High Impact Recruiting white paper-R1 - HRsoft · High Impact Recruiting Technology takes applicant...

High Impact Talent Management™

HIGHIMPACTRECRUITING

5 SMART & STRATEGIC WAYS TO

HIRE HIGHLY ENGAGED EMPLOYEES

1Copyright 2014 HRsoft, Inc. | All Rights Reservedwww.HRsoft.com

The “new economy” has created a new set of rules for Recruiting. There is mounting pressure on HR to be more strategic, to move beyond their traditional administrative and compliance functions and build a highly engaged and productive workforce.

A 2014 study conducted by Bersin by Deloitte, a leading human capital research firm, concluded:

Additionally, HR must build upon its core function of recruiting new hires to also support line managers in retaining top talent. Success will ultimately be measured by the business impact: higher levels of engagement, more productive employees, and a lower cost of turnover.

But there are some big challenges in doing that. After decades of following traditional recruiting, engagement and retention practices, the results are in:

To compound the problem, the recruiting landscape has never been so competitive.

It’s time for something new. It’s time to realize that recruitment is no longer a business process used to fill open job requisitions – Recruitment is about marketing, engagement and retention. In this paper we will explore the new processes, best practices and technology being used in the next generation of High Impact Recruiting.

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Today's HR organization is no longer judged by its administrative efficiency - it is judged by “Today's HR organization is no longer judged by its administrative efficiency - it is judged by “

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Today's HR organization is no longer judged by its administrative efficiency - it is judged by

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its ability to acquire, develop, retain, and help manage talent.

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its ability to acquire, develop, retain, and help manage talent.

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(Source: Innovation Comes to HR. The New Bold, CHRO)

30% of all Google searches (300 million per month) are employment related.(Unbridled Talent)

63% of all workers in the U.S. are “on the job market”.

(Korn Ferry, U.S. Bureau of Labor)

71% of U.S. workers are disengaged at work. (Gallup)

Voluntary quits have been increasing for the past 5 years.(U.S. Bureau of Labor)

Turnover costs the average U.S. business 12% to 40% of pre-tax earnings (Saratoga Institute)


A Shift In Recruiting Strategy: High Impact RecruitingThis new approach requires a significant shift in the HR and recruiting model, High Impact Recruiting. This new model can create impact throughout the organization by improving the degree to which human capital contributes to the strategic goals of the employer.

High Impact Recruiting is the new generation of practices and technology used by strategic HR departments to take control of the employment brand, recruit candidates likely to become highly engaged, and drive line manager behavior to increase retention.

The result of this new model is:

More Strategic HR: Provides the organization with a strategic tool that can actually lower the cost of recruiting higher quality talent.

Effective Line Managers: Empowers hiring managers to easily screen the best candidates aligned with clear visibility to the status of all job requisitions.

Engaged Applicants: Ensures that job applicants have a positive, engaging exposure to your brand as they find and apply for jobs.

Don Adams, HR Director for Bashas’ Family Grocery Stores, said recently:

In many ways, this new approach is what HR was originally meant to be (or at least, always wanted to be). Successfully updating the HR and recruiting model will not be easy or without its challenges, but the good news is that you don’t have to do it alone and you certainly don’t need to do it all at once.

HR's role is to be more than a corporate arbiter, policeman or records keeper, it's to build a more competitive workforce aimed to support corporate strategy. Bashas’ HR Director, Don Adams“HR's role is to be more than a corporate arbiter, policeman or “HR's role is to be more than a corporate arbiter, policeman or

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records keeper, it's to build a more competitive workforce aimed

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records keeper, it's to build a more competitive workforce aimed to support corporate strategy.

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to support corporate strategy.

Don Adams, HR Director for Bashas’ Family Grocery Stores, said recently:

In many ways, this new approach is what HR was originally meant to be (or at least, always wanted to be). Successfully updating the HR and recruiting model will not be easy or without its challenges, but the good news is that you don’t have to do it alone and you certainly don’t

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5 Keys To High Impact RecruitingOver time, many HR processes, and the recruiting systems that were built to support them, have become exposed. First generation recruiting methods and technology automated only part of the process, left major gaps in functionality, and didn’t support a truly strategic approach. Ultimately, these shortcomings have led to more complicated workflows, increased the cost-per-hire, and you guessed it, less productive recruiting efforts .

