3 ways talent management technology can help you maintain a healthy work-life balance

‘By being more efficient, hopefully you’re cutting some hours off of your normal tasks and freeing up some time, allowing you to balance your work life with your personal life’

If you’ve ever spent a vacation monitoring work emails on your phone, you know just how easy it is to let technology destroy a healthy work-life balance. But when used correctly, talent management technology can actually free you to relax, spend more time with your family and pursue personal interests.

“We have the tendency to perceive technology in a real negative sense when we think about work-life balance, and that’s simply because we’re very attached to our smartphones and tablets, which keep us connected to work at all times,” said Melva Cárdenas, strategic education advisor at PeopleAdmin and former teacher, principal and HR executive director. “The thing to keep in mind, though, is that the right technology can help you work more efficiently.”

Below are three examples of how technology can help you maintain a healthy work-life balance by improving talent management efficiency.

1.   Spend less time managing applications and screening applicants

“There are online software systems available that can facilitate the application process,” Melva said. “Using one of these systems reduces time spent mailing applications, opening mail to review applications, filling applications, pulling files and refiling.”

Judith Perry, human resources administrative assistant at Park Hill School District (Park Hill) in Kansas City, Missouri, realizes those benefits using Recruit & Hire — TalentEd’s applicant tracking system.

“You can’t imagine the time-savings that online applications have awarded me,” Judith said. “I just post the position, and it stays active within Recruit & Hire for the specified amount of time. The applications and all their attachments come in online, and my supervisor can view them online, as well.”

The solution even allows for a customized screening process and well-defined visibility permissions.

“We have new screening scores that we set up within Recruit & Hire for administrator applicants only,” Judith said. “I also put in global filters that allow only my supervisor to see these candidates because he doesn’t want anyone else in the district to be able to view them until he’s screened them.”

Barbara Burke, HR director at West Baton Rouge Parish Schools in Louisiana, uses those same screening tools to ensure principals don’t waste time reviewing applications from candidates that don’t meet the position’s minimum requirements.

“When applications are submitted, I receive an email that lets me know an interested candidate has applied,” Barbara said. “I get to screen the applicants for the main criteria — such as whether that person has completed the teacher preparation program, has at least a 2.5 GPA and passed all of their state licensing exams.”

Anyone that Barbara rates as a three or higher goes to a principal for evaluation. “Principals don’t need to see every application that’s submitted, just the ones that are viable candidates,” she explained.

And once a candidate is screened, interviewed and hired, school and district leaders can use talent management technology to streamline the new hire onboarding process.

2.   Manage new hire ‘paperwork’ electronically

“There are systems that can help you implement paperless records management processes,” Melva said. “Try picturing an onboarding process that doesn’t require two hours of your time to sit down with new hires to complete their paperwork.”

Using Records — TalentEd’s automated recordkeeping solution — new hires at Del Mar Union School District in San Diego, California, complete their required paperwork electronically, before their first day.

This frees the human resources team to “spend the initial contact time during orientation getting new hires familiar with the district, their position and our processes — as opposed to just doing the menial task of checking whether forms were signed correctly,” said Jason E. Romero, assistant superintendent at the district.

Records also streamlines several other traditionally paper-based processes, such as personnel action forms, but many schools say they realize the most significant time-savings during contract renewal season.

3.   Simplify contract renewals

“Imagine issuing contracts or letters of reasonable assurance without manually managing hardcopies,” Melva said.

Judith of Park Hill doesn’t have to close her eyes to envision that scenario. Thanks to Records, that’s just another day at the office.

“I click a button, and all the contracts go out,” Judith explained. “Within a day, I would say 50 to 60 percent of them are signed and returned.”

Jeremy Tabor, director of human resources at Burlington Community School District in Iowa, enjoys similar benefits.

“Our contract renewal process started with four or five people doing contracts, putting all the information into a database, doing mail merges, printing everything out, sending everything out by hand, and waiting to get it back,” he said. “Now, the system sends that information out, which has eliminated so much back and forth for us.”

Focus on what matters to you

“There are many different kinds of technology systems that can help you to manage your time and develop much more efficient processes,” Melva said. “And by being more efficient, hopefully you’re cutting some hours off of your normal tasks and freeing up some time, allowing you to balance your work life with your personal life.”

Discover how K-12 talent management technology can help you streamline processes and support a healthy work-life balance.

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