One HR Software to Rule Them All

Organizations go through different stages of metamorphosis and their needs change accordingly. It is imperative to induct HR software ahead of time than to repent later. As companies enter a growth phase it becomes an obstruction to sort things out and then start compiling important verifiable data. To make it a chain of succeeding upgrades, always focus on needs vs. accessories and a viable HR focused mechanism earlier in the life cycle of an organization can not only prove beneficial to them in keeping the records clean but also improve employee engagement and work culture.

The early stage companies are always more focused on “time critical” tasks and it is better to avoid archaic procedures and automate as much as possible.

Here, I have attempted to piece together a summary and a guide of all essential HR software needs, as described by cloud based HR software consultancy Software Advice, that different sizes of companies could possibly execute.

This data is a representation of why anyone should be aware of future innovations in HR, in order to successfully build their company’s HR architecture in a proper fashion.

A. How WebHR helps a company that is just starting up

Payroll:

WebHR helps companies in the stages of their infancy, even when they have no established HR department, all the way to the stage where they have thousands of workers. It helps establishing a basic structure through which they can course through the employee’s earnings and salary ranges, accurately remunerating t workers. Once, setup and integrated with a payroll processor, they can calculate total payroll, charge the company bank account for the correct amount and transfer the wages to their employees.

WebHR successfully manages payroll for over 200,000 employees worldwide and has recently announced that it will start calculating and filing federal taxes in U.S. too. It already has a fully integrated payroll mechanism that serves most of its clients but now it will launch an in-house payroll processing module.

Since payroll data is so classified, WebHR takes extra ordinary stances towards the security of its clients and has been rated highly for that.

Time and Attendance:

WebHR offers a complete tracking mechanism for employee hours, leaves and shifts. It is by far the most extensive time and attendance module, which besides just managing employee time and generating reports, allows the employees to clock in and out of shifts, view schedules and request time off.

WebHR is the most innovative HR solution out there, as it integrates with multiple platforms like Amazon, Microsoft etc and has these services given as voice enabled commands, providing the first ever conversational platform for HR related tasks. This hands-free work environment is the leading reason WebHR is considered as one of those companies that is merging AI into the HR industry at a fast pace.

Consider the fact that if a company is even a bit over 100 employees, it is near impossible to track employees hours and PTO manually and hence, WebHR will certainly help manage the company most effectively in that regard.

Personnel Tracking:

With a solid amount of information and data for each employee in an organization, updating and recording data for employees in the age old method of spreadsheets will certainly not work these days, as it is not only time consuming but also error prone. WebHR helps in digitally managing and keeping a log of every important document and creating an easily manageable database of those records. The migration to WebHR can offer any company a fresh start to straighten out any discrepancies and validate administrative composition, hierarchy and structures of the organization.

WebHR allows the system admin/supervisor to be in charge of the level of accessibility of the employees to update their profiles, data and records themselves. So this way, WebHR’s personnel tracking module helps throughout the lifecycle of an employee, starting from the point when the employee comes on board with the company to the point when they exit.


B. Growth Phase

A company when it enters a growth phase and goes on a hiring spree with a substantial number of people, it could benefit immensely from the modules WebHR has to offer in that category. It is specifically designed to adjust to and cater to organizations with growth spurts and has the flexibility to accommodate and mould itself according to their structures, goals and increasing needs.

Performance:

WebHR helps in an in-depth 360 degree evaluation, which involves multi-layer assessing mechanism through managers, supervisors, colleagues and annual reports involving employee self-assessment. WebHR establishes a mechanism through which individuals, teams and company goals are created and then weighed against employee’s performance focusing on their individual goals.

Performance evaluation and management is not a vanity indicator of a company’s success but a handy tool to judge an actual growth and improvement by accessing “real measurable productivity” that helps employers to identify high performers. This process of identifying high performers also helps companies to recognize their short-comings and then train their employees accordingly. This exercise results in accelerating sales, generate revenue and engage existing employees.

WebHR has a clear edge on other softwares because it helps companies pull out actionable metrics that are essential to formulate analytical data, that structures future strategies.

Benefits:

It is noted that reasonably larger companies, need benefits management for the purposes of enrolling, such as health insurance or a 401 (k). WebHR has a comprehensive and in-depth benefits administration module that makes these processes easier and tacks the data for cost and correspondence towards its expenditure

WebHR’s self service portal can help employees enroll themselves in benefits with an easy vetting process to weigh their options.

