Connect with us

Business News

How your HR department is destroying your brand

(Business News) Your HR department is on the front lines, but many in the department are hurting your brand – here’s how it is happening right in front of you, and how to fix it.

Published

on

human resources

The modern job hunt

I’ve been watching my son’s job hunt as of late with great curiosity after having spoken at a Human Resources Management Association (HRMA) conference a few years back, where I chastised their lust for more new systems rather than utilizing their existing systems. Oh, the gasps I received for pointing out positive ways to promote their brand, and reminding them strongly that they are on the front line of their brand image (most especially with applicants).

I watched as the younger professionals nodded in absolute agreement, and veteran human resources management folks cringed at the idea that they had a responsibility to better interact with applicants, i.e. social media, responsive email, or just being responsive with new applicants at all.

bar
How simple would it be to include a thank you acknowledgment email, and then listing community resources to local job boards, job re-training opportunities, or even promoting their own HR blog that suggests what the company is looking for in a resume, best practices for job hunting, and so much more… oh the horror! You’d have thought I set the building on fire and locked the door! But having said that, many were inspired enough to speak with me afterwards for more ideas, and application of some of the social implementation, and how to integrate the same relationship with currently employed team members – I had hope.

Fast forward to today, and guess what?

Well, the human resource departments got new systems alright – they can now completely disenfranchise applicants online now. “Online Application” is now the online file 13, and hey, many managed to ignore even the common courtesy of letting the applicant know that an application was even received. And of course, there will be no help with any glitches the applicant may run into such as, your social security number is invalid, say what?

They even found newer ways to aggravate the applicant by defaulting applicants into “sell your information” companies like snagajob.com where your information is sent to participating online ‘Universities’ that endlessly call without warning. Watch out for companies like Kohl’s in particular. Now you’re making money while ignoring applicants?

Consider this analogy

Here’s the analogy I gave HRMA in my presentation: I’m a young kid, who on Friday nights curls up with mom, dad, and family with popcorn and Coca-Cola. This weekly treat as a kid was epic, and I love Coca-Cola. As a child, I thought that one day I might like to work for this magical company – their commercials were so appealing, especially at Christmas. Needless to say, this memory made me a huge fan of Coca-Cola growing up. Fast forward to applying for a job with Coca-Cola (this never happened, but stick with me) where I apply either on paper or online, and I’m ignored, not unqualified, just ignored.

I apply again in 60 days. Same thing, file 13 and so on and so forth – I now bleeping hate you Coca-Cola, crushed fan, even worse, ignored. Do you know how much effort and dollars advertising and marketing spent to make me a fan over all of those years, and this is how it ends? Bleep you, I’ll have tea.

This applies to all companies, so here’s the answer

This could be said of nearly any company out there that does not understand that this is a tandem endeavor throughout the company to attract brand fans whose point of final sale might just be with your brand’s HR department. This has to change. You must do better.

My son is on month two of his job search, and the most response he’s received was from those who wanted his money and his information for that ridiculous company, snagajob.com. Thank you Kohl’s and so many other stupid decision makers in human resources.

Every CEO should immediately do three things –

(1) Have their HR director read this in front of you and watch their reaction – nodding in agreement and you’re fine, but an annoyed director means you’re in trouble.

(2) I think every CEO should force their HR director to job hunt for the type of job they are hiring for, especially if it is entry level, for two weeks of unpaid leave just to experience how it would feel should they be “unemployed.” Seriously.

(3) When hiring an HR Director, ask how long they’ve been on the job hunt, where have other HR departments FAILED, and how they propose to do their lion share of making sure your company isn’t leaking talent and fans to file 13 in those same ways.

P.S. Still Loving Coca-Cola over here.
P.P.S. Use Snagajob and other sites at your own risk.
.

Benn Rosales is the Founder and CEO of The American Genius (AG), national news network for tech and entrepreneurs, proudly celebrating 10 years in publishing, recently ranked as the #5 startup in Austin. Before founding AG, he founded one of the first digital media strategy firms in the nation and also acquired several other firms. His resume prior includes roles at Apple and Kroger Foods, specializing in marketing, communications, and technology integration. He is a recipient of the Statesman Texas Social Media Award and is an Inman Innovator Award winner. He has consulted for numerous startups (both early- and late-stage), has built partnerships and bridges between tech recruiters and the best tech talent in the industry, and is well known for organizing the digital community through popular monthly networking events. Benn does not venture into the spotlight often, rather believes his biggest accomplishments are the talent he recruits, develops, and gives all credit to those he's empowered.

