Perhaps the area where you can most see HR embracing skills
Posted: Tue Feb 11, 2025 6:57 am
More commonly found elsewhere in the business is in data and analytics. In fact, Josh Bersin recently wrote an article entitled ‘Geeks Arrive in HR: People Analytics is Here’ which looked at how data science was starting to be applied to the people side of the business. He does note that there are only a small set of companies (less than 5% of the market) who are doing this on a significant scale but given the positive results they’re seeing e.g. making better decisions about who to hire, who to promote and how much to pay people, it should encourage others to follow suit. For those wanting to get ahead of their competitors this is something to explore now.
Some companies, such as Hertz and True Religion Jeans have dedicated analytics benin phone number list people within their HR/resourcing departments but even if you haven’t got the budget for this it’s worth making the business case to have someone who looks after data in your organisation spend some of their time looking at the people side. You should be able to prove the returns of their efforts pretty quickly.
Marketing & Sales
Switched on recruiters are adopting techniques from their sales and marketing colleagues to improve their effectiveness. For example, they’re using relationship marketing and exclusive content to keep their talent pools engaged or stay connected with a candidate between acceptance of an offer and their start date, as demonstrated by Miller Brands.
They’re also increasing the personalisation of their communications based on the higher engagement that has been seen in sales and marketing when taking this approach. This is particularly important in a market where securing top talent is becoming ever more challenging. Recruiters are having to think like salespeople and marketers when trying to win over sought after talent by developing key messages of why someone would want to work for the company and how the role delivers towards their career aspirations. They’re also having to overcome objections and negotiate masterfully – core sales skills.
In this tough recruitment market, employer branding also comes into its own in helping you attract talent. This definitely benefits from marketing input, especially in terms of how social channels can be used.
Design & UX
Lastly, you can see recruiters turning to design and UX to understand how they can achieve the most effective careers site. They’re looking into what’s best practice in terms of layout, colour, functionality etc? How can they set up testing to see if making changes will have a positive effect? Does the site perform on desktop, mobile and tablets? Can the candidate easily carry out actions such as applying or registering for updates when relevant positions become available?
Design best practice is also leading to recruiters making better use of visuals, for example video job adverts and meet the team/office imagery on career sites.
Conclusion
So it seems that change is certainly happening within HR at some companies, and they’re not turning to the latest technology to achieve it. They’re managing to make their recruitment more effective by carefully reviewing their current activity and making better use of existing materials. They’re also turning to other departments in the business to learn from them and utilise their skills and expertise. Hopefully this has provided you with some ideas to look into.
Some companies, such as Hertz and True Religion Jeans have dedicated analytics benin phone number list people within their HR/resourcing departments but even if you haven’t got the budget for this it’s worth making the business case to have someone who looks after data in your organisation spend some of their time looking at the people side. You should be able to prove the returns of their efforts pretty quickly.
Marketing & Sales
Switched on recruiters are adopting techniques from their sales and marketing colleagues to improve their effectiveness. For example, they’re using relationship marketing and exclusive content to keep their talent pools engaged or stay connected with a candidate between acceptance of an offer and their start date, as demonstrated by Miller Brands.
They’re also increasing the personalisation of their communications based on the higher engagement that has been seen in sales and marketing when taking this approach. This is particularly important in a market where securing top talent is becoming ever more challenging. Recruiters are having to think like salespeople and marketers when trying to win over sought after talent by developing key messages of why someone would want to work for the company and how the role delivers towards their career aspirations. They’re also having to overcome objections and negotiate masterfully – core sales skills.
In this tough recruitment market, employer branding also comes into its own in helping you attract talent. This definitely benefits from marketing input, especially in terms of how social channels can be used.
Design & UX
Lastly, you can see recruiters turning to design and UX to understand how they can achieve the most effective careers site. They’re looking into what’s best practice in terms of layout, colour, functionality etc? How can they set up testing to see if making changes will have a positive effect? Does the site perform on desktop, mobile and tablets? Can the candidate easily carry out actions such as applying or registering for updates when relevant positions become available?
Design best practice is also leading to recruiters making better use of visuals, for example video job adverts and meet the team/office imagery on career sites.
Conclusion
So it seems that change is certainly happening within HR at some companies, and they’re not turning to the latest technology to achieve it. They’re managing to make their recruitment more effective by carefully reviewing their current activity and making better use of existing materials. They’re also turning to other departments in the business to learn from them and utilise their skills and expertise. Hopefully this has provided you with some ideas to look into.