High Impact Recruiting is designed for strategic simplicity – getting back to the roots of effective recruitment with simple tools that work, and that people will actually use. Here are 5 ways you can integrate High Impact Recruiting into your organization to help attract and hire more highly engaged employees:

Build Your Company Brand

Engage Your Employees & Candidates

Integrate High Impact Recruiting Technology

The Recruitment Marketing Machine

Build Your Bench & Culture

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1. Build Your Company BrandRoger Stevens, who leads recruitment for University Health Networks (UHN) explained the importance of Employment Branding best:

New hires who join a company because they understand “WHY” a company is special are more engaged and more likely to stay with the company. They are more likely to recommend the company to friends and to help refer other, like-minded employees to the company.

High Impact Recruiting leaders take control of their employment brand. Their career sites and social media recruiting are all designed to attract the right candidates: candidates who are likely to become engaged employees.

1 in 3 applications submitted by recent college graduates are motivated by employer branding. (Source: TalentPuzzle)

TALENT TAKEAWAY

In 36% of businesses HR owns the responsibility for Employment Branding. And 38% of your competitors are planning to increase spending on Employment Branding in 2014.

Employment branding is all about explaining not what your company does – but WHY it does it. Once you establish your brand, your recruitment marketing is no longer about doing a better job of attracting more candidates…it's about making your organization the place to work for people who can connect with why you do what you do.

“Employment branding is all about explaining not what your “Employment branding is all about explaining not what your “

can connect with why you do what you do.

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can connect with why you do what you do.

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(2014 Employer Branding Global Trend Study – Employer Brand International)


2. Engage Your Employees & CandidatesTreat Candidates Like CustomersEngagement begins with the candidate experience – how they find you, interact with you, and participate in the selection process. A simple way to do this is to treat your candidates like customers. Studies have shown that the manner in which candidates are treated can greatly influence whether they apply in the first place or accept an offer. Treat them like a customer, and you’ll likely attract and hire better, engaged talent.

Re-Recruiting Your Top TalentHiring employees who are most likely to be highly engaged is a good start, but it’s not enough. Strategic HR departments don’t stop recruiting when a new hire joins the company, they recruit and re-recruit.

High Impact Recruiting leaders don’t assume that Line Managers will engage with new hires in a way that increases engagement and retention. They set up and monitor the processes that Line Managers will use to drive engagement and retention of new hires. In other words, the ultimate engagement and retention objectives will be achieved not by HR, but by the line managers themselves.

Line managers, not HR, manage almost all of the company’s human resources. Studies have shown that the single biggest driver of engagement, retention and productivity is the relationship between the employee and the Line Manager.

Stay Interviews, conducted by the hiring manager 60 to 90 days after an employee joins the company, have proven to be a significant driver of high engagement and low attrition. Strategic HR Departments institute a practice of regular Stay Interviews as part of their routine recruiting and re-recruiting practices (Full Disclosure Alert! We believe in this so much we built STAYview™, a cloud-based software solution to manage company-wide Stay Interview programs: learn more at http://hrsoft.com/products/stay-interview/ )

“ “60% of employees say they feel ignored or taken for granted. About 35 percent of American workers quit in the first six months.

(Leigh Branham; The Seven Hidden Reasons Employees Leave)

TALENT TAKEAWAY

Recruitment isn’t much good without Retention. And the key to retention is the interaction between the employee and his or her manager. HR can’t control that interaction – but it can make sure it happens.

“ “Only 52% of new employees are ‘engaged’ six months after they are hired.

(State of the American Workforce, Gallup, Pg 34)

3. Integrate High Impact Recruiting TechnologyHigh Impact Recruiting Technology takes applicant tracking systems to a whole new level giving hiring managers, recruitment managers and line managers the tools that they need to more efficiently and effectively attract and hire new talent.

Unlike first generation “Applicant Tracking” solutions – which got rid of paper during the hiring process but didn’t add much strategic value – High Impact Recruiting Software is built upon the latest in recruiting processes, best practices and technology helping you compete for and hire the best candidates for your company’s needs including:

• Increased number of qualified candidates

• Faster hiring time

• Lower hiring costs

• Easy online application process

• Cloud-Based software with less I.T. involvement

• Automated workflows

• Real time data & reporting

• Improved company branding

• Easy online application process• Easy online application process

• Cloud-Based software with less I.T. involvement

• Automated workflows

• Real time data & reporting

• Improved company branding


High Impact Recruiting Technology is not just about automation – but fine-tuning and improving the recruitment process to help you attract the best talent and align the right people with the right jobs.

