Theory: HR Digitalisation: Best Practices

6. Best Practices

Anchor Trust

The Anchor Group, the largest non-profit housing association in the UK wants to improve the hiring procedure while giving candidates the greatest experience possible. The business decided to begin utilising custom recruitment strategies. They can screen candidates and have direct conversations with them using Facebook Messenger chatbot with questions built in. But the initiative went beyond technology. In order to direct users to the chatbot, it was also necessary to develop focused social media advertising. The business was able to determine which messages will resonate with their target demographic the best thanks to Facebook’s analytics tool.

Since Anchor Trust introduced their chatbot, their hiring procedure has advanced in the following ways:

The conversation rate for the chatbot is above 27%, compared to the “traditional” recruitment process (applying by uploading a CV to a website), which had a conversion rate of 2.04%.
Using the chatbot has reduced the average cost per applicant for past recruitments from 51 GBP to 18 GBP.
There are now 82% more candidates per month on average.

Deloitte

Deloitte is a good example of how gamification can be used to improve an already existing digital process and environment. Deloitte intended to utilise its Deloitte Leadership Academy training program more frequently (DLA). Not an easy undertaking considering that when people have free time, training is frequently the last thing on their minds. Gamification, or the use of game features like enjoyment, play, design, and competition in a real-world, non-gaming context, was the answer. Deloitte was able to engage its users by integrating missions, badges and leader boards into a user-friendly platform with video lectures, in-depth courses, tests and quizzes. Results show an increase of no less than 37% in the number of users returning to the DLA site every week.

Global Energy Firm

An energy firm with a global presence was struggling with a serious digital divide between its internal and external operations. For instance, their learning materials and compliance training were utterly outdated and worthless. The problem was addressed creatively by the company’s Interim HR Change and Innovation Director using gamification. This led to the creation of a new training software that allows staff members to earn badges and achieve high marks that are visible to all staff members. If the training is not finished with a certain amount of time, the percentage completion is noted and email access is restricted. This approach showed impressive results where it ensures an almost 100% uptake on the test and Compliance training was completed in 3 months instead of 9.

Grolsch

It can be difficult to communicate about advantages and working conditions at the international beer brewer Grolsch. It’s challenging to keep up with all the changes and individual preferences when there are over 650 employees. And that is precisely why they desired a change. A more effective, environmentally friendly approach that would provide workers with better understanding of their working conditions and perks. This involved the company’s employment policies being digitalized and placed in a system that displays each employee’s unique circumstances and benefits whenever they register for a change. MyBenefits is a digital HR system designed to meet the needs of the modern’s working era without adding to the administrative burden. Grolsch is now using the technology to collect information about its employees’ working circumstances. An employee satisfaction survey conducted by the business revealed an increase in contentment from a 6.8 (out of 20) rating for the previous, paper-based system to an 8.2 rating for MyBenefits.

KPMG

The goal at KPMG Belgium was to enhance employee onboarding. There was no pre-boarding procedure in place at the company for the new employees. This occasionally extended the time between when they signed the contract and their first day at work, especially for recent graduates. KPMG made the decision to deploy an integrated and secure onboarding software solution to address this problem and establish a structured approach. Now, the onboarding process for the business begins as soon as the contract is signed. The app provides new hires with all the practical information they require before their first day, including contract information for their new co-workers.