We are entering the last year of the 2010s. One year from 2020, a year painted as the poster child of human advancement and something of a sci-fi fantasy. From all I can tell, we haven’t exactly accelerated into a Jetson reality of flying cars, robot maids, and buildings in the clouds, but we do have Sophia the first humanoid robot citizen of Saudi Arabia, the beginnings of currency beyond government-driven assets, and a shift in everyday living, retail, and consumerism as proposed by Faith Popcorn where everything we need and could want is available via our homes and/or our mobile devices (otherwise known as “cocooning”).
As resolutions and grand plans waltz together in the hearts and minds of the collective, I offer a few of my own perspectives on society, work, life and the challenges we ought to be focused on as we approach a new decade.
Here are 10 perspectives for you to digest in 2019 and beyond:
- Lose the notion of “best-in-class”, “best practices”, “best-of-breed”. What seems to be the “best” is in the eye of the beholder. What your company deems a “best practice” is seldom the best set of solutions for your competitor. What works best for you in your life is not likely the blueprint for another human being. We have spent decades trying to be the best and create the best. Scenarios change. People change. Each passing moment diminishes the likelihood that something will be best or even suit the needs of those your practice or product are meant to impact. Focus on making a positive impact. Do your best whether through practice, action, or developing a product. Focusing on positive outcomes on a consistent basis is the best thing you can offer anyone.
- How can we be creating things in the likeness of a human when we have yet to perfect being human? Nobody loves the prospect of the future and technology more than I do (well maybe Elon Musk). My concern is we are creating things in our image when we have yet to perfect what it means to be human. Let’s face it we are failing at humanity currently and have been just passing to borderline failing at being human for some time now. We’re smart enough as a species, but can we honestly say we have lived this human existence to the best of our ability? It is likely that we are creating things like AI and robots in an effort to pass the buck on this human existence thing. There is still time to get it right. The question is are we up for the task?
- Fewer resolutions and more resolving to do a little better every day. Who are you trying to impress with your “new me, new year, who dis” posts? Better yet is this thing you plan to change or you wanted to be accountable to something you’re even passionate about? Most resolutions are baseless. When you resolve to change or accomplish something typically you have either grown tired or weary from the anguish and/or unfortunate outcomes a situation has brought to your life. In other words, those things that really caused you the most suffering in previous years are more likely to be a true catalyst of change rather than social coercion to make a random resolution. Change because it is necessary for you to do so, not because it’s popular.
- There is only so much that can be achieved in a given year, so cut yourself some slack. I am guilty of assuming I could conquer the world in a year and then some. The truth is there have been years when I achieved all goals on the list and years where I achieved everything but what I set out to do. This life is a journey. Some years we are prepping the field. Other years we are planting and yet other years we are reaping from the fruits of our labor. Set goals, but leave some wiggle room for serendipity, failures, and setbacks. They are all a part of the process.
- Are you good? Are you well? Do these questions make you uncomfortable? Wellness and wellbeing aren’t just some new age hippie concepts. People are suffering. Your employees are suffering some in small ways and others in some profound ways. Your pursuit of market domination is largely to blame too. You can’t operate in an industry that employs human beings to perform work and not be concerned with their wellbeing. I mean you could do that, but the road forward is looking disastrous. Prioritize your wellbeing and make sure your people do the same.
- Hippies in HR. Yes, this is a thing. I spoke at an event this year where we got into a debate about the need to do our jobs as HR practitioners in a way that adds to the greater good. In other words, can we be effective at our jobs by being ethical and human-centric while also focusing on impacting the bottom-line? It may seem like an old gripe, but it is front and center for younger practitioners who have yet to be initiated into an HR ecosystem only concerned with being seen as something more than a support function. The younger practitioner I spoke with said Hippie HR needs to be a thing. What do you think?
