Putting the “Human Touch” Back Into Human Resources
LT Ladino Bryson | HR| By
Even though I prefer to think of myself as a pleasant and cuddly person with the title of “Employment Therapist,” the truth is that I like to “tell it like it is”; so prepare yourself. I’ll begin by expressing that I adore humans. So much so that I left a successful career in the entertainment industry to work as an executive recruiter and help prospects show themselves in the best possible light.
Putting the “Human Touch” Back Into Human Resources
Imagine my shock when I learned that some recruiting strategies and business objectives didn’t assist candidates, who I thought to be the hiring process’s golden goose. As a company owner, I understand. Since business is business, I am aware of how crucial a bottom line is. But failing to recognize that people are essential to the success of our company is a squandered opportunity on the side of an organization. It’s unethical to treat applicants as though they should consider themselves lucky to work for or be a part of your company. As a recruiting expert working with leading firms, I noticed businesses with this mindset but unaware of it. Learning How to Make Your Career Site & Apply Process More Accessible is crucial to your company. In my perspective, not responding to application submissions is just as awful as not answering a message given to you on a dating website. Consider this. Would you agree that someone who viewed your job posting and hopefully submitted an application deserves a response? Perhaps the ability to respond with kindness was eliminated by swiping left or right.
Technology vs. Humans
Many firms have altered their whole corporate culture and spend a lot of money trying to convince applicants that working for them would be the best thing ever. A similar tendency is to aggressively invest in management systems for employees, with the goal of making them feel more like members of the family rather than just a number. However, these businesses are doing little to assist in the transition of their so-called “family members” in the event that things don’t work out or when they have to downsize.
Every step of work must once again incorporate human contact as a culture norm. It is best to use technology to complement human interaction rather than to replace it. It is quite sad to see businesses relying heavily on technology as an extension of their corporate culture. For instance, a company’s or staffing firm’s consideration of adopting a text or robocall interviewing platform reflects poorly on the company’s culture, which is one of self-importance and coldness. Not good. This is just one example of How Robots & Artificial Intelligence Will Change Our Workplace.
So how do you restore the human aspect throughout every stage of employment?
Let’s start with your belief that your organization should highlight its best qualities. Is it not to draw in the best candidates? Isn’t showcasing your company’s culture throughout an employee’s entire experience—especially at the conclusion—just as crucial? Let’s get some inspiration from the popular TV program Sex in the City. In one episode, Carrie got a Post-It note with a breakup letter! A 3×5 piece of paper, that is. Receiving a typical severance payment makes “family members” who have been cast aside feel equally humiliated. Lackluster exit packages do nothing to help move your workforce forward, reinforce your company culture, or protect your company’s brand from negative opinionated postings. All of which hinder talented people from being interested in your company; as candidates are savvy enough to check for negative reviews on Glassdoor and TheLayoffs.com.
Negative experiences online are counterproductive to what was sought to gain in the first place and makes it harder to fill open positions. Offboarding practices are just as important as a company’s onboarding. Incorporating a low-cost solution as a goodwill gesture to employees set to move forward with their career, lowers workers comp claims, and showcases a company’s regard for its extended family members long after they have transitioned. vCandidates.com has created a 3-month subscription to assist companies with maintaining a positive company culture by assisting those transitioning, who earn a minimum of $40,000 annually, by connecting them directly with recruiting professionals.
So, I will leave you with this food for thought.
The most common complaint candidates have is that their former employer doesn’t care. What does your offboarding practices say about your company’s culture and how does it extend the employee experience long after they have transitioned? More importantly… does your company care? Don’t turn into a Bad Boss Parody.
Employers can purchase vCandidates.com’s 3-Month Employer Outplacement Subscription for as low as $85 to include in exit packages. Visit vCandidates.com for more information or contact Austin Curtis directly at firstname.lastname@example.org to learn more about our enterprise subscriptions.
Kate Keaney says
What a great blog, thanks for posting. I totally agree that the way employees leave you is just as important as how they join. Of course, there’s the whole of the employees’ time with you to consider as well. Training and development that helps employees achieve their own goals while increasing their value to your organisation send another strong signal about what kind of organisation you are.