Welcome back to another brand new edition of our ‘Must-Read Digital HR and HR Tech Articles’.
The top articles of November feature a piece on employee referrals, an item about recruiting podcasts, and an article that gives you 7 practical tips on how to start with Continuous Improvement in HR.
I’m sure you’ll find a few pieces that you’ve missed and really should read. Enjoy!
#3. Holiday Season = Referral Season
In this article, Corey Burns talks about his company’s employee referral program and the serious results it drives. While diving deeper in their referral program, they learned that referrals in the months of October, November, and January turned out to be some of the highest referral months.
Burns then lists 5 simple points that are easy to implement:
1. Don’t have a referral program?
Just Google ‘Employee Referral program’ and get started. An incentive (in $$$) always helps.
2. Diversify your internal marketing of the referral program
Consistently position your employee referral program in front of your employees to drive results through call-to-action messaging. In Burns’ organization, for example, they promote the referral program through various media at multiple times during the year:
- Employee benefits: Showing employees that they can play a part in shaping the workforce and earn money at the same time underlines the importance of the program.
- New hire orientation: During new hire orientation (onboarding), they cover the details of the program and show new hires how they can submit a referral.
- Email: Timing is everything. In Corey’s organization, they send a reminder every quarter and calls-to-action before the holidays.
- Team meetings: Managers constantly promote the referral program and openly discuss needing referrals.
- Print: Every quarter, the marketing team creates and ships new internal prints that help capture the attention of team members, especially those who do not have email access.
3. Be target-specific
To ensure you take full advantage of your employees’ network, specify what you are looking for and highlight the top three or four open positions with the greatest need.
4. Make it easy! Treat your employees like applicants
Strive to create a simple referral process that allows employees to share jobs and refer employees in just a few clicks or steps.
5. Incentivize while promoting quality of referrals
In Burns’ company, they offer a $500 or $1000 referral bonus based on the specific role. The bonus is paid in two installments: the first half after 30 days of the referral’s hire and the second half after six months of successful employment.
This has an added benefit since it gives employees an extra reason to help their referrals during the transition into the company; the referring associate becomes an advocate when they are invested in the success of your new hire.
Corey finishes his article by saying that ultimately, what it comes down to is to have a simple and repeatable process that does the work for you.
Go here for the full article.
#2. 10 Recruiting Podcasts You Should Subscribe to in 2019
This piece is not as much as must-read as it is a must-listen. As you probably know, podcasts have been making serious gains in popularity over the past few years.
In 2014, only 15% of individuals listened to audio podcasts each month. Four years later, that number has jumped to 26%.
After all, podcasts are easy to listen to while commuting or around the house and there’s a topic on just about everything – including of course talent and recruitment.
As such, podcasts are a great tool to expand your recruitment skills, learn something new about talent acquisition, and ultimately growing your career. In this article, Erica Hayes lists ten recruiting podcasts worth subscribing to in 2019:
1. The Employer Branding Podcast with Jorgen Sundberg
2. The Chad & Cheese Podcast with Chad Sowash and Joel Cheesman
3. The Jim Stroud Podcast with Jim Stroud
4. The Laptop Recruiter with Andy Whitehead
5. Invisibilia with NPR
6. IdeaCast with HBR
7. Working with Slate
8. Small Business War Stories with Proven
9. Hire Up with John P. Beck, Jr.
10. Recruiting Future with Matt Alder
Read the full article here.
#1. A beginner’s guide to Continuous Improvement in HR (7 Tips)
First off, the definition of Continuous Improvement:
The process of continuously analyzing your administration for errors and risks, following up on issues and implementing structural changes to prevent them the future.
The components of Continuous Improvement
1. Looking for sponsors: the business case
As with everything, Continuous Improvement will take up resources in your organization. Since those resources tend to be scarce, you’ll need to find a sponsor first.
Find the person who will allow you to use the resources you need and show them the business case. This means creating an export that shows the number of errors in it and explaining the effects these errors will have on the business.
2. We’ve got a strategic plan, it’s called: doing things!
One of the big advantages of Continuous Improvement is its ability to scale to huge proportions. The pitfall of this scalability is wanting to start too big. “We want to start monitoring everything!”
Start small, learn from your mistakes and celebrate successes. “The more we discover, the more there is to discover.”
3. Selecting your first checks
Generally, you want to start with a maximum of three controls.
Why not more?
Because a big part of Continuous Improvement is about getting your administrative team up to speed. Every exception that your analysis detects, means nothing if it isn’t handled properly.
So which ones should you pick?
Ask your colleagues! Ask them which analyses take up a lot of time, which types of records are error-prone, and where they see the biggest risks.
Pro-tip: Create a shortlist that scores each potential control on 3 things: efficiency gains, risk mitigation and the possibility to automate. The ones that score the highest on these aspects make good candidates.
4. Choosing your platform
What platform you use depends on your ambitions and budget. The most basic option would be to develop an Excel model but this will only last during your first steps in exploring Continuous Improvement (since it doesn’t enable you to handle large datasets).
Python is a powerful programming language that handles large datasets extremely well and comes with an extensive list of very useful libraries. The next step would be to use a platform that also offers a digital workflow.
5. Getting the administrative team to embrace the change
The importance of change management should not be underestimated. It is important to realize that Continuous Improvement can easily generate large numbers of exceptions on a daily basis.
Depending on your controls, not every exception is going to be an error. This means that your administrative team has to assess whether or not an exception is an actual error.
Therefore, make the life of your administrative team as easy as you can.
6. Creating a feedback loop
Log the handling of exceptions; when was the exception found, who handled it, what actions were taken?
This has 2 major advantages: it offers a clear audit trail, and it allows for a feedback loop.
7. Learning from others
The final and most important tip is to learn from others. Continuous Improvement is a new and exciting field in HR, reach out, connect and share experiences!
Check the article out if you want to read more about Continuous Improvement in HR.
And that’s this month’s roundup 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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