- Data isn’t our problem, accountability is. According to Forbes Contributor, Bernard Marr we produce 2.5 quintillion bytes of data per day. We have produced 90% of the data we have currently in the past two years. Having more data to equip us with better insights isn’t any longer an issue. The issue we have is we have no clue how to slice and dice the data to get to the crux of some of our more pressing issues. Even more disturbing is the fact that in some cases we are refusing to do the data cleansing and storytelling for fear of what it will reveal about our practices, outcomes, intentions etc. If we were that transparent we would actually have to be accountable to fixing some things rather than parading accolades that make us seem like we are doing the right things. More accountability, please?
- Be careful. Your bias is showing. Diversity, Inclusion, and Equity is either part of the fabric of your company or you are simply looking to skate by on hiring the one or two poster humans that will serve to show how “hard” you are trying not to be diverse and inclusive. At this point, it would be much easier on diverse groups of people if you simply say in your job description that you are intolerant. You should simply have your CEO deliver a personal video message on your career website stating that you see no necessity in promoting the interests of a variety of people. He or she should say they are afraid of reasonable accommodations and have no desire to learn which is why you lack differently-abled people in your workforce. Your bias is showing and you will lose every time. Masking it doesn’t make it any less obvious. We see you.
- Control is a disease. You can’t control anything but yourself. The deafening cry to end hierarchy isn’t because the hippies of the world of work just want to obliterate it; it should be reimagined because it is an old framework that has very little utility in our modern world. Every system we have created through the decades is flawed in some way. Nonetheless, the inherent flaws are ones we can manage so long as there is overall utility in using a particular process or control within a given time and circumstance. The abuses of power have been many and much of it has hinged on these tightly-wound organizational structures that were meant to wield power from the top leaving an unhealthy lack of power further down the food chain. How can we evenly distribute power without relinquishing the necessary order and structure needed for the run of a profitable business?
- Privacy and boundaries take center stage. It’s fair to say there is no such thing as privacy. Every day there are breaches exposing us and our information in ways we couldn’t imagine a decade ago. Platforms like Facebook are busy selling our data to companies unbeknownst to us. Is privacy the new luxury? We started the decade with the message that sharing of information is the new currency. It’s possible that the end of the decade will bring more talk of sharing less and having more boundaries around how much of ourselves we give to the matrix and each other.
I almost gave you 19 perspectives, but I think these 10 perspectives are enough to chew on for now. My hope is that you walk away from this article with a more expansive focus on all of the things impacting the humans we employ, service, and the ecosystems we are all playing in. Increasingly, we have to step outside of our oftentimes narrow focus on executing HR or business strategy to see clearly where we can improve what we do.
Wishing you all a prosperous, balanced, and insightful 2019 ahead!
Campaign/FTC disclosure: This is a sponsored guest post. I will receive compensation for this post. I only work with companies I feel have great products, services, and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, thought leadership, events and/or companies I believe my readers will benefit from. I am not formally employed by Recruitee. All thoughts and viewpoints are created and written by Perry Oostdam of Recruitee. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Image courtesy of Recruitee
What works for one company may not work for another. This goes for the budget, policies, and recruitment software! With the abundance of Applicant Tracking Systems (ATS) available, it’s worth it to shop around and get the best fit for your specific needs. There are comparison tools that are handy, like Capterra’s list of the best ATS. Side-by-side features and ratings are a great research tool! However, it may seem like a daunting task to sift through the options if you don’t know what you are looking for. Read on to find out the questions you need to be answering in order to determine the right ATS.
1—Is it user-friendly?
Collaboration in the hiring process is crucial. Decide with your whole team if an ATS will work for your particular situation. You must find one that even the least tech-savvy of employees can use and interact with! This will increase the level of inclusion and employee engagement, as well as the quality of hires. It’s a win-win situation.
How to find the answer:
Pin down what it means to your team to be user-friendly. A great place to start is a resource or article that explains how and why recruitment software can benefit teams when it’s easy to navigate and use. When listing these requirements out, remember to include criteria that benefit both a) the users and b) the potential applicants. Here are some quick ideas to give you and your team some inspiration:
- Simple application process with no redundancy
- Application form can be completed on mobile
- Sourcing extension for auto-fill of candidate data
- Email inbox right in the platform
- Live support
2—Is it mobile optimized? (Bonus if it has an associated mobile app!)
