How does automation in HR process helps in Recruitment?

Automation is a big big saviour! Time has dramatically changed over the last couple of years due to the pandemic. The harsh disruption has led to a new phase where companies are now ready to buckle up and restart their hiring process with a new momentum altogether. To go about this, many companies are welcoming new energies onboard hoping they can refresh, strengthen, and accelerate their mechanism. When an employee is to be hired, various steps from the grueling hiring rounds, orientation, induction, their training, as well as proper acclimatisation with the company’s environment come under HR. On average, each corporate job offer attracts 250 resumes. The typical employer will then interview 4–6 candidates for the job, and only one will be successful. There are a variety of challenges that HRs have to go through regularly. Some of these are as follows :

  • The urgency for quick recruitment
  • Resume processing
  • Verifying the authenticity of the credentials
  • Joining Date and Boarding Issue
  • Choosing the right candidate

Wouldn’t it be better if there is a software that can save the HRs from the entire drudgery?

It is very important to make sure that the right candidate is chosen at the right time. But the new normal phase poses its own set of challenges when it comes to recruitment online. As employees are the wheel of any organization, HRs meticulously assess the individuals to ensure that they can completely fit in the company as well as their values are in line with the company’s values. However, virtual recruitment is becoming a big issue for HRs as it is not possible to assess the candidate’s overall personality, skills by merely looking at them on a screen.

When a candidate is sitting across the desk, it is easy to gauge their personality and energy. It can be sensed through their body language, dressing, responses. Even something as simple as how they are observing the environment around them. But when your entire judgment has to be based on a small screen in front of you, especially when the person is sitting at the leisure of his abode and not in a formal office set up, things get tricky. 

Fortunately, there is much effective software that is there to come to your rescue. Technology is making it possible to hire people during such dire times. Technology is the one that will make the process effortless for you. The recruitment process is a long process followed by a series of work and formalities. Sourcing, resume tracking, analysis, pre-hiring assessment, background checking, and final onboarding are long processes that need to be done by a new employee who is added to a company. The HR software assists with the entire process making it quick and seamless.

Following are key features that the software provides to help the HR recruit online:

  1. Application Tracking
  2. Data Analytics
  3. Assessment
  4. Onboarding
  5. Training

Application Tracking-

Once the CVs are the source, the software helps you in application tracking. As the manual screening of the CVs is the most time-consuming, and tedious part of the job, so the HR software comes to play to speed the screening process. The HR personals don’t need to go through thousands of resumes and curate from the heap. The software compares and selects the eligible resumes discarding the rest. The job of tracking, sorting, processing the resumes and updating the status can be easily done. The software generates the relevant information collected from the resumes and creates a reliable database that the employers can go through and select from. It also assists in tracking interviews, allocating HR personnel as well as registering remarks.

Data Analytics-

On the software’s dashboard, it is easy to get analytical information reporting KPI’s and funnel metrics such as the forms to fill, source of hire, candidate’s status, etc. It makes it easier for the employees to access the status of the candidates, and take appropriate actions accordingly. Accurate data is also necessary for future reference and timely upgradation. Employers can compare well amongst a large number of candidates and choose the best

option available.


A thorough assessment of the candidates is hiring crucial while hiring, these HR software help you in overall personality assessment, cognitive and skills testing, reference, and background checking of each candidate. Automation is most essential for this step, as the software does an accurate assessment that is free of any possibility of human error. The test questions can be framed by the software for the best result. Both interns of quality and quantity approach can be taken in online recruitment.


 After the candidate has successfully become your employee. The HR software also supports the follow-up onboarding functions such as documentation, orientation through and induction through various videos ad presentation medium. It saves HR for redundant formalities, paperwork, etc. It delivers high-standard results making the onboarding process effective and seamless. The entire process of onboarding becomes much more transparent and error-free as HR doesn’t miss out on any essential formality whether in conveying it to the employee or asking out the employee for getting the formality done, whatsoever. This serves as the key benefit of recruitment online.

To a contrary, if you still do not have an automation done, the processes of onboarding will either be delayed until the HR and the employees meet physically or it will not happen in its true sense as the document submission and signing can be a major challenge.


