HR Monster Mash Blog Series: Week 2

HR Monster Mash Blog Series: Week 2

Welcome back to Week 2 of our Halloween Monster Mash Blog Series! This week we are talking about the Ghost, and Frankenstein! Spoooookyyyy!

The Ghost – A person involved in the recruitment process who ghosts a candidate after he or she has advanced to the interview process.

What is ghosting? It is the practice of suddenly withdrawing from all communication without explanation.

Anyone who has tried to find a job in a fast-paced market has likely been ghosted at some point. An astounding 65% of job seekers say they never (or rarely) receive a rejection notice from employers.

On the flip side, anyone involved in the recruitment process knows it can feel overwhelming to personally respond to everyone who expresses interest in being hired to your company. Even more so if you are processing hundreds or even thousands of applicants.

In today’s tech savvy world, we have applicant tracking systems that can send an instant, automated response stating only candidates being considered for the role will be contacted. This is a great way to level-set on the front end.

But what about the candidate who spends hours of their time, often juggling a busy schedule for phone screens, video interviews, face-to-face, and even call back interviews, only to then be ghosted if not moving forward? Not only is it a terrible feeling, but it’s a drain on the time and energy they could be putting into other areas of their job search.

You might be thinking, if the company doesn’t plan on moving forward with a candidate, why should it be concerned with their candidate experience?

Today more and more job seekers are leaving negative feedback regarding their candidate experience on job search sites such as Glassdoor, social media and social networking sites, or sharing by word of mouth, making company brands more public than ever.

According to Glassdoor, 58% of job seekers consider a positive experience to include clear and regular communication, 53% clear expectations, and 51% feedback regarding rejection.

Additionally, 40% of applicants state they would pull out of the recruitment process due to a poor first interaction with the Recruiter or Hiring manager, this is only 4% less than the number one reason given, which is the announcement of a recent layoff.

This means it is important that some type of response be given to all that have taken the time to apply and interview. While automated responses are a useful tool for candidates not being recommended for interview, anyone who advances to the interview stage should receive timely follow up on the status of their candidacy. It may not be a comfortable conversation, but by creating a personalized interaction, it’s sure to help you stand out as a true professional and be a good reflection on your employee brand.


The Frankenstein
– a group of HR systems that have been ineffectively pieced together resulting in inefficient business processes or data integrity issues.

Typically, when deciding on HR software the choices are between a best-of-breed approach or a comprehensive package. Either can be successful if approached with a strategic plan.

Best of breed typically offers custom solutions that can cater to complex program designs and provide a more granular level of function reporting, but little in the way of HR Analytics or cross functional dashboards. Additionally, systems can get bogged down due to multiple integration points.

Purchasing a comprehensive package is generally considered to be very user-friendly, with features like single sign on, and the benefit of robust reporting capabilities. Older versions offered little in the way of granular level customization, but rapid advances are being made in this area.

At times, companies will start with one “base” system and as the business grows, systems will be added based on individual department needs in an ad hoc way with no real strategic design. This is what we call the Frankenstein.

The Frankenstein will drain your team of valuable time and resources and increase the potential for error. It often involves pulling multiple reports to get all the data needed for comprehensive analytics.

Automation and streamlining processes mean more than simply adding technology to a current process. It’s important to understand what problems you want the system to solve, what is working with the current process, and what is not.

You’ll want to consider what you need for customizations and at what level, create a list of required features, narrow the list of solution providers, maybe ask a few trusted resources for recommendations. Consider scheduling demos for the top 3, discuss the system pros and cons and then select the one that meets the majority of your needs and provides the best overall price.

Implementing the right system can redesign how your HR department does business, streamline interdepartmental processes, and potentially provide a high return on your investment. You may even be able to accomplish more with a smaller team! Take that, Frankenstein!

 

Thanks for reading this week’s installment, we hope you enjoyed it! Be sure to check back next week for more of our twists on HR processes.

HR Monster Mash: Halloween Blog Series

HR Monster Mash: Halloween Blog Series

It’s spooky season! The Brilliant HR team is excited to begin our 5 part blog series where we will be covering some common Halloween monsters – with a twist – how each monster can show itself in HR!

To kick us off, this week we are covering the Skeleton and the Vampire.

The Skeleton – HR teams operating with a bare bones staff.

Functioning with a bare bones staff can lead to everyone being so overworked, they are no longer effective. This can be a result of incorrect staffing ratios, layoffs driven by budget cuts or even expansion where hiring has yet to catch up with company growth.  When this happens, it is important to evaluate your current processes to ensure they will be effective in the new structure of the team. It may be that some employees are now wearing multiple hats and the previous processes are no longer efficient. Carefully analyze all that needs to be done, how many weekly hours it will take, and if it can be reasonably accomplished with your current team. You may want to consider hiring a consultant to help get you through a busy season. If the workload is the new normal, you may want to review what tools are available to help you automate some of your processes to ensure you can meet all your business objectives without burning out your staff. A fatigued staff are more likely to create errors which brings added risk to the organization. Automated processes can save you time and money and allow you to work with a leaner team. Having the right number of people and the right tools is key to running a successful HR Department.

The Vampire – Inefficient business processes that suck the life out of you

Have you ever looked at some of your processes and thought “this is crazy, why do we do it this way?”

I’m guessing you have.

A business process is a series of steps performed to achieve a specific objective. These processes can be fundamental building blocks to the efficiency of a department or business as they can help streamline activities and ensure resources are put to optimal use.

Generally, when a business process is created it is driven by the desire to improve efficiency, streamline communication, to ensure accountability and establish an approval workflow, to standardize a set of tasks, and ultimately to prevent chaos from consuming your day-to-day operations. But what happens over time when business objectives change, technology progresses, fewer people are available to participate in the process, or budgets are smaller? What worked before may no longer be the best way forward.

The truth is the old process may no longer make sense to your current business needs. There are important steps necessary in the development of a new business process. The obvious ones, are to define the objective, map out the process, assign actions to stakeholders, test and implement the process. The less obvious and most important are to monitor the results and repeat. What does that mean? It means we should always be testing and monitoring the effectiveness of our processes and asking ourselves if the process needs to change to better optimize time, money, and resources.

Let us know in the comments – have you dealt with any of these monsters in your workplace?

We hope you enjoyed this first installment of our blog series, and be sure to check back next week to see what monsters are popping up!