In the first question’s details, I mentioned mobile application forms as a possible must-have. This isn’t something to take lightly! Even if you don’t tangibly see the results of your mobile-optimized application form, candidates and your hiring results will thank you for it. A whopping 78% of job seekers reported that they would apply for a position via a mobile device. This is a huge chunk of your talent pool! Some applicants will bypass applying for a job if it can’t be completed when they are viewing it on their mobile device. Why miss out on top talent this way?
Speaking of missing out, the hiring arena is fast-paced. You don’t want to lose a potentially great fit for your company because you are out of the office. I’m not saying stay connected 24/7. However, your team will benefit from an ATS app that allows custom notifications. This way, your ATS is essentially in your pocket, allowing you to pick up on important, time-sensitive opportunities. Candidates will appreciate the responsiveness, and your competitors will be left wondering how you nabbed top talent so quickly!
How to find the answer: Test it out on your phone! Does the application form hold up on a mobile device? Also, go to the app store and see if there is an associated app with the ATS at hand. Download it, and try it for yourself.
3—Is it customizable?
Not only should notifications from your ATS be customized, but the whole platform should be able to be tweaked to fit your exact needs. Extra features that aren’t necessary just waste space and junk up the interface. Find an ATS that is intuitive and allows for customization. This will not only benefit your hiring workflow, but it will improve the candidate experience.
For instance, mass emails can appear cold and impersonal. When you are already dealing with a sensitive situation such as rejection of a candidate, this can leave them feeling jaded, confused, and, worst of all, ready to retaliate. The candidate experience can have a large impact on employer brand and the way your company is perceived. Tweaking bits of the hiring process to show candidates that you care will work wonders.
How to find the answer: Look for options to customize your workflow, from interview setups to team management. Furthermore, look for the ability to personalize candidate interaction, such as emails with placeholders.
4—Does it track recruitment data?
With the pressures of recruitment to-do lists, analysis sometimes gets pushed to the backburner. However, constant optimizations can result in a genius hiring process! It’s worth it to track the right data and analyze your findings. Practical application throughout different stages of your company’s lifetime will get you better hires in less time. Not only do companies differ in their hiring needs, but hiring needs change and fluctuate as an individual organization ebbs and flows.
How to find the answer: If you think you don’t have time to track data and/or don’t know what metrics to include, find an ATS that offers data tracking and automated reports!
5—Is your data secure on the platform?
Recruitment software is making the right move: to the cloud. ATS, in particular, are best when cloud-based. This keeps sensitive candidate and user information safe and secure from hackers, viruses, and the like. Think of the cloud as an intangible file cabinet that doesn’t run the risk of catching fire, losing documents, or being broken into! Pick an ATS that has proper security procedures in place.
How to find the answer: Make sure your ATS is outside of the jurisdiction of the Patriot Act. Cloud-based software can be used globally. Additionally, in the terms and conditions, look for adherence to security protocols.
Ask these questions, but play around with them to ensure that they are right for your company. What works for a similar company may be way off when it comes to your needs! Sit down with your team and decide the make-or-break features that will fill in the gaps where your recruitment is lacking. Try out the free trials of a few ATS and use your experiences to make an informed decision. Your hires will be better for it.
Image courtesy of Recruitee
Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices in Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.
For more information on Recruitee and its features email them at email@example.com.
Image courtesy of Ultimate Software.
