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Recruitment Module Works Seamlessly with Other Software Solutions

DELAND, FL, March 26, 2020 – LightWork Software announces the addition of a recruitment module
to its suite of human capital management (HCM) software solutions. This module has the capability to
facilitate candidate recruitment, applicant tracking through the application, interview and selection
processes with the ability to onboard new hires. LightWork Recruit, powered by iRecruit™, is easy-to
use, powerful and flexible with quick and easy set-up and implementation.

“The beauty of LightWork Recruit is its immediate effect on the bottom line. It pays for itself with
branding, posting to major job boards, tax credit processing and the value gained from a centralized
system in place, says Pamela Perryman, CEO of LightWork Software. Additionally, as a software as a
service (SaaS) hosted solution, there is no need for a local desktop or server installation.”
Features of the new LightWork Recruit module include the ability to reach candidates on social media
platforms and job boards through unlimited posting opportunities that flow into a central tracking hub.
“Our onboarding feature, powered by iConnect, provides for custom forms, and candidate background
checks and more. LightWork has a relationship whereby we can offer a workforce opportunity tax credit
(WOTC) integration,” said Perryman.
LightWork Software HCM modules now include, Time and Attendance, Performance Management,
Employee Analytics, Alerts and Workflow and Recruiting and Onboarding.

Establishing employee performance goals ensures that all employees are operating at an optimum level, both professionally and personally. Before setting individual performance goals, be sure employees are aware of the long-term ‘big picture’ organizational goals first. This way everyone starts on the same page. Make sure that each employee understands how their performance fits into the big picture and what is expected. When setting goals, be specific about what you want to accomplish. Devise a way to measure whether the goal was achieved, be it qualitative or quantitative. Additionally, make the goal attainable – the point of the goal is to motivate your employees, not discourage them. Lastly, set a realistic timeline in which the goal is expected to be achieved. A performance timeline ensures accountability and provides a sense of urgency. The goals you set should be relevant to your organization, while at the same time, motivating your employees and investing in their professional development.

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Employee performance appraisals are imperative for many businesses to function smoothly, as they ensure that everyone is communicating and doing their job at an optimal level of performance and efficiency. However, sometimes it is difficult to give employee feedback – wording something incorrectly can cause misunderstanding and may even come across as offensive, even if that was not the intention. If an employee is struggling with their performance, it is important to clearly phrase their need for improvement in a positive light to avoid any chances of miscommunication or offense.