Every human resources department operates differently. But each of these departments has the same goals in mind: employee engagement, low turnover, and lower cost-per-hire—all of which contribute to overall company success. To hire the best, companies need to be the best. For every function of HR, there are tens if not hundreds of products out there that your department can purchase to help solve that specific issue. And for every ten to hundreds of solutions, there are that many vendors out there offering something different and marketing it as “the most innovative thing ever.”
Last week John Bersin, of Bersin by Deliotte, made a power statement that simplicity—of all things—is the “Next Big Thing in HR & Business.” And I have to say he’s probably right. HR departments get so caught up in demos and the “flash and bang” of the next new technology that they’re often just making their jobs harder. But I don’t think most of these programs are really made to simplify the job of an HR practitioner. Sure, they’re flashing, they’re banging, and they may offer some benefits like insightful analytics, but do HR practitioners need all of this to make good hiring decisions? Probably not. Simpler is better.
Simplicity in the workplace can be achieved by following these three simple rules.
When looking for your next solution or a piece of software for an issue you’re having in the workplace, opt for functionality over flash. I’ll be the first to admit that when you demo a product and it’s really pretty and there are so many cool features, you might be blinded by the look of the product and not its functionality. But take a look at LinkedIn; they created their own ATS, based on a need for functionality over flash. This product (unfortunately not available to the general public) has become known for its incredible functionality and innovation. It might not have all the bells and whistles you see in public ATS solutions, but it works, and in fact it works really well.
One of the problems with all of these vendors and solutions is that when these products are demoed, you can get mesmerized by everything but what you actually need. Go into a product demo with a list of exactly what you need. Don’t get caught up in the things you don’t need, and keep a clear picture in mind of your desired outcome. And beware—if you buy a product you don’t really need, you’ll be spending more time learning about it and trying to understand something that won’t ultimately help the bottom line of your company.
This doesn’t mean that you should fire all of your employees, although you may be wishing you could start over if you are having employee drama issues. Cutting the fat means getting rid of unnecessary and obscure practices or policies in the workplace. Many companies continue to work off outdated and unnecessary policies. My favorites:
These kinds of things just add more work to your already stretched HR staff, and it takes time away from what they really need to be doing. Simplicity in the workplace doesn’t have to be an all-or-nothing approach, but once you start making a move in that direction, you’ll start to see the benefits in time saved and clarity. The year may already be half over, but there is no better time to start than the present. Start cutting the fat, understanding the real needs of your business, and picking functionality over flash. It’ll not only save you time as an HR professional, but it will also save your company money.
Jessica Miller-Merrell, SPHR, is an author, speaker, Human Resources professional, and workplace social media expert who has a passion for recruiting, training, and all things social media. She is the president and CEO of Xceptional HR, and a leader in the HR community with more than 12 years of industry experience. The author of Tweet This! Twitter for Business, Jessica was named by HR Examiner as the second most influential recruiter on the Internet and the seventh most powerful woman on Twitter. She is a columnist for both SmartBrief and The Huffington Post, in addition to Blogging4Jobs and Human Resources One on One. Jessica has been interviewed for professional articles in CIO Magazine, Entrepreneur Magazine, SHRM’s HR Magazine, and on CBS. Jessica earned a Senior Professional in Human Resources designation in 2008, and holds a bachelor’s degree in Anthropology and Business from Kansas State University. Originally from a small town in Kansas, Jessica currently lives near Oklahoma City with her husband, Greg and daughter, Ryleigh.