By Karen Guglielmo, Iron Mountain
In part one of our three-part series on the impact of paper and manual processes on HR departments, we examined the costs—in pounds and pence, risk and inefficiencies—of an over-reliance on paper and manual processes. In part two, we look at the impact on HR workflows in greater detail.
As an HR leader, you’re responsible for the efficiency and effectiveness of your department, and as such, are always on the lookout for areas of improvement. Below we take an in-depth look at common HR workflows and the negative impact of paper and manual processes upon them.
Recruiting and Selection
As you’re all too aware, there’s a lot of documentation that goes into the hiring process: CVs and cover letters, applicant correspondence, references and recommendations, interview notes, and any potential offer letters; to name just a few. With a reliance on paper and manual processes, keeping it all together in one neat folder—and then accessing it when needed—can be laborious and time consuming at best, an invitation for lost or misplaced paperwork at worst. Incomplete candidate files can then lead to ill-informed hiring decisions and the unintended passing over of well-qualified applicants.
And even if everything paper-based goes to plan, nothing goes missing, nothing takes too long, and you find the ideal candidate. Well, then there’s…
