First of all, I’d like to wish all of you a very happy 2019, full of laughter, love and fulfilling projects to work on! Now, back to business and to our first article of the year:
Welcome back to another brand new edition of our ‘Must-Read Digital HR and HR Tech Articles’.
The top articles of December feature a piece on smart HR system design, measuring time to hire, and workplace wellness in 2019.
I’m sure you’ll find a few pieces that you’ve missed and really should read. Enjoy!
#3. How Smart HR System Design Leads to High-Quality Data: 5 Tips
Data quality is still one of the biggest obstacles to overcome in creating meaningful people analytics. Unreliable, incorrect and untrustworthy data keeps companies from realizing the benefits of their HRIS systems and often results in HR departments executing time-consuming data cleanups. These “fire drills” can be reduced by addressing the root causes of the errors in the data.
In this article, Alyssa Ruff shares 5 tips to get better data quality through smarter system design:
If you want to improve the data coming from your system, start by reviewing your system configuration. To determine if system configuration changes are needed, a company can gather and track the repeated errors within the system. They also can look at their past audits to see how the system’s configuration contributed to the errors.
Companies often cite user error in data entry for poor integrity, but data entry error should never be considered the root cause of a repeated issue. These situations either need improved configuration or additional training.
There are many simple configuration changes that can quickly improve the integrity of the data entered into the system:
If accurate information is not available to all HR staff at the time of entry, then the field cannot be mandatory. While this field might be necessary, a mandatory designation will yield inaccurate or false data. Necessary fields should not always be mandatory fields.
Fields which display similar or overlapping information are frequently a cause of errors in systems. Example: multiple fields may be used to designate if an employee is full time or part time in a system (employee status, employee type, hours, FTE, etc.).
While there is often a business need for these specific individual fields, look for alternatives to identify the required information.
While systems frequently include default field options, many organizations do not actively track each field. Some organizations leave unnecessary fields in their system “to start gathering data now”. These fields quickly become sources of bad data—especially if the field has no current purpose and is not included in reports or integration files.
Data is easier to gather accurately than cleaning up a field with a mix of good quality and bad quality data.
Value adding systems
Where does local HR look when they need data to answer a question? Is it in your HRIS system? If the answer is anything other than your global HRIS system, you need to investigate the reason. A system that is updated as an administrative task for local HR and provides them with no value will result in low data quality.
Steps to ensure your HRIS system provides value to local HR:
- Ensure the system is configured with local field requirements. Local fields such as car allowances, national IDs and or race/ethnicity should be provided in the system. Eliminating additional spreadsheets and tracking will bring local HR back to your system as the primary, accurate system.
- Allow employees and/or managers access to view data in the system. Allowing local employees and managers to see the data will add an additional check for accuracy and provide additional value to local HR.
- Set up connections or integrations with local HR tasks such as local payroll, benefits and government mandated reports. These connections bring value to local HR and require that the system data must be accurate. By connecting to other systems and reports, it will also lead to additional auditing and tracking of these fields to ensure they are maintained.
- Regularly share HR metrics, reports and analyses with local business leaders. HR business partners need to know their data is being used in strategic ways. In wanting to ensure they are providing value to local leaders, they will need to make sure their data is accurate.
Alyssa concludes her article by saying that a well-designed HR system can be the foundation for high-quality data. The effort put into designing a system that reduces errors will save companies from performing time-consuming audits and wasting money on analyses with low-quality data.
Go here for the full article.
#2. Time to Hire – Everything You Need to Know
While there are numerous recruiting metrics, not many of them are measured as often as time to hire. In fact, no less than 50% of companies report using this metric.
Time to hire measures the number of days between the moment a candidate applies (or gets sourced) to the moment the candidate accepts the job. It tells you how quickly you were able to identify the best candidate. As such, it is an indication of how effective your hiring team is.
Measuring time to hire can help you identify weak spots in your recruitment process and implement improvements. It can help you answer questions such as:
- How long does it take you to find the right candidate – An aspect that shouldn’t be underestimated because if your hiring team isn’t fast enough, they risk losing fast-moving (high-quality) candidates.
- How long does it take you to move candidates in the process once you’ve found the right person?
- How much time do you need the next time you have to hire for the same role?
- How many resources do you need to hire for a certain role?
