The prospect of welcoming new team members is exciting, but the journey to that point can be less enjoyable. It involves tasks like collecting job description specifics, pursuing sponsor input, navigating various tools, and fostering candidate relationships. What if you could simplify human resources (HR) procedures, reducing manual labor and allowing for more fulfilling endeavors? Introducing Hatchproof a human resources application.

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Traditional HR approaches are dead, and being replaced with innovative approaches.

Today, traditional human resources (HR) approaches often fall short in attracting top talent. Times have changed since the early 1900s, when the workforce primarily consisted of men and children, and HR departments were non-existent. Employment decisions were solely in the hands of owners with little regard for workplace safety. The concept of "employment clerks" emerged in the 20th century, advocating for higher wages and emphasizing recruitment efforts. Women didn’t start employment until the First World War in 1914. By 1920, the term "employment clerk" gave way to "personnel administration." Then, during the Great Depression, organizations began formalizing hiring procedures, such as the creation of handbooks and standardized hiring practices. In 1948, the Society for Human Resource Management (SHRM) was established, marking a significant milestone in the development of HR practices.Some of the practices obtained throughout the years are still being used such as: resume screening, phone screening, psychometric testing, asking questions like “what are your strengths and weakness” In an ever-evolving world, companies must innovate to stay competitive, or risk being left behind. So, who is adapting to this change? Consider the following statistics.

Statistics on the shift away from conventional HR methods:

• Today, more than 33% of traditional performance appraisal review strategies have been abandoned by U.S. companies.
• According to a survey conducted by Test Gorilla 70% of participants indicated that skill-based hiring is more efficient compared to traditional methods like relying solely on resumes.
• Large companies like Microsoft, Netflix and Deloitte have started moving away from traditional processes since 2015.
• 77% of HR leaders agree that conventional performance reviews don’t accurately measure performance.

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Pitfalls in the hiring process

Don’t put all the work on one or two recruiters

While smaller companies or startups generally only need one or two recruiters, mid-sized to large organizations can employ up to over 500 new staff. Navigating the hiring process is no simple task, and pinpointing the optimal candidate presents an even greater challenge. It encompasses everything from crafting compelling job advertisements to managing paperwork efficiently, all culminating in the crucial decision of making the perfect hire. HR professionals manage multiple responsibilities, resulting in overwhelming stress and mental exhaustion. According to Forbes, around 98% of HR professionals are facing burnout.

The impact of connotative language in job descriptions

The influence of connotative language in job descriptions is significant. Nowadays, words hold meanings that extend beyond their literal definitions. Research from the Journal of Personality and Social Psychology has shown that in fields traditionally dominated by men, job postings frequently use language associated with male stereotypes, like "dominant leader" or "competitive." As a result, women may view these roles as less attractive and may feel less connected to them when reading the job ads. Connotative language can also affect those on the Autism Spectrum Disorder (ASD) by making them feel alienated in job posts.  For instance some individuals with ASD may find it difficult to socially interact, and may turn job posts with words such as “ must socially interact.”While some jobs may require social interaction, some only require minimum interactions.

Reviewing documents & paperwork is time-consuming

Human resource managers often take anywhere from 10 days to 8 weeks to respond to applications. During this extended period, they must meticulously handle various documents such as visas, certificates, diplomas, references, and government-issued identification cards.

Ineffective decision making

How long do hiring managers spend looking at resumes and reviewing documents? Indeed reports that the average time hiring managers take to review a resume is between 7 and 8 seconds. With such a short time to review skills, unconscious bias occurs during the hiring process. Such biases include, but are not limited to, gender bias, age bias, beauty bias, conformity bias, and affinity bias.

Losing valuable talent

Whether it's hiring the wrong candidate or experiencing the departure of high-quality top performers, this remains a critical challenge for organizations. The  average time time for a position to be filled typically ranges between 27 to 42 days. However, according to Workable, top talent is often snapped up within a mere 10 days, highlighting the urgency for organizations to streamline their recruitment processes and retain their best employees.

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How to overcome pitfalls in HR processing with Horizon by Hatchproof

Navigating these challenges doesn't have a universal solution, but integrating Human Resource Management (HRM) applications offers a promising avenue. By leveraging AI capabilities, organizations can streamline processes, such as crafting job descriptions efficiently and fostering impartial discussions. This not only saves time but also equips HR teams with invaluable insights, significantly boosting their ability to attract and retain top-tier talent. Introducing Horizons by Hatchproof, streamlining the HR process.

Maximize efficiency: Prioritize candidate experience over document processing with Horizons by Hatchproof, empowering smoother hiring processes.

