Last year we wrote that a “top issue on CEOs minds is the challenge around finding talent”. Well, everyone is still talking about the challenge of getting and keeping talent and the Great Resignation has only added to the problem!
Candidate relationship management is today’s Recruiting 101. Keeping the conversation going through existing automated tools can be a great way to get an “A” in this class. Most Applicant Tracking System Systems are delivered to be configured to send emails to candidates at many stages during the talent journey. Why don’t we include a note to new candidates thanking them for their interest and inviting them to view their videos on culture or a day in the life or a message from a leader? Why don’t we let candidates know they are still being considered during the process by sending them an automated email with information on how to check their status or apply for another spot? And did you know that the incidence of people just disappearing after getting an offer is on the rise? Of course, you did! Ghosting works both ways! Your existing system probably has an Onboarding module that can include videos, links to new team members, a candidate check list, even work style questionnaires to help you connect with new coworkers of a similar mindset. All of this can be provided to a candidate of interest to keep the relationship growing.
Keeping talent is the other side of the equation. This week I was speaking to a senior Talent professional in a great, highly rated company and he said they have 19% turnover in some of their most crucial research and management positions. The systems that they already have can probably manage and track things like check ins, 360 conversations, just in time coaching and so much more that keeps the lines of communication open. HR Business Partners work hard to take the pulse of their people and organization, but the systems/technology you probably already have can really help.
Often the issue is that the team that implemented the technology is long gone. And the team that does the care and feeding of the system is busy with administration and maintenance of what was implemented as well as handling the quarterly “upgrades” from the vendor.
Bringing in consulting help to optimize the use of what you have can make an impact without costing too much money, time or resources. Understanding what is in your HR Technology stack and what it can do for you is the first step. We recently helped a company cut down turnover and reduce the use of agency workers by implementing a scheduling software technology that they had been paying for but not using for 4 years. With another client, we were instrumental in getting the existing Performance module of their overall HCM system configured, communicated and supported internally to smooth the process not just for an annual review but for more frequent check ins for existing employees and for a 30/60/90 days review for new hires!
We would welcome the chance to talk about the ways that we can be more successful together. Reach out to me at Morris@HRComputes.com or +1 856 982 7162.
