Best HR services

Rating 0.00 (0 Votes)
Ownr - pricing, customer reviews, features, free plans, alternatives, comparisons, service costs.

Ownr

3 Reviews
Breezy - отзывы, альтернативы (описание, аналоги, сравнения)

Breezy

1 Reviews
BambooHR - отзывы, цена, альтернативы (аналоги, конкуренты), бесплатные лимиты, функционал, сравнения

BambooHR

1 Reviews
Sage - отзывы, цена, альтернативы (аналоги, сравнения, стоимость услуг)

Sage

1 Reviews
15five - отзывы, альтернативы (описание, аналоги, сравнения)

15five

1 Reviews
Skuad - reviews, price, alternatives (analogues, comparisons, cost of services)

Skuad

1 Reviews
Official site
skuad.io
Mayple - reviews, price, alternatives (analogues, comparisons, cost of services)

Mayple

1 Reviews
Official site
mayple.com
Zoho WorkDrive - reviews, price, alternatives (analogs, competitors), free limits, functionality, comparisons

Zoho WorkDrive

1 Reviews
Oyster - reviews, price, alternatives (analogues, comparisons, cost of services)

Oyster

1 Reviews
Official site
oysterhr.com
Zoho Expense - reviews, price, alternatives (analogs, comparisons, cost of services)

Zoho Expense

1 Reviews
Official site
zoho.comexpense

Latest reviews

Michelle Kim

Michelle Kim on Zoho WorkDrive

It has been amazing, from the start. I started using the default app, but then switched to truesync and it has been incredible
Alex Smirnoff

Alex Smirnoff on Zoho Expense

Cloud based, can be done anywhere, and on the fly when you receive receipts. Administration checking of expenses are the same. Easy to use, allows dif...
Michelle Kim

Michelle Kim on Mayple

We joined Mayple as part of their expert marketer's pool, to enjoy a steadier incoming of customers to our digital agency.
Michelle Kim

Michelle Kim on Upstack

UpStack's experience is just so much more bespoke, the quality of the developers is extremely high, and you're paying that TopTal premium. Just an all...
Michelle Kim

Michelle Kim on GoHire

Love it outstanding if I leave a good review in s omething you know it's good.
Michelle Kim

Michelle Kim on Occupop

Very easy to deal with and were more than happy to help with any questions or problems we had. The product is cost effective but the system is very ea...

A universal web-based solution that allows you to greatly simplify the work of HR professionals related to the administration and control of HR document management, as well as interaction with staff.

Recruiting sites are one of the most popular places to find staff and jobs. It's easy to post a job and wait for responses. You can also look through resumes yourself and invite people to work. According to Vakant.ru, 90% of job seekers look for work online

The "HR-Processes" solution allows you to transfer the HR document flow into electronic form, while retaining the ability to work with paper documents. The solution is built into the current processes of the enterprise and becomes a convenient tool for personnel management.

How to choose the best HR service 

 

What is HR?

 

It is a universal web-based solution that allows to significantly simplify the work of HR department specialists related to the administration and control of HR document flow, as well as interaction with personnel.

 

The "HR-processes" solution enables you to convert HR document flow into electronic form, while retaining the ability to work with paper documents. The solution is built into the current processes of the enterprise and becomes a convenient tool for personnel management.

 

Companies can choose the approach that suits them best:

  • classic business process automation. Allows for the acceleration of the organization's business processes, while keeping personnel documents in traditional paper form;

  • Partial conversion of documents into electronic form. Only labor contracts are kept in paper form, other HR documents become electronic;

  • Fully digital interaction. All personnel documents are created and stored in electronic form.

 

What are HR metrics? 


Human Resource metrics are measurements that help organizations track key areas in their HR data. In simple terms, these metrics help track and measure employee performance, initiative, proactivity, and engagement. 

 

There are three main categories of HR metrics:

1. organizational effectiveness.

  • Percentage of employee turnover

  • Statistics of reasons for employee departures

  • Percentage of employee absence

  • Recruitment and hiring statistics (time to find candidates, number of applicants, search and hiring costs)


2. Personnel operations

  • Efficiency of personnel management 

 

3. process optimization

 

  • Changes in the efficiency and effectiveness of the HR team over a period of time. This includes optimizing HR processes, developing a strategy, and rethinking the role of HR in the company.

 

Personnel search

 

Based on the staff planning performed, HR managers begin the search for specialists.

 

The first thing to do is to describe the position and the basic skills of the employee. If the vacancy is responsible, we recommend compiling a job profile. What this is, and how to compile it, we discussed in a previous article.

 

Once the profile of the specialist has been compiled, you need to write the vacancy. If you are looking for a cashier in the store, it is enough to specify the salary, the address of the store, and for formality - the requirements for the employee: responsible, communicative, punctual.

 

But if you are looking for a specialist, the drafting of the vacancy should be approached carefully:

  • Describe clear skills and requirements for the candidate to immediately screen out unsuitable applicants;

  • Describe the working conditions, career opportunities, development and everything else that might interest a specialist.

 

Don't forget that good employees are scarce, and all companies are fighting for them. Therefore, your offer must be competitive both in terms of pay and working conditions. What will you choose: to work in an office for 10 people, and go to the nearest diner for lunch, or to work in a private office, and have lunch for free in the office cafeteria?  

 

Next, you need to post the job. Recruiting sites, media, and social media are good for this. You can use headhunting, exclusive search and other methods of personnel search (we also considered them in detail in previous articles).  

 

Next, the company's HR processes include reviewing resumes, feedbacks, communicating with candidates, and inviting them to interviews. We move smoothly to the next stage of the HR process - evaluation and selection.

 

Criteria: What to look for when choosing a service. 

 

Basic functions
The standard offerings of selection services are built around the basic steps of the search. A good service helps:

  • maintain a resume database (convert questionnaires from any formats, filter from "duplicates", quickly search the database)

  • select candidates (ranking by keyword set, answers to questions, and other parameters);

  • create a schedule of interviews;

  • drafting standard letters - answers to candidates.

 

If a specialist is liked, but there is no suitable vacancy yet, the resume will go to the reserve. In modern services it is possible to leave comments and notes to a candidate's resume. This is convenient when working together, when several employees follow the maintenance of a vacancy at once. It is important that a service can collect information from the job search sites you need.

 

If all these elements are conveniently implemented, the basic requirements can be considered satisfied.

 

Additional features


Some services offer to extend the standard set. In addition to collecting and sorting questionnaires, they know how to work with vacancies:

  • publish vacancies on job search sites and in social networks;

  • collect feedback, make the initial rating of applicants.


Access to a resume database without the Internet and the ability to make changes from different devices will also be an advantage. If a manager simultaneously manages many vacancies in different areas, he will be able to make a mark or prepare a new vacancy at any time.