How the HR Department Can Have a Positive Impact on Company Culture

January 3, 2020 | 166 views

When it comes to the HR department of a company, there can be more to it than hiring and firing. Not only can HR have an impact in relating to the employees, but it can also be influential in shaping the company’s culture, as well. Taking charge of the way that you affect company culture could seem like a big task, but by implementing a few techniques, you can help to make sure that the HR department has a positive impact on the rest of the company and its overall culture.

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Resourceful HR is a team of HR professionals who provide outsourced HR and HR services for a wide range of industries. Everyone at Resourceful HR is passionate about helping organizations successfully navigate, manage, and develop everything related to the people side of their business.

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TALENT MANAGEMENT

HR Compliance: Get Back to Basics During the Great Reset

Article | June 24, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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RECRUITMENT & RETENTION

What Unconventional People Analytics Looks Like?

Article | July 14, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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DIVERSITY AND INCLUSION

Purposeful Employee Well-being: Making Data-based Decisions

Article | July 5, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

Resourceful HR

Resourceful HR is a team of HR professionals who provide outsourced HR and HR services for a wide range of industries. Everyone at Resourceful HR is passionate about helping organizations successfully navigate, manage, and develop everything related to the people side of their business.

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Jobvite Expands Integration with Recruiter System Connect Between LinkedIn Recruiter and Jobvite ATS

Jobvite | December 11, 2020

Jobvite, the main start to finish talent acquisition suite provider, reported its arrangements to develop the current joining with Recruiter System Connect (RSC) between LinkedIn Recruiter and Jobvite ATS. Designed to simplify the hiring cycle, the RSC joining with Jobvite empowers recruiters to get to continuous competitor data to settle on compelling talent decisions and force remarkable up-and-comer encounters. The forthcoming Unified Search and Recommended Matches delivers further expand the recruiting efficiencies that RSC and Jobvite clients have just experienced. With Unified Search, recruiters can undoubtedly choose the top talent by sourcing top talent from both the LinkedIn organization and Jobvite records utilizing a solitary pursuit with Jobvite or LinkedIn Recruiter. With Recommended Matches, recruiters can post a new job requisition in Jobvite and quickly source from a pipeline of LinkedIn recommended candidates who best match the job. Similar RSC, Apply Connect is another integration among Jobvite and LinkedIn Jobs that spares recruiters time, while at the same time improving the candidate experience. This combination permits recruiters to naturally present jobs on LinkedIn and get all applications back to Jobvite. Apply Connect permits recruiters to rapidly get to LinkedIn applicant bits of knowledge including skills, organization associations, the candidate's full LinkedIn profile, and more inside Jobvite. Moreover, recruiters can choose top talent by sifting their application as indicated by their abilities and distinguish those that meet the job requirements. Candidates can finish their request for employment without leaving LinkedIn. They'll additionally be told consequently when a spotter has seen their application and when an occupation has closed. This will significantly boost applicant conversion rates.

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Elon Musk’s Boring Company to Hire for a Project in Austin

The Verge | November 10, 2020

The Boring Company, Elon Musk's passage burrowing adventure, might be peering toward its next task in Austin, Texas. The organization as of late posted about six new openings in the city and tweeted well about Austin's dirt. It's not astonishing that the Boring Company would target Austin for its next task. Musk's other organization, Tesla, as of late reported that the city would be the site for its next plant, with an emphasis on Model 3, Model Y, and Cybertruck creation. The positions accessible in Austin range from electrical specialist to mechanical designer, business advancement lead, and specialized selection representative. It's indistinct whether the Boring Company has really started discussions with nearby authorities about a burrowing venture. A representative for the organization didn't promptly react to a solicitation for input. Regardless of whether a potential Austin venture is associated with Tesla's arranged manufacturing plant there additionally stays undetermined. Assuming this is the case, Tesla surely has laid the basis by working with neighborhood authorities for quite a long time on issues encompassing the processing plant. In July, authorities in Austin affirmed a sum of in any event $60 million in property charge refunds for the organization.