Campaign/FTC disclosure: This is a sponsored product review. I will receive compensation for this post. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, events and/or companies I believe my readers will benefit from. I am not formally employed by Ultimate Software. All thoughts and viewpoints are created and written by me. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
In the HR industry, we spend a lot of time talking about the best ways to engage the people that work tirelessly for us. The thing that we often overlook in the engagement conversation is: “communication.” While that may seem broad, let’s explore a bit. How likely do you think your employees are to share their thoughts, ideas, and concerns at work? You may be thinking: “I have an open-door policy” or “we periodically send out employee surveys.” All of this is a great start, but I would argue that between your open-door policy, employee surveys, town halls, and overall company culture lays a tremendous gap between what you think you know and what your employees truly feel.
Why the gap?
Understanding employee voice requires that you understand the various inputs and ways in which employees communicate. Encouraging your employees to speak up is admirable, but not nearly enough. If asked, many employees will describe a sense of fear around offering up ideas, thoughts, and concerns, whether solicited or unsolicited. While this sentiment is often based on unfounded perceptions of the consequences of communicating freely, it is just as often rooted in experiences where feedback led to negative outcomes such as low performance ratings, indifferent behavior by management, isolation, and even termination as illustrated in an HBR article, “Can Your Employees Really Speak Freely.”
Case and point, employees are fearful of speaking up. In turn, that fear presents a challenge for organizations that are desperate to thwart turnover and other organizational maladies to better retain their workforce. According to a 2016 survey by Xerox, 53% of employers cite retention of top talent as an “organizational priority” for 2017. In order to retain your people, you need to have some insight into their ideas, intentions, and behaviors. The pathway to rounding-up that information isn’t exactly a simple science without some heavy lifting by technology. The reason for this is: Much of your intelligence around what motivates your employees is likely lying dormant as unstructured data fueled by performance evaluations, pulse surveys, exit interviews, internal communication tools, etc.
While all of this information is lying dormant, organizations are left vulnerable and in a state of inaction. Without visibility for situations and actions brewing under your nose, many organizations will continue to wonder why they can’t get ahead where employee engagement and retention is concerned.
Luckily for the HR industry, one of my favorite HR Technology companies, Ultimate Software, has gotten into the data game specifically to assist companies illuminating the true feelings and emotions behind employee responses.
Ultimate Software has a new solution called UltiPro Perception™. They were kind enough to allow me to ask them some questions about their solution and how it can help you. Here’s the scoop:
Help me understand how UltiPro Perception captures employee sentiment.
UltiPro Perception uses advanced Natural Language Processing (NLP) and Machine Learning (ML) algorithms to analyze open-ended responses within employee surveys. The solution’s sophisticated technology interprets text-based feedback to uncover the feelings and emotions behind employees’ responses. Leaders and managers can then assess the overall sentiment for individual employees, teams, or the organization as a whole. The solution also looks for repeated keywords to identify more than 70 workplace themes or topics, and over 100 emotions beneath the surface of employee answers.
Why is UltiPro Perception better than any other tool out there using sentiment analysis?
UltiPro Perception is uniquely built to analyze unstructured data and uncover not only what employees are saying, but also how they feel, about things like work environment, culture, and leadership. UltiPro provides managers with easy-to-understand, actionable insights that will have a true impact on improving employee retention and engagement.
Another key differentiator is that UltiPro Perception is part of UltiPro’s comprehensive HCM suite. Organizations can easily collect feedback from the right groups of employees based on location, supervisor, tenure, and more—essentially any data element within UltiPro. Most competitive tools have no or limited HRIS/HCM integration and lack enterprise-level requirements such as configurability options and proper role-based security. Other employee survey solutions typically require costly, manual processes or they rely solely on quantitative analytics, and therefore can’t give organizations a true understanding of employee sentiment before it’s too late to take meaningful action.
How does UltiPro Perception arm managers and organizations in being able to manage the Talent Management life cycle better (i.e. Recruitment through Succession)?
UltiPro Perception offers built-in survey templates to gather feedback throughout the employee lifecycle—from candidate, to new hire, engagement, post-learning, exit, and more. Surveys can be configured to automatically be sent once a specific work event occurs, such as a promotion or performance review.
