Make a Huge Impact on Your Hiring with Small HR Changes
It was July 20th, 1969.
Apollo 11 had been manned by six American astronauts who were setting out to make history.
Four days after it's initial launch, astronaut Neil Armstrong made his way onto the moon's surface and uttered the famous statement "One small step for man, one giant leap for mankind."
Then with the tiniest movement of his legs, a movement that we expect out of toddlers every day, he opened the door to a new era of space exploration for the world.
Don't get me wrong, I am fully aware of the years of planning, a lot of money and a lot of trial and error that took place so that Neil could take that step. But the point I'm trying to make is when he finally made it to the moon, he just made one small change, one step, and it ended up having a huge impact on the world of science.
But what does a sentence said in outer space almost 50 years ago have to do with the world of hiring? Let me explain.
I talk a lot about how organizations can improve their hiring processes, and usually the people who are listening to me talk are busy hr professionals.
Just the other day I was talking to an ApplicantPro client who told me that while the hiring ideas I was offering up sounded great in theory, she simply didn't have time to implement any of them as her plate was already overflowing at work.
That comment has stuck with me.
How can I help the problem of not having enough time for HR or even help human resources departments stay organized?
Then I started thinking maybe it's not all about time. Maybe it's just about understanding that making these changes don't need to take up a ton of HR's valuable time. Instead of trying to preach time management skills for HR, I need to help them see that small changes can make a big impact.
That's why in today's video I'm going to explain how implementing some small changes for your organization's hiring process can result in huge improvements.
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How can HR make simple changes that will have a big impact on their hiring?
Before we dive into the framework itself, I want you to understand two basic concepts.
#1: Small things make a huge impact. Especially small things that are done frequently.
#2: Execution is more about what you choose not to do than what you choose to do. More importantly, choose the order that it needs to be done in.
Now let's get to the framework, let's remember ICE: Impact, Confidence, Ease.
- What is the impact each change will have?
- What is my confidence level with this change?
- How easy will it be to complete this change?
Where to start?
If you're looking for a simple, yet hugely impactful change to make in your hiring process, start with changing your job ads. Choose one job that would have the biggest impact. In other words, the job that is most advertised or that is continually being filled like a customer service position. Rewrite that job ad and start tracking those metrics to see how it's making a change in the type of applicants you're seeing, number of applicants that job is getting, and the time it takes to fill that position.
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