Some of the key features you will want to consider include:

• Customized Career Sites

• Social Media Integration

• Internal & External Job Posting

• Easy Online Applications

• Job Descriptions

• Pre-Screening

• Candidate Assessments

• Powerful, Real-Time Reporting & Analytics

These types of features help strategic HR departments focus their time on the most qualified candidates, providing them the tools and analytics to make key hiring decisions on facts not feelings. The long term result is increased quality of hires, engagement and retention.

This new recruiting technology is easy to implement and easy to use for HR, line managers and recruiters alike. It fosters rapid adoption of strategic recruitment practices across departments, promoting critical collaboration and participation with line managers. It also provides HR with real time visibility into all open requisitions and recruiting progress with a simple way to extract and take action upon important workforce data. High Impact Recruiting Technology provides a faster, smarter way to attract and hire the right candidates.

High Impact Recruiting Technology is not just about automation – but fine-tuning and improving the recruitment process to help you attract the best talent and align the right people with the right jobs.

Some of the key features you will want to consider include:

• Customized Career Sites


TALENT TAKEAWAY

A properly designed High Impact Recruitment software system should increase the speed and quality of recruiting, while lowering the overall cost per hire.

TALENT TAKEAWAY

1 in 3 applications submitted by recent graduates are motivated by employer branding . (TalentPuzzle)

4. The Recruitment Marketing MachineMany of the latest recruiting statistics and trends show that the best talent is definitely influenced by the best marketing. So in order to compete for the best talent, we now must market to our candidates just like we do our customers.

Social Media MarketingThe number of hours people spend on social networks is staggering, so it’s no wonder that social recruiting is one of the hottest trends. And yet CareerBuilder still reports that only 39% of all employers use social media for recruiting and hiring.

Your High Impact Recruiting strategy should include ways that your company can effectively reach your targeted talent market via all the major social media channels. It’s important to note that each network (Facebook, LinkedIn, etc.) have their own niche. For example, 83% of job seekers are active on Facebook compared to only 36% on LinkedIn. Target your social recruiting where it will make the greatest impact.

Internal MarketingWhen most people think of marketing, they think of outside channels, but the reality is some of your best talent is right in your own company. Utilizing an effective internal marketing strategy can be an extremely efficient way to attract top talent that you know are already highly-engaged, top performers.

Be careful not to take your “home grown” talent for granted though, and definitely don’t take shortcuts when marketing to them. The same High Impact Recruiting approach applied internally can save tremendous amounts of time, money and resources while yielding some of your best candidates.

External Marketing (Career Sites) • Customized Career Sites – A fully branded and configurable external career site is critical. The site should clearly articulate your company’s brand, values and be designed to help convert candidate traffic with a clear call-to-action and easy navigation throughout.

• Easy Online Application Process – Once you fight through the noise to get the candidate’s attention, the goal is to get them to the next step – completing an application. This step must be simple, easy and maybe even fun!

• External Job Boards – Leverage your marketing efforts by posting to all external job boards and career sites. Remember, part of marketing is branding so every exposure to your company is helpful.


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(Source: Aberdeen Group)

73% of 18-34 year olds found their last job through a social network.

73% of 18-34 year olds found their last job through a social network.

5. Build Your Bench & CultureBuild Your BenchIt’s been said that the secret to success for professional sports teams is the strength of their bench. The same could be said for High Impact Recruiting. While ongoing recruitment efforts for current positions are always important, it’s equally important to be building a talent pool for future vacancies.

High Impact Recruiters are always recruiting, building relationships ahead of need, and continue to extend their brand and awareness for their organization. This yields faster, more effective, and efficient recruiting results.

Begin with Engagement in MindHiring highly engaged employees starts with having them. Building a company culture that supports and promotes engagement will not only provide bottom line benefits, but it will attract more like-minded candidates.

It’s important to note that in a time when the Silicon Valley is redefining “employee perks”, you don’t necessarily need to have your own Bus or Massage service to retain highly engaged, highly talented people. Culture is about knowing what your company stands for and the way it goes about it’s business internally and externally. Strategic HR Departments continue to communicate the company’s values long after an employee is hired. (OK, another Full Disclosure: we have a solution that makes it easy for HR to manage communicating the Company’s message to all employees : learn more at http://hrsoft.com/products/total-rewards/ )

Being able to tell this story to a candidate through your recruiting and interview process is will help you not only finding the best talent, but the right talent for your organization. Extending your culture into the recruiting process will help you stand out from the crowd, and even create a natural filter for the best hiring fit. Hiring employees that are in alignment from the start with your company’s vision, mission and values will translate to long term engagement and retention.