Key driver analysis provides real-time, actionable metrics to help guide managers towards the most effective next steps. Combining these results with UltiPro’s predictive analytics tools and Leadership Actions, managers have powerful resources to support, coach, and retain their employees.
Regarding data and reporting, how simple is UltiPro Perception for HR practitioners new to sentiment analysis?
With UltiPro Perception, data collection, management, analysis, and the delivery of insights are all automated, with both standard and configurable reports available. Report-quality insights are delivered in plain English—no training required. UltiPro Perception’s easy-to-read, interactive reports are delivered immediately upon closing surveys, including the analysis of free-text responses. Reports are distributed based on the employee directory and can be tailored to individual managers or areas of the organization.
What are the long-term and short-term wins new customers can expect using this tool?
Short term—Organizations can immediately get a sense of how their employees currently feel about their work environment, leadership, and more. UltiPro Perception can uncover the organization’s strengths and key areas for improvement.
Long term—Organizations can utilize UltiPro’s workforce intelligence solutions, including UltiPro Perception, to uncover people challenges, predict outcomes, and recommend actions to drive better business results. Additionally, leaders can use historical benchmarking to assess how engagement scores are changing over time, in order to identify trends or patterns and determine long-term strategies to improve workplace culture and make better business and people decisions.
When will UltiPro Perception be available?
UltiPro Perception is currently available for purchase.
What is the approximate cost of the product?
UltiPro solutions are priced on a per employee, per month basis and costs various depending on a variety of factors, including company size.
Is there training or train-the-trainer opportunities available for organizations that need more?
Ultimate’s activation team guides all new customers through setup and configuration and Ultimate’s experts will also guide customers through executing and analyzing their first survey. UltiPro Perception is simple to configure and use, but if customers would like additional assistance Ultimate’s Services team will provide additional support to ensure customers are getting the most out of UltiPro Perception’s powerful survey and analytics capabilities. Ultimate also offers free learning resources for all organizations and their employees, including on-demand online training, webcasts, and more. Through Ultimate’s unique “People First” approach to customer service, all Ultimate’s customers have instant access to customer service experts, including a dedicated account manager and phone and online support.
You may be asking how you give a voice to the voiceless utilizing technology like UltiPro Perception. Here’s how you begin:
- Audit your company culture to uncover both intended and unintended practices that may deter employees from openly sharing their feelings and thoughts.
- Continue to find ways to include employees and their input in all aspects of your company’s operations
- Ensure that there are simple and varied ways for your employees to connect and communicate with you.
- Utilize sentiment analysis and machine learning technologies like UltiPro Perception to help you properly synthesize the valuable feedback you collect from your employees on a regular basis.
- Make sure you are prepared to act upon the information you receive and make sure all levels of management do the same. It isn’t just about acquiring a solution like UltiPro Perception to help uncover this information. You actually have to be willing to make the necessary changes as needed to ensure your employees feel heard.
Organizations can no longer afford to ignore all of the data points available to them. Employees are communicating in a myriad of ways all the time. It’s time we start to listen to them.
Get a sneak peek of Perception via UltiPro’s product tour .
Also, Ultimate Software will be hosting a free webcast on April 25th for you to learn more about this product. To register, click here.
There are all of these articles about communication and engagement. I have contributed my thoughts in some of them. They are all useful in some regard if you want to get to the bottom of your engagement and communication issues. Except, we would have to include the one nuisance variable that most leaders and companies won’t cop to and that is: The cloak of silence.
We are working and living in the age of knowledge. We have more data points than we can use and have more information at our finger tips than previous generations. If given a chance, most leaders will cite wanting to understand their employees better. They want to understand things like motivations, propensity to leave, career aspirations etc.
What makes this problematic is leaders and companies want to know these things, but are often times not willing to ingest and digest the answers. Often times, when the answer they receive is unfavorable for them or the company – they react. The reaction is negative and usually sets such a tone that any further or future communication like it will be non-existent, censored and/or stifled.
