Welcome to this brand new edition of our ‘Must-Read Digital HR and HR Tech Articles’!
The May must-reads feature an article on continuous improvement in HR, an insightful overview of the realistic job preview, a video, and a few in-depth articles on hiring millennials and the new world of work.
I’m sure you’ll find a few articles that you’ve missed and really should read. Enjoy!
#5: How continuous improvement can help optimize HR processes
Mischa Masthoff shares his personal experience as an HR controller in this article.
A few years ago, when Masthoff was working for a large organization, he built a model for strategic personnel planning. The model turned out to be terrible. Here’s why it failed and how they should have fixed it, according to Mischa.
The model failed because it was built on missing, unreliable, and outdated data records. Unfortunately, this is the case in a lot of other organizations too. If you really want to make an impact in HR, Masthoff says, forget about complicated analysis and predictive modeling for now. Start by building a solid administration that is complete, accurate and topical.
Why (HR) data is often flawed
Data that is not continuously cleaned will result in a mess at some point. Organizations process tons of data. The bulk of this data still gets typed in manually and people simply make mistakes. Especially if they have to process heaps of records.
Use case: Continous improvement at Leiden University
One of the leading organizations in Continuous Improvement is Leiden University in the Netherlands. The Financial Shared Service Center there has built a series of algorithms to continuously monitor and improve flawed or missing records.
The fact that the scans are performed automatically means that a lot of different aspects of the administration can be examined on a continuous basis, without taking up precious resources.
The trefoil model
Leiden University is a firm believer of the so-called trefoil model. Continuous improvement can only be a success when the pillars IT, People & Culture, Management & Organisations, and Processes are closely working together.
Continuous improvement in HR
Although the business case in HR may be less obvious than in finance, Continuous Improvement definitely doesn’t add any less value to HR. Masthoff mentions (costly) errors in the payroll process and the incorrect use of third-party hiring documents as an example.
Administrations are error-prone and flawed data is costly. Next time you’re building a model based on HR analytics you might want to ask yourself if the data you need for your model is accurate and complete. If this isn’t the case, you’re best to consider investing in Continuous Improvement first, Masthoff says.
Read the full article here.
4. 3 Truths about the new world of work
In this article, Steven T. Hunt, Ph.D., SPHR, shares 3 truths about the new world of work with us.
Digitalization is the integration of computerized technology into virtually every aspect of life. To survive this digitalization, companies must learn to compete in a world where technology constantly transforms what organizations do and how they do it.
Starting with the understanding – and embracing – of the three truths below about business in the digital economy.
Truth No.1: Whatever the company is doing now, it’s the wrong thing to be doing 2 years from now
In a digital world, technological innovations create constant market disruptions, process transformations and shifting business conditions. The challenge is that companies won’t know beforehand what these changes or their impact are until they start to happen.
When these changes come though, they will come quickly. Leaders who fail to quickly act will find their companies losing ground. In the business world, it’s “adapt or die”.
Truth No. 2: The success of the company requires getting people to do things in the future that are different from what they did in the past
The one constant factor about companies is that they will always employ people. They are the best resource companies have to deal with change. The challenge companies face is how to create a work environment that fosters a growth- and change-oriented mindset among employees.
To become ‘digital ready’ organizations need to understand – and leverage – the psychology of people to make sure they see change as an opportunity rather than a threat.
Truth No. 3: Any business process designed more than 3 years ago is out of date
Three years is an eternity in the world of technology. What may have been an acceptable work experience a few years ago may now be considered outdated, inefficient and impersonal.
This doesn’t mean every process needs to be updated every three years. However, companies should critically review older processes and ask themselves ‘Is this still the right way to do this given the shifting needs of the organization and the expanding capabilities of technology?’
Hunt ends his article by saying that these truths are realities that need to be factored into everyday operations of digital-ready companies. They must be accepted as changes to the overall climate of where we live.
Go here for the full article.
3. The Realistic Job Preview: Everything You Need to Know
Mitchel de Bruin looks at the basics of Realistic Job Previews (RJPs) in this article. What are they, how can they help organizations and how can you add a realistic job preview to your hiring process?
What is a realistic job preview?
An RJP offers candidates a realistic look at what the job actually is like. No sugar coating, just showing both the positives – and the negatives – so the candidate can get a real feel for what skills and qualifications are needed on the job. It also provides applicants a clear picture of what a typical day would look like.
Why are realistic job previews important?
A realistic job preview ensures that you get the right candidate in your open position the first time around because it shows them exactly what the role they’re applying for entails. As such, new hires will know beforehand what they’re getting themselves into. This prevents confusion and disappointment on the first day.
