SteFan PremDas, Head of Talent Acquisition Operations at Postmates, and Melissa Myhra Director, Talent Acquisition and Operations at Centura Health, reflect on their respective digital transformation journeys and offer innovative strategies for evaluating tools, making a business case for stakeholder buy-in, and integration. Continue reading about the key steps to operational efficiency and excellence from the session below:
Due to COVID-19, many companies have had to completely pause recruiting and hiring. Subsequently, attention has been shifted to revamping operations, technology, and process to prepare for future hiring. Employers have also refocused on reskilling and internal mobility efforts in the wake of business efforts focusing more on internal, recyclable talent.
To convince stakeholders to buy into digital tools, create a sense of urgency by correlating the technology to timely business strategies and goals. Whatever the pain point is that the technology will solve, relate it to the greater picture of business success. Create a solid vision of how and where this solution will carry the business. Data is not simple, therefore data quality issues can lead to hesitation and doubt -- not only at the buy-in stage but also during adoption. It’s important to get leadership involved in the curation of a digital tool because they can address important business metrics and pain points that they would like to see resolved like time to source. When stakeholders are involved in the process of implementing digital tools, new conversations and more refined ideas will emerge.
Since technology impacts many stakeholders, consistent evaluation is necessary. The digital tool should remain painless and optimal for every party that it touches. Whether that be recruiters, hiring managers, or candidates, consider all of their experiences with the tool. Is that extra click necessary for recruiters? Is the dashboard digestible for hiring leaders or are they digging for information? As for the candidate, has AI simplified the recruitment process and offered them a more personalized experience? If the technology you implemented is causing pain points for your stakeholders, change it. The purpose of digital tools should be to bridge the gap between recruiters, applicants, and hiring managers to make the experience as seamless and digestible as possible.
When asked to gauge the current status of their digital journeys, 44% of attendees shared they are using digital tools in HR operations fairly well today. However, the barrier between utilizing digital tools fairly well to extremely well is integration. A completely integrated infrastructure provides a one-stop-shop for recruiters and hiring leaders alike, but it can be difficult to create that cohesiveness. Best practices for integration include understanding the entire scope of new tools and identifying who needs to be involved, how information will be flowing amongst the tools, internal team support, constant dialogue with vendors, fostering strong partnerships, and maintaining data integrity by creating a process map or data plan.
The DMAIC process stands for define, measure, analyze, improve, and control. The purpose of this five-step process is to identify the root of a problem to solve it. In regards to digital HR tools, the DMAIC process identifies pain points within talent acquisition or talent management and approaches a resolution by leveraging new or existing technologies.
1. Define - define the problem
- What is the pain?
2. Measure - quantify the problem
3. Analyze - identify the cause
- Take the time to understand the root cause of the issue
4. Improve - implement & verify the solution
- Address the root problem
- Start to look at the technology for what it really is, not just at the bells and whistles
5. Control - maintain the solution
- Build out something sustainable
- Audit checks and constant improvements
- Ensure that the initial pain doesn’t have an easy way back in
If you’d like to learn more about how pymetrics can help you with your journey towards operational efficiency, contact us here.