Around the time of the 9/11 attacks here in NY the MTA came out with this whole campaign that said: ” If you see something, say something.” Many businesses latched onto this saying and started using it as a way to appear as though employees should feel free to share the things they are noticing and should feel safe to do so without fearing retaliation. There are some good eggs that truly stand by having an open, honest and communicative culture.
Others still, prefer a cloak of silence. They prefer for employees to be seen and not heard. These are companies that like when people speak up to praise the organization and its leaders. Companies that prefer a cloak of silence literally squash and black list anyone who dreams of raising a concern or anything deemed unfavorable for the company.
Let us examine through this example:
I worked for a company in a previous life that loved to hold town halls. If you know anything about town halls you know that they are meant to be open forums where people can come to have their ideas and concerns heard by those in power. The goal is that healthy debate and conversation is brought to the table by the constituents and those in power so that amicable solutions can be implemented.
When we had town halls, they spent weeks communicating the importance of our participation. It was even shared that no question was “dumb” or “irrelevant”. Yet, the first town hall I attended at this company was quieter than a church during Sermon. The CHRO spent an hour speaking about projects, opportunities, our organizational scorecard and then asked for questions. One of my co-workers raised her hand and if looks could kill she would have been dead. She continued to ask her question about adding additional members to our team, because of the excessive workload. Her question was answered abruptly and dismissed.
After the town hall, some of my more tenured co-workers spoke among themselves about how this employee who spoke up never learns her lesson. As in, she should have remained quiet instead, because clearly her question was not welcomed.
Every subsequent meeting and town hall was marred by a cloak of silence. We all knew that it wasn’t worth our time to ask questions or raise issues in these meetings despite what leadership was saying. They didn’t really want to know. It was all about faking their way to engagement and open communication – except they were doing a really poor job at it.
If you have noticed the same in your company here are some tips for building trust and getting your employees to communicate with you again:
1) Don’t ask questions, if you don’t want the answers. What people experience in their jobs day-to-day is very real. Don’t ask them to lie to you so your feelings aren’t hurt. Your employees have a right to not work in fear and you deserve to hear the truth so you can improve.
2) If delivery of certain messages are your concern, set a few ground rules for your town halls and meetings. Let’s be honest, sometimes intention doesn’t meet delivery at the finish line when it comes to communication. Having a few ground rules for meetings and town halls will help to set the tone. Be sure that your employees know you will abide by them as well.
3) When they speak, you listen and then take action. What is the point of having all of these data points, if you are going to simply hoard them – only to do nothing with it. When your employees speak up it’s an act of bravery on their part. The way they know that you have heard them is by acknowledging what was said and taking action.
Communicating doesn’t have to be difficult. Once you get over your own fears and needs to control what and how your employees say something – it will be a smoother ride for both parties.
Campaign/FTC disclosure: This is a sponsored product review. I will receive compensation for this post. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, events and/or companies I believe my readers will benefit from. Dun & Bradstreet has hired me as an influencer to help them raise awareness about their new Business Solutions Insights Microsoft Office 365 partnership with Ingram Micro Cloud. I am not formally employed by Dun & Bradstreet. All thoughts and viewpoints are created and written by me. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Image courtesy of www.dnb.com.
Big data has long been a debilitating term in the business world.
When it comes to business, we all would prefer to make better, more informed decisions. In order to achieve this, we have to collectively become comfortable with the notion of being data-driven. Making data-driven decisions has little to do with how “big” your data is, but rather how you make the data that you collect every day through transactions, interactions and prospecting work for you.
For many companies – be they Fortune 500 or small businesses – this data and information is often unstructured. This information both lives and dies in different systems, processes, and in some cases, people within organizations.
The key to being able to use this information to the advantage of the business is to aggregate all of your business insights simply in one place for anyone in the organization to use.
I had a unique opportunity to chat with my friends at Dun & Bradstreet® to discuss their recent participation at the Ingram Micro Cloud Summit held last week in Phoenix, Arizona. I also had the opportunity to get an exclusive demo of their new Business Solutions Tool for Office 365 available via the Ingram Micro Cloud Marketplace®.
