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Wiadomości ► EB WEDŁUG… ► PORADNIK ► CASE STUDIES ► z WIZYTĄ U…
Robin Erickson by the interim reduction in labor costs and bene-
fits for the exiting employee. So if I leave tomorrow,
the hard dollar cost to replace me would be offset
because they didn’t have to pay me when I wasn’t
there. So for the CFOs, who are looking at the financ-
es, losing employees doesn’t matter to the bottom
line. In fact, it saves companies money in labor costs
if people leave. But what they’re not calculating is
the cost of lost productivity. And when you calculate
the lost productivity, all of the sudden you can make
a really clear business case to invest in employment
branding, employee engagement, retention initia-
tives. If it takes them 3 months to find someone to
replace me, for 3 months no work is getting done.
And you can monetize that these days.
You mentioned two HR styles. The old one was
reactive and the new one where HR people
must be proactive. Would you say that in 21st
century HR must be agile?
RE: Definitely! If you’re not agile, you won’t survive.
And if you are constantly rolling out new initiatives
in your organization, people just can get confused.
It emphasizes the importance of change manage-
ment.
Which, again, is done better in these more
mature organizations?
RE: Yes. Additionally some of our research show
that organizations at the higher level of maturity
pay more for their cost-per-hire on average, which
sounds like a bad thing, but they have the shorter
10
time to fill by 20% and lower new-hire turnover
by 41%. It means that the more mature organiza-
tions are getting higher quality candidates, in part
because they invested in their employment brand.
What would you then recommend to organi-
zations starting their candidate and employee
experience projects?
RE: The first thing is to try to apply for a job in your
organization. How hard is it? How long does it take
you? Does the technology cut you off? Can you do it
on your mobile phone? Look at your process through
the eyes of the candidate, that’s the first thing you
should do. You’ll then realize very quickly it’s not
a good process in most cases. The best example I’ve
ever heard was a big telecommunications company
in the US; they really want these people to be able
to apply for a job on their phones while on the bus
on the way home from work, so their process is
very simple.
EB.pl: Great example. We’re used to having
simple processes with banking and so, and the
recruitment process is usually painful.
RE: Yes, it is. It’s painful. So that’s my recommen-
dation for the first step: make it simple. The second
thing I would do is to look at the different soft-
ware applications. I think many candidates are being
overlooked. In the US, many ATSs just throw your
resume out if you don’t have a consistent job history.
Another statistic I found is that 72% of resumes are
never read by humans.