How Do You Put The “Resources” Back into Human Resources?

By Michelle Mellon
4 min read

Not many people understand how critical an effective HR Management team is to the growth and sustainability of a business. In the past, the function of HR was viewed primarily as recruitment and payroll. As the workplace landscape has changed, however, HR has also had to adapt.

In addition to managing recruitment, onboarding, training and development, evaluations, payroll, benefits, and legal compliance, HR professionals need to juggle the added complexities of the modern workplace. That means maintaining a culture that’s welcoming to onsite and offsite workers as well as employees of increasingly diverse ages and geographic, ethnic, religious, and socioeconomic backgrounds.

There’s the old saying that “time is money.” Thankfully there are many tools out there to help manage the mountains of data in the HR arena, ideally reducing the time it takes to perform these tasks and saving the company money in return. But what do you do when you need to make process improvements? How do you know where to boost efficiency if you don’t have a big-picture view of your current HR performance?

The rapidly changing resource landscape

Let’s take a look at recruitment. According to the International Labour Organization, there were around 3.5 billion people in the labor pool worldwide in 2018. That sounds promising, right? Even with an estimated 100-200 million companies worldwide competing for talent, that’s still a healthy percentage.

Yet that estimate of corporate competition doesn’t include public sector organizations, NGOs, or start-up companies. Also, if you’re limited to a local search rather than global candidates, the available pool shrinks significantly depending on where you are. And if you need a specialist? The struggle for qualified candidates increases, while prospects decrease.

Once you have candidates in the door you face your next hurdle: holding onto them. Things move rapidly in today’s marketplace. The last thing you want is the lack of speed in your hiring process to cause a candidate to lose interest and/or be snatched up by a faster-moving competitor.

A wealth of HR experience coupled with some technology is probably already helping your company meet these challenges. But could you be doing more? Trying to track all the moving parts can be time-consuming—the exact opposite of why you’re gathering data in the first place. But the data is of little use if it can’t help you find comprehensive process solutions instead of small-scale mends.

A modern solution for modern HR challenges

Enter Celonis. We don’t offer just another technical tool, we offer an innovative approach to data analysis. Celonis works with your existing systems to help you examine, evaluate, and execute your tasks and processes more efficiently. Choose areas of concern and see how individual tasks affect your recruitment flow.

For example, which leads consistently provide the best candidates? What’s the trickle-down effect on offer acceptances when the process lasts more than 3, 5, or 7 days? Now you don’t have to rely on anecdotal evidence and you don’t have to painstakingly put all the pieces together yourself.

Imagine accelerating your talent acquisition process by 31%! That means moving top talent through your recruitment process more capably, so the people with the skills your company needs are in place and contributing to your company’s success and growth that much sooner.

Best of all, you have immediate, intuitive visuals about what’s happening with your processes. That kind of real-time insight gives you the power to plan and implement changes more quickly, so you can react and adapt to your company’s needs as they arise.

And it’s not just for recruitment. Think of Celonis as your gateway to transforming your overall HR management. Streamline recruitment. Improve onboarding. Expand employee development opportunities. Optimize compensation strategies. Small changes can lead to big returns for both you and your company.

Investing in your company’s future

In many cases HR representatives serve as ambassadors to job candidates—they’re an applicant’s first example of how that company values its employees. When HR managers can expend fewer resources figuring out how to make processes work better, they have more resources available to create a top-notch workplace environment.

In the grand scheme of a company’s operations, effective HR management comes down to building trust. It all starts with how efficiently you can bring the right people through the door, and how appreciated you make them feel every step of the way in their journey with your company.

It’s time to nurture your HR processes like HR nurtures your business. Are you ready to see how Celonis can help?

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