Business News

Walmart delays the launch of its Amazon Prime competing service

(BUSINESS NEWS) Walmart+ is being delayed once again, but the service has yet to be cancelled. Will it be another flop?

Published

on

Walmart+ Amazon

Walmart+, the supposed Amazon Prime alternative of the century, has been delayed from launching until further notice. This marks the second delay of the year.

Vox reports that the Amazon Prime competitor was initially supposed to launch in the first quarter of 2020, but Walmart pushed the release back to July due to Coronavirus concerns. Now, Walmart+ doesn’t have a definitive launch date–indecision that’s easy to chalk up to both the ongoing pandemic and trepidation regarding profitability in an Amazon-dominated world.

Amazon Prime, a service which runs customers $119 per year, has well over 100 million members in the United States; that works out to at least one member in a little over 80 percent of households here. Between its ubiquitous nature and the fact that Amazon Prime members are more inclined to use Amazon frequently than non-Prime members, it isn’t hard to see why a premium Walmart subscription seems a little redundant.

But Walmart doesn’t see it that way. “Walmart executives have hoped the program would strike a balance of being valuable enough that customers will pay for it, while boasting different enough perks from Amazon Prime so that there aren’t perk-by-perk comparisons,” Vox posits. At $98 per year, Walmart+ would include things like same-day delivery, gas discounts, line-skipping, a dedicated credit card, and potentially even a video streaming service.

While there are some clear parallels between Amazon Prime and Walmart+, one can attribute those to convenience rather than imitation. People seem to enjoy having extra streaming options as a perk of Prime, so for Walmart+ to include something similar wouldn’t exactly be inappropriate.

The largest obstacle to Walmart+’s success in a post-Coronavirus world probably won’t have much to do with brand loyalty, but the fact remains that Amazon’s value is so far above and beyond Walmart’s that people who regularly use Amazon Prime aren’t likely to make the switch–and, as mentioned previously, the sheer number of people who have a Prime membership is high enough to be concerning to Walmart executives.

However, for customers who frequently shop at Walmart or live in relatively rural areas, Walmart+ doesn’t seem like a bad gig. It isn’t Amazon Prime, to be sure–but that’s the point.

Continue Reading

Business News

What COVID-19 measures do workplaces have to take to reopen?

(BUSINESS NEWS) Employers can’t usually do medical screenings – but it’s a little different during a pandemic.

Published

on

COVID-19 temp gun

Employers bringing personnel back to work are faced with the challenge of protecting their workforce from COVID-19. The Center for Disease Control (CDC) and the Equal Employment Opportunity Commission (EEOC) have issued guidelines on how to do so safely and legally.

Employee health and examinations are usually a matter of personal privacy by design through the American’s with Disabilities Act. However, after the World Health Organization declaration of the coronavirus as a pandemic in March, the U.S. EEOC revised its guidance to allow employers to screen for possible infections in order to protect employees.

Employers are now allowed to conduct temperature screenings and check for symptoms of the coronavirus. They can also exclude from the workplace those they suspect of having symptoms. The recommendations from the CDC also include mandatory masks, distant desks, and closing common areas. As the pandemic and US response evolves, it is important for employers to continue to monitor any changes in guidance from these agencies.

Employers are encouraged to have consistent thresholds for symptoms and temperature requirements and communicate those with transparency. Though guidance suggests that COVID-19 screenings at work are allowed by law, employers should be mindful of the way they are conducted and the impact it may have on employer-employee relations.

Stanford Health Care is taking a bold approach by performing COVID-19 testing on each of its 14,000 employees that have any patient contact. They implemented temperature scanning stations at each entrance, operated by nurses and clinicians. The President and CEO of Sanford Health Care said, “For our patients to trust the clinical procedures and trials, it was important for them to know that we were safe.”

