This week at the SHRM18 Annual Conference and Exposition, we will be showcasing how to empower employees in the modern workplace with Microsoft solutions for Human Resources. While I am excited to attend my first SHRM conference and meet with HR leaders from around the globe, I’m invigorated to see the Microsoft 365, Workplace Analytics, and Dynamics 365 teams come together with the Microsoft HR organization to share our best practices on the digital transformation of HR.
The way we work has not kept up with the pace of change in the world today. We have seen an exponential growth of digital connectivity, devices, technology, and data. And yet, our workplaces and workforces still operate according to the early 20th-century assembly line models of repetition, efficiency, and scale. Modern workplaces are more than just exceptional places to work—they are cultures where people are inspired and empowered to innovate, create, and collaborate. Achieving this vision requires HR to build a modern workforce—bringing together people to pursue their passions and realize their purpose. A modern workforce is made up of people with the right skills and capabilities, in the right places, at the right time. And this all starts with your talent acquisition team reimagining your hiring process.
At SHRM our session on “The new rules of the modern workplace” will focus on key principles to keep in mind while digitally transforming the employee experience. We are partnering with Chuck Edward, Microsoft’s corporate VP of Global Talent acquisition to share our own digital transformation story and how we are using Dynamics 365 for Talent: Attract within Microsoft. The session will cover HR trends that are changing the way organizations hire, engage, develop and retain talent today.
As I prepare for SHRM, I am also in the midst of building out my team here at Microsoft. I like to compare the employee experience (EX) to a customer experience (CX). As companies have prioritized CX over the last decade, the missing piece has been how they empower employees to deliver customer outcomes. While EX includes every employee interaction that delivers talent success, the hiring experience is the first phase, and thus critical to overall success. Here are five new rules of a modern hiring experience for you to consider as you reimagine the EX:
- Rule #1 – Your culture is your employer brand
Attracting the right people to your company starts with defining your culture and bringing it to life. Modern workers are looking to work at companies with an aligned purpose where they can live their passion. Ensure your culture comes to life during your hiring process and look for people who not only have the right skills but also live your corporate ideals and values.
- Rule #2—Job posts and applications are advertising
Typically, the number one visited page on your website is going to be your Career site—creating an ideal advertising platform. Your job posts are no longer just about attracting a person with the right skills. They should highlight who you are as a company, show your differentiation, and advertise the value of the products and services you offer. Job posts and the application process form the first impression for candidates. You want readers and potential candidates to have a clear view of the role, your culture, and how they can grow their career at your company.
- Rule #3—Your candidate experience is marketing
With talent shortages predicted for skilled knowledge workers across every industry, it’s no longer enough to just post jobs. Just like you need to build a sales pipeline with demand generation campaigns, you need to build talent pipelines with an extraordinary experience to win top talent. If that’s not enough, most candidates who don’t hear back on a job application say they would not recommend a company’s product or service. As your recruiters and hiring team are interacting with candidates they are forming an impression of your company and brand. It’s imperative to deliver a transparent, engaging experience for all applicants—especially those who aren’t a good fit for the role. Ultimately, just like successful marketing creates brand value, successful recruiting will build brand ambassadors through the candidate experience.
- Rule #4—Interviews are selling
If the beginning of your hiring process is equivalent to attracting new customers, the interview phase is where the selling begins. It’s no longer enough to get top talent in the door, you need to focus on winning the right candidate. Most companies today spend more time on scheduling interviews, then they do on executing them. Interviews filled with skills or problem-solving questions are a thing of the past—leave those questions for pre-interview assessments. Focus your critical interview time on getting to know the candidate and letting them get to know what success would look like in the open role.
- Rule #5—The hiring process does not end when the offer is signed
Your talent acquisition strategy should not end at the offer phase. Ensure candidates understand how they will be set up for success through your onboarding experience. And provide them with career development guides and access to your learning experience.
Stop by and visit us at SHRM at booth 2232 and learn about Microsoft solutions for HR.
Learn how you can improve employee engagement in your organization and empower people in the modern workplace with Microsoft 365.
Learn how to connect collaboration to business outcomes with Workplace Analytics.