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Highly engaged employees are 38% more likely to have above-average productivity.

(Workplace Research Foundation)“ “Companies with engaged

employees outperform those without by up to 202%.

(Gallup)


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(Bain)Only 40% of the employees know their company’s goals, strategies and tactics.

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Highly engaged employees are 87% less likely to leave their companies than their disengaged counterparts.

(Corporate Leadership Council)

TALENT TAKEAWAY

Culture eats strategy for breakfast… Peter Drucker“Culture eats strategy for breakfast…“Culture eats strategy for breakfast…

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Culture eats strategy for breakfast…

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Culture eats strategy for breakfast…

SummaryAs we have shown in this paper, High Impact Recruiting is more about changing how you do it than what you do. The next generation of recruitment management is here, and with it there is a new set of processes, best practices and technology that can help you with faster and smarter ways to find the best candidates.

The High Impact Recruiting methodology is built around getting back to basics of effective recruiting with simple tools and a more strategic approach that includes:

1. Build Your Company Brand

2. Engage Your Employees & Candidates

3. Integrate High Impact Recruiting Technology

4. The Recruitment Marketing Machine

5. Build Your People & Culture

With High Impact Recruiting, even in a time of unprecedented recruiting competition and engagement challenges, you can create an effective strategy to hire highly engaged employees that will drive bottom line results.


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RECRUITviewRecruitmentManagement

COMPviewCompensationManagement

PerformanceManagement

PERFORMview STAYviewStay

Interviews

COMPviewCompensationManagement

TotalRewards

REWARDview

High Impact Talent ManagementTM

Strategic HR. Effective Line Managers. Engaged Employees.

About HRsoftAt HRsoft, we believe in the role of HR as a strategic, consultative leader within the organization. We also see first-hand the challenges many organizations face when beginning to transform their own HR model. As the leader in High Impact Talent Management Systems™, we have developed innovative, highly usable solutions that help companies create a seamless transition into their new HR technology allowing them to get faster and better results.

We have developed the industry’s first complete High Impact Talent Management System™ that includes 6 key components – a simple, strategic solution to transform your HR operating model.

About RECRUITview™ – The High Impact Recruitment Management System RECRUITview™, is a cloud-based, High Impact

Recruitment Management System™ designed to help employers and recruiters strategically attract and hire better talent, more efficiently.

First generation “Applicant Tracking” solutions simply got rid of paper during the hiring process, but didn’t add much strategic value. RECRUITview™ is built for today's recruiter to help them work

smarter, more streamlined and strategic in order to build a more competitive workforce.

Using the latest in HR processes, best practices and technology, RECRUITview™ will help you compete for, hire, and align the right people with the right jobs for your company’s needs.


Why Choose HRsoft™?

We can help you transform your workforce because we’ve transformed the way in which Talent Management is delivered.

High Impact Technology: Our Software as a Service (SaaS) solutions come with a powerful toolset – allowing us to configure a secure solution that meets your needs while still leveraging the power of the cloud.

High Impact Expertise: Our team understands how strategic HR can have a true impact on your ability to meet business goals. We don’t just “bring you live.” We understand our clients long term HR objectives so we can deliver high impact and ROII … measurable Return on Impact Investment.

High Impact Service: We know you still have to do more with fewer people and less support. So we do the heavy lifting – making sure that your solutions are up and running quickly. On time. And on budget.

High Impact Implementations: HRsoft is unique in using a ‘what you see is what you get” i2i Deployment System™. With this we can ensure that we do more than just deliver technology, we deliver the results you expected! Our customers work with the same team from introduction to implementation - no “hand-offs”, no “dropped balls”, no surprises and no excuses – just high impact results.

HRsoft’s High Impact Talent Management Systems™ are more than just software. They are solutions that help you execute a strategy to get the results you want.

At HRsoft, High Impact Talent Management™ isn’t just a tagline…it’s what we do.

Contact HRsoft™For more information about the concepts shared in this paper or to learn more about the High Impact Talent Management™ solutions offered by HRsoft, please contact us at any of the following:

Phone: 866.953.8800 | Email: [email protected] | Web: http://hrsoft.com

Connect with us: Facebook | LinkedIn | Twitter

https://www.facebook.com/HRsoftInc

https://www.linkedin.com/company/hrsoft-inc-

https://twitter.com/hrsoft_inc

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