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Give your HR the help they need. The help they get is the help your employees need and what your employees need is what the business need. Break the system, because your employees need you!
In the past year, I wrote about Employee Experience (EE) and why it is the change workplaces need. We have created an Employee Experience audit and tested our theories with five companies for free. Yes, you missed it, sorry! A lot of work has been done changing, adjusting and sometimes throwing everything out we thought would work.
Our EE audits showed that organisations are more concerned about their systems than their users (employees). So we reverse-engineered everything and created a framework that allows organisations to design their EE with people in mind. It is not that difficult.
We broke EE down to seven pillars (that's the basic level):
ATTRACT | HIRE | ONBOARD | MOTIVATE | PERFORM | DEVELOP | EXIT
Let's look at HIRE: Designing Experiences From The Candidate's Point of View.
Here are some of the questions our audit toolkit includes:
Every section starts with a question: How Do You Want Employees To Feel About You During the Hiring Process? Guess what, HR and leaders find it very difficult to articulate it:-) It is not easy because we have never been taught to think that way. We have been taught to run processes.
The toolkit then goes into detail with questions like:
Do you have a talent database? Have you conducted a talent inventory? Do you know who are the internal candidates that can fill the role you are planning to hire for?
Do you actively approach internal employees for suitable roles using your talent database data? How do you do that? Do you have a mobility program? Do you have a separate communication template for this type of candidate?
Do you have a referral program? How does it work? What is the % of your workforce that came through referrals? How do they perform? Do you have a separate template for this type of candidate?
Do you have a clear timeline established for each step? Do you communicate that to the candidate and follow it?
Do you have a clear structure for communicating hiring decisions? How do you do that? Is it personal or automated? Do you have a template with the communication style you projected in the EVP and in line with the company's reputation and style?
Candidate Experience Survey: Do you have a structure for candidate surveys? How does it work? What is the timeline? Do you have a template that matches the style? How do you use this info?
Employee experience during the hiring process can be a horror movie, we all heard stories. Ghosting, not communicating, getting back to the candidate three months later, or straight up being rude to the candidate.
When we don't think about candidate experiences we jeopardise the company's reputation and that is a gross misconduct I would fire anybody for. Creating a great candidate experience during the hiring process is easy we just need to leave our arrogance and process-driven mindset behind and think of the candidate experiences.
PS: If you want the EE Audit Checklist message me. Or, if you know somebody who would like to redesign their employees' experiences and change the mindset that governs these old-school practices I would appreciate the connection. HR has changed, and we are here to help them because nobody is helping them let's be fair. We just all blame them.
In the meantime, answer those questions and see whether your organisation gives a thought about EE or just looking after their processes.