Image courtesy of IngramMicro.com.
Big data is not so big – when you break it down.
One of the recurring questions about big data is: What makes it so complex? In speaking with Karlos Palmer, VP of Global Alliances and Partnership Strategies and Nakul Kapoor, Senior Director of Partner Enablement at Dun & Bradstreet, they break down the complexity of data into what they call the four Vs of big data:
- Volume – The scale of data. This is how much data you have stored and living across your business.
- Variety – The many different forms of data. From demographic information to customer profiles, the range of data you collect is both useful and innumerable.
- Velocity– The analysis of streaming data. With the connectivity of things growing every day, there is a constant flow of data streaming at all times. Dun & Bradstreet® reported at last week’s Ingram Micro Cloud Summit that there are as many as 18.9 billion network connections (2.5 connections per every person on earth).
- Veracity– The uncertainty of data. Unreliable data is costly to your business. It has been reported that poor data costs the U.S. Economy around $3.1 trillion per year. Somewhere along the data continuum, there has to be a cleansing of your data to be able to use it effectively.
The businesses that have yet to implement an operational call-to-action for data struggle in one of more of these areas.
As a small business owner, I understand the value of making decisions rooted in good data. What prevents me from exploring my options is my concern for how much it will cost me to implement a solution and the ease of use.
After seeing the demo of Dun & Bradstreet’s Business Solutions Add-in for Office 365, I am excited about the possibilities this product holds for small to mid-size businesses to make more insightful, data-inspired decisions.
Less is truly more.
Think about how you have traditionally created reports in Microsoft Excel® and imagine even the smallest sets of data reconciled with Dun & Bradstreet’s insights – only to give you more valuable information than what you started with.
Here’s how the Dun &Bradstreet Business Solutions Tool works:
- Dun & Bradstreet has accumulated a collection of data around sales, marketing, supply chain and credit risk that spans its 175-year old history.
- They have created an add-in in the Ingram Micro Cloud Marketplace that can be used with your Microsoft Office 365.
- Through your normal reporting in Excel, you can take something as simple as a spreadsheet with name, email, and address – and have Dun & Bradstreet run your information against its over 30,000 sources.
- What you get depends on which of the nine modules you use across sales, marketing, supply chain and their advanced data tools are insights like:
– Understand Your Customers™ module – this module allows you to bring in a minimal amount of data points and in return gives you insights on your customer’s history, market behavior, etc.
– Get Prospects List™ module- this module allows you to search your customer list and get a targeted view of customers you should be meeting with when you go on the road for meetings and conferences, etc.
- Your data is now reliable because it is driven by Dun & Bradstreet’s D-U-N-S Number® that connects demographic information with just about everything a single business does over the lifetime of their business (credit standing, sales and marketing, industry, years in business, business hierarchies, etc.).
- All of the segmentation and data cleansing is done for you. Every record comes back with a rating for Dun & Bradstreet’s success in matching your record with their sources.
How much will it cost you?
This is my favorite part. The Dun & Bradstreet Business Solutions add-in is available to us with a minimum investment of $25.00 per month (note: The price may increase if you have to purchase the Microsoft Office 365 suite as well). However, if you are already a Microsoft Office 365 customer, you can simply download this free add-in and enable it by depositing increments of $25.00 into your Dun & Bradstreet Business Solutions account.
Every time you run a module, the product will draw from your existing balance. Most queries charge $0.75 per record or per list of 25 records.
How can you get it?
Dun & Bradstreet’s Business Solutions Insights for Office 365 can be purchased in the Ingram Micro Cloud Marketplace by clicking here. You can also purchase it through any Ingram Micro Cloud reseller.
Enterprise quality solutions are now available for SMBs. This is an exciting step in all of us becoming data-driven inspired business owners.
To read the press release regarding Dun & Bradstreet’s partnership with Microsoft Office 365 and Ingram Micro Cloud click here.