20 top tips from the 20 minute master classes - SuccessFactors

Adopt an HR 2.0 mentalityHR 2.0 is about empowering employees by liberating them rather than controlling them. That means offering intuitive, self-service tools and more social means of collaboration and knowledge transfer.

02Increase collaborationbetween HR & IT Like Yin and Yang, IT is an enabler of technologies that allow people to work in new ways. HR shapes the opportunities to manage people to get the best out of technology.

03Turn data intovalue in 4 stagesMany companies approach data with deductive (top-down) reasoning: startwith a lot of data and then see what you decipher from it. But to turn data intovalue, you need to take an inductive (bottom-up) approach:1. ask strategic questions;2. identify the right data;3. analyse the data;4. turn it into actionable insight.

05 Increasethestrategicworthof HRIdentify the questions

the Senior LeadershipTeam needs to answer. Then prioritise these initiatives and enlist the support of your IT department to help you collect and analyse data.

08Follow up on employeesurveys using the 5 CsCheck the results of the survey, calibrate the lessons learned, commit to taking positive action, conclude by demonstrating measurable improvement and communicate with employees throughout.

09Walkthe talkNo job is for life, so employees needto know they can rely on what they’re hearing from their employer. If leadersare to be trusted, they need to ‘walk the talk’ on values.

04Develop a 1-page HR strategy mapDefine what you want to achieve as a business, whether you have the right people with the right skills, and how you can engage them.

06 Tame Big DataThe golden rule is ‘Business case first,data and technology second’.

07 Know the difference between employeesatisfaction and engagement

“Satisfaction” is a state of having what you want, but doesn’t encourage you to do something new or try harder. “Engagement” is more complex and touches leadership, intrinsic motivation and productivity.

10 Refresh yourmodel of employeeengagement

To be engaged, employees need: trust and fairness, a connection with their organisation, support to do their jobs, scope forautonomy in their role and to have their voice heard. 11

Endorse and encouragesocial media usageUsing social media in a work context is shown to actively foster collaboration between individuals and organisations. Professional social media usage is generally altruistic rather than self-serving.

12 Hunt for talent on socialmedia, but don’t stalk

While social media can offer insights into potential new hires, it shouldn’t be used to stalk candidates, only to determine competency for the role.

13Use social media toreduce inbox overloadConsider implementing social collaboration tools like SAP Jam for back-and-forth conversations to avoid clogging up people’s email inboxes.

14Don’t let mobilityundermine work/life balanceThree in five people who use mobile devices for work say it supports flexibility, but twoin five say constant connectivity makes it harder to switch off from work.

15Go fishing where the fish areDon’t limit recruitment to ads on job boards: expand your search to non license-based networks like Twitter, Google and Facebook as well as niche online and social communities.

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Tap your employees and theirnetworks for talentWhen filling roles, start your search internally. Who did your employees go to college with, or work with elsewhere? Incentivise them to share jobs and content on their own social media channels.

Be proactive to buildyour talent pipeline

Catch the whole series on demand here: bit.ly/20mmc2

Invest a little time in your social media following every day, and you’ll soon have

a great network of prospective candidates at your disposal whenever you need to fill a vacancy quickly.

17Use your brandto extend yourrecruiting reachWork with your marketing team to add a career-focused side to your corporate online presence, harness news and PR as well as posting jobs, and position your company as a great place to work.

16Keep pace withcandidates’ changingexpectationsAlmost half the workforce was bornafter 1980 and search for jobs via their smart phones and tablets. If your careerssite isn’t mobile-enabled, you’re missingout on fresh talent.

from the20 MinuteMaster Classes

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18Use analytics toinform yourrecruiting strategyHighly targeted social hiring can reduce your apply-to-hire rate, resulting in fewer CVs and interviews for you and a better experience for candidates.