HR Versus Higher Ed: Does it Have to Be a Battle?
HR Versus Higher Ed: Does it Have to Be a Battle?

HR Versus Higher Ed: Does it Have to Be a Battle?

Enrollment at colleges and universities across the country is on the rise, and with a record number of students setting foot on campus each fall, HR departments are not only looking to hire and retain the best faculty but also stay compliant with complicated legislative mandates like the Department of Labor’s new overtime regulations.

Depending on the size of the institution, the HR function in Higher Education can be responsible for supporting hundreds to thousands of faculty, staff and student employees who come and go throughout the year. To help a small staff manage increased demands and responsibilities, HR departments are turning to technology to automate time-consuming processes. Let’s review some challenges facing higher education and questions to consider when searching for the right technology to make your to-do list more manageable.

Most HR departments typically fight an uphill battle of balancing limited resources with a growing list of employee requests and administrative responsibilities. As a result, HR leaders often lack the ability to focus on higher-level strategic initiatives like retention, engagement and workforce planning. HR departments have goals to collaborate with other school leaders and contribute ideas to help shape strategic decisions, but in reality they have become too bogged down processing and filing paperwork and responding to employee requests. While requests continue to increase, the number of available resources isn’t changing and HR leaders are beginning to prioritize HR technology to automate every day, manual processes.

3 ways an HR solution can eliminate HR inefficiencies at your organization:

• Manage and store performance reviews, open enrollment and other employee documents electronically to ensure complete access to important information and greatly reduce the amount of administrative responsibilities for your HR department.
• Engage your people with employee self-service features so they’re not constantly contacting your HR department for information they can access on their own.
• Gain access to important HR tools and documents to help mitigate compliance and ensure you’re properly managing your staff.

Furthermore, colleges and universities are committed to hiring and retaining quality professors but without a defined process in place to help HR departments manage applications, administrators could spend weeks reviewing stacks of paperwork. It’s a domino effect as this tedious and time-consuming process can lead to delays in filling open positions and top candidates are more likely to accept another offer before you’ve ever had a chance to review their résumé. To better equip recruiters, higher education institutions are utilizing Applicant Tracking solutions to help evaluate and land top talent.

3 ways an Applicant Tracking solution can ensure you’re not missing out on great candidates:

• Receive visibility into all open positions and recruiting activities across your organization.
• A dedicated careers page will provide everything a candidate needs to find and apply for available positions at your organization.
• An efficient candidate approval process can allow hiring managers to change candidates’ status, capture interview feedback and approve offers using email commands.

Investing in HR technology can be a game changer for higher education if you find the right features and functionality that meet your needs. Here are a few tips to ensure the solution is the best fit for your organization:

Engage your staff from the start. Gather the staff responsible for daily HR tasks and ensure you understand their current processes and where improvements can be made. Consulting those impacted from the beginning will help gain their buy-in and make them feel more engaged throughout the entire process. Plus, their open feedback will help you determine where you should focus your attention.

Be sure to consider scalability. You’re looking for new technology because of the growth of your organization so be sure to understand how an HR solution can support you in the years to come.

Find the right partner. Investing in HR technology means that you are not only committed to the software but also the partnership with a provider. Make sure you feel comfortable with the representatives you will be working with and inquire how they will support your organization in the future. Will they consider suggestions you make on product improvements and will they provide a roadmap on new features being added? Ask for references and conduct research on potential partners.

Interested in learning how our HR and Applicant Tracking could help make an impact at your organization? Contact us and we’ll be happy to learn more about your current processes and walk you through a demonstration to show how Paycor can help you become more efficient.

Sources: University Business, Forbes and The Education Advisory Board

More to Discover

What is a W-4 Form?

What is a W-4 Form?

What is a W-4 Form? W-4 forms are essentially very basic tax returns filled out by employees. Specifically, it tells employers the correct amount of tax to withhold from the employee’s paycheck. Need a W-4 Form? Download it here. Why are W-4s important? The accuracy of an employee’s W-4 submission will determine the size of their tax refund (or bill) at the end of the year. The amount withheld should be as close as possible to their actual tax obligation—a big deficit can be an unwelcome surprise and may be accompanied by further penalties. Withholding more than necessary is considered by some employees as an easy way to save but, while refunds may seem like a nice treat, you are taking away the chance for employees to invest (or use)...

Case Study: Price Brothers, Inc.

Case Study: Price Brothers, Inc.

A need for robust reporting tools and a modern HR and payroll platform with onboarding capabilities led Price Brothers, Inc., to Paycor. “We’re constantly hiring and looking for skilled trade help on a daily basis. Now they can fill out the application online and we can email them the new-hire paperwork. They can complete everything online before their first day.” - Kim McLaughlin, CFO, Price Brothers, Inc. Why Price Brothers, Inc., left their payroll provider Price Brothers, a Charlotte, N.C.-based plumbing contractor who specializes in new-home construction, needed a more modern HR and payroll platform that could keep up with their growing business. Their former solution wasn’t intuitive and didn’t collect all the data they needed for...

How to Pay 1099 Employees

How to Pay 1099 Employees

As the gig economy grows more employers are looking to hire independent contractors (aka 1099 workers). But since paying independent contractors isn’t a walk in the park, many employers are looking for step-by-step instructions. Here’s a breakdown of everything you need to know: How Do I Pay a 1099 Worker? This subject is something you will need to discuss in detail with the person you’re hiring for the job. Often, they will have a written contract that stipulates how and when they should be paid. The two most common methods of payment are hourly and by the job or project. Some independent contractors — such as attorneys — prefer to be paid on retainer, which means you pay them a lump sum at the beginning of each month in return for a...

States with Salary History Bans

States with Salary History Bans

Requesting job applicants’ salary histories has been a pretty common practice for employers over the years. Recruiters and hiring managers often use this knowledge to exclude people from the candidate pool, either because the applicant is “too expensive” or their previous salary is so low, hiring managers think the person is poorly qualified or inexperienced.Businesses have also used previous salary information to calculate new hire compensation—a process that can perpetuate pay disparity between women and men. To address this inequality, several states and municipalities have enacted bans on asking for previous salary information, although laws vary in terms, scope and applicability. The states and territories that have enacted salary...