Applicant tracking:

WebHR’s ATS is the most popular tool for its clients worldwide and provides a central tool through which recruiters post job openings and can embed it into their websites, post it to social media, refer it to a friend and is also integrated with popular job sites to make the process easier.

It helps in a process of collecting the applications, track the workers, score them individually or set a criterion and test them all the way to where it generates job offer letters for the best candidates.

WebHR has gained immense popularity amongst the recruiters all over the world and has been complimented upon its ease of use and increased functionality. It is also the most sought after feature for most of the companies going through their growth phases.

On boarding:

WebHR’s on boarding tool facilitates new recruits to easily become full fledged employees by moving them through all necessary steps and making the employer’s lives easy. The forms are digitally generated and optimized according the latest rules and regulations.

WebHR takes away the need to have any paperwork involved by automating most of the tasks, providing them an online portal to avoid any confusion regarding their initial roles. WebHR provides a seamless transition to all new job applicants to transition from being a candidate to an actual employee within the company. WebHR makes this tedious task of on boarding for large corporations very simple and swift do that they can move on with the daily routine in no time.

LMS:

WebHR’s learning management module allows the organizations to train their employees in an online portal. LMS is a great way to identify under-performers and give them necessary training courses to re-enforce their core capabilities and enables the employees to perform at a much better pace.

 

Just Ask WebHR

Just ask WebHR

It is about time, that HR enters into newer more advanced territories. WebHR has been a “lucky star” to almost do things before the market catches up with it, introducing the latest trends and technologies at a rocket pace. The latest being its “Conversational UX”

WebHR has a more agile focus and is targeting consumers with precision now, it has a habit of engaging in rapid innovation and upgrades. That includes the use of Bots and AI to simulate a conversation, creating a co-worker or an assistant that deals with your day to day HR related tasks.

The revolution has carried WebHR on a wave of new discoveries and now, it not only uses the chat-bots but has ventured into merging HR with AI enabled devices, specially “Amazon Echo” using its virtual assistant Alexa, which acts as your personal HR buddy. This is the next big thing people have been waiting for, the much needed leap, specifically for start-ups and emerging businesses that cannot afford costly enterprise solutions or large teams to deal with HR. So, there is good news for them – WebHR is their savior and it opens up new avenues for them, assisting them to work smarter and faster.

This integration with Amazon’s Alexa is the first step as it wants to now interface with whatever, interconnected device or AI assistant you use, such as  Cortana, Siri or Google Home.  This would let your “Amazon Echo” or any device to enhance your workplace productivity by minimizing the time required by actual people to do the same task.

In the era of GIG economy, workforce comprises of all kinds of workers like full-time, contractors, part-time and free lancers, automation will probably bring relief to new businesses by reducing its costs and budgets, giving the HR team more space to focus on strategy to improve the quality of work, rather than wasting their time on menial tasks.

The leaders that want to blend in with the futuristic trends and technologies should look forward to incorporating tools like WebHR and promote a culture of ease and comfort leading to a fluid and smooth work flow. Lets embrace a positive change for the betterment of work culture around the globe.

When WebHR interfaces with Alexa, WebHR becomes the new assistant that not only answers your HR related queries but will also help you with tasks, such as, “Mark my attendance,” “I am going for lunch” “schedule a meeting”, “apply for sick leave”, “email me my pay stub ” etc. So when you  implement AI in WebHR you open up a completely new perspective into your HR data by engaging in a conversation and asking for information from the system, such as “How many female employees we have? ” “who is present today?”, “Give me last year’s employee retention rate”, “Give me performance evaluation reports” etc.

The top management may immensely benefit by having a quick access to their workforce data by analyzing/crunching key HR matrices such as, employee retention rate, employee turn over, payroll summary, head count (headcount by category, nationality, gender, age range etc). This helps bridge the gap between the management and HR data by allowing rapid reach to important decision making data and reports required to accelerate growth and prosperity of the company. This is bringing the spark back into your boring HR routines by quitting multiple apps to get your HR related work done, talk to “Alexa” and get what you want in a simple more natural language.

