers of their own careers, empowered to define tasks for their own development and performance, and coordinate and agree them with their superiors. That this view is an incubator for progressive ideas is proven by a renewed assessment as a visionary in the current Gartner Report.

Frost & Sullivan Applauds Haufe for Leveraging Cloud to Deliver an End-to-end Talent Management Solution

Based on its recent analysis of the cloud-based talent management solution market, Frost & Sullivan recognizes Haufe with the 2014 European Frost & Sullivan Award for New Product Innovation Leadership. The most innovative component of the umantis Talent Management solution is that it has been designed from the bottom-up approach, instead of the usual top-down.

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