So, how does this shift impact the way HR does business?
The word “culture” was the most searched word of 2016. All buzz aside an organization’s culture is of paramount importance. There is the “Yelp” phenomenon of employees reviewing their employers like hotels and restaurants. The reviews on websites like Glassdoor has changed recruitment. The company’s reputation is no longer confined to external customers. Also, the talent search has gone digital and global with the use of artificial intelligence and recruitment from India and Asia. Considering these changes, organizations want to be perceived as providing a positive environment for their employees. The way to do that is to foster good experiences and remain consistent. Employees want to be heard and to have a workplace experience that is congruent with their values and talents. Some progressive brands, such as Salesforce are tuning into the personalities and ethics of their employees by providing seven paid days off for volunteering.
Recruiters estimate that 90 percent of the current market is candidate-driven, thus the employee lifecycle must be carefully planned to ensure the best mutual outcome. From the pre-hire to the employment to the post- employment, HR departments in the current market need to have a strategy. The management of the company’s reputation is essential. It was found that 84 percent of employees would switch a job to a better employer brand. Often, recruiters are the first impression for an organization. The organization’s brand along with recruitment practices must be responsible and aligned with the core mission of the company.
As far as employment, onboarding should begin before the employee walks through the doors. It has been shown that employees who experience a successful onboarding are 69 percent more likely to remain in their positions for up to three years. The actual employment experience should be responsive to issues and concerns of the employee. A feedback loop is a great way to manage performance and identify pain points. A good organization will provide learning and continual improvement opportunities for its employees to remain engaged.
When the employee experience comes to an end, there should be a post-boarding strategy in place. Exit interviews are a great tool for an employee to leave on a good note. The way an employee exit is handled can provide a valuable opportunity to complete the employee lifecycle full circle.
The approach of an organization to an ever increasing digital candidate driven market will predict their success in the future. A forward thinking HR strategy that manages a brand’s reputation and employee experience is the best bet. A structured employee lifecycle of onboarding, employment, and post-boarding is crucial to positive employee experiences in this new HR frontier.