This article touches on some areas that Subscribe-HR is very passionate about. In the very realy days when the company was being founded and the product was being built, there was a distinct air of optimism and I guess hope, in that Freedom of Choice and systems playing nicely would become main stream. You don’t just stay with a system because you are locked in for 3 – 5 Years. Back in late 2007, the founders were extremely frustrated at the Dinosaur like nature of software providers delivering outdated, cumbersome technology. Technology which only ever promised to process absences and get tax correct. Now, HRIS, HRIS Software has evolved immensely.

The event will be held on October 12 and 13. 2011. You should attend if you want to learn more about SaaS and On-Demand, HR Software

With the economy looking like it will face some challenges over the next 12 months, business leaders and HR Professionals will once again, need to find ways to become more competitive, whilst reducing spend. Subscribe-HR, specialises in Recruitment Software and HR Software that Automates Recruitment and HR Processes, so we are well placed to provide expert opinion on this for Australian HR Professionals.

90 Second Meditiation for busy People, including HR Professionals.

Terri Cole is Amazing. What better place to start to share the love, than with your employees. HR Managers who can build programs with this type of content woven into it should be lauded. Let’s give it a go. Can you share the love with your Employees, with your peers and colleagues???

Is there a sensational software product out there. Fantastic, in comparison to others. As far as software goes, it’s pretty difficult to be seen as a Fantastic system, particularly when most systems are not to be seen. Locked away behind closed doors, only let out when there is a controlled environment. Only used by back office. Does this mean you have to remain average?

Interesting conversation about Job Boards, Applicant Quality/Numbers and Applicant Tracking Systems. The core of this conversation is about what the drop off is when you provide a link out from a Jobs Board to a third party Recruitment Software system. There were some numbers that showed there was a drop-off in applicant numbers if there is a link out to a Third Party eRecruitment System rather than allowing the applicant to apply directly into the Job Board. There seems to be some sort of relationship between a longer application process and this drop-off. There is definitely more chance of someone flicking a CV for as many jobs as possible if it is made easy to do. There has been a history of HR managers being lumbered with the process of sorting through hundreds of CV’s Manually. “What a headache” they would say. Without the Facilities to auto communicate with Applicants, Intelligently scoring them, sort them into Talent Poolings there is really little to no value proposition in CV flicking. So therefore, a clear decision needs about what a Talent Manager, HR Manager or Recruitment Consultant needs. We think there is a clear distinction between the requirements of a Recruitment Agency and an Internal Professional Recruiter.