The HR softwares handles the training of the new employees. Rather than just saving the employers time and effort during recruitment, the HR software also helps in reducing unconscious bias that might occur physically as it can ignore demographic information about the candidates like their age, gender, race if required. It promotes inclusivity and harmony among the employee that will lead to a healthy office environment. 

All in all the emerging HR software are the best way to support the recruitment process. Apart from being cost-effective, less time-consuming, and more inclusive, it is all good for proving the progressive reputation of the company. Keep reading more articles to know about the hiring tips and tools which can be used for effective recruitments.

Have been said that, one of the major players in the market for HRMS solution is Spine technologies

Spine HR Suite smoothens the entire process of recruitment online for you by its modular approach which is efficiently equipped with features that help you from hire to retire of human resources. Transform your entire HR process. This will not only help your employees but also increase productivity saving your time, effort, and money.


5 Ways to Support Your Employees and Help them Perform Under Pressure

In 2016, Swiss bank UBS identified 71 cities with the longest average working week per worker. Two Indian cities ‘featured’ in the Top 10 – Mumbai at #2 and Delhi at #4.

Japan’s workaholic culture has spawned the term karoshi (death by overwork) with overworked workers committing suicide out of despair still a common occurrence.

In India, although karoshi incidents are rare, there are still huge costs associated with overworked employees. So if you are a firm’s manager, what can you do to help your employees cope with work stress? How can you ensure that under-pressure employees are not sick employees – or worse – suicidal employees?

Try these 5 strategies:

  1. Acknowledge your employees’ efforts and don’t be stingy with ‘downtime’

If your employees are pulling all-nighters to meet huge targets or working weekends to help the company meet its goals, tell them you appreciate it. Let them take time off without making them feel guilty or worried that they will be punished for it later. Throw them a party or take them out for a meal. Even ordering some pizzas and giving people half a day off can work wonders with morale.

  1. Encourage open communication that goes beyond a token ‘open-door policy’

Promote a culture that blends informal check-ins with more formal performance reviews. This can help managers identify stressed employees and design strategies to help. The latter can include setting up a confidential helpline, redesigning their workflow, instituting a ‘wellness’ programme or providing an on-staff psychologist or free therapy.

  1. Walk the talk: Promote REAL work-life balance!

The term ‘work-life balance’ has become a cliche in corporate parlance. Some companies use it just to promote a rosy image of themselves to clients, potential employees or other stakeholders. But if you truly want your employees to be happy at work, you have to find ways to make work-life balance part of official company policy. Institute strict working hours, discourage employees from working on weekends, encourage them to eat healthy, exercise and pursue hobbies, and allow occasional telecommuting.

  1. Encourage them to learn and grow

Provide opportunities for upskilling and reskilling can help employees feel better-equipped to cope with the stresses of work task lists. Help them build confidence by identifying their training needs and ensuring that those needs are met. Even coaching and mentoring – inexpensive ways to let them know you care about their progress – can help. Upside for you – more loyal employees!

  1. Promote a culture of accountability and ‘ownership’

Companies and its employees often work in separate vacuums where the ‘twain never meet’. Communicate your firm’s purpose to them and encourage them to ask questions, provide feedback and offer suggestions. Help them make sense of their KPIs. Encourage them to be accountable for their work (no buck-passing!) so they understand the difference their contribution makes to the company’s goals and aspirations.

How do you support your staff when they’re feeling the pressure? Software can help! To know more about Spine Technologies firm- and employee-friendly solutions, contact us today!


EPF amount withdrawal using UMANG app

A massive number of citizens have experienced financial distress because of the pandemic of coronavirus. India has also faced an immense number of job loss and salary cuts this year and to cover the emergency or financial needs during this pandemic stage citizens are breaking their FDs, and making a partial withdrawal from their EPF account to overcome the financial instability of COVID-19.


How Spine HR can minimize the burden of your payroll team this FY?

Are you looking for automating your payroll process?? Do you wish to make your payroll process quick and easy??

Payroll may seem very simple but it is very complicated to its core. Calculating and making deductions from employee’s paycheck and paying accurate funds to the right government agency; it is very tedious. Luckily, nowadays various HRMS and payroll software are available in the market, which offers similar capabilities. However, while choosing the best fit for your organization, the first and foremost focus should be on security. The second thing to consider is compatibility and the flexibility of the software. Lastly, the system should also provide you with the view function for the reports and the historical functions.

