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How HR Analytics Can Transform the Workplace

Analytical data can be used to improve many aspects of business. In the HR department, the efficiency of employees will directly impact the success of the organization. According to a 2013 survey by talent analytics software vendor SHL, 77% of HR professionals are unable to determine how their enterprises’ workfimage_015orce potential is affecting their bottom line, while less than half (44%) use objective data regarding talent performance to guide business decisions[1].

By scrutinizing data collected using HR analytics in reference to hiring costs, compensation platforms and turnaround rates, HR professionals can develop a detailed report giving them an edge when it comes to finding and retaining quality candidates. This information can also be used to predict workforce performance and identify potential high-quality members.

Performance Versus Responsibilities

In many cases, exceptional employees in one area could be weaker in others. By analyzing the information available, you can place specific employees in positions where they will excel. Putting a person in an area he or she is not familiar with could be setting the employee up for failure. Assigning positions based on strengths and demonstrated abilities from employee performance reviews can enhance the workplace. Although you may hire someone for a specific task, you never know what he or she is capable of in other locations.

Strategies Are Only as Good as the Data Collected

Not every HR staff member knows how to collect and collate various forms of data in order to develop a strategy. Companies will often turn to workforce management solutions and applications to help collect the information. Analytical software for the HR department will do all of the necessary calculations for you making it easier to spot flaws in the system. For example, do you know how much money is wasted when a new hire fails and is let go? These platforms may also show where that employee failed in his or her responsibilities in the first place.

[1] http://www.citeworld.com/article/2137364/big-data-analytics/how-hr-analytics-can-transform-the-workplace.html

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How to Effectively Implement an Employee Referral Program

image_01Contrary to what some people might think, not all employers can access an infinite flow of resumes at any time to find a qualified job applicant. For most hiring managers and HR professionals, their schedules are filled with daily tasks that make it harder to devote enough time to recruitment. Nevertheless, part of their role within the company is to find candidates that have the skill, ability and cultural fit for their organization.

One possible answer is hiring via employee referrals. Some studies show that a top source for quality hiring comes from employee referrals. Companies who use employee referral programs have average retention rates of 46 percent, and referral programs can save organizations $3,000 or more per hire [1]. The challenge then becomes implementing a sustainable, well-functioning employee referral program to make the hiring practice less challenging.

Develop a Comprehensive Program

Simply asking employees to hit the streets and recruit is not enough; you should develop a comprehensive plan that clearly communicates the program’s objectives and hiring goals. Even if you engage your top sales team, this does not automatically make them the best recruiters.

Communication and training should be part of the employee referral program. This will acquaint your employees with policies and company rules surrounding recruitment. Additionally, training gives you an opportunity to teach employees how to talk positively about the company.

Some organizations find that asking employees to look for talent at industry conferences or association meetings expands the opportunity to find prospective recruits. The goal is to encourage employees to refer new acquaintances in addition to people they already know.

Select Common Sense Awards

How you decide to reward employees for referring quality candidates is typically based on your desired level of employee engagement. While cash rewards are typically the top incentive, some employees are equally satisfied with extra time off or travel bonuses.

If you choose cash rewards, you might want to pay employees in portions. You can pay part of the reward upon hiring a candidate, and more is paid after the new employee completes the probation period. Final payment could be made after the employee’s first anniversary.

Organizations can gain several benefits through an effective employee referral program. The program helps to reduce the burden on one person or department for finding top talent. When implemented effectively, the program can increase employee engagement.

 

[1] https://www.recruiter.com/i/10-employee-referral-program-fast-facts/

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Presenting a Possibility-Rich Opportunity to Diversity- and Military-Related Candidates

image_014Currently, many companies are seeking to add to the diversity of their workforce as well as attract qualified veterans. In setting these goals, they are finding it necessary to adjust their recruitment and hiring processes. To attract sufficient numbers of qualified candidates, these businesses are learning that it is important to focus on the opportunities and career paths they offer.

Going Beyond the Traditional

The market for both diversity- and military-related employees is more competitive than in the past. As these individuals enter the market, they are seeking situations that are more attractive than the standard positions normally available. Such candidates come to the job market with different perspectives, experiences and expectations.

Many veterans have enjoyed significant responsibilities during their time in the military. With a strong emphasis on leadership and getting the job done, these potential members of a team will be looking for jobs that promise the ability to grow and use their leadership capabilities. Even if the entry-level position they are offered is somewhat limited, it must be understood that there is an opportunity to advance and achieve a position of responsibility within a reasonable period of time.

Likewise, candidates from diverse backgrounds will critically evaluate a position to see if it has a reasonable path for growth and advancement. There is a natural expectation that these individuals will experience barriers and limitations in life, and they are most attracted to companies where they see evidence of full acceptance.

More than Words

To create such an environment, it is important to provide early and abundant evidence that opportunities do exist and are attainable. Achieving this result includes introducing candidates to successful members of the team who have come from similar backgrounds and flourished within the company structure.

Implementing and maintaining programs that assist with the transition and development of employees from these programs also provide solid evidence of a commitment to aiding these prospects in becoming valued and successful additions to the workforce. Providing clear examples of how these programs work and are effective in making potential opportunities into realizable goals is essential in the recruitment process.

 

 

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How to Attract the Ideal Candidate with the Requisite Skill and Experience Who Will Also Fit with the Corporate Culture

image_05Hiring the right people who fit in with corporate culture but also have the requisite skills and experience needed for the job can be a challenge. So, how do you attract the best of the best to your company without sacrificing any of your values?

Attracting the Right Candidate for the Job

Developing a persona for the perfect candidate will give you a better idea of what type of person you are looking for. Once you identify the skills, goals and experience that your ideal candidate would possess, you can then optimize your job posting with the type of information that will attract a desired candidate. Using the Internet as a marketing tool is the best way to reach a large pool of possible job candidates, which in turn gives you a wider selection to choose from.

Your company has the opportunity to make a good first impression on job candidates. Many candidates develop a perception of an organization based on their initial interaction. This is the perfect opportunity to showcase your company and really hit it home as to why they should want to work there. This also gives you the chance to analyze whether or not a candidate will fit in well with company culture. Company culture can be described as the company’s personality and what it’s like to work there from an employee’s perspective. Hiring employees who understand and exemplify your company’s values and goals can have a huge impact on the success of your business. Not only can a good cultural fit have a positive impact on your business, but it also can lead to greater job satisfaction, higher retention rate, more dedication to work and a superior job performance. This is a win-win for both the company and the employee.

If done correctly, you will see that this process will bring in more qualified candidates for your consideration. It is important to make sure that everyone involved in the hiring process is fully trained to do so. The interview process should include more behavior-focused questions. The behavioral interview indicates that past performance is a good predictor of future performance. This interview process is the perfect opportunity to communicate your company’s core values. When communicating these values, use specific instances such as stories or examples that demonstrate those values in action.

Sources:
http://www.ere.net/2013/06/21/cultural-fit-in-the-workplace-how-personality-affects-hiring-and-teamwork/
http://www.hrotoday.com/news/talent-acquisition/fitting-in/
http://www.entrepreneur.com/encyclopedia/corporate-culture
https://www.themuse.com/advice/beyond-the-resume-how-to-choose-the-best-candidates