One-size-fits-all approach to recruiting employees is not a strategy
You and your peers in human resources might be enamored with technology, but job candidates want more focus on the personal touch. That necessitates thinking like a sales professional.
Unfortunately, to save time, HR professionals are heavily focused on automated functions. The functions range from everyday core HR duties to talent management.
A tendency is to lose sight of a vital aspect of the job – neglecting to use a personal touch in recruitment hinders recruitment of the best talent. Certainly, technology can be awkward.
Implementation leads to headaches. Integration and migration take up valuable time. Not to mention the significant costs.
Invariably technology evolves. This means reliance on technological changes, which then means HR professionals must endure learning curves, which take even more time.
Further, how annoying is it for them when technology doesn’t work? Perhaps there’s a poor user experience with technology that isn’t easy to use.
Customarily, HR encounters poor tech support. Customer service seems non-existent.
As it is, HR can be a tough career. HR pros often don’t have the confidence of upper management.
They are criticized for poor performance and don’t speak the language of CEOS. Human capital is the No. 1 reason why CEOs lose sleep. Many times, HR is not at fault in difficult situations.
But is there any doubt why applicants lose interest because they’re not experiencing the best experiences in interviews?
Meantime, technology continues to inhibit the recruitment of job candidates.
Here’s a question: Are you so focused on technology, you don’t attract the best employees?
HR as a profit center
It’s possible to be so task-oriented without being mindful of the important big picture – turning an HR department into a profit center.
To evolve into a profit center, a key step is to attract the best talent and to understand the preferences of job seekers. For successful hires, your sourcing and interviewing processes must be stellar in recruiting.
Probably 90 percent of applicants want a personalized approach when they’re looking for work.
Companies must customize their recruitment practices for the people they want to hire. That means candidate-focused Web content and personalized experiences.
Despite trends in technology, good candidates prefer in-person and phone interviews. Plus, they prefer frequent personal dialogues with employers.
But they want to feel their interactions with you are positive experiences.
Finally, first impressions about your websites and job announcements matter to them. Make certain your online messaging is relevant and user-friendly.
From the Coach’s Corner, here are relevant HR tips:
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Management/HR – How to Increase Profits via Employee Turnover — As cost centers, human resources have opportunities to shine whenever they act as profit centers. And employee turnover presents opportunities for companies to make money. Yes, that’s right. Employee turnover can help you make money retention. Let’s examine why by starting with a brief discussion of old school and new-school thinking.
10 Steps to Manage Conflict for High Performance — For progress, a business needs human interaction for ideas and innovation. Sometimes, argument, debate and conflict prove to be productive catalysts for high performance. But such catalysts can be obstacles to success, too. Here are the simplest ways to manage conflict.
“Get the right people on the bus and the wrong people off the bus”