5 questions to help your HR department impact the bottom line
In HR, the name of the game is to find and hire the best candidates.
You need to find all-stars who will invest themselves in your organization. People who will go above and beyond to get the job done. People who will ensure customer satisfaction and, ultimately, increase profitability.
So, how do you do it?
I can’t help but think back to the session I attended at the Society for Human Resource Management’s annual conference a few years ago. That session, led by LaFern Batie, CEO of The Batie Group, focused on how HR can have a positive impact on an organization’s bottom line.
And it still rings true today.
The magic 5
Answer these five questions and you’ll figure out how your HR department can help drive success:
1. How does your company make a profit?
This is important. The best way to positively impact the bottom line is by knowing how your company truly operates – and hiring the best candidates who fit into that structure.
Hiring someone who is cool, is, you know, cool. But will they fit in operationally and ultimately help drive revenue?
2. What’s the revenue impact of your hiring process?
To figure this out, it will be important to find key people in your organization who can help you understand how newly hired employees affect your organization as they become tenured professionals.
What you also need to find out: How is employee engagement impacting your organization’s profitability?
3. What experiences are you creating for your employees and customers?
Your brand is all about the promise of an experience – internally and externally.
If you provide an excellent experience during HR onboarding, you positively influence careers and ultimately help shape the experience customers have with your organization. A positive experience yields higher profitability.
Another great question: What can be refined in my people, processes and systems to increase our level excellence?
4. Are you being innovative?
I don’t need to tell you that we live in an age of unbelievable technological advances. If your HR department isn’t taking advantage of technology and using it in innovative ways, it’s falling behind the competition.
For example, do you refer to new hire paperwork or do you talk about onboarding software?
The difference can mean your ability to respond to amazing candidates before the competition. And let’s face it, amazing candidates aren’t impressed with clipboards and forms. I checked.
5. Have you aligned your HR strategy with your business strategy?
Constantly ask yourself how your departmental goals align with those of your business. If supporting compliance initiatives is what’s most important to your business this year, figure out how you can support compliance in your department as well.
That’s it. Five questions that should lead you, and your job candidates, down the road to success.
Need help figuring out the answers? Leave a comment below!
