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August 2016

Let’s Be Very Clear! Finance controlled HR is not HR using data and analytics?

More blind leadership

Part 5/6

Using a lack of talented applicants as an example:

Finance, CFOs or x-CFO-CEOs have HR look at the problem as the cost of not filling critical positions and the increased never ending training of hires and NEOs.   Finance asks to lower the recruiting and training costs in order to keep the HR department costs aligned with the lower hire rate and “in line” (ROI) with desired projections. They cut HR staff, programs, wages and benefits to align costs and then report there is not enough talent to fill critical positions (a talent gap).

Operations, CEO, CPO or well led HR sees the same problem and asks, why and how is this happening? Through surveys, data and questionnaires they gather and analyze the data to determine the reasons for the observed outcome (i.e. time spent from starting to completing the application, matches to the job applied for, bulk analysis of the number of system-wide occurrences, possibly by position, all applications actions started vs. completed, those screened out by the ATS matching process, etc.).  Educated changes are then made to improve the problem processes and results – receiving more talented applications and hires.  (Usually the answer is: simplifying the process itself, enabling applicants to complete the process quickly and more easily; using accurate but more generalized job descriptions in the ATS matching process; plus, insuring informed and motivated hiring management significantly shortens the hiring process itself.)

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Great Cultures Promote Candidate/Employee Retention?

Retaining Talent

Companies with great cultures know their cultures promote and reward employee retention.  However, most companies don’t know or understand their cultures repel employees from both applying and/or staying.  Reversing the talent drain by creating a culture of candidate retention will take time.  It took a long time to produce existing negative talent results.  Clearly this will not happen within a quarter and maybe not within a year.  There is no short term solution to a problem that has taken years or decades to develop and fester. This also appears to have gone hand in hand with the short CEO and C-level life cycle within organizations.  Short cycle reductions in costs and boosts in profit were great for shareholders, CEOs and other C-level performance bonus structures.  However, they have been a catastrophe for their employees and employment in general.

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