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The best tools for teleworking

The best tools for teleworking

Digital Transformation

Just as last week we looked at how to lead a remote team, this week we want to bring you some of the tools for teleworking that you should consider implementing in your day-to-day work. The current situation has taught us that the option of working from home is not a negative thing. In fact, by applying it with the right tools, it can even increase employee satisfaction and productivity. That is why we have prepared a list of the best tools for teleworking. We have also organized them according to their field of influence or the task they perform. In this sense, we have tools to improve Communication, Organization, File Storage, Password Management and Management. Teleworking tools Communication Slack. This is one of the best tools for teleworking, as far as communication is concerned. It allows you to maintain fluid communication between colleagues, departments, work teams… You have the option of opening different channels according to the subject of each one of them, create private groups with the colleagues you want and open direct chats. This way you can cover a large part of your internal communication. Another very good option, and very similar, is Microsoft Teams. Skype / Google Meet / Zoom. If you want to humanize, liven up and speed up communication, there is nothing better than seeing and listening to the other person. So, for occasions when those details are a must, these three options are three of the best solutions. Organization Trello. Undoubtedly, a very effective teleworking tool to organize and prioritize tasks and projects. In addition, it allows the participants of each project to see the status and progress of each one of them. Another very similar option is Asana. Toggl. Working from home can break the habit and work times that the office provides. However, Toggl allows us to mark the start and end of each of our daily tasks, allowing us to set routines and times for each of our responsibilities. Sesame. Unlike Toggl, which allows each employee to control his or her own schedule, Sesame is a telecommuting tool for managers. Allows to control the schedule and location of each worker. In this way, despite being teleworking, the employee must comply with his or her schedule and do it from where it is his or her turn (home). Time and attendance systems, overtime management, shift management… a blessing for controllers and the HR department. Storage Google drive / Dropbox. These two tools are great file sharing solutions. By sharing them in the cloud, they do not take up space on the devices and, in addition, they can be shared in a common space that can be accessed by all interested parties at the same time. In the case of Google drive, as long as the document is editable, users can modify it in real time and also at the same time. WeTransfer is also a very interesting option if you want to share very large files. Passwords Dashlane / Lastpass / Keeper. These 3 tools are the most prominent in terms of password management. Their differences are minimal, as they all focus on password security and password storage. We invite you to take a look at them so that, according to your needs, you can choose the one that best suits you. Do you need an IT profile? Management Loomio. It is a very useful teleworking tool for decision making. On this platform it is possible to create debates in which each invited user can give their point of view, vote or abstain without having to be present at the same time, as it allows flexible schedules to adapt to each one’s schedule. If you are trying to agree to plan an event or meeting, Doodle is a very good option. TINYpulse. It is also important to have team management tools, and that is why TINYpulse is presented, a software that helps to measure employee satisfaction through surveys that will allow you to know the state of your team at a time when labor relations have changed a lot in a very short time. Which of these tools do you use? Do you think there are any others that are even more useful? Let us know in the comments! Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Top KPIs in Human Resources

Main Human Resources KPIs

HHRR

KPIs will help you to measure and evaluate your actions, as well as to achieve your objectives. Find out today what are the main Human Resources KPIs!

10 professions of the future

10 professions of the future

Digital Transformation

Digitalization is bringing about very significant changes in many companies and sectors. Such is the influence of technology at a global level, that the current trend of companies is to digitize to the point of, in some cases, even changing their business models to adapt to these new, multiple and sudden changes. What is undeniable is that, just as the so-called “professions of the future” directly related to these changes and technological advances have emerged and are emerging, they will undoubtedly emerge. Incidentally, these changes come at such a rapid pace that they make it very difficult for employees to keep up with the pace and learning curve. In this context, we are faced with a rapidly changing digital market, human resources in need of reskilling and upskilling, and a demand for IT talent that is very difficult to find and, therefore, to fill. These hard-to-fill positions are what we call “the professions of the future”. Thus, the professions of the future are above all those that demand very specific and specialized technical skills in the technology sector. However, it must be taken into account that not only hard skills are important, but also that in recent years certain skills that are considered appropriate and necessary to get used to working life in each company are being valued very positively. soft skills skills that are considered adequate and necessary to get used to working life in each company. The current labor market is intrinsically linked to a process of adaptation to this new era, in which thousands and thousands of professions and jobs will be lost in favor of the professions of the future that we will see below. Before mentioning them, we should clarify that, although they are known as “professions of the future”, they are part of the current labor market landscape and trend. 10 professions of the future 1. WHITE HACKER. IT security has become one of the major concerns not only of users, but also of any entity that moves and operates in the digital world. White Hackers are in charge of detecting vulnerabilities in the internal system of the entity they work for, so that they can correct and shield their systems before a Black Hacker gains access. 2. GROWTH HACKER. Growth Hacker is a term that is gaining a lot of weight in the context of the professions of the future, and it refers to the professional expert in increasing very quickly the notoriety and volume of users of the brand, especially at the digital level and social networks, with the minimum possible investment. A very valuable practice today. 3. AI PROGRAMMER. Artificial intelligence is an element that is making its mark in certain sectors (among them Human Resources, with the arrival of softwares such as TalentFY). The ability to create algorithms and program guided learning is and will be a highly valued skill. 4. DATA SCIENTIST. Big Data is another very relevant concept today, as digitization has enabled companies to be able to collect a much higher amount of data than in the past. Being able to handle and analyze such large volumes of data will be vital for a “professional of the future”. 5. DEVELOPER. The cell phone, for better and for worse, is practically an extension of our body and we all have our mobile phone full of apps. For many companies, creating their own app can mean an exponential growth in their business, or there are even many that emerge directly as a native app. The application developer is already a vital figure today. 6. UI/UX DESIGNER. Whether for an app or a website, both the interface and the user experience must be optimal to ensure that the user wants to repeat the experience of entering your site. That is the role of the UI/UX (User Interface / User Experience) Designer: to optimize the interface and the user experience, making the design and accesses simple and pleasant. 7. CONTENT CREATOR. Content is the first step to sales. Without content there is no digital presence, and without digital presence you are nobody today. Influencers are considered content creators, but a content creator is also anyone capable of generating digital content for any company. 8. DIGITAL MARKETING SPECIALIST. The Digital Marketing specialist is the one capable of carrying out the digital campaign, not only managing the creation of content, but also the analysis of the data obtained and devising new strategies based on the same and the objectives. 9. E-COMMERCE SPECIALIST. Virtual businesses are booming and online sales are experiencing exponential growth, so many companies are jumping on the e-commerce bandwagon to adapt to this new trend and way of monetizing. Undoubtedly, one of the most prominent professions of the future on the list in the current context. 10. VIDEO GAME DESIGNER. The world of gaming is another booming trend at the moment, with the birth of e-sports. Many companies are betting on joining this new trend either as sponsors, tournament organizers, participants… And the basis of all this are the designers themselves, capable not only of programming a video game, but also of creating all the storytelling behind them. What do you think is the most relevant profession of those mentioned? Are you thinking of specializing in any of them? We are listening! Try TalentFY in a Live Demo Try our recruiting platform without compromise.And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

