Topic: TotalRewards Software

Four Must-Use Features of CandidateRewards

Total Rewards Software


The next evolution of CandidateRewards is almost here, bringing with it a variety of new tools for busy recruiters, HR pros and talent acquisition specialists. While the first version of the platform gave employers a major edge in making candidate recruiting and onboarding more streamlined and engaging, our new version offers a whole new set of features designed to accelerate the recruiting process, boost candidate conversion rates and cut costs for talent acquisition teams.

Here are four of the most innovative features of the upgraded CandidateRewards platform:

Nintendo Wii Meets HR: The Benefits of the Virtual Reality Interview



Gamification has already hit the workplace. Retailers are turning the checkout aisle into a high-speed chase, and software giants are turning a routine customer service call into an opportunity to win cash rewards. So, at what point does HR get in on the fun?

They already have.

Enter the virtual reality interview, an opportunity for job seekers to take a potential employer for a real-life test-drive before even walking into the office – and vice versa.

No More “I Wish We Had Known That Before…” Complaints

Imagine you’re hiring a captain for an oil tanker and want to gauge how the candidate manages a panicked crew in the middle of a squall. Without paying to fly the prospect out to your ship and throwing them into a weather emergency, it’d be impossible for you to know how he or she would react in such an extreme situation, and you may end up finding out the hard way that the candidate was never right for the position in the first place.

Help Candidates Get to Know You – For Real

In addition to shedding light on potential candidate “gotchas”, the virtual reality interview can also help job seekers get acquainted and comfortable with their future team, workplace and organizational culture. E-commerce platform Jet is even using VR to take candidates to happy hour and let them sit in on executive meetings.

Real-World Training Without the Big-Buck Investment

Employee onboarding, development and training processes are some of the most expensive investments a company can make. In fact, organizations routinely spend some 150% of an employee’s salary just to get them up to speed. VR gives companies a cost-effective training option the enables them to help new hires gain hands-on experience without investing in additional expenses like mentors and training resources.

Testing, training, touring – the sky’s the limit with what a virtual reality interview can accomplish for companies. Learn more about the innovative ways companies are already using VR in HR by checking out 1-Page’s full article.

CFO or CEO: Who Should HR Report To?

a question mark placed on an office chair asking who HR should report to

Outside the walls of the human resources department, there’s been talk of splitting the HR function in two. According to the Harvard Business Review, companies would then be left with their compensation and benefits team on one side, and a team devoted to managing and developing talent on the other. The reasoning behind this idea is that the traditional HR function lacks the perspective and insight to “relate HR to real-world business needs.”

While this split is not likely to be widely accepted any time soon, it does beg an interesting question, one recently addressed in SHRM’s weekly #NextChat forum: Who exactly should HR report to?

There’s no question that employee recruitment, engagement and retention initiatives can be a massive driver of organizational innovation often spearheaded by the CEO. But should these priorities take precedent over the compensation management and administrative responsibilities overseen by the CFO?

Learn what the #NextChat community had to say by going inside their discussion.


What About the CMO?

With all the talk about HR finding ways to impact real-world business results and improve people capabilities across the organization, maybe companies should look in a different direction entirely. How about at the department responsible for driving people to take actions that add to the bottom line?

Read our white paper to learn why some organizations are starting to integrate HR with marketing.