Not only would you enjoy this new way of dealing with your software but it would make a heck of a difference in the way you can actually summarize and smartly utilize your time with just a few sentences. There is no screen, no stress and no manager to deal with. On a lighter note, you don’t have to worry about your manager getting sick or taking a day off, or being late to a critical meeting. Alexa kind of takes care of that part by being available at all times.

WebHR Alexa

What’s better than a chat bot? A physical device, a portable “physical device”. Think about the immense benefit it can provide to companies short on funds and a mere $49.99 of one time investment into buying Amazon Echo, can eliminate the need for elaborate HR teams. The purpose is to automate what can be and create a “yes-man HR manager” you can easily talk to.

With a continues hype around connectivity of these devices as the trend continues, WebHR surfaces as the first company ever, to have entered and bring a much needed innovation to the HR world. This is a huge untapped potential and an opportunity which a lot of companies are unfortunately missing out on.

Since WebHR supports more than 20 languages, imagine what relief it is going to be on a global scale, when on the far corners of the world where English is not a native language and this provides them a platform of natural communication with their system to get the work done efficiently without the barriers erected by language. An object placed at every desk, conversing with you in your language and performing tasks, that would otherwise have required a lot of time for completion.

It can proudly be claimed that WebHR is an undisputed “pioneer” and has brought disruption to the HR industry because along with its claim of bringing an affordable corporate structured HR service, it is now also the first one to have gone a step further and has introduced HR services through AI enabled devices. It has unlocked a hidden potential of providing a hands-free work environment which is a bliss for company heads and top managers.

We are thrilled to offer this “hands-free” work environment related to HR to companies of all sizes and structures, since WebHR is more like an “Uber” of the HR industry and has set new norms by re-writing the rule book. “The bar for excellence has been raised”.

Breathing life into HR through AI

 

Stepping Up Employee Engagement

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What does it take to have a dedicated, motivated and hardworking team that supports the very columns of your company ?

The answer is simple but technically the most difficult to achieve. “The Employee Engagement” – creating  a culture and understanding throughout the organization to uplift and equip your best talent.

How to reach that Nirvana?  The place where it is all hunky dory, with rainbows, unicorns and glitters, where there is an environment of motivation and success fueled by achievers and go-getters reaching far beyond their goals. The place where employees get a sense of ownership and responsibility, where gratitude turns into success of the organization as a whole.

The honest truth remains on a more obvious approach towards transparency and mutual trust, without creating a co-dependency. The process of liberating the employees, where checks and balances do not jump far off the fence and undermine their capabilities but rather enhance their existing skills.

Having said that, it reminds us to nurture a constant mechanism of feedback and learning where the communications are focused and bring out the desired outcome. The ” performance evaluation ” as the term goes is also entering into a completely new territory and is of a less judgmental sort and more of a learning and development activity. The solution lies in listening, observing and measuring how to create a symbiotic environment  between all tiers of the organization, displaying the best features offered by those employees.

The DNA OF A Successfully Engaged Team 

 

If the motives are always weighed as collectively, rather than individually and benefits are portrayed as a shared “success”, it will provide enough incentives to perform brilliantly and bring forth an energized and charged atmosphere, improving the workplace ambiance.  The purpose of boosted self-esteem can result in a constructive achievement of objectives. “The learn and develop” mantra can help groom the team for future challenges and teach them to co-operate at all levels and stages of the projects. A mechanism that is well oiled and working in coherence. The system where concerns don’t come out as arguments and promises of rewards don’t stay empty promises. I cannot stress enough on this, that employees are the company’s best ambassadors and represent the face of the company, so their well-being and prosperity is a company’s well-being and prosperity. They would not only promote and glorify the company’s motto but also deal with the clients more efficiently, binding them into a long term beneficial business relationship.

Small gestures and appreciation go a long way, a happy and emotionally stable employee would be more creative and would work faster, overcoming all glitches and improvising where hurdles come. Companies relying on constant innovation can benefit immensely from employees which stay tuned and focused rather than the employee who couldn’t think beyond working from paycheck to paycheck.

The more engaged the team at work is, the more chances of productive days and less absences and sick leaves. Employees get engaged where there is room for thought, consideration and realization. A workplace where culture, traditions and values are taken care of become the examples other would like to follow. If this scenario is achieved, an atmosphere is set for visionaries to be born and incubated to fill in the shoes of the leaders passing on this legacy.