If we had to pour time to hire into a formula, we’d use this one from Workable:
Example: Your hiring team finds out there’s a new job opening on Monday. This is Day 1. They start working their magic and their best candidate accepts their job offer on Day 28 while he or she applied on day 13.
Your time to hire is 28 – 13 = 15.
When it comes to measuring time to hire, there are several elements to take into account:
Measure time per stage
Your hiring process can be broken down into different stages. Measuring the time candidates spend per stage gives you valuable information about the smooth and not-so-smooth parts of your hiring process. Having an overview of each part of the hiring process and the respective percentage of time they take up enables you to make improvements where necessary.
Distinguish between different roles and/or departments
Depending on the requirements for the job, the number of available candidates on the market, and your hiring process, your time to hire will vary (a lot). This is why it’s good to segment your time to hire by role and/or department. It will give you a more detailed overview of which jobs are tough to crack and, more importantly, why that is the case.
Track the quality of your applicants
If you know the ratio of good to poor applications you typically get this will help you diagnose if there is a slowdown happening in the sourcing phase. If this is the case, it will have an impact on your time to hire even if, officially speaking, the sourcing stage isn’t a part of the time to hire territory.
The importance of data
A word on data is in order. Industry data, that is. When you’re measuring time to hire – and therefore gathering your own data – it can be useful to compare your results with those of your competitors.
Doing so will tell you something about where you stand. Are you (a lot) faster than the competition? In that case, you may want to check if you’re not being as thorough as you should be during the hiring process. Are you (a lot) slower than your competitors? Then you may want to double-check your hiring process for inefficiencies and optimize certain parts of it.
Best practices of measuring time to hire
A couple of types of data you should collect:
- How long it currently takes to fill various roles
- The time it takes for candidates to move from one stage to another
- How your time to hire compares with the industry average
- The calendar days from the final selection to making the job offer
- The ratio of good to poor applications you typically get
Once you’ve gathered al this data, choose the most alarming numbers and find ways to improve them.
Stick to your measuring process
Make sure you record your time to hire the same way every time.
Couple time to hire with quality of hire
Combining time to hire with quality of hire enables you to get a better view of the strategies and processes that result in the best hires – and then replicate them.
Less isn’t always more
Decreasing your time to hire shouldn’t be a goal in itself. Consider decreasing your time to hire more as an optimization of your process, as opposed to decreasing it at all costs.
Read more about time to hire.
#1. Workplace Wellness Trends for 2019
With the December festivities just behind us – and perhaps some physical and financial excesses to tackle as a result – what better way than to start the year with an article about workplace wellness trends, right?
Let’s take a look at some of the wellness themes for 2019:
Workplace wellness as a one-stop-shop
Workplace wellness goes (far) beyond the gym. Companies want more than just fitness classes and that’s also what job seekers are looking for. The competition to attract talent is high, so companies that can provide a robust portfolio to address mental, physical, nutritional and even financial wellness will hold the most appeal.
Corporate wellness solution providers now (start to) offer this comprehensive approach to on-site and virtual wellness programs.
An increase in mental wellness offerings
Employees are becoming more and more outspoken about their mental health. According to the World Health Organization (WHO), about $1 trillion in productivity is lost each year from anxiety and depression alone. In the U.S., 20% of adults are diagnosed with a mental illness each year.
This is one of the reasons employees are increasingly looking for companies that promote better mental health. One way of doing so could be to provide support through mental wellness experiences.
Workplace wellness program providers meet the need for mental wellness experiences through, for example, meditation sessions, mindfulness workshops and yoga classes, aimed at slowing down the mind after a long day of hard work. Some providers also offer companies the possibility to give their employee access to an app so they can reduce stress on their own time.
Finances are no longer taboo
Financial stress is a real thing. According to the American Psychological Association, over 3/5 of Americans cited “money” as their biggest cause of stress—accounting for 70-95 percent of doctor visits. When companies are proactive in providing financial resources, employees will be more invested in their job and will know how to spend their hard-earned cash better.
As part of their integrated wellness offering, solutions providers are starting to include personalized wellness programs complete with interactive tools to plug in finances and money quizzes, all available online.
Go here for the full article.
And that’s the first monthly roundup of 2019 all done. If you read a great Digital HR or HR Tech article this month and you feel it deserves a place in next month’s list, please share it in the comments.
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