Among all the payroll solutions, there is a name that stands out of the crowd, ‘Spine HR.’ Spine HRMS  is one of the top HR software in India. It is a multi-functional software with a very great user experience across industries. Spine HR can record and manage complete records of employees within an organisation to fulfill the statutory HR policies. Apart from this, it also takes care of various tasks such as:

  1. Employee Life cycle Management
  2. Attendance Management
  3. Leave Management
  4. Workflow Management
  5. Payroll Management
  6. Performance Management
  7. Recruitment Management
  8. Training and Development

This cloud based application is an automation solution for all HR processes and it lets corporates focus on their most valuable assets, their ‘employee.’

Spine HRMS offers an easy solution to the problem. Its inbuilt payroll management system runs with few clicks to complete payroll calculation, tax calculation, managing allowances, and deduction, and generate payslips. It eases up the burden of your payroll team as it not only runs payroll in a jiffy by automating the process but it also keeps them assured that they will steer clear of any compliance penalty.

This HRMS is developed by a very reputed company, Spine technologies. Their years of expertise and value-added services have helped them earn fame across the globe. Their software is very cost effective and provides faster ROI. All their products are intellectualized, designed and updated with latest technologies.

A brief about Spine Technologies Pvt. Ltd.:

With nineteen years of expertise in Human Resource Management, a team of highly skilled individuals, Spine Technologies Pvt. Ltd. is serving 3000+ corporates across the globe. They have three different product offerings, namely:

  1. Spine HR

Spine HR, a software that takes care of all the day to day activities of the HR department. It handles the entire employee life-cycle within the organization.

2. Spine Payroll

Spine Payroll is a payroll management software that is very simple and user-friendly.

3. Spine Assets

Spine Assets helps you to manage the life-cycle of your fixed assets in a very cost-effective way.

Through their excellent product offering and work integrity, Spine technologies have created a global brand of its name for HR, ASSETS and Value-Added Software’s. Their software solutions are very dynamic yet flexible thereby reducing the dependency of corporates for customized solutions.


Why HR Software Plays Vital Role At Construction Sites?

Tik- Tok, Tok tok!!! That’s the sound we always here at construction sites, right? Construction companies face unique challenges with HR management due to the highly mobile and ever-changing nature of the work. However, managing employees well and recruiting the right people is absolutely critical in the construction industry. A great HR software solution can help you keep your information straight while empowering your employees so your projects are completed efficiently.

Simplify Time and Attendance Tracking

When you have employees working at multiple job sites and performing various tasks, managing time and attendance can become difficult. HR software solutions may offer several different options for time and attendance tracking that can make it much easier to keep track of every employee than manual time keeping. Employees may be able to clock in using a mobile device or submit their own time sheets for review.

To make record keeping more comprehensive without any extra work, many HR software solutions filter time and attendance information into relevant areas like payroll, benefits, and performance tracking modules. Having this information automatically update can help management to spot things like attendance issues or compliance gaps at a glance. The information will also be stored so that it can be retrieved as needed.

Manage Payroll Challenges

Payroll is automatically expedited when time and attendance information is updated regularly, but HR software can help with other construction payroll challenges, as well. HR managers may have to differentiate union from non-union wages, figure out how to pay contractors versus employees, and deduct according to varying tax rates. The right HR software solution will allow you to set rules that can automate these calculations and prevent errors.

Ensure Compliance with HR Legislation

Construction is inherently a vigorous and labor intensive job, so there are many regulations in place to protect employees. HR software can keep managers and HR professionals updated on all compliance needs, while also making it possible to track and report with just a few clicks. This can help to prevent costly penalties, but it can also keep employees and clients safer by allowing you to easily track and view issues that could potentially cause hazards.

Streamline Recruitment and Set High Standards

Recruiting for a construction company can be difficult. There’s a specific skill set that’s required for any given position, with many different positions needed to accomplish every job. When a single position is vacant or an employee has an attendance or performance issue, it can delay projects or reduce the quality of the work being performed by your company.

Using HR software for recruitment allows you to tap into a larger talent pool and use stringent guidelines and screenings for selecting your new employees. With the right systems in place, you can raise your hiring standards and reduce the time to hire.