The Deal Breakers

An array of behaviors, ranging from being over powering to being super-bossy might scare people and the term, keeping them “in-line” loses its importance. It is morally unjustified to keep employees tied up in errands that undermines their personal growth and engages them in an unpleasant, burdened and mechanical way of working. An emotionally upset employee might not utter something against the employer but the productivity and loyalty would certainly decrease over a period of time. Any kind of manipulative behavior might come under abuse, a very cynical and sarcastic approach can tarnish the company’s image in a paramount fashion.

Pointing out employee’s faults publicly can cause a caustic background and would put the members of the company in an awkward relationship with each other. Disappointment and resentment can never lead to a team that works towards the prosperity, as employees need a balanced leadership to guide them through different phases of the job cycles. Maturity and responsibility comes with setting examples that can be followed and adopted. Public ridiculing and humiliation are two zones, that if entered or ventured into might lead into the destruction of the very structure of the company. The only sensible way is to calmly work on the things that work and then encourage the employees to expand their skill sets.

Working with weaker parts of the team all the way up to the strengths and then letting them build the foundations of mutual association and team spirit to guide them through ups and downs of a company. These are the very basics of self-sufficient teams that can work independently.

The essential point that centralizes a gentle and understanding leadership to focus on building and strengthening the basic structure of the company is the “mainstay agenda” towards effective employee engagement.

 

 

WebHR Ranked As A Top HR leader by Gartner’s GetApp – 2016

Human Resources (HR) Category Leaders Q4 2016 for WebHR

GetApp’s quarterly ranking showcases the top 25 Human Resources (HR) apps based in the cloud. Each app is scored using five factors, worth 20 points each, for a total possible score out of 100. These factors include user reviews, integrations, mobile app availability, media presence, and security. Each app’s score is independent of commercial interests and existing relationships that GetApp has with app vendors.

WebHR is again ranked at the top of the HR leaders category by GetApp for the year 2016. WebHR has stayed in the top three slot for a whole year and that is an achievement in itself.

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Give Your HR A Face Lift

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The diversification of teams at workplace is increasingly bringing up a question, that most of the HR industry has not been answering –           ” why is there no cost-efficient high quality tool with zero set-up cost that works like a charm for small-mid-sized companies. The key is to not break their budget and still be profitable”  The answer is there is a huge void left in that space and there is literally no one out there that does that.

There is an evident need of an HR face-lift for years now. Flexible All-In-One Platforms are going to be the next big game changers. There is an urgency for HR solution providers to revamp their age-old practices. Larger Enterprise solution providers scare companies away with their over the top prices and complex, multi-layered, hard to get use-to set-ups, that require extra service charges. Everything seems to be a trap, so the customers are paying a lot for too little. The other softwares offer limited HR services and leave huge gaps, leaving no choice for small-mid sized companies. Expensive is better, is no longer true these days, since there are cloud based SaaS solutions to solve that.

WebHR ( http://webhr.co ) is one of those unique All-In-One HR platforms that has an ample of capacity to customize itself according to the needs of its customer base. Rapid innovation, has set WebHR apart from mediocrity of slower more traditional platforms, charging ridiculous price from the customers. WebHR incorporates innovative techniques to tackle this and has been handling way more pain points than any other HR  operating model. It has become an “HR Manager” for companies that have just started and don’t even have an HR department, to going as far as an “internal HR consultant”, that replaces a whole team of people required to define talent practices. It has become the planning expert, analyst and an internal auditor, solving all problems at once. WebHR is innovating at a rocket pace using AI and automating things that have never been automated in an HR software before.

Data science has become an integral part of the face-lifts and WebHR has been researching the future prospects continuously. The new workforce around the globe is treading the margins and has crossed into a territory, where laws and rule books have to be re-written accordingly. The change is evident in the cultural and gender diversification including the dynamic nature of their job titles.

WebHR is the true digital HR that the markets have been searching, as it knows how to evaluate the trends and shapes it accordingly, designing enhanced tools for a better, more engaged and closely knit DNA of a team structure at at work. Allowing them to communicate through HR in a fun Facebook kind of way and still perform their hard-core HR activities with ease. WebHR’s fluent and easy app, is now the most reliable HR platform existing. WebHR is a platform that a company seeks when their employees join, to their exit, to even after they leave. This is by far, the most detail oriented platform to ever surface.

The perfect feedback is that, it is easy to use, since WebHR managed the difficult and intricate part of making it user-friendly at the back end, so that what shows at the front is a superior,  flawless,and fluent UX. A frequently noted feedback is that they haven’t seen anything like it. WebHR’s amazing advancement in AI and NLP has been ground breaking and people in this industry need to watch out for WebHR, as it is paving its own way to the top.

WebHR has a way of transparent goal setting, performance management, evaluation and enhancement, anonymous employee data converted into analytical reporting , access and evaluate data that the top management of a company wants to see , employee wellness, document sharing, advanced tool for on-boarding and managing different types of employees, mobile time and attendance, e-tracking, e-signatures, benefits management and a lot more. It  has forced the CEO’s to be more connected to their teams and conduct evaluations and surveys to generate a vibe that says, there is a sense of harmony across the team.

WebHR has stepped into uplifting the user experience and incorporating futuristic practices. WebHR is all ripe to disrupt this industry and is going to do it faster.

 

 

Put your HR on AUTO-PILOT

Poster_AutoPilotImagine a world with a new religion, a cult or something like that and add millions of followers to it. Wouldn’t it be wonderful if the globe would orbit around “Elon Musk” in just about everything? Lets accept the fact that “Elonism” is taking over the world and we all simply love it. We want our cars to drive us, our robots to cook & clean for us, our bots to replace our dead girlfriends, I mean it couldn’t get any crazy than that, isn’t it?

Well then you guys are in for a surprise because that is just the tip of the iceberg, because a lot of systems are just ripe enough to start getting automated. Yes, you heard me right, a lot of them – Even your HR!

Remember when in 2014, a software update turned 60,000 sensor laden Tesla cars to auto-pilot? The most exciting moment ever? It was called Tesla version 7.0, We bring to you HR 2.0 – “WebHR , The auto-pilot of the HR world”. We are re-vamping the way HR works. AI is taking over all the processes and the boring is once again entering the “sexy”. The day to day HR tasks don’t have to be a burden or hassle, WebHR promises a gateway to new possibilities. It has ventured into automation and has put your HR on an auto-pilot. This break through technology would help the companies to swiftly cruise their entire on-boarding journey to the point where they want to extract intelligent, predictive data out of the system. The magic happens when a detailed and sophisticated auto-pilot makes HR so easy that companies might look into hiring people with less or no specific HR qualifications and still be able to run their operations smoothly.

The relationship of automating tasks to customer satisfaction has dramatically increased over the passage of time, as the system gets smoother and friendlier. Good data fed into the systems over the years has led to refined technological advancements.

WebHR has successfully achieved a feat that other HR organizations have been dreaming to do, reducing the staff by taking a lot of responsibilities on its shoulders. Now it will be possible for companies to put a few dedicated people to sort their HR processes compared to over staffed companies blowing their budget up. This increases the efficiency and performance, as people can focus on more important things needed to uplift their companies, automating the immense paper work required and creating intelligent analytical data to optimize their strategies.

The top management can rejoice as WebHR returns some peace of mind to them by providing complete business intelligence of their HR data, they get a different perspective about the most important asset in their company, their “human resource”

 

A Surprising Trend In SaaS

Five-Reasons-to-Consider-SaaS-for-Your-Business

Most SaaS companies have faced what’s called  “bubble” that has almost burst in the recent times. The lack of true growth and money flowing in through generous investors, who believed and romanticized with the idea of growth at any cost, has abruptly come to a cruel end. The lack of true profit being the culprit, has left many SaaS companies either going down the dreaded curve or some larger companies pushed into doing down rounds with investors ;as the perceived valuation goes down. What’s more surprising is , where did things go wrong?  Since, SaaS companies are known to stringently rely on hardcore metrics that are excellent indicators of a company’s progress. It sure is good for the general audience and some investors to judge a company’s progress based on its ARR and revenue per share and perfect for companies gone into public trading but the hard fact is SaaS is a lot different than just that.

The decisions based on the above stated facts can simply be disastrous. In olden days the ways were simpler for SAP and other giants, their revenues were solid representation of their earnings , like if a company would get their software for a year that would account to an addition to the company’s revenue as compared to software as a service model where the revenue and expenditure is completely mismatched.

Hence, the flow of cash is not what it seems for the SaaS companies. It is much tough, a lot of ease for the customer though as they pay once a month or a year at a time. For the older companies any upgrades to the software added a percentage to the existing cost of the license.

This trend leads to a whole lot of negative cash flow amounting to a longer time to reach a plateau where the customer actually starts paying for the software expenses. The more customers added to a SaaS model only lead to more diversion of the curve until a point comes when it starts gaining a bit of the momentum on positive aspect.

A newer SaaS startup has a lot more to catch up than just align with the cash flow. Investors mostly have little or no knowledge about the SaaS models with the exception of a few. A few brave enough to delve deeply enough to get success at it, specially Jason, Skok and Mark Suster. They bring a welcome change to he scenario and a have a deeper understanding of the SaaS companies than anyone out there. Their word of mouth and endeavors to make things easier for newer companies is commendable.

SaaS companies are evolving at a much faster rate than any traditional company and hence, it is better to bet your money at an advanced system that has more room for improvement and spends lesser cost on research, for SaaS the scalability is more profitable as the “one version” software is easy to upgrade and fix. The support and I always say, customer support is an epitome of success. Why do the recent wave of entrepreneurs and investors get excited by SaaS, its only because the customers have an odd but a very reasonable desire to stick to SaaS models and once a company signs up with them, they are theirs to play with. The top tier involvement in the company’s decision to adopt a certain system has brought in more space and adjust-ability to more educated and evolved SaaS products to come into focus. Thus, most companies hardly ever rely on IT alone to make such decisions.

SaaS companies are usually way more transparent in their billings and operations as they strictly  follow all metrics involved, be it CAC, LTV, Churn or deffered revenue.

The news some times might get scary for SaaS companies but some of them are scaling, taking huge market chunks and just know their maths. These small SaaS companies have a desire and will probably take over the corporate world.

 

 

Why Is WebHR Absolutely Essential For Your Business?

First and foremost, if you are a startup and just spreading your wings in the most hostile economic conditions , as all the VCs keep stating, it is the matter of your survival and there is no other way out, then to save every penny. On the other hand you’ve managed to get some decent talent on your team and want to have everything as perfect as the launch of your product, then WebHR is your tool to leverage your business.

If you want to keep a clear focus on how most of the details of hiring, payroll, performance and employee connectivity are going to be taken care of and don’t just want to start burning cash right away, it is not a mystery or a puzzle. A cloud based social HR- WebHR has your back all the way.

The corporate structure requires enhanced security and a bonding with the owners for a more long term plan. Most clients with 500+ employees fall into that category and it comes as a pleasant reinforcement of the fact that WebHR has been doing that successfully. Surprisingly, a company that is much younger than most Giants in the industry, it has gained more Global approach than them. Breaking into the markets with a more personalized approach and provides them a solution in a their own language. The diversification of payroll structures never seem to have been an obstacle and reaching out to the world is their motto. The size of their “niche” hence changes and catering to a larger audience becomes the real purpose. A company with such flare and traction is bound to break the norms and will be a major game changer.

The possibilities of it growing bigger than most of of its competition is not that far fetched, when you have the whole world on your side, the signs of success, growth and scaling are obvious.

The Only Multi-lingualSocial HR

We hear the same thing over and over again these days. “Diversity” is hot and controversial at times, a lot is being said than done. It is pretty fashionable to mention it to become a part of those so called kind at heart and thoughts. People do it more as a gesture of being generous, when it should have been the most natural thing to do.

The world is not all white and black anymore, it is way more racially mixed and complicated than ever before. Would be unjust to kind of hijack the word and never actually mean to get practically serious about it. From hot shot VCs to major companies boast their racial and religious richness and that they care about it deeply, when we see too little happening in reality.

This year at SaaStr Annual we learnt that there were actually some from those top notch that were not just using fancy language to look modern and hip, it was applied and implemented as a norm. Still feeling pretty proud to be the only founders from Pakistan in an event like this, the crowd had people coming from 47 countries. WebHR was honored to have the opportunity to be there, learning and observing a very special need in the market for a company like ours.

A lot of them looked pretty surprised to see a sophisticated serious SaaS company from this region that has spread its wings globally. Most of the feedback was promising and positive, we had advices and honest ideas fed to us by the major players in the industry.

That being said, it not just boosted the companies morale,it registered the fact we were doing something that most of the companies have not even thought of doing . WebHR has broken into most complicated markets by being diverse and providing a futuristic solution in multiple languages.

The motto is simple, we grow and scale and penetrate the markets that were dominated by softwares that people were struggling to understand and cope with. We innovated the age old ways of doing things, not because we were crazy but because we felt it was time somebody did that. I know a lot of companies would desperately try to get an investor on board at this stage and get things going to a new level, kill me for saying this, WebHR has different focus. We have learnt the art of lean and clean and are busy building it like we wanted, solving problems like we should.

Raising rounds too quick can be wonderful and overwhelming at times and observation and market trends tell us, that drop in the valuations that fluctuate with downward trends can be pretty lethal. The focus towards market sensitivity should be clear, WebHR has gathered a Hire to Retire strategy and has given it out to the world with multilingual interface, a smart and well thought out plan to serve the markets deficient in sophisticated technology. What could be better than this, people not struggling with tricky solutions that provided too little against a huge chunk of money, something they dread to do but have no other option. Opening channels for them has been a satisfying job for WebHR, which tends to open new avenues. Reaching and grasping scores of companies from Nigeria to Vietnam, from UAE to Mexico , reaching out to 193 countries on the map. True “diversity” not just as a multilingual solution but being geographically diverse when it comes to customers. Having a dedicated team that makes this dream come true, WebHR is destined to be the primary HR tool in the cloud

The Art Of Pitching To Customers

An invaluable advice to overcome the most basic hurdles at pitching to every customer that comes across you is : “ DON’T “

Time is money, don’t waste it on people who don’t seem serious. Now I can’t say that do not pitch at all but just be cautious when you do it. Talking to prospect clients should be no less than a well articulated “speech” that has been delivered many times. It is an art and there should be a version for all sorts. You should know when to cut it short and when to elaborate according to the size of the company and number of employees. For a SaaS company, every sale counts and sometimes the scrutiny might be harder than you think.

The key to judge is simple, there should be a pre-decided or planned out criteria or a graded scoring system to rate the prospect client. In addition, there should always be a certain person on the team who should know how to assign and distribute the deals according to the capabilities of the salesperson. Although, my mantra is that everyone on the team should know how to close a deal. Need be, every person should be your salesperson and brand ambassador. After all, your client would be the word of mouth about your business and for great testimonials, personal recommendations and endorsements your customers must have a lasting impression.

Power of judgement at the most crucial times can make or break a company, it is best to take second opinions while closing a bigger deal. As much as the big deal may look appealing and noteworthy, it could have an opposite effect as well. Some big deals are technically less suitable for a business and might actually hinder your growth process. Never try to own an area that you are least confident about, every person in the company is therefore assigned a specific role. Trying to master it all might cause a trust deficit and may actually hint towards a lack of competency of people in a particular organization.

Make notes about the customer behavior and patterns and how does your “niche” decide to have your services, after all your pitching and convincing styles could be tweaked a bit to adjust accordingly. Of course all metrics matter when it is a SaaS company we are talking about but the cost of customer acquisition matters the most, as selling to small and mid sized companies cannot and should not result in burning up too much cash. Leads should carefully be chosen and worked upon to convert them.

Not all leads are worth working upon, it never hurts to get two opinions just to be safe and make authentic decisions. One more golden rule to be followed at all times is, never to pitch while cold calling. The person on the other hand is not expecting a walk through the dreaded park, he/she is not even expecting you’d call in the first place, so let it be.

Always leave room to think, be convincing, be accurate, be boastful but never imposing. If you think you’re smart enough to cloud the judgement of a customer, than that might not be true. Even if you are such an enigma and somehow reach that nirvana while convincing and enticing the client, he might snap out of it soon. Let the client decide and respect their decisions.

Workout the challenges that any typical and atypical pitch might have. “The might haves” should not be left to be “tended to” later category. There can always be an array of questions that you haven’t covered, always remember that clients can surprise you and put you out in a corner where you’d like to bang your head in the wall or go jump off a cliff. So before you try any of those, try a middle ground “ learn, learn, learn “ always be observing, analyzing, studying, experimenting and upgrading.