Kim Tolley, the Head of Operations at Eploy, shared valuable insights on how we can strengthen
our organisations for the future in an article for HR Grapevine. In this blog post, we delve deeper into the topic and analyse the root causes of the challenges we encounter.
No matter where we are in our journey, we can shift our attention towards exploring areas where we have the opportunity to innovate, make an impact, and shape the future of our organisations.
It all starts with looking at the challenges your organisation is facing and separating what you can influence or control and what you cannot. Breaking it down in this way will help you determine any elements you can influence – some of the smaller aspects of an 'elephant' challenge that can be influenced, however small – is still a win.
Begin by taking each challenge in turn and look to find the root cause of the problem. Root Cause Analysis drills down to the heart of the problem. By breaking down complex processes into simpler ones can act as a catalyst to implement changes and solutions which could have a positive impact.
Kim suggested in the insight "a good way to approach root cause analysis is using the 'five why's' - one of the simplest approaches, yet a very effective one. Firstly, be clear on what the specific issue is so the team involved can focus on the same problem. Work together in addressing why the problem occurs. Keep asking 'why' until the team agrees they have identified the root cause.
An example in your recruitment process might be:
- A candidate accepted an offer with another employer before you were able to formalise their employment offer. Why?
- They didn't receive an offer from your organisation early enough. Why?
- There was a delay in raising the employment offer. Why?
- The Recruitment Co-ordinator mislaid the offer pack. Why?
- Human error. Why?
One of the issues is the absence of proper training on the systems and procedures for monitoring and handling offer requests.
When looking at a specific issue, think about why that process or action is essential in the first place. It's surprising how many tasks we do because we have always done them. Are you reporting on something or logging it in a database for the sake of it? Engage the people in your business who use these systems and reports and ask: Do you still use them? And are they still fit for purpose?
This applies in abundance to Recruitment and HR practices and how data is gathered and analysed.
Making better use of the tools you have
Think about what tools and software you already have that you can make better use of. What adaptations have your teams made to work effectively? Can these changes provide benefits permanently?
For example, if your team implement this strategy, they can efficiently use innovative solutions such as applicant tracking systems (ATS) and AI chatbots to help manage the entire recruitment pipeline by organising candidate profiles, scheduling interviews, tracking progress and pre-screening candidates, saving valuable time.
Where to begin
If you need some inspiration on where to start, we suggest taking a self-guided tour through the comprehensive Eploy recruitment experience. This journey will guide you through every step of the recruitment process, from Job Requisition to Onboarding. If you're eager to learn more, consider scheduling a live demo or starting a free e-recruitment trial to see just how transformative Eploy can be for your hiring efforts. No hard sell, no strings attached. Just some winning ideas to help you.