How can people/HR tech leaders get better at designing employee journeys?

It's important to incentivize functions including People, IT and Finance to collaborate on the employee priorities and take a 360 degree view to bringing key journeys to life. Teams should review and streamline the employee experience (Top theme, LinkedIn Global Talent Trends 2020), process, systems and data flow for each of these journeys. To further focus on distributed workforces, organizations enable these experiences using a ”mobile first” mindset and deliver easy to use, fewer click journeys to employees.  In recruiting for example (we will all go back to hiring someday!), the steps in the candidate, recruiter, hiring manager journey are - requisition generation, sourcing, assessment, scheduling, interviewing, candidate evaluation, offer generation, reference checks, background checks. These have to be seamlessly delivered to end users, supported by a digital workflow, automating processes and eliminating manual data capture. Within the recruiting systems, the data flow also has to be streamlined through the journey to optimize and iterate on decisions using dashboards to bring to life the core recruiting principles of effectiveness, diversity and quality. As organizations leverage varied talent pools consisting of full time and contingent workers, this streamlined recruiting journey can deliver business value, visibility and mitigate risks across all the human capital pools. It is imperative to get a few employee journeys right, before organizations can look across the employee lifecycle.

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It's important to incentivize functions including People, IT and Finance to collaborate on the employee priorities and take a 360 degree view to bringing key journeys to life. Teams should review and streamline the employee experience (Top theme, LinkedIn Global Talent Trends 2020), process, systems and data flow for each of these journeys. To further focus on distributed workforces, organizations enable these experiences using a ”mobile first” mindset and deliver easy to use, fewer click journeys to employees.  In recruiting for example (we will all go back to hiring someday!), the steps in the candidate, recruiter, hiring manager journey are - requisition generation, sourcing, assessment, scheduling, interviewing, candidate evaluation, offer generation, reference checks, background checks. These have to be seamlessly delivered to end users, supported by a digital workflow, automating processes and eliminating manual data capture. Within the recruiting systems, the data flow also has to be streamlined through the journey to optimize and iterate on decisions using dashboards to bring to life the core recruiting principles of effectiveness, diversity and quality. As organizations leverage varied talent pools consisting of full time and contingent workers, this streamlined recruiting journey can deliver business value, visibility and mitigate risks across all the human capital pools. It is imperative to get a few employee journeys right, before organizations can look across the employee lifecycle.
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