To attract top talent, businesses need state-of-the-art collaboration technology, seamlessly integrated into their hiring workflow. Digital natives, after all, expect to engage with prospective employers via video interviewing or video conferencing. And if they think the organization is too backwards technologically, they’ll take their talents elsewhere.
Fortunately, web or mobile recruiting and video conferencing are now commonplace for most HR departments. But if you really want to attract the best candidates and place them where they’re needed most, you’ll have to up your HR game even further by tying your collaboration tools into adaptable digital HR workflows.
Seamless Recruit-to-Hire Workflows
In my experience as a solution architect for HR departments at Fortune 500 companies, I have learned that HR teams must take many steps from the decision to fill a position to the ultimate hire. They post the position. They collect résumés. They route those résumés to stakeholders. They conduct initial interviews. They evaluate those interviews and decide who’s good enough for another round. They gather content related to their candidates — including recommendations, work samples and credit histories.
If these tasks are performed in a fragmented way, with too much friction, the hiring process suffers. Stakeholders miss important content. Great candidates don’t get the opportunity to correct an erroneous red flag.
Fragmented processes also expose organizations to other risks. What if your company is accused of discrimination? Can you easily retrieve all the information necessary for a legal defense? And are you protecting the personal information you collect on candidates with the same rigor that you use for your customers?
These questions underscore the importance of integrated digital HR collaboration workflows, which logically link all actions, communication and content — including documents, data and video interviews — relevant to the hiring process.
How Do You Get There?
Improving HR collaboration workflow requires three fundamentals:
- The right pieces: These include content sharing, business messaging and video conferencing. Each piece must work well individually and integrate (typically through application programming interfaces) with one another logically in frictionless workflows.
- An understanding of HR processes: Not every hire goes through the same process with the same people. You must carefully map various collaboration workflows, defining how those involved in each workflow will communicate and collaborate to achieve desired outcomes.
- Adaptable rules-based workflows: With communication and collaboration processes mapped, you can perform the technical work of actually building your workflows. Your approach should make it easy to modify these with an adaptable collaboration framework that can reflect any changes in your organization, your policies or regulatory mandates.
HR collaboration workflows must be reliable, seamless and user-friendly. If they’re not, users will quickly revert to the old, fragmented way of doing things. You also must appropriately limit permissions and privileges for each hire, so stakeholders can access data relevant only to their own lines of business or departments.
The rewards of getting HR collaboration workflows right are significant. The more “digitally together” your organization appears, the higher the quality of the candidates you’ll attract. And the better informed your stakeholders are about those candidates, the greater the likelihood you’ll hire people with the most to contribute to your organization’s success.
Curious to learn more about HR and collaboration? See how one HR company used video conferencing to speed decision-making and time to market while reducing travel expenses. Also, be sure to check out “Video Moves into I.T.’s Sweet Spot” to learn more about how mobile devices and video technology are finding their way into a wide range of organizations and applications.
As always, feel free to leave a comment below with any questions.
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