What are Assessment Centers

What are Assessment Centers?

Digital Transformation, HHRR

Selection processes represent a critical moment in HR, as they are the basis of talent management, the point where it all begins. A bad hire can cost a company a lot of time and money, which is why selection techniques are constantly evolving. The “Assessment Center” method, among others, responds to this need for innovation and precision in personnel selection. We have already mentioned it previously among the 5 trends in selection processesbut now we analyze it in depth: What is an assessment center? “Assessment Center” refers to a personnel selection method that aims to measure, through a series of tests, all those “soft skills” and abilities that a candidate must have to fill a specific vacancy. In this sense, it should be noted that everything related to the technical and specific knowledge required by the vacancy, in the case of Assessment Centers, remains in the background. In order to do so, we give full prominence and priority to analyzing the behavior of each of the candidates, so that they are able to predict their behavior once they are working in the company. What types are there? Assessment centers can have different formats depending on the needs, budget or time available to the contracting company. Thus, we can speak of assessment center… Classic. This is the most common, in which recruiters ask the group of candidates to take a series of tests, which can be individual or group tests, with which they will be evaluated. Individual. The same process is followed as in the classic assessment center, but the difference is that, in this case, the process is executed individually for each candidate, thus avoiding possible biases in comparisons or competitive frictions during the process. Online. It is the most modern way of conducting an assessment center, as well as the cheapest and the one that allows eliminating recruitment boundaries. However, recruiters often value, above all else, being able to see candidates in person. Although it may sound strange, we can also carry out an internal assessment center, which will help us to analyze and evaluate our own employees. Development. Although this is not a personnel selection method, it is important to consider it as well. It consists of an internal evaluation of workers to detect competencies that need improvement (development) for possible training plans. Management. Just like the development assessment center, the management assessment center consists of detecting areas for improvement in the company’s own employees, but in this case in team management positions. Steps to execute an Assessment Center Analyze the position to be filled. To begin to outline the profile of the candidate we need, we must take into account all the characteristics of the position, as well as those of the company itself and the workers surrounding the position. Establish the required competencies. To fill the position we have just discussed, what skills will be required? In this case, we must consider both technical and specific skills (“hard skills”) and the aforementioned “soft skills“. Establish the activities that will assess these competencies. In this process we must choose the type of assessment center we will carry out and the activities we will use to test the candidates. Once all this is defined, we can carry out the Assessment Center, analyze the data obtained with the entire selection team and choose the best candidate. What activities are performed? Solve cases in groups. In this way, the teamwork skills of each candidate can be analyzed, since in this case they are not competing with each other, but must cooperate to reach a conclusion. Resolution of labor problems. In this test, a conflict in the workplace is simulated and the candidates, also in groups, must investigate the issue in order to reconcile the situation. In this way, research, analysis and problem-solving skills will be assessed. Presentations. A presentation on a topic related to the process itself will allow us to evaluate the candidate’s public speaking ability, the confidence with which he/she expresses him/herself… Roleplay. Each candidate plays a role under the context that the recruiters have established, and they must interact with each other to get to the desired point. In this case, skills such as persuasion, negotiation and conflict management are evaluated. Psycho-technical tests. Candidates must pass a series of tests in a set time frame, which will assess their numerical, verbal and spatial skills. Pros and cons of the Assessment Center And you, have you ever performed or participated in an Assessment Center? How was your experience? Do you think you get good results? We are listening! Prueba TalentFY en acción Prueba nuestra plataforma de recruiting sin compromiso.Y si no te sirve, NO PAGAS. Sin letra pequeña. Agendar Demo Únete a nuestra News Suscríbete y recibe quincenalmente nuestros contenidos y novedades más exclusivas directamente en tu bandeja de entrada.