While you probably pride your organization on its HR practices, nobody’s perfect and no system is without its bugs.
That’s why occasional audits are so useful. They can help you pinpoint problems. How else are you going to perfect your processes? You need to know where the problems are before you can fix them.
In this post, we’re sharing some tips for conducting an HR audit to help you work out the bugs to get your HR machine chugging along without a hitch.
Be the Candidate
To get the kind of insight you need into what it’s like to approach your company as a candidate, the only way forward is to put yourself in that role.
It’s probably been a while since you looked at your application process from the other side of the computer monitor. So, casting yourself in the role of the hopeful applicant provides a window into how friendly, easy to use and accessible your process is.
You may discover that your candidates aren’t getting a “thank you” after sending their resumes because the applicant tracking system you currently have in place isn’t pulling the right data. That reflects poorly on your process and can alienate people you’d like to interview.
Log Employee Questions
Part of the audit is asking your team to log questions from employees. It’s amazing how many questions employees have but sometimes the same questions keep coming up.
Why is that?
What’s missing from your employee interface that sends them knocking on HR’s door for answers to questions which should be readily available?
Logging employee questions can help you get to the bottom of that. Your company intranet should be a font of not only useful knowledge, but empowerment for your employees.
When what they need is on your internal online resource, employees can be their own best friends without leaning on HR.
Partner with Your Providers
Your HR team has partners that can make your job easier and more effective. These are your external vendors. Maintaining dynamic relationships with them keeps you in the loop about what’s new and how it can make your department more effective.
You should also be checking in with vendors regularly to make sure you’re making the most of what they’re supplying you with. Can the resource be optimized?
Your benefits package providers should be available to directly answer the questions of your employees. When they get their answers straight from the horse’s mouth, there’s no question of accuracy and your team is freed to direct its efforts to the big picture.
Start with your health insurance provider and see what a huge difference getting this partner to agree to take employee questions off your plate can make.
You read this post because you’re a proactive HR professional seeking out new frontiers in HR excellence. And HR excellence is what Precedent is all about.
We set the standard, with an applicant tracking system that leads you to top talent, then seamlessly onboards and retains it.
Looking for excellence? Then you’re looking for Precedent HR.