Technology is adapting to meet the needs of employers and identify symptoms of COVID-19. Contactless thermometers that can check the temperature of up to 1,500 people per hour using thermal imaging technology are now on the market; they show an error margin of less than one-tenth of a degree Fahrenheit. COVID-19 screening is being integrated into some company time-clocks used by employees at the start and end of each shift. The clocks are being equipped with a way to record employee temperatures and answers to a health questionnaire. Apple and Google even collaborated to bring contact tracing to smart phones which could help contain potential outbreaks.

Fever, coughing, and difficulty breathing are the three most common symptoms of COVID-19. Transmission is still possible from a person who is asymptomatic, but taking the precautions to identify these symptoms can help minimize workplace spread. This guidance may change in the future as the pandemic evolves, but for now, temperature checks are a part of back to work for many.

Continue Reading

Business News

Technology that may help you put the “human” back in Human Resources

(BUSINESS NEWS) Complicated application processes and disorganized on-boarding practices often dissuade the best candidates and cause new hires to leave. Sora promises to help with this.

Published

on

employee hiring

Even in a booming economy, finding the right applicant for a role can be a drawn-out, frustrating experience for both the candidate and the hiring manager. Candidates submitting their resume to an automated HR system, designed to “seamlessly” integrate candidates into their HRIS accounts, face the interminable waiting game for feedback on whether they’re going to be contacted at all.

Ironically, this lack of feedback on where a candidate stands (or even if the resume was received at all) and a propensity for organizations to list roles as “Open Until Filled”, overwhelms the hiring manager under a mountain of resumes, most of which will not be reviewed unless there is a keyword match for the role. And if they do somehow manage to see the resume, studies indicate that in less than 10 seconds, they’ll have moved on to the next one.

The problems don’t end there, however. Once the candidate and hiring manager have found one another, and the HR team has completed the hire, the dreaded phase of onboarding begins. During the first few days of a new job, a lack of effective onboarding procedures—ranging from simple tasks like arranging for technology or introductions to a workplace mentor—can be the cause of a significant amount of employee turnover. Forbes notes that 17% of all newly hired employees leave their job during the first 90 days, and 20% of all staff turnover happens within the first 45 days.

The reason, according to Laura Del Beccaro, Founder of startup Sora, is that overworked HR teams simply don’t have the bandwidth to follow up with all of those who are supposed to interact with the new employee to ensure a seamless transition experience. Focusing on building a template-based system that can be integrated within the frameworks of multiple HRIS systems, Sora’s focus is to set up adaptable workflow processes that don’t require the end-user to code, and can be adjusted to meet the needs of one or many employee roles.

In a workplace that is becoming increasingly virtual, out of practicality or necessity, having the ability to put the “human” back in Human Resources is a focus that can’t be ignored. From the perspective of establishing and expanding your team, it’s important to ensure that potential employees have an application experience that respects their time and talent and feedback is provided along the way, even when they might not be a fit for the role.

Take for example the organization who asked for an upload of a resume, then required the candidate to re-type everything into their HRIS, asked for three survey responses, an open-ended writing task, a virtual face-to-face interview, *and* three letters of reference—all for an entry-level role. If you were actually selected for an in-person interview, the candidate was then presented with another task that could take up to two hours of prep time to do—again, all for an entry level role.

Is that wrong? Is it right? The importance of selecting the right staff for your team can’t be overstated. But there should be a line between taking necessary precautions to ensure the best fit for your role and understanding that many of the best candidates you might find simply don’t want to participate in such a grueling process and just decide to move on. There’s a caveat that says that companies will never treat an employee better than in the interview process and in the first few weeks on the job—and that’s where Sora’s work comes in, to make certain that an employee is fully supported from day one.

Bringing on the best to leave them without necessary support and equipment, wondering at the dysfunction that they find, and shuffled from department to department once they get there creates the reality and the perception that they just don’t matter—which causes that churn and disconnect. Having your employees know that they matter and that they’ll be respected from day one is a basic right—or it should be.

Continue Reading
Advertisement

Our Great Partners

The
American Genius
news neatly in your inbox

Subscribe to our mailing list for news sent straight to your email inbox.

Emerging Stories

Get The American Genius
neatly in your inbox

Subscribe to get business and tech updates, breaking stories, and more!