‍Benefits of Horizon by Hatchproof

• Stay ahead & informed with compensation insights: Reduce unconscious bias by utilizing AI insights to compare new hires to organizational standards. Horizon by Hatchproof uses AI, which provides in-depth analysis, benchmarking new hires against organizational norms to guarantee competitive and equitable offers. Stay informed and stay ahead with compensation Insights.
• Reinvent the job description: Eliminate connotative language in job advertisements, and learn about a company's culture, teammates, and hiring manager leadership style. Horizon by Hatchproof provides a holistic approach to employee experience. Experience the role in its current state and envision its future growth.
• Make your first impression count with AI Screener: Horizon by Hatchpoof integrates an AI screener to make conversations bias-free and meaningful. Connect with employees faster and more efficiently.

Pitfalls in the traditional performance management

Subjectivity and bias in evaluations & lack of customization in appraisal methods

Conducting performance reviews is an integral aspect of the HR department's responsibilities. These traditional assessments enable managers to evaluate employees and gain insights, and valuable feedback. Managers write assessments and gauge performance against predetermined criteria, such as key performance indicators (KPIs) and other metrics. However, this conventional approach often proves inadequate due to conscious and unconscious biases, including favoritism and various cognitive biases such as leniency bias, attribution bias, halo effect, and horns effect.

Low engagement & connections

An increasing number of employees are grappling with challenges in feeling engaged, establishing meaningful connections with their managers, and accessing necessary support. In some cases, employees may be physically present at their computers, sitting there, but lack clear direction. According to a Gallup study, nearly 6 in 10 individuals choose to leave their jobs due to low engagement levels.

Lack of motivation

A motivated workforce is what every organization aspires to have.  To increase motivation some organizations provide tangible extrinsic rewards. These are promises they can’t keep; higher salaries, better benefits, more flexibility, stock options, and the list goes on.

Lack of growth

With few promotions, and learning opportunities more employees are leaving their current employer. According to the American Psychological Association (2023)a survey found only  47% of employers offer educational opportunities.

How to boost performance in organizations

Employee dissatisfaction often stems from perceived stagnation in their professional growth, compounded by the potential for bias in performance reviews. To address these issues and foster motivation among employees, Hatchproof offers a comprehensive performance management system called Helix. This platform empowers employees to leverage performance reviews as opportunities for professional development, thereby reducing turnover rates and promoting a culture of continuous improvement.

Introducing Helix by Hatchproof: elevate performance with talent analytics, revolutionizing talent management for optimal efficiency.

• Effectively utilize Objectives and Key Results (OKRs) to attain work objectives: When you don't know what your goals are, how can you reach them? Helix streamlines OKR planning, aligning daily tasks with your organization's broader vision. By recommending precise objectives and results, we make strategic planning straightforward, letting you focus on achieving impactful outcomes.
• Smart HR Solutions:Hive’s AI-driven on-boarding customizes the introduction to your company, aligning individual needs with organizational goals. This targeted approach boosts retention and contributes to a 60% increase in revenue for companies with effective on-boarding programs. It's about setting the stage for growth from day one.
• Performance Management: Shift the perspective on performance reviews with Hive’s dynamic system, leveraging Hatchproof profiles and real-time data. We turn reviews into opportunities for professional growth, aligning with the 76% of millennials who value development, and setting clear paths for future achievements.

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About Hatchproof

Rather than fixating on paperwork, Hatchproof prioritizes delivering an exceptional candidate experience and fostering positive workplace relationships. Hatchproof utilizes HRSM and HSI systems, which incorporate artificial intelligence and behavioral science, which aims to anticipate your satisfaction at work. By replacing outdated HR management methods and bridging the gap between HR and employees, Hatchproof is revolutionizing the workplace dynamic.

Conclusion

Modernizing human resources procedures enables a shift towards prioritizing candidates and employees over administrative tasks. Hathcproof's Helix and Horizon applications offer mutual benefits for both HR professionals and employees alike. These innovations allow HR departments to streamline operations, cutting costs and minimizing manual workload. Moreover, the integration of artificial intelligence mitigates bias in HR processes while enhancing employee performance and fostering growth. Consequently, employees experience increased appreciation, while prospective candidates gain deeper insights into the organizational culture of their potential workplace.

References:

Johnivian, J.R (2023). Performance-management-statistics.

https://www.selectsoftwarereviews.com/blog/performance-management-statistics

Cunningham, L. (2015).In big move accenture will get rid of annual performance reviews and rankings.https://www.washingtonpost.com/news/on-leadership/wp/2015/07/21/in-big-move-accenture-will-get-rid-of-annual-performance-reviews-and-rankings/

Gaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101(1), 109–128**. https://doi.org/10.1037/a0022530**

Gartner (2023).Gartner HR Research Finds Only 31% of Employees Report They Are Engaged, Enthusiastic and Energized by Their Work.https://www.gartner.com/en/newsroom/press-releases/2023-10-24-rhr-gartner-hr-research-finds-only-31-percent-of-employees-report-they-are-engaged