Companies that don’t fully disclose what a job is like often struggle with high employee turnover and negative reviews about the company. In the long term, this harms their Employer Brand. As the below image from Analytics in HR shows, one of the biggest drivers of employee turnover is stress, including conflicts about role clarity and role overload:
How does a realistic job preview work?
Think of a realistic job preview as a look behind the curtain. Candidates get to see your inner workings. And they can choose to love you for them, or they can decide to fun or the hills.
RJPs come in many different shapes and forms. Companies can show their culture, expectations, and demands, regardless of their budget, location or resources. Here are a few ways to create RJPs:
1. Showcase employee testimonial videos.
Videos are a great way to connect with candidates. They can give your potential hires a better understanding of what it’s like at the company. This makes videos a great – and cost-efficient – tool to create an RJP.
2. Use an interactive simulation.
Set up an interactive simulation to see how a candidate would react in a typical on-the-job situation. There’s technology out there that allows you to do so yourself: add a video, choose colors, add a couple of questions and you’re ready to go.
3. Create a quiz or survey.
Quizzes and surveys are easy ways to introduce your candidates to your expectations. They can help you weed out who is and who isn’t a good fit for the job. Quizzes and surveys are also another easy and cheap way to connect with applicants.
Mitchel wraps-up his article by saying that if you want new hires to be happy in their new jobs, you need to show them exactly what you’re looking for. With the help of RJPs you can ensure that both you and your candidates are on the same wavelength throughout the entire hiring process.
Read the full article here.
2. Hiring Millennials: 6 Strategies for Attracting America’s Largest Workforce
Jon-Mark Sabel discusses 6 data-backed ways to attract more millennials in this article.
In 2016, millennials became the largest generation in the US workforce. Two years later, attracting them is still one of HR’s biggest challenges. Here’s what you can do to change this.
1) Rethink stereotypes
Confront stereotypes with data and you’ll be surprised. For instance, millennials don’t job-hop any more than previous generations did in their youth. They don’t pick up an move as much as people believe either.
This means that:
> Localized recruiting isn’t dead.
> There is a big opportunity to recruit millennial ‘boomerang’ candidates.
2) Nail down review sites
Millennials trust user-generated content (such as peer reviews) 50% more than traditional media.
This means that it’s important to manage your reputation on a range of reviews sites. 72% of candidates spend over an hour researching a job and they’ll visit multiple sites.
If your company has bad reviews:
> Report false reviews.
> Respond to high-profile negative reviews.
> Accept, grow, and improve.
3) Corporate Social Responsibility
Millennials place a high importance on corporate social responsibility (CSR) when looking for work. The idea here is that the corporation has an ethical duty to give back to the community.
These 4 issues are at the top of Millennials’ minds today:
> Civil rights/racial discrimination: 29%
> Employment/Job creation: 26%
> Healthcare reform: 26%
> Climate change: 21%
Corporate social responsibility can take many forms: volunteering, fundraising and employee inclusion initiatives for example. Advertising the many ways your organization gives back shows millennials that your company is one they can feel proud working for.
4) Personal & Professional Growth
According to a 2016 Gallup report ‘How Millennials Want to Work and Live’:
> 59% of them say that opportunities to learn and grow are extremely important when they apply for a job.
> 87% of them say that development is important in a job.
Chances are that you will need to retool your job description to show candidates what the job can provide them, not just what it demands from them. The way you present these learning and development opportunities is important (i.e. don’t list them in a footnote on your career site).
5) Get creative with non-essential benefits
When it comes to non-essential benefits it’s important that you provide your employees flexibility in the way they choose to be recognized. A few examples:
> Student loan assistance
> Continuing education reimbursement
> Experiential rewards (cooking classes, yoga, etc.)
> Flexible work: 77% of millennials say flexible work hours would make them more productive.
6) Cover your bases
When you look at the number, millennials aren’t all that different from previous generations. This means that you shouldn’t neglect essentials like competitive pay and health benefits just to chase the latest ‘millennial hiring’ trend.
Sabel ends the article by saying that you should only prioritize millennial-specific attraction initiatives when all your other bases are covered.
Go here for the full article.
1. [VIDEO] Which factors are necessary for a successful digital transformation?
Granted, this isn’t an article but a video (integrated into an article though!). And yes, it’s a cheeky bit of self-promotion too.
However, HR digital transformation is a hot topic for many HR professionals at the moment. And for good reason, since digital technology has the potential and ability to transform HR as we know it.
In this video, we asked the experts what ingredients they think are necessary for a successful digital transformation. Happy watching!
If you want to stay up-to-date with all our Digital HR Live/ AIHR videos subscribe to our channel: https://bit.ly/2rB2I30
Alright, that’s a wrap. 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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