Continuously Train Employees

While on the job training is critical, HR software can be used to track certifications and link to learning management systems for theory-based training. Having continuous training in place makes succession planning easier and ensures that your employees have all of the required certifications. Many systems can also be set up to provide alerts regarding certifications that are about to expire.

A HR software solution makes it easier to manage your people, so that they can manage your construction projects.


4 Big Challenges Facing HR Professionals in the Healthcare Industry

The healthcare industry has always had to operate under a certain amount of pressure.

Since their work is critical to the health and well-being of so many, healthcare professionals deal with incredible levels of stress you won’t find in other professions. And recent trends indicate that the pressure is only going to increase.

So, what is the role of the human resources software of spine plays?

From small rural clinics to big city hospitals, human resources in healthcare will also feel the pressure. These professionals face issues like staffing shortages, employee burnout, and more. To overcome these hurdles, HR must better understand the how and why behind each one.

1. Staff Shortages

One of the most pressing human resource issues in healthcare involves recruiting.

The Bureau of Labor Statistics “projects the need for an additional 203,700 new RNs each year through 2026 to fill newly created positions and to replace retiring nurses.” In addition, it’s estimated that there will be a total of 1.2 million vacancies for nursing positions by 2022.

There are a number of factors contributing to this problem. First, as members of the baby boomer generation continue to age, their massive numbers create a considerable workload for medical professionals. It’s affecting the problem from the inside as well, as nurses from that generation are beginning to retire and leave the workforce in droves.

Over here our spine HRM software’s recruitment module plays vital role, as our software is designed to handle end number of user and data base which makes new recruitment easy as it was never before

2. Turnover Rates

In addition to hiring shortages, hospitals and clinics are also struggling to retain the excellent staff members they already have. With so many jobs open to medical professionals, it’s all too easy for staff to leave if they’re unhappy or dissatisfied.

Over the last several years, the average turnover rate for hospitals has been creeping upward. In 2018, hospitals experienced the highest turnover rate in over a decade, and since 2014, the average hospital has turned over 87.8% of its entire workforce. And the numbers suggest that things may only get worse.

These high turnover rates are costing hospitals millions. The cost of replacing a bedside nurse is about $52,100, resulting in the average hospital losing $4.4M – $6.9M a year.

To exclude this type of expensive turnover rates we have integrated  performance management system (PMS) in our spine software. Which evaluate & appraise each and every staff of your hospital or clinic. This will automatically gets a clear picture of your precise employees.

3. Employee Burnout

The issue of employee burnout is tangled up in the issues of staff shortages and turnover.

Burnout is caused in part by staffing shortages, and it has a compounding effect on employee turnover. On top of that, burnout has a negative impact on both patient care and patient safety, as emotional, mental, and physical exhaustion leaves providers (doctors and nurse practitioners included) unable to perform their best.

Recent surveys have found that burnout rates for nurses are as high as 70 percent, while burnout rates for doctors and nurse practitioners can reach as high as 50 percent. These statistics reflect an epidemic, the ramifications of which include poorer patient health. There’s a significant correlation between these burnout rates and increases in patient infection rates. Patients can see the impact of burnout, too; they report lower satisfaction rates in facilities where burnout rates are higher.

Those decreased satisfaction rates could be the result of emotional distance on the part of clinicians. This can only be solved easily from spine HRMS, In Spine HRMS you can easily ask for surveys and feedback. Apart, from that each and every employees can be measured from performance module and can be provided training and induction to discover & nurture skills with learning route and roster.

4. Training and Development

As mentioned previously, employees in the medical field today are looking to learn new skills and gain access to advancement opportunities.

And providing this kind of employee engagement is a critical job of HR in the healthcare industry.

Many in the nursing profession intend to further their careers by becoming nurse practitioners, doctors, or nursing managers, and more and more often they expect help along that journey from their employers.


The medical field can be difficult and stressful, and as the people tasked with managing and supporting doctors and nurses, Spine HRMS in healthcare need to be partners with practitioners in improving employee engagement, job satisfaction, and in turn, the quality of patient care.  With the right tools, they can help employees become more effective—and more satisfied—in their work.

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