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Machine learning removes bias from algorithms and the hiring process

Arena | November 09, 2020

At the premiere Machine Learning Conference (MLConf), November 6, Arena Analytics' Chief Data Scientist Patrick Hagerty will unveil a cutting edge technique that removes 92%-99% of latent bias from algorithmic models. If undetected and unchecked, algorithms can learn, automate, and scale existing human and systemic biases. These models then perpetuate discrimination as they guide decision-makers in selecting people for loans, jobs, criminal investigation, healthcare services, and so much more. Currently, the primary methods of reducing the impact of bias on models has been limited to adjusting input data or adjust models after-the-fact to ensure there is no disparate impact. Recent reporting from the Wall Street Journal confirmed these as the most recent advances, concluding, "It's really up to the software engineers and leaders of the company to figure out how to fix it… [or] go into the algorithm and tweak some of the main factors it considers in making its decisions." For several years, Arena Analytics was also limited to these approaches, but that all changed 9 months ago. Up until then, Arena removed all data from the models that could correlate to protected classifications and then measured demographic parity.

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Jobvite Expands Integration with Recruiter System Connect Between LinkedIn Recruiter and Jobvite ATS

Jobvite | December 11, 2020

Jobvite, the main start to finish talent acquisition suite provider, reported its arrangements to develop the current joining with Recruiter System Connect (RSC) between LinkedIn Recruiter and Jobvite ATS. Designed to simplify the hiring cycle, the RSC joining with Jobvite empowers recruiters to get to continuous competitor data to settle on compelling talent decisions and force remarkable up-and-comer encounters. The forthcoming Unified Search and Recommended Matches delivers further expand the recruiting efficiencies that RSC and Jobvite clients have just experienced. With Unified Search, recruiters can undoubtedly choose the top talent by sourcing top talent from both the LinkedIn organization and Jobvite records utilizing a solitary pursuit with Jobvite or LinkedIn Recruiter. With Recommended Matches, recruiters can post a new job requisition in Jobvite and quickly source from a pipeline of LinkedIn recommended candidates who best match the job. Similar RSC, Apply Connect is another integration among Jobvite and LinkedIn Jobs that spares recruiters time, while at the same time improving the candidate experience. This combination permits recruiters to naturally present jobs on LinkedIn and get all applications back to Jobvite. Apply Connect permits recruiters to rapidly get to LinkedIn applicant bits of knowledge including skills, organization associations, the candidate's full LinkedIn profile, and more inside Jobvite. Moreover, recruiters can choose top talent by sifting their application as indicated by their abilities and distinguish those that meet the job requirements. Candidates can finish their request for employment without leaving LinkedIn. They'll additionally be told consequently when a spotter has seen their application and when an occupation has closed. This will significantly boost applicant conversion rates.

Read More

RECRUITMENT & RETENTION

Elon Musk’s Boring Company to Hire for a Project in Austin

The Verge | November 10, 2020

The Boring Company, Elon Musk's passage burrowing adventure, might be peering toward its next task in Austin, Texas. The organization as of late posted about six new openings in the city and tweeted well about Austin's dirt. It's not astonishing that the Boring Company would target Austin for its next task. Musk's other organization, Tesla, as of late reported that the city would be the site for its next plant, with an emphasis on Model 3, Model Y, and Cybertruck creation. The positions accessible in Austin range from electrical specialist to mechanical designer, business advancement lead, and specialized selection representative. It's indistinct whether the Boring Company has really started discussions with nearby authorities about a burrowing venture. A representative for the organization didn't promptly react to a solicitation for input. Regardless of whether a potential Austin venture is associated with Tesla's arranged manufacturing plant there additionally stays undetermined. Assuming this is the case, Tesla surely has laid the basis by working with neighborhood authorities for quite a long time on issues encompassing the processing plant. In July, authorities in Austin affirmed a sum of in any event $60 million in property charge refunds for the organization.

Read More

HR PRACTICE

Machine learning removes bias from algorithms and the hiring process

Arena | November 09, 2020

At the premiere Machine Learning Conference (MLConf), November 6, Arena Analytics' Chief Data Scientist Patrick Hagerty will unveil a cutting edge technique that removes 92%-99% of latent bias from algorithmic models. If undetected and unchecked, algorithms can learn, automate, and scale existing human and systemic biases. These models then perpetuate discrimination as they guide decision-makers in selecting people for loans, jobs, criminal investigation, healthcare services, and so much more. Currently, the primary methods of reducing the impact of bias on models has been limited to adjusting input data or adjust models after-the-fact to ensure there is no disparate impact. Recent reporting from the Wall Street Journal confirmed these as the most recent advances, concluding, "It's really up to the software engineers and leaders of the company to figure out how to fix it… [or] go into the algorithm and tweak some of the main factors it considers in making its decisions." For several years, Arena Analytics was also limited to these approaches, but that all changed 9 months ago. Up until then, Arena removed all data from the models that could correlate to protected classifications and then measured demographic parity.

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