Automate Madness: You Are Fired
By the way, we taught OneBox how to fire people based on custom rules and KPI (key performance indicators).
It is not joke.
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This is what the BOX-system of full-fledged business management means, and not under-CRM.
But first things first.
Think about how much time you spend on selecting and hiring the employee you need? Publish a vacancy, select candidates, invite and check everyone ... Of course, not all roles are suitable for this mechanism, but we hire automated back-end and front-end developers.
How does OneBox understand that we lack staff? As we already wrote earlier, CRM thinks who does how many tasks per day, and when the growth in the number of tasks over the last 2 months is more than what employees can accomplish, an automated decision is made “we lack XXX back-end developers”.
This decision can confirm or cancel the manager, with one button. If confirmed, then OneBox:
When a person sends a response to the mail, the system automatically creates a task, contact, links them together, and sends an automated response:
In the test, we ask you to write a simple script that you need to commit to our repository. The validity checks PHP CodeSniffer.
Once a day, OneBox checks the repository, if the necessary code is the system automatically:
The manager conducts an interview - and he has only two options in this task: suitable or not suitable. If suitable - OneBox:
If the person answers that he agrees, the system:
The system stops when the number of developers needed is balanced.
Of course, schedules, text tasks and invitations are already pre-set by man. And the text is written personalized. Reaction conditions are also pre-registered.
If the employee answers is not standard - this is seen by the person responsible for hiring - and manual individual responses are included. And at any stage a person can intervene.
And now the most interesting: there are certain KPIs (key performance indicators) that cannot be broken. For example, for more than 2 months in a row an employee does not fulfill the minimum plan (although the minimum plan is executed within 2 weeks) - the system makes a decision about his dismissal.
Of course, the rules of the game are known to both parties in advance and the chance of an unexpected dismissal is 0.
All rules are customizable.
OneBox signals in advance that "you can not cope, fix it there". There are a lot of such notifications, and you need to completely hammer on a job or an internship in order for the system to decide to “fire”. All these metrics are publicly available, everyone sees them. Everything is transparent. And with a huge amount of time.
The purpose of the function is not to dismiss. The purpose of the function is to consolidate objectives and performance indicators and allow them to be achieved.
Many people say that dismissing is bad. And how about the performance of indicators? Not doing your tasks is a deception of the employer : the theft of time and money in the company.
Of course, if our client does not want to use these functions, he will not use them.
First, the company’s orkhshema is configured (role tree), then the rules for calculating the KPI for each role, and only then, after a while (when there is statistics), you can set up automated responses to KPI.
In a real business, a manager looks at KPI and decides “what to do next”. If solutions are repetitive - why not automate?
It is not joke.
')
This is what the BOX-system of full-fledged business management means, and not under-CRM.
But first things first.
Automated Hiring
Think about how much time you spend on selecting and hiring the employee you need? Publish a vacancy, select candidates, invite and check everyone ... Of course, not all roles are suitable for this mechanism, but we hire automated back-end and front-end developers.
How does OneBox understand that we lack staff? As we already wrote earlier, CRM thinks who does how many tasks per day, and when the growth in the number of tasks over the last 2 months is more than what employees can accomplish, an automated decision is made “we lack XXX back-end developers”.
This decision can confirm or cancel the manager, with one button. If confirmed, then OneBox:
- creates mail xxx@domain.com which will collect responses.
- publishes a vacancy on sites (as there is no API, then through a parser or WebDriver).
- begins to collect responses to the mail.
When a person sends a response to the mail, the system automatically creates a task, contact, links them together, and sends an automated response:
In the test, we ask you to write a simple script that you need to commit to our repository. The validity checks PHP CodeSniffer.
Once a day, OneBox checks the repository, if the necessary code is the system automatically:
- sends the candidate an invitation to an oral interview.
- the manager (technical director) sets the task to be on the spot at the right time and talk the candidate.
The manager conducts an interview - and he has only two options in this task: suitable or not suitable. If suitable - OneBox:
- sends the standard job offer, which immediately describes all the working conditions, requirements for internship and after.
- waiting for a person to respond one week
If the person answers that he agrees, the system:
- forms and offers the candidate an internship date;
- the system administrator sets the task "to prepare the workplace"
- if there is no free equipment in the warehouse, it sends a notification to our partners with a request to ship the necessary components, and the accounting department to pay.
- On the desired date, the employee is given access to OneBox (to himself) and 150 internship tasks are set for each day.
- on the desired date, the task of the head is to take a new employee to work.
The system stops when the number of developers needed is balanced.
Of course, schedules, text tasks and invitations are already pre-set by man. And the text is written personalized. Reaction conditions are also pre-registered.
If the employee answers is not standard - this is seen by the person responsible for hiring - and manual individual responses are included. And at any stage a person can intervene.
Automated dismissal
And now the most interesting: there are certain KPIs (key performance indicators) that cannot be broken. For example, for more than 2 months in a row an employee does not fulfill the minimum plan (although the minimum plan is executed within 2 weeks) - the system makes a decision about his dismissal.
Of course, the rules of the game are known to both parties in advance and the chance of an unexpected dismissal is 0.
All rules are customizable.
OneBox signals in advance that "you can not cope, fix it there". There are a lot of such notifications, and you need to completely hammer on a job or an internship in order for the system to decide to “fire”. All these metrics are publicly available, everyone sees them. Everything is transparent. And with a huge amount of time.
The purpose of the function is not to dismiss. The purpose of the function is to consolidate objectives and performance indicators and allow them to be achieved.
Many people say that dismissing is bad. And how about the performance of indicators? Not doing your tasks is a deception of the employer : the theft of time and money in the company.
KPI Settings
Of course, if our client does not want to use these functions, he will not use them.
First, the company’s orkhshema is configured (role tree), then the rules for calculating the KPI for each role, and only then, after a while (when there is statistics), you can set up automated responses to KPI.
In a real business, a manager looks at KPI and decides “what to do next”. If solutions are repetitive - why not automate?
Source: https://habr.com/ru/post/291814/
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