cfactor News Room

For more information, please contact:

Narciso Tovar
(214) 725-4631

How does a company with 190 different locations create a consistent employee experience? DeVry Inc. provides a unique answer to this. The main vehicle for accomplishing this is a technology platform called DeVry Commons, which was launched several years ago and built for the company by Saskatoon, Canada-based cfactor Works Inc. The new platform replaces the paper-based processes and disparate systems the company had been relying on before and reflects DeVry Inc.’s shift to a centralized approach to HR via a shared-services model. [read full article]

I regularly get to speak with HR practitioners from a wide range of companies operating in vastly different industries. A talent management challenge that routinely comes to the forefront during these dialog ses­sions is: How do I find, engage and promote hidden talent already resident within my diverse workforce? Despite widespread consensus that people are a company’s most important asset, HR and senior leadership often do not have ready access to the tools and analytics they need to easily find and promote the best internal talent – leaving them to play out their own version of Where’s Waldo? on a much bigger corporate stage. [read full article]

DeVry Inc.’s social HRIS provides employee focused online training. Training videos are available to employees “just-in-time,” when they need to learn a new skill. Their HRIS system, from Canada’s cfactor Works, allows real-time chat with experts and HR reps. Deb Maher, senior director of HRIS and shared services, says that “the cfactor Works approach provides learning when people need it, with personalized support tailored to them.” Social communities link employees in groups with similar interests or in ad hoc innovation groups to collaborate. [read full article]

Rapidly growing demographics suggest contingent labor will play a significant role in future workforce dynamics. Talent leaders will need to integrate these workers into HR strategies…Cary Schuler, CEO of workforce consultancy cfactor, said an enormous amount of potential value is lost when organizations neglect to properly manage contingents. “They don’t have access to the same kind of information; they can’t as easily collaborate with some of the social tools that you have available,” he said. “You’re not really effectively bringing them into the culture and why you do the things you do. The real goal would be to provide rewarding, engaging experiences for these employees so they choose you as an employer-of-choice to accomplish what they want from a career perspective, Schuler said. “Treat your contingents as a true core extension of your workforce and deliver really personalized experiences, even before the first day of their contract. They can start understanding, connecting with the mentor [or] with their other peers so they’re not this island of a certain type of worker. They’re actually folded right in, even before their first day.” [read full article]

Companies spend an awful lot of time, money, and energy engaging prospective job seekers. So logic tells us that companies should spend equal or more amounts of time, money, and energy planning, developing, and engaging their current employees. And yet 60 percent of employees said they had not received feedback from their boss in the last six months. This lack of engagement and development by company leaders will cost their organization’s $2 trillion in productivity and turnover expenses in 2013 alone…[read full post]

I always love self-righteously claiming my right of a “Mulligan” as it’s often referred to in golf. You didn’t like that drive? No worries, just tee up another ball and try again…

Unfortunately, Mulligans don’t work so well in our professional lives.

Case in point: making a positive first impression with your new employee. When you look at the large body of research available on the topic of first impressions, a consistent conclusion emerges: It takes very little time to form opinions about people and organizations. It is also clear that first impressions are remarkably persistent. Once attitudes are set, it becomes difficult to change them. [read full article]

Working in corporate HR, most days it seemed like I wasting time processing termination forms, searching for position numbers, and moving soon to be hired candidates through the ATS instead of onboarding, engaging employees, and building relations with my management team. I was sucked into the black hole and sometimes soul sucking nightmare of HRIS process and bogged down by the lack of integration and difficulty in using these HRIS systems and technologies I relied on every single day.

Are you shaking your head as you read and think about your own clunky HR technology process and system?...[read full post]

* Article originally published in the IHRIM Workforce Solutions Review, October/November 2012. ©2012 by IHRIM, Inc. All rights reserved. Reprinted with permission.

Check out this video to view a discussion featuring cfactor CEO Cary Schuler and Chuck Schaeffer, CEO of Vantive Media regarding new work management system capabilities. Cary and Chuck discuss the benefits of SaaS, social infusion in HR processes, and strategies for successfully deploying HR Technology.

October 9, 2012 | Talent Management Blog – Ladan Nikravan
Give Candidates What They Want
At the beginning of this year, it was predicted that the candidate experience would be a top trend for 2012. As we reach the end of the year, my briefings at Monday’s HR Technology Conference at McCormick Place in Chicago confirmed that.

Listen to cfactor CEO Cary Schuler discuss HR Technology, future trends and cfactor’s take on the industry.

August 7, 2012 | From the #ILSHRM12 Expo Floor (Video)
Quick Conversation With Susan Avello
SHRM Next Blogger and Social Media Today Contributor Susan Avello visits with cfactor CEO, Cary Schuler at the 2012 ILSHRM Conference.

Our world has changed immensely ever since the authoring of mass media was made available to everyone. You no longer need to be an accomplished author, playwright or songwriter to have people “hear you write.” All you need are your thoughts and a good social media platform. In this article, follow along Joe’s journey to career success through a new, fresh way of approaching the workforce and its interactions. It is worth noting the various changes in Joe’s career as he gets hired, promoted, further educated, promoted again and reassigned overseas – making the best use of social media resources and social networking within communities.

Cara discusses why social media was the right fit for Starbucks, what their goals were/are, how they implemented social media technology, and what’s next for social media at Starbucks.

A great deal of enthusiasm has surrounded “Enterprise 2.0” since Andrew McAfee coined the term in his 2006 article “Emerging Collaboration.” Countless blogs and conferences have sprung up in just a few short years to discuss the possibilities and realities of this new technology. To be sure, Enterprise 2.0 represents enormous opportunity. But today, opportunity is not enough. The current economic climate demands that companies examine any potential investment with a critical eye. Budgets are tight and a measurable value must be wrung from every dollar spent.

** Article originally published in the IHRIM Journal online magazine, Volume XII, Number 5. ©2008 by IHRIM, Inc. All rights reserved. Reprinted with permission.

If you are an accredited member of the media (press agency or journalist), we’d be happy to provide you with a number of corporate images including the cfactor logo, product screenshots and/or a variety of other brand images when publishing articles specifically pertaining to cfactor and its products or services. Any other use is not allowed without written permission. To obtain